Northern Ireland Social Care Council. Job Description

Transcription

1 Northern Ireland Social Care Council Job Description Post: Location: Band: Reporting to: Responsible to: Head of Workforce Development Northern Ireland Social Care Council, 7 th Floor, Millennium House, Great Victoria Street, Belfast, BT2 7AQ 8B Director of Regulation and Standards Chief Executive, Northern Ireland Social Care Council (NISCC) Job Summary The primary purpose of NISCC is to protect the public and promote public confidence in social care services through the regulation of the social care workforce. The Head of Workforce Development will have responsibility for leading and co-ordinating all aspects of NISCC s workforce development function, with and on behalf of, the Director of Regulation and Standards. They will be a member of NISCC s Leadership Senior Team and will provide an internal and external focus for the development and delivery of the workforce development function. Purpose The Head of Workforce Development will lead on the delivery of the workforce development function for the NISCC and report to the Director of Regulation and Standards and drive a workforce improvement programme of reform across Social care, Social Work and Professional Development in respect of post qualifying social work. They will influence the development of the corporate and operational strategy, corporate and operational ICT strategy representing the requirements of NISCC for the component parts of the sector. They will be responsible for decision making and performance management frameworks, in relation to the workforce development function, as part of NISCC s Leadership Senior Team. The

2 postholder will ensure that the team of advisors works closely with Employers, Education and Training Providers and Awarding Bodies, the Skills for Care and Development UK Team and Alliance Partners in other countries, other Regulators including RQIA, Trade Unions, Professional bodies, Service User and Carer representative bodies. The Head of Workforce Development will ensure that the policies, procedures and ICT systems to deliver the workforce development function are fit for purpose and fulfil the NISCC s aim of raising the standards of training, qualifications and practice in the social care sector and protecting the public. In a time of policy change e.g. Transforming Your Care, the review of the Codes of Practice, and the review of the PQ Framework, the Head of Workforce Development will manage and steer the process of reform through the lead professional advisors to ensure that the sector has the skills and knowledge required to deliver a quality social work and social care service across the Statutory, Voluntary and private sectors thus meeting the requirements of policy. Key Results Areas Service Delivery Leading Workforce Development in Social Work and Social Care 1. Build up strategic partnerships with employers to be able to drive forward the change required to workforce skills by policy drivers. 2. Lead the team in the scoping, developing and delivery of a programme of workforce improvement, through ensuring the development of appropriate training and practice standards and qualifications, that influences the way the HPSS resources are used and the way education and training is delivered in the future. 3. Negotiate and build consensus, across a broad range of stakeholders, to the workforce improvement programme. Ensure joint working and consistency across work streams. 4. Commission research, as appropriate, to achieve the required outcomes. 5. Lead the team to research and evaluate developments in social work and social care using the emerging evidence base to support social care workforce improvement, ensuring that developments reflect current thinking. 6. Be accountable for leading the Sector Skills Council agenda in Northern Ireland at both a strategic and operational level, ensuring that programme activity supports the delivery of agreed Skills for Care and Development input to national/stakeholder policy agendas. This will include: development of strategic objectives and associated business plans and aligning these with the NI context, to impact and influence the work in Northern Ireland;

3 knowledge of findings/outcomes to enable the lead advisors to make the required judgements in developing the key strategic objectives for their lead areas of work; contributing to the development and establishment of organisational structure and management systems to deliver workforce development requirements; taking leadership responsibility for ensuring that the lead advisors are working to the specific policies and characteristics of the sector in Northern Ireland; ensuring effective qualification endorsement for the sector; ensuring Skills for Care and Development partners are kept up to date on developments on a regular basis through ensuring that the lead advisor prepares reports which are accurate and timely and ensures best practice is shared. 7. Lead NI s influence in the development of National Occupational Standards (NOS) for the social care workforce through effective allocation of NISCC staff to the task, robust planning processes, and to ensure that NISCC s engagement with the Sector informs the development of NOS. 8. Work collaboratively with employers, Education and Training Providers and Awarding Bodies, the Skills for Care and Development UK Team and Alliance Partners in other countries, other Regulators including RQIA, Trade Unions, and Professional bodies, to progress a programme of workforce improvement. 9. Work with service user and carer groups to ensure their contribution to the design and implementation of workforce improvement initiatives. 10. Lead and develop policy in relation to workforce development and attend meetings with lead policy advisors and representatives of government departments (DHSSPS, DEL, DE) to establish policy connections and effective change management strategies. 11. Influence key professional and organisational representative groups to secure involvement and participation in workforce improvement initiatives. Regulation of Social Work Education and Training 12. Ensure that the NISCC s systems for the regulation of social work qualifying and post qualifying education and training are fit for purpose. 13. Lead the regulation of social work qualifying and post qualifying education and training and report on the outcomes of this activity, and lead the implementation of the NISCC Professional Development Framework. 14. Ensure that the systems which support the NISCC s role as an awarding body for professional social work awards are fit for purpose. 15. Lead on the implementation of legislation, rules, standards and guidance in relation to social work education and training and ensure that these are implemented, monitored and reviewed in a timely manner.

4 16. Assist the Director of Regulation and Standards in prioritising areas for reform and development in the regulation of social work education and training, and lead projects of work in relation to the development of rules, standards and guidance, and/or the implementation of new regulation systems and processes. 17. Provide expert advice and knowledge in relation to social work education and training to staff and stakeholders. Corporate duties 18. Provide leadership to ensure that strong links are developed and maintained between the registration, conduct and corporate functions of the NISCC to ensure a co-ordinated approach to the delivery of the workforce development function. 19. Lead on the provision of appropriate training for NISCC staff and other stakeholders in respect of workforce development and the regulation of social work education and training. Performance Management 20. Ensure that there are effective performance management systems in place to monitor the effectiveness of the workforce development function. 21. Provide timely, high quality information and data to the Senior Management Team (SMT) and Council which provides corporate assurance that the operational and professional aspects of the workforce development function are of a sufficiently high standard and delivering against agreed key performance indicators. 22. Analyse and interpret a broad range of performance information and other data, including internal and external benchmarking data, to identify trends, exceptions and risks in relation to the workforce development function and present this information in an appropriate format to the SMT, Council and, where required, Government Departments. Proactively use this information to mitigate risk and improve the quality of the workforce development function. 23. Contribute to the Council s risk management processes. In particular, ensure all risk management processes are fully embedded in the Workforce Development function and ensure all risks are appropriately identified, reported and managed. 24. As a registered social worker, ensure compliance with the requirements of NISCC as the regulatory body and take responsibility for completing sufficient training and selfdevelopment to meet PRTL requirements. Communication and Information Management 25. Develop and foster excellent working relationships with key stakeholders based on confidentiality and trust to enable and foster a culture of openness in relation to the regulation, training and development of the social care workforce.

5 26. Lead the team to having a strong bank of accurate knowledge on workforce development improvement initiatives and on education, training and standards required of the social care workforce to a wide range of stakeholders, including Senior Executives in social care organisations, in particular where there is resistance, or constraints which are of a complex nature and require expert advice on legislation, rules and procedures. 27. Develop and maintain strong networks with regional and national colleagues, keeping up to date with the latest thinking and developments in social work and social care education, training and standards and bring this intelligence back into the NISCC to inform and drive workforce improvement. 28. Take lead responsibility for the post qualifying element of the SOCRATES ICT system, ensuring that the specification meets all of the requirements for an efficient and effective awarding body function, and keeping this under regular review and identify improvements required to maintain an efficient and effective system. 29. As Information Asset Owner ensure compliance with the NISCC s Information Governance policies and procedures. In particular, ensure that staff are fully trained on record management policies, ICT polices and security of all records; providing the NISCC SIRO with assurance on all information governance process within the Workforce development function. Financial Management 30. Act as the budget holder for Skills for Care and Development funding and other workforce development and social work training budgets, managing associated contracts, monitor performance, and expenditure and contribute to corporate budget setting to ensure the effective use of all resources, highlighting any issues or pressures to the Director of Regulation and Standards. People Management 31. Delegate appropriate responsibility and authority for work to lead advisor staff within his/her control consistent with effective decision making, while retaining overall responsibility and accountability for the work. 32. Provide effective line management to all staff, including sessional staff, and project officers working within the workforce development function, including regular supervision and annual appraisal. 33. Lead and support a culture of effective team working, continuous improvement and innovation. Records Management All employees of NISCC are responsible for all records held, created or used as part of their business with NISCC including patient/client, corporate and administrative records whether paper-based or electronic and also including e mails. All such records are public records and are accessible to the general public, with limited exceptions, under the Freedom of

6 Information Act 2000, the Environmental Information Regulations 2004 and the Data Protection Act Employees are required to be conversant with the NISCC s policy and procedures on records management and to seek advice if in doubt. General Responsibilities To assist NISCC in the fulfilment of its statutory duty under Section 75 of the Northern Ireland Act 1998, to provide equality of opportunity and the promotion of good relations. To support NISCC in complying with its obligations under Human Rights legislation. To support NISCC in meeting its obligations under Risk management by adhering to the controls assurance standards identified in NISCC s Risk Register. All duties must be carried out in compliance with Health and Safety Policy and statutory regulations. This job description will be subject to review in the light of changing circumstances and may include other duties and responsibilities as may be determined. It is not intended to be rigid or inflexible but should be regarded as providing guidelines within which the individual works. Please note that NISCC operates a No Smoking Policy and all employees MUST comply with this. The NISCC is an Investors In People (Bronze Status) and promotes a learning and development culture for all its staff across all aspects of its business. The NISCC is an Equal Opportunities Employer and welcome applications from all Section 75 Groups regardless of age, disability, ethnicity, gender, marital status, people with dependants, political opinion, religion, or sexual orientation.

7 PERSONNEL SPECIFICATION POST: BAND: REPORTS TO: LOCATION: Head of Workforce Development 8B Director of Regulation and Standards Northern Ireland Social Care Council, 7 th Floor, Millennium House, Great Victoria Street, Belfast, BT2 7AQ Applicant must clearly demonstrate in the application form evidence of qualifications and experience as set out in the undernoted criteria. Only information contained in the application form will be considered at the short-listing stage. Whilst the essential requirements of the personnel specification will be the basis of the short listing criteria, applicants should note that the short listing criteria may become more stringent by the tightening of the criteria. ESSENTIAL CRITERIA 1. Hold a degree and be registered, or eligible for registration, with the NISCC (without condition), and have 3 years experience in a senior role in a social care setting to include developing standards, delivering workforce improvements, undertaking analysis of programmes and staff management. 2. Have a minimum of 3 years experience of developing and delivering strategy. 3. Have a minimum of 3 years experience of collaborative working in a senior role, demonstrating the ability to communicate effectively with a range of stakeholders, and in particular the ability to communicate highly complex information. 4. Demonstrate an understanding of the regulation of social work education and training. 5. Demonstrate an understanding and knowledge of the key issues for the Social Care workforce and in its role for the provision of Early Years and Adult Social Care. 6. Demonstrate a proven track record of providing effective leadership and influencing the development of continuous improvement. 7. Demonstrate evidence of effective planning and organisational skills, including the ability to meet deadlines and work under pressure. 8. Demonstrate evidence of leading the successful management of a major change programme.

8 Candidates who are short-listed for interview will need to demonstrate at interview that they have the required competencies to be effective in this role. The competencies required are detailed in the NHS Leadership Framework and identified in the job description and are likely to include the following: Continuing Personal Development Developing networks Building and Maintaining Relationships Facilitating Transformation Planning Developing the Vision Applicants please note: Whilst elements of the essential criteria of the Personnel Specification will form the basis for shortlisting, these may become more stringent by tightening of the current criteria. In addition to shortlisting, applicants should be aware that there may be a preliminary stage to the selection process and further details will be provided at the appropriate time if this is to be the case. The appointment is subject to proof of the attainment of any qualifications deemed essential to the post and used as a basis for shortlisting. Failure to provide evidence of the required qualifications prior to taking up the post will result in the offer of employment being withdrawn. All appointments to the Council are subject to assessment by the Occupational Health Service. Please note that the NISCC operates a No Smoking Policy and all employees MUST comply with this. The NISCC is an Equal Opportunities Employer and welcome applications from all Section 75 Groups regardless of age, disability, ethnicity, gender, marital status, people with dependants, political opinion, religion, or sexual orientation. The NISCC is an accredited IIP Bronze Employer.