Workforce Training & Development Officer, Child and Family Agency Job Specification & Terms and Conditions

Transcription

1 Workforce Training & Development Officer, Child and Family Agency Job Specification & Terms and Conditions Job Title and Grade Workforce Training and Development Officer, TUSLA, Child and Family Agency. (Grade VII, Grade Code 0582) Campaign Reference NRS1390 Closing Date 12noon on Monday 8 th December 2014 Proposed Interview Date (s) Taking up Appointment Details of Service Week commencing 19 th January 2015 A start date will be indicated at job offer stage. On the 1st January 2014 TUSLA Child and Family Agency assumed service responsibility for the following range of services. - Child Welfare and Protection Services, including family support services; - Existing Family Support Agency responsibilities; - Existing National Educational Welfare Board responsibilities; - Pre-school Inspection Services; - Domestic, sexual and gender based violence services; and - Services related to the psychological welfare of children. Under the Child and Family Act, 2013, the Child and Family Agency is now the dedicated state agency responsible for improving wellbeing and outcomes for children. Workforce Development is integrated under the strategic area of Human Resources with strong links to the strategic areas of Policy and Strategy and Operations. Workforce Development is accountable for the efficient and effective operational delivery of training and development services for staff working within TUSLA. Location of Post The current following permanent vacancies exists: This post is to be based in Castlebar, Co. Mayo to provide training and development to Mayo and Roscommon. The Training & Development Officer may be required on an infrequent basis to provide training in other locations in the West and throughout the country. Informal enquiries about this post to: Dympna O Grady, Regional Manager, Workforce Development, TUSLA West. Tel This post is to be based in Dublin 8 to provide training and NRS1390 Job Spec Page 1

2 development to the Dublin Mid Leinster (DML) area covering Dublin South Central, Dublin South West/Kildare West Wicklow. The Workforce Training & Development Officer may be required on an in-frequent basis to provide training in other locations in the DML and throughout the country. Informal enquiries about this post to: Theresa Barnett, Regional Manager, Workforce Development, TUSLA DML. Tel A panel will be created from which all Child and Family Agency Workforce Training & Development Officer posts in all areas will be filled. Reporting Relationship Purpose of the Post Regional Manager of Workforce Development, TUSLA, Child and Family Agency To design, develop, deliver and evaluate a range of training and development interventions based on evidenced informed practice for children and families services within TUSLA. Principal Duties and Responsibilities To deliver training and development programmes for TUSLA, Child and Family Agency and other relevant stakeholders. To carry out training needs analysis for TUSLA staff as required To assist in the commissioning, organisation and co-ordination of training events To contribute to the accreditation process To represent Workforce Development on relevant working groups as required To contribute to the strategic planning function for Workforce Development To support continuous professional development strategies for staff working in TUSLA To review and evaluate training and development programmes To work with academic and professional bodies and other relevant stakeholders in relation to training and development To participate in the work planning process and to contribute to relevant reports as required To participate in relevant project work as required. To contribute to research in training and development To co-ordinate and schedule training To act as a source of technical advice on training and development. Risk, Health & Safety The National Training and Development Officer will: Contribute to the development of policies, procedures, guidelines and safe professional practice and adhere to relevant legislation, regulations and standards and ensure that staff comply with same The above Job Description is not intended to be a comprehensive list of all the duties involved and NRS1390 Job Spec Page 2

3 consequently, the post holder may be required to perform other duties as appropriate to the post which may be assigned to him / her from time to time and to contribute to the development of the post while in office. Eligibility Criteria Candidates must possess on the latest date of receiving completed application forms for the office: A Quality and Qualifications Ireland Level 8 (or higher) major academic award (or equivalent qualification) in an education, health or social science area. Significant experience working in a Children and Families Service or other related service in the areas of social inclusion, social care, education etc, as relevant to this role. Health A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service. Character Each candidate for and any person holding the office must be of good character Age Age restrictions shall only apply to a candidate where he/she is not classified as a new entrant (within the meaning of the Public Service Superannuation Act, 2004). A candidate who is not classified as a new entrant must be under 65 years of age. Post Specific Requirements Other requirements specific to the post Skills, competencies and knowledge Demonstrate depth and breadth of experience in the area of education/ training and development, as relevant to this role. This experience should include needs analysis, design and development of training programmes, training delivery, evaluation etc. Access to own transport as the post will involve travel. The successful candidate will demonstrate: Knowledge: The core principles and values of the TUSLA Child and Family Agency Relevant child protection and welfare legislation (if an appointee does not have this knowledge at appointment stage, this will be gained through the induction period) Knowledge of relevant computer programmes e.g. Word; NRS1390 Job Spec Page 3

