J O B S P E C I F I C A T I O N

Transcription

1 APPENDIX 3 J O B S P E C I F I C A T I O N DIRECTORATE: People DIVISION/SECTION/UNIT: Swansea Young people Services UNIT MANAGER: Gavin Evans POST TITLE: Youth Support Worker level 1 JOB FAMILY & ROLE PROFILE: Learning and People Development 20 A POST NO: ED GRADE 3 SCP 12 SUMMARY OF ROLE REPORTING TO: PURPOSE OF THE POST: Youth Support Worker Level 2 Leader 1. First Level Youth Support Workers undertake duties under direction. The role involves work in a youth club/project setting as part of a small team and assisting with specific pieces of work. Independent action is limited. Line managers will provide leadership and guidance within Youth Service policies and procedures. THE POST HOLDER IS RESPONSIBLE FOR THE FOLLOWING: 1. Work directly with young people to develop their personal and social education by assisting in the delivery of programmes of activities, services and facilities e.g. sports, games, arts. 2. Establishing contact with and guiding young people within local projects and programmes as directed. 3. Assisting in the provision of advice and support to local groups and agencies. 4.Assisting in the motivation, retention and support for volunteers. 5.Assisting with service development by contributing to planning and delivery and monitoring local provisions. 6.Day to day administration as directed to ensure the smooth running of provision. 7.Implementing equal opportunities policies in all Formatted: Bullets and Numbering

2 aspects of the work. 8.Assisting the implementation of health and safety policies. 9.Contributing to reflective sessions and record keeping. JOB WORKING CIRCUMSTANCES The postholder will be expected to: 1. To undertake the Health and Safety responsibilities within the HASAWA Employees have a duty of care; i) to take reasonable care for the health and safety of both themselves whilst at work and of other persons who may be affected by their acts or omissions (by what they do or do not do). ii) to co-operate with the employer so as to enable the duty imposed on them to be performed or complied with. iii) not to interfere with, or misuse, anything provided for their health, safety or welfare.

3 P E R S O N S P E C I F I C A T I O N ROLE CRITERIA NO.1 Evidence ROLE CRITERIA NO.2 EDUCATION, QUALIFICATIONS & TRAINING 1. Must hold an OCN Level 2 Working with Young People in the Community /Senior Member Training; be working towards a relevant qualification, or willing to work towards a qualification. 1. Demonstrate and ability to successfully undertake the required training and study at level Good Standard of general education required in English and Maths. All certificates to be provided at interview for validation. SKILLS /TECHNICAL / PROFESSIONAL COMPETENCE 1. Good communication skills verbal and written 2. Candidates should already have a number of key skills and abilities which will enable them to carry out the duties effectively. Evidence ROLE CRITERIA NO.3 1. Candidates must possess a good level of technical competence in work related skills involved in the post. 2. The ability to use IT systems to record and evaluate work. 3. Competent use of systems and the internet. Valid certification and/or registration/cpd EXPERIENCE 1. Experience of working with young people one to one, or in small or large groups in informal/non-formal and community settings. (Paid or Voluntary). 1 Evidence At interview, then in post ROLE CRITERIA NO.4 COMPETENCIES & ABILITIES 1. Ability to listen to others 2. Awareness of the issues affecting young people locally and nationally in Wales. 3. Ability to work as part of a team. 4. Ability to follow instructions. 5. Ability to meet deadlines. 6. Ability to absorb and understand new information. 1. Ability to plan prepare and deliver activities to meet the needs of young people.

4 Evidence At interview, then in post

5 ROLE CRITERIA NO.5 COMMITMENT TO EQUAL OPPORTUNITIES Candidates will demonstrate that all activities are undertaken in accordance with the Equalities Act 2010 and the City and County of Swansea s Equal Opportunities Policy and Procedures. Evidence At interview, then in post ROLE CRITERIA NO.6 CURRENT DRIVING LICENCE To hold a MIDAS Minibus Certificate. 2. To hold a current full Drivers licence Evidence To be produced at interview and on request. ROLE CRITERIA NO.7 OTHER REQUIREMENT (1) Use of own car: Should the post holder have a disability and/or be unable to drive, then they may seek alternative means of transport/assistance, which must be an effective and cost effective method of travelling Evidence Evidence the post holder is appropriately insured for business purposes to be provided annually ROLE CRITERIA NO.8 OTHER REQUIREMENT (2) Use of land line telephone Evidence At interview, then in post HEALTH SURVEILLANCE & MONITORING: SAFEGUARDING: DISCLOSURE & BARRING SERVICE (DBS): This post will require the post holder to take part in Health Surveillance and Monitoring procedures. The Authority is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. THIS POST REQUIRES THE POSTHOLDER TO HAVE THE LEVEL OF DBS DISCLOSURE AS INDICATED BELOW: Standard DBS Disclosure Application Enhanced DBS Disclosure Application No DBS Disclosure Application X REVIEW/ RIGHT TO VARY: LINE MANAGER: POST HOLDER: This Person Specification is as currently applies and will be reviewed regularly according to the Employee Performance Management Review Policy and the Performance Development Review and Appraisal process. The Job and Person Specification may be subject to other Variance within the remit of the Role Profile. SIGN OFF DATE: DATE:

6 DISCLOSURE AND BARRING SERVICE (DBS) DISCLOSURE CHECKS The Disclosure and Barring Service (DBS) has been introduced as a result of Part V of the Police Act, 1997 and will replace the current system of police checking (see attached notes). It should be noted that this post requires a Standard/Enhanced level of disclosure. Further information about the Disclosure Scheme is available at or by contacting the Employee Vetting Team at the Guildhall, Swansea SA1 4PE. This service enables organisations in the public, private and voluntary sectors to make safer recruitment decisions by identifying candidates who may be unsuitable for certain work, especially that involve children or vulnerable adults. The DBS was established under Part V of the Police Act 1997 and was launched in March The DBS can issue 5 levels of Disclosure Certificates, depending on the position applied for, namely Standard, Enhanced, Enhanced with ISA check (children), Enhanced with ISA check (adults) and Enhanced with ISA check (children and adults) Prospective applicants should be aware that before any offer of appointment is confirmed the successful candidate will be required to complete an application for the appropriate level of disclosure; the Authority will provide the relevant DBS Application Forms. Proof of the successful candidate s identity will also be required in the form of the following: Passport, Driving Licence, Birth Certificate and Utility Bills. The Authority actively promotes equality of opportunity for all existing employees and prospective applicants. Candidates are selected on the basis of skill, qualifications and experience, and their match against the Person Specification. A criminal record will not necessarily bar applicants from working with the Authority. It will depend on the nature of the position and the circumstances and background of the offence. The Authority has a written Policy on the Recruitment of Ex-offenders, which complies with the DBS Code of Practice, and undertakes to treat all applicants fairly. The DBS s Code of Practice; the Authority s Policy on the Security of Confidential Disclosure information and; information on the Rehabilitation of Offenders Act 1974 is available from the Employee Vetting Team, Room 214, The Guildhall, SWANSEA SA1 4PE; Telephone Further information about the DBS can also be found at