Service Manager Early Intervention and Youth Development

Transcription

1 JOB DESCRIPTION / ROLE PROFILE Job Title: Grade: Directorate: Service Manager Early Ierveion and Youth Developme SPM3 Children s Services Division / Section: Early Ierveion Services Reports to: Divisional Director Early Ierveion Services Date: June ROLE PURPOSE To lead the strategic and operational developme of Harrow s Early Ierveion Teams and Youth Developme functions in order to improve outcomes for children, young people and their families ideified through analysis of need and prioritisation. Delivering iegrated services in a Team Around the Family Approach to ensure the efficie and effective deployme of services and skills. 2 DIMENSIONS Responsible for: Staffing (a) 4 Early Ierveion Teams & 1 Youth Developme Team (b) Responsible for 54 Direct Staff - 5 Indirect Staff 50 Meors and Volueers Indirect manageme of wide range of partners Budget: 2.2 million 2011/12 3 CONTEXT The service manager will work in a multi-agency coext with officers drawn from across the directorate, local authority officers in other services, Health Professionals, settings and schools, partners in the voluary and community sectors and service users in the local community, ensuring that appropriate professional networks and processes are in place to deliver a Team Around the Family Approach. 1

2 The postholder is required to deliver change manageme processes to achieve effective working through the Early Ierveion Teams ensuring the co-location and collegiality of staff ensuring a holistic approach and shared vision of the delivery of services in line with the new operating model for Children s Services. The postholder is expected to operate at the highest levels within the local authority and Children s Trust Arrangemes in Harrow. The role is a complex one involving the developme and maienance of positive and constructive relationships with a range of staff, key stakeholders and agencies. The postholder will be required to manage successfully considerable operational activity dealing with complex issues. The postholder will play a pivotal leadership role in effective significa organisation and cultural change. The postholder s leadership and manageme functions require a high level of accouability for the delivery of quality, effective service with include: Decision making to ensure the efficie manageme and deployme of resources; Casework decision-making ensuring the safety and wellbeing of children is paramou, agreed thresholds for ierveion are maiained and any statutory requiremes are met; Managing staff and team performance, ideifying areas of concern and developing solutions and actions to ensure weak performance is improved. 4 MAIN DUTIES / ACCOUNTABILITIES Principal duties/accouabilities of the post and the role specific accouabilities. ALL MANAGERS Generic Duties/Accouabilities 1. Ensure compliance with your responsibilities as laid out in the council s equal opportunity policy and take an active role in promoting and enabling equality of opportunity, promoting the diverse needs and aspirations of Harrow s community, ensuring equality and diversity is mainstreamed in all service/directorate activities. 2. Ensure compliance with your responsibilities as laid out in the council s health and safety policy and take an active role in promoting a positive health and safety culture. 3. Promote and participate in the council s investors in people (IiP) and individual performance appraisal and developme (IPAD) initiatives. 4. Ensure compliance with the council s information security policies and maiain confideiality. 5. To support the operation of local and general elections when requested by the Returning Office 6. Lead and manage the Division so that services provided are responsive to customer requiremes, accessible to all areas of the community, and provide value for money. 2

3 MANAGERS WITH DELEGATED BUDGETARY AUTHORITY Generic Duties/Accouabilities 7. To strategically manage the operational delivery of the five Iegrated Children and Family Support Teams. 8. To provide effective line manageme and leadership. 9. To support the developme of structures, systems and policies necessary to support effective service delivery of the Division. 10. To develop systems, protocols and policies necessary to support the effective safe operation of key services within the five teams. 11. To motivate, train, develop and performance manage staff to maiain an effective workforce capable of meeting its objectives. 12. To strategically coribute to the Business Plans and budget setting for the Division so that there are clear priorities and appropriate resources allocated for their achieveme. 12. To resolve complex and key operational issues so that precedes are set for the resolution of similar issues. 13. To coribute to the developme of longer term (2-3 years) plans for the services managed so that they are developed in line with Council and Governme priorities and customer requiremes. 14. To ensure services link effectively with related service provision, within or external to the Council, so that cohere and value for money services are delivered. Where appropriate, and in conjunction with other service providers, to undertake joi planning of operational service delivery. 15. To monitor and corol the provided service budget to ensure that expenditure is in line with the agreed business plan and Governme targets. 16. To manage the teams and services provided in a way that promotes the Council s approach to diversity. Service Specific Duties/ Accouabilities 1. To manage and monitor performance against agreed national and local targets, ensuring the achieveme of standards and key performance indicators. 2. To provide appropriate, releva and timely advice, guidance and information to the 3