4 PowerPoint and Excel etc. Communication Skills Highly developed communication and interpersonal skills. Presentation and facilitation skills to deliver complex information in understandable terms. Understanding of the key issues involved in managing the learning process in small and large group facilitation. Ability to give constructive feedback to encourage learning. Capacity to communicate effectively across a wide range of professionals and agencies. Ability to write reports. Ability to present effectively Team and Leadership Skills: Ability to build and maintain relationships across the team and in inter-agency and multi disciplinary environment. Leadership and initiative skills. Analysing Information and Problem Solving Ability to evaluate information from a number of sources, make effective decisions and problem solve in a timely manner. Planning and Organising Skills Ability to effectively plan, manage and coordinate resources and prioritise effectively and work to agreed timescales. Campaign Specific Selection Process Ranking/Shortlisting / Interview Commitment to providing a quality service The ability to promote and implement change for the good of the service including identifying areas for improvement. A ranking and or short-listing exercise may be carried out on the basis of information supplied in your application form. The criteria for ranking and or short-listing are based on the requirements of the post as outlined in the eligibility criteria and skills, competencies and/or knowledge section of this job specification. Therefore it is very important that you think about your experience in light of those requirements. Failure to include information regarding these requirements may result in you not being called forward to the next stage of the selection process. Those successful at the ranking stage of this process (where applied) will be placed on an order of merit and will be called to interview in bands depending on the service needs of the organisation. Those candidates who are invited to interview may be required to make a short presentation as part of the selection process. Full details of the selection process will be given at a later date. NRS1390 Job Spec Page 4

5 Code of Practice The National Recruitment Service on behalf of The Child and Family Agency, Tusla will run this campaign in compliance with the Code of Practice prepared by the Commission for Public Service Appointments (CPSA). The Code of Practice sets out how the core principles of probity, merit, equity and fairness might be applied on a principle basis. The Code also specifies the responsibilities placed on candidates, facilities for feedback to applicants on matters relating to their application when requested, and outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breach of the Code of Practice. Additional information on the HSE s review process is available in the document posted with each vacancy entitled Code of Practice, information for candidates. Codes of practice are published by the CPSA and are available on in the document posted with each vacancy entitled Code of Practice, information for candidates or on The reform programme outlined for the Health Services may impact on this role and as structures change the job description may be reviewed. This job description is a guide to the general range of duties assigned to the post holder. It is intended to be neither definitive nor restrictive and is subject to periodic review with the employee concerned. NRS1390 Job Spec Page 5

6 Child & Family Agency Terms and Conditions of Employment Workforce Training and Development Officer, Child & Family Agency Tenure The appointments are whole-time, permanent and pensionable. Appointment as an employee of the Child & Family Agency/ Health Service Executive is governed by the Health Act 2004 and the Public Service Management (Recruitment and Appointment) Act A panel will be formed from which current and future permanent or specified purpose vacancies of whole or part-time duration will be filled. Remuneration The Salary scale for the post is: 47, ,417 (11 point scale as of 01/07/2013) Working Week The standard working week applying to the post is: 37 hours Annual Leave The annual leave associated with the post is to be confirmed at job offer stage. Superannuation All pensionable staff become members of the pension scheme. Probation National Standards for Safer Better Healthcare Every permanent appointment of a person who is not already a permanent officer of the Child & Family Agency/ Health Service Executive or of a Local Authority shall be subject to a probationary period of 12 months as stipulated in the Department of Health Circular No.10/71. All Employees must have a working knowledge of HIQA Standards as they apply to the role NRS1390 Job Spec Page 6

7 Protection of Persons Reporting Child Abuse Act 1998 As this post is one of those designated under the Protection of Persons Reporting Child Abuse Act 1998, appointment to this post appoints one as a designated officer in accordance with Section 2 of the Act. You will remain a designated officer for the duration of your appointment to your current post or for the duration of your appointment to such other post as is included in the categories specified in the Ministerial Direction. You will receive full information on your responsibilities under the Act on appointment. NRS1390 Job Spec Page 7