APPLICATION PACK

JOB TITLE: Support Worker

LOCATION: Wynford House, Seaford

HOURS: 20-37 hours per week

REFERENCE: SEA

SALARY:(see FURTHER INFORMATION)

Starting salary : £16,022 per annum*Rising to : £16,407 per annum*Rising to : £16,795 per annum*Top of the scale : £17,126 per annum*

CLOSING DATE: Noon, 12th November 2015

INTERVIEW DATE: Tuesday and Wednesday, 24th and 25th November 2015

FURTHER INFORMATION All salary scales at Southdown include several points. This recognises the value of staff who we

believe generally develop their skills through experience within the job and the Association. New staff are usually appointed at the bottom of the scale with further increments awarded in April with each year of service, until the top of the scale is reached.

This post requires you to be a driver with a manual driving licence.

*Pro rata, based on 37 hours per week

WYNFORD HOUSE, Seaford

“As manager at Wynford House, I’m on hand for everybody when they need me. That’s the individual we provide support for, their family and staff. We will work with the people living at Wynford House to help them live well and as independently as they can.”

Alison Conteh, Service Manager 

Our approach to care and support: We believe everyone should have the opportunity to live their life to the full. We encourage people to have confidence in their own abilities and work with them to overcome challenges. We continually look at imaginative ways we can communicate and work with people. Care and support provided is tailored to individual needs and aspirations.  About us: Wynford House is a large detached house on a prestigious road in the seaside town of Seaford. The house includes a separate one bedroom Annexe that has independent access as well as being connected to the main building. The main house has 10 large en-suite bedrooms (some with small kitchenettes) spread over three floors of the property. All bedrooms will be accessible via a platform lift. There are spacious communal living spaces and an additional adapted bathroom. There is also a staff office/sleep-in room, a basement meeting room and laundry facilities. There is a level access garden around the house with ample visitor parking to the front of the house. The team: A team of Support Workers, together with the service manager and a senior Support Worker, provide 24 hour care and support to enable the people supported at Wynford House to live as independently as they can.  

All staff have an induction when they start and subsequent regular meetings with their line manager. We provide extensive training for staff and a 24 hour advice line is available for staff to access when their manager is not on duty. About the people living at Wynford House: The service supports 11 adults with learning disabilities with needs that include Autistic Spectrum Condition, physical disabilities and behaviour that may challenge the service. The role of a Support Worker: We want the very best people to help us provide the very best care and support. Skills needed to be a Support Worker include: an interest in people and a commitment to helping others; a caring and empathetic nature, and a non-judgmental attitude. We provide support 24 hours a day on a rota basis with a member of staff scheduled to sleep overnight in the property. The role of a Support Worker is varied and rewarding. If you would like to make a difference to people’s lives then this could be the job for you.   “I like working here as it’s a happy atmosphere. It’s certainly rewarding.” - Support Worker

A residential care home for 11 people with learning disabilities

If you’re interested in working with us please get in touch. Email recruitment@southdownhousing.org or call 01273 405838 (24 hour answerphone).

JOB DESCRIPTION JOB TITLE: Support Worker

ACCOUNTABLE TO: Service Manager

OVERALL PURPOSE OF THE JOBTo work as part of a team providing support, care and services for people with learning disabilities within their own home

To promote the independence of people with learning disabilities, teaching skills and enabling their involvement in all aspects of daily life

To provide encouragement, motivation and practical support as required

MAIN DUTIES WITHIN THE JOB

SUPPORT TASKS- Working as a member of a team:

- to provide support, advice and help to service users in accordance with their Support Plan

- to participate in individual planning work with service users to help them achieve as independent a lifestyle as possible;

- to enable service users to learn new skills;

- to support service users with personal care tasks as directed, including administration of medicines

- to support service users in leisure and community activities and on holidays if appropriate

- to support service users in domestic tasks such as meal preparation, shopping, laundry and cleaning

- to help service users maintain a standard of personal hygiene as appropriate

- to act as a Key worker, coordinating the support for the service user in accordance with the service requirements

- to ensure that service users’ money and personal possessions are looked after in accordance with procedures

- to provide support for people with challenging needs in accordance with association guidelines

HOUSING TASKS- To ensure that repairs and maintenance requirements are brought to the attention of the Service

Manager

- To support service users to obtain appropriate benefits and pay their rent as required

- To report all incidents and accidents in accordance with Health and Safety procedures

- To respond as needed to any emergencies relating to the property or the service users in the absence of the Manager

- To complete reports regarding the service users’ progress or other issues as required

EXTERNAL RELATIONSHIPS:- Liaison with GPs and other health service professional staff, social services, colleges, voluntary

bodies and local community groups as required to assist in the care, support and development of service users.

- Liaison with day service staff in the provision of day-care services and activities.

- Liaison with friends and relatives of service users, under the guidance of the Manager.

- Development of contact and good public relations with neighbours and the local community, promoting a better understanding of the nature of learning difficulties and physical disabilities where possible.

STAFF SUPