Re: Sessional Social Care Worker - Job Ref PEARSCW01

Thank you for your interest in the above position. Our application pack consists of:

application form notes on completing your application Recognising and Responding to Child Protection

Concerns Frequently asked questions - Social Care Worker RNIB Equal opportunity policy statement RNIB recruitment of ex-offenders policy statement job description person specification Recognising and Responding to Child Protection

Concerns RNIB employee benefits.

This pack can also be made available to you by email, in large print, Braille, on disk or tape. Please feel free to ask us if you would prefer to receive it in one of these alternative reading media. Please note that we only accept CVs from applicants whose disability makes it difficult to complete an application form. All applicants, however, need to show us how they meet the person specification.

If you have a disability and would like assistance in filling in the form then please contact us at least three days before a specified closing date and we shall be glad to help you.

Logo – RNIB supporting blind and partially sighted peopleRegistered charity number 226227

You are advised to read the notes before filling in the application form. Wherever possible please complete and return your application form electronically, however we will accept braille, audio, disk, typed and handwritten applications.

Completed application forms should be returned to:resourcing@rnib.org.uk or RNIB, Human Resources, 105 Judd Street, London WC1H 9NE.

If you have not received an acknowledgement for your emailed application within 24 hours please call 020 7391 2170.

Although we would like to be able to write to each applicant individually to let them know the outcome of their application, the cost of doing so is prohibitive. Because of our charitable status we are endeavouring to save on costs wherever possible. Therefore, please assume that if you have not heard from us within three weeks of the closing date that your application has been unsuccessful.

Thank you for your interest in this vacancy.

Rupert GarveyAssistant Recruitment Consultant

Recognising and Responding to Child Protection Concerns

1 Policy Statement

1.1 RNIB believes that the welfare of children is paramount, and that they have the right to be protected from abuse regardless of gender, ethnicity, disability, sexuality or beliefs.

1.2 This policy applies to all Employees, RNIB Group Volunteers, Trustees and Governors of RNIB.

1.3 Any behaviour that is deemed to put children as either suffering, or likely to suffer significant harm as a result of abuse or neglect at will not be tolerated and action will be taken immediately, with referral if necessary to the appropriate statutory agencies - the Police and Social Services. If the incident involves an employee internal action as outlined in the Disciplinary Policy (Policy 8b) may be taken as well.

1.4 All Employees, RNIB Group Volunteers, Trustees and Governors of RNIB will receive induction training to provide them with the basic skills and knowledge required to ensure that they are able to safeguard and promote the welfare of children, by implementing these procedures. More in-depth training will be provided to all those who work directly or have direct contact with children.

1.5 Training will be updated yearly and the Principle Safeguarding and Quality Manager will agree and monitor the content and frequency of all training delivered.

1.6 All Employees, RNIB Group Volunteers, Trustees and Governors of RNIB who are intending to be involved in the recruitment process must attend RNIB recruitment and selection training and refer to the Recruitment & Selection Policy (Policy 1) to ensure that safe procedures are followed before appointments are made.

1.7 This policy and procedural guidance will be reviewed yearly as a standard and more frequently if necessary. Once reviewed and amended it will be approved and endorsed by the RNIB Group Board of Trustees.

1.8 This policy will underpin and sit alongside any additional local policies and procedural guidance, as well as the RNIB Safeguarding Policy and Procedures, which will be clearly cross-referenced to procedural arrangements set down by the Local Safeguarding Children Board.

Frequently asked questions

1. What are the hours of the job?We provide a service 52 weeks of the year, 24/7.Full time - (36 hours per week) is a shift pattern consisting of early's (7am to 2.30 or 4pm) and late's (1.30pm to 10pm) Monday to Sunday with 2 days off each week. This is a rolling 3 week roster. It does include working weekends and bank holidays (including Christmas day). You will have 1 weekend off in 3, so you would work 2 weekends and then have 1 off.

The Team leader sets your roster.