4 Divisional Director in accordance with designated service responsibilities. 3. To provide strategic leadership to staff. The Service Manager will have specific authoritywide responsibility for the range of ierveions and approaches provided by the Early Ierveion Teams ensuring consistency of thresholds and quality in this area of work across all teams and the fifth Youth Developme Team. 4. To develop with staff and stakeholders standard role profiles capturing new ways of iegrated working within a shadow structure which ideify a portfolio of areas of specialisation across the full age range. 5. To manage the specific partnership approaches to ensure effective delivery of early ideification, ierveion and preveion services. 6. To lead on key areas of partnership working with strategic partners, head teachers, governors and external agencies involved in the delivery of services to young children and their families. 7. To coribute to the work of the Early Ierveion Services Division and directorate on new initiatives, policies, practice, programmes and projects, both locally and in response to governme policies. The Service Manager will also have particular responsibility for the professional liaison with Targeted Services and Quality Assurance services on matters relating to Safeguarding and Child Protection. 8. To ensure that stakeholders, including children, young people, pares and carers have the opportunity to participate fully in the planning and delivery of services and that their views are taken io accou. 9. To work with officers from across the directorate to ensure commissioning processes achieve a balanced range of high quality provision that meets releva quality standards and dovetails to provide a comprehensive service offer to children, young people and their families. 10. To effectively manage relationships with releva National bodies and organisations and Governme Agencies ensuring that Harrow s achievemes are recognised and local success acknowledged. 11. To deputise for the Divisional Director and cover for senior manageme team colleagues including those in other services as required including represeing at regular departmeal Council and Partnership meetings and eves. 12. To take lead responsibility for agreed projects, initiatives and areas pf practice on behalf of the Division / Directorate. 13. To provide reports for elected members, senior officers and boards as required. 5. SELECTION CRITERIA Note for applicas The selection criteria specifies the knowledge, experience, skills, abilities, qualifications and training required to perform the duties of the post for which you are applying. 4

5 In your application you will need to explain how your knowledge, experience, skills, abilities gained in paid or unpaid work, study or training, meets each of the selection criteria marked A below, including your awareness, understanding and commitme to equality and diversity in employme and service delivery. If you fail to do so, you will not be shortlisted. Shortlisting will be on the basis of assessing the selection criteria marked A Note for managers - List the selection criteria that are esseial for individuals to possess in order to the do the job. Equality & diversity criteria must be built io the selection criteria to assess understanding, awareness and commitme to equality and diversity in employme and service delivery and how individuals will apply it when carrying out their duties. Clearly indicate in the end column which method of assessme or combination of methods will be used to assess each criteria i.e. Application (A), Ierview (I), Test (T), Preseation (P) Ranking Order All criteria must be numerically ranked (in the ranking order column) in order of importance with the most importa criteria ranked highest relative to other criteria ie. the most importa criteria be given the ranking order of 1, the next most importa 2 and so on. Where 2 or more criteria are equally importa, they should be ranked the same ie. both given the same ranking order of 1 for example. In this case there is no ranking. Rankin g Order Knowledge Indicator (Define the knowledge that is esseial to the job e.g. particular legislation related to the job) a. Knowledge of appropriate legislation and standards including Ofsted Standards Child Protection processes and procedures Evidence based ierveions which support iervening early to support children, young people and families A, P & I b. Knowledge of strategic planning and managing change A, P& I c. Knowledge of ways to analyse and ierpret data to improve service A & I outcomes Experience (Specify the range, type and depth of experience required rather than being general or just specifying the number of years and consider releva unpaid work) d. Extensive and proven senior manageme experience, of which a A & I significa proportion should be within children s services e. Experience of managing and leading staff from differe disciplines A, P & I f. Experience of involving the community and other stakeholders in A, P & I service design and delivery g. Experience of leading teams through change A, P & I h. Working with ceral governme and governme agencies A & I i. Experience of partnership working with a wide range of A & I stakeholders from the statutory, private and voluary sector j. Experience of working with elected Members A & I Education, Qualifications and Training (Specify only esseial qualifications that can be justified and equivale qualifications gained outside the UK, consider work related 5

6 qualifications e.g. NVQ s. Remember releva experience can be in addition to or instead of qualifications. If no qualifications are required, this section can be left blank) k. A releva degree or equivale A l. A recognised releva vocational qualification A m. Manageme Qualification A Skills and Abilities (Specify type and level of skills and abilities releva to the job that can be measured, e.g. accurate recording) n. Ability to plan effectively A & I o. Ability to chair meetings A & I p. Ability to deliver services against set targets A & I q. Ability to manage a budget A & I r. Ability to lead and manage staff through change A & I s. Ability to communicate effectively at all levels A & I Other Esseial Factors (Specify criteria directly related to the job e.g. ability to work unsocial hours, physical requiremes, distinguish between need and convenience so it is justifiable and not discriminatory e.g. to women or disabled applicas. Include Genuine Occupational Qualifications or Requiremes (GOQ s or GOR s) here if an esseial requireme t. Ability to work unsocial hours A u. Satisfactory enhanced CRB A v. Satisfactory health and attendance A Form Completed by: Name: Designation: Signature: Date: ESSENTIAL CAR USER ALLOWANCE Please consider this role against the ESSENTIAL USER CAR ALLOWANCE POLICY, effective 1 July 2007 Esseial user car allowance Yes - Subject to review 6