2. Can I choose my shift pattern and hours?No, these are pre-determined to meet the needs of the children and young people.

3. What is the salary?£15,105 - £19,611 per annum for full time. Care staff can achieve performance related pay increments.

4. What does the work involve?Based within the Children's Home, you will work as a member of a team to provide personal and social care support for children and young people with sight loss and multiple complex needs in their home.

You will work to the high standard expected by RNIB and legislative requirements. You will follow the young people's individual care plans to enable them to lead full lives and develop their independence towards adulthood.Further information about RNIB Pears Centre can be found at www.rnib.org.uk/pearscentre

You must be able to provide a high level of supervision and care support to vulnerable young people. You need to have good awareness and be able to plan ahead.

5. What sort of disabilities do the young people have?The young people are all blind or partially sighted and have disabilities which include severe learning disability, cerebral palsy, epilepsy, developmental delay, autism, anxiety and limited communication skills. Some young people behave in ways which can be very challenging, including harming themselves or others. Some young people are wheelchair users and require adult support to complete all daily living tasks.

6. Is it one to one caring?You will be part of a team, but after training you will also be supporting young people on a one to one basis within their home. This will include meeting all of their individual intimate care needs such as having a bath and using the toilet, helping them to eat and drink, administering their medication, accessing the community, supporting them with positive behaviour management techniques and developing their social and communication skills. You will be based in one bungalow with a group of young people, but may need to work in another area of the Children's Home to meet the needs of the service as a whole.

7. Would it be possible to look round the site?If you are successful at interview, you will need to come and visit the Children's Home and have a look around. It can be very challenging working within the Children's Home, so you need to understand about the work you will be involved in and the young people you will support.

8. What experience or qualifications do I need to start the job?

Experience is not essential and you do not need qualifications to join us as we will help you achieve these. Full training will be given. You will be expected to start your Diploma Level 3 in Caring for Children and Young People training after your 6 month probation period is completed. You need to demonstrate that you have the right transferable skills to meet the demands of the job.

9. What is the annual leave entitlement?23 days annual leave plus 8 days public / bank holidays and one day’s discretionary holiday (RNIB day), a total of 32 days leave per year. An additional day's annual leave will be granted on the anniversary of your start date, to a maximum of 25 days annual leave per annum (maximum 34 days leave per year).

10. Is there an age limit?Yes, in line with national minimum care standards staff must be 4 years older than our oldest child, which is 18, so staff must be a minimum age of 22.

11. Further detailsAhead of applying for this role we would advise that you read our Statement of Purpose, which provides more details regarding Pears Centre along with our key aims and goals. This can be found on an additional web link on the advert on the RNIB's job pages.

For an informal chat to discuss any aspect of the role in more detail please contact Melanie Gibson, Administrator

(Children's Home), on 02476 369553 or melanie.gibson@rnib.org.uk

RNIB

Job description

Job title: Sessional Social Care Worker

Salary: £15,105 - £16,854 pro rata. Salary dependent on experience and qualifications

Grade: Band 7 (Spinal points 11-16)

Location: RNIB Pears Centre, Ash Green, Coventry. Hours: Various (including shift work, evenings and weekends).

Reports to: Registered Manager

Vacancy ref: PEARSCW01

Purpose of jobWorking to support the teams who provide care and support for young people with sight loss and complex needs, to the high standard expected by RNIB and in line with legislative requirements.

Equal Opportunities Statement RNIB is committed to being an equal opportunities organisation. It is committed to promoting equal opportunities and preventing discrimination. This policy applies to both its service delivery and to its own employment practices. You will be willing and able to demonstrate commitment to RNIB’s Equal Opportunities Policy.

Main Tasks

1. To support the care team to maintain the needs and welfare of the young people as the main focus of the job.

2. Practice according to policy and procedure, according to legislative regulation and requirement, whilst maintaining confidentiality as appropriate.

3. Help maintain a homely environment and happy relaxed atmosphere within the home, ensuring that the young people have support to access age appropriate activities.

4. Assist young people with their daily care needs, maintaining their dignity at all times, carrying out their individual development programmes and when required supporting therapy programmes.

5. Assist the young people in selecting a wide range of choices around mealtimes, leisure activities and clothing.

6. Ensure highest standards of safety, hygiene and cleanliness at all times.

7. Ensure the cultural and religious needs of the young people are met.

8. To attend relevant training sessions when required.

9. Report matters of concern immediately to the Senior Care Management Team. Any safeguarding concerns must be reported to a designated member of the safeguarding team.

10. Carry out any other reasonable tasks, as may be required by senior management, from time to time.

Person Specification

All criteria are essential unless otherwise stated.

1. Specialist knowledge and experience

1.1 Experience of working or taking part effectively within a team.

1.2 Some experience of working to policy and procedure and understanding of working confidentially.

Desirable

1.3 Some knowledge or experience of working with young people.

1.4 A qualification in childcare.

2. Communication Ability to communicate effectively, both verbally and in writing, adapting style to suit the audience, and giving appropriate information only.

3. ResilienceAbility to remain calm and self-controlled under pressure.

4. Using initiative and solving problemsAbility to take responsibility for own actions and contribute to decision making where appropriate.

5. Professional developmentDemonstrate willingness to commit to professional learning and development and competence assessment.

6. Equal opportunities Ability to understand and demonstrate commitment to RNIB’s Equal Opportunities Policy and to ensure all activities are consistent with the Equal Opportunities Policy. This includes all staff activities and their interface with the general public.

7. Special conditions

7.1 Appointment is subject to an Enhanced Disclosure and Barring Services Check for regulated activity

7.2 Willing to learn or able to us a computer

7.3 In line with Standard 17.11 of the National Minimum Care Standards we are required legally to employ people that are no less than four years older than our oldest child. This is currently 18 and so any applicants must be 22 or over.

Behaviours (Bands 6-7)

Deliver results Shows Commitment to continuous personal learning

and development which supports the delivery of outstanding service.

Engage customers Prepared to go the extra mile to exceed customer

expectations.

Engage others Ability to build and sustain strong support relationships

with colleagues and customers and others which engenders trust and respect and contributes to team and organisation’s profile and reputation.

Set direction Demonstrates awareness of commercial and financial

considerations. Ability to identify opportunities for innovation and

creativity which contribute to team’s goals and continued success.

Cooperates and is open to possibilities of change, responds positively to change and considers ways to implement and adapt to change.

Lead and inspire Shows willingness to take responsibility for own action. Able to remain calm and focused under pressure. Displays resilience and takes a rational approach.

Personal impact Experience of communicating clearly, concisely,

accurately and appropriate to the audience.

For internal use only:

Role profile no: 511-1

Group: Independent Living

Section: RNIB Pears Centre for Specialist Learning Planning unit: Children's Home

Benefits

1. Time off

Annual leave entitlements

Bands Bands 7,6,5 = 23 days (up to 25 days)Bands 4,3,2 = 25 days (up to 30 days)Band 1 = 30 days

For each full year of service, you will be granted one extra day until you reach the maximum number of days allocated to your grade. The long service entitlement does not apply to staff who receive 30 days’ annual leave or more (excluding Public and Bank Holidays). For further details, please see Staff Handbook.

Statutory holidays

All staff are entitled to public holidays, with exceptions for some staff at schools whose holidays are to be taken during school holidays. There is one extra day discretionary RNIB holiday, which is normally near Christmas. Teachers are entitled to a leave of absence from the school during normal holidays.

Long service unpaid leave

RNIB considers its employees to be its largest and most important resource and recognises that commitment to a large and diverse organisation for a length of time, may result in the need for a longer break than annual leave can

provide. Unpaid leave, which would be discretionary, may be given for various reasons which may include; extensive travel or participation in career development not specifically related to RNIB.

2. Pension schemes

RNIB offers a final salary contributory pension scheme. This is based on your salary up to a certain limit but is topped up by additional benefits, known as 'money purchase' benefits, in respect of your salary over that limit. You can also pay extra contributions known as Additional Voluntary Contributions (AVCs) in order to supplement your benefits.

You can become a member of the Scheme if you are over 17 or under the age of 63 and RNIB invites you to join. Members of the Scheme contribute 6 percent of their pensionable salary and contributions are automatically deducted from salaries.

If you decide not to become a member of the RNIB final salary contribution pension scheme. RNIB will then be required to assess you on a monthly basis against the automatic enrolment workplace pension legislation, and depending upon age and salary RNIB may be required to automatically enrol you into our automatically enrolment pension scheme.

3. Health

Eye care

Employees who habitually use visual display equipment (VDU) are entitled to a regular eye test and can be subsidised with our eye care vouchers usable at a wide range of opticians across the country.

Sickness

It is RNIB policy that advice and support is given to all employees who need to be away from work due to sickness. Benefits are designed to reduce the financial loss and family/social pressure, which result when an employee is unwell, so that they may return to full health and their jobs as quickly as possible.

4. Learning and development

Supported induction programmeRNIB offers a tailored induction programme which is supported jointly by your line manager and the People Development team.

Development opportunitiesAppraisals are a key responsibility of line management and ensure that specific and significant time is given to discuss individual development needs and how these will be addressed.

5. Family friendly benefits

Flexible work patterns

It is RNIB’s intention to give all employees the opportunity to request any particular pattern of work which is most suited to their particular needs, i.e. job share, part time, term-time only, compressed weeks/fortnights, averaged/annualised hours, breaks from employment and remote working.

Childalert

RNIB offers staff a parenting support service providing peace of mind about childcare, children’s health, domestic and lifestyle worries, covering pre-birth through to the teenage years.

Childcare Vouchers

As part of its family friendly initiative RNIB, in conjunction with Childcare-plus, has introduced a more flexible way to meet the costs of your childcare. Childcare-plus is a government approved employee benefit under which part of your wages or salary can be given up or “sacrificed” and can be used to pay for a wide range of childcare that is registered with Ofsted or the equivalent authority for Scotland, Wales or Northern Ireland or have approved status.

Emergency and compassionate leave

RNIB grants employees leave (which may be paid or unpaid) in case of family bereavement and serious personal difficulties. This is to give staff maximum support and assistance through stressful times.

Parental leave

Employees with children under 5 can request up to 13 weeks’ unpaid leave in respect of each child, to a maximum of 4 weeks, per child, per leave year. This is extended for parents of disabled children.

6. Employee Assistance Programme (EAP)

This is an external confidential support service for employees, their partners and children up to the age of 21. It is a free telephone link that can be accessed 24 hours a day, all year round, dealing with a variety of issues, such as: work, financial, family/marital and legal.

7. Money saving initiatives

Xexec Lifestyle Solutions

An exciting scheme providing staff discounts on a number of high street and grocery stores, food outlets, health clubs, holidays, concerts, theatre and much much more!

You can purchase gift vouchers, set up retail 'top-up' cards and many more for use in a wide variety of outlets. Some examples of savings are: up to 50 per cent off special theatre packages, 10 per cent off at Debenhams, 6 per cent off at M&S and 7.5 per cent off at Hamleys.

Holiday discounts

Our travel agents offer all employees a 10per cent discount on their brochure holidays along with other discounted rates on hotels, flights (excluding low cost airlines) and special offer City breaks.

Interest free staff loan

At manager’s discretion all staff are entitled to an interest free loan to attend approved external training courses.

Season ticket loan

Employee’s can take advantage of buying an annual or half-yearly travel ticket. RNIB issue season ticket loans to allow staff to take advantage of reduction in travelling costs. The loan is then repaid via equal deductions from your salary.

8. Long Service Award

Staff who have completed 20 years’ continuous service will receive a Long Service Award as recognition of an employees’ loyalty and commitment to their work, to RNIB and to blind and partially sighted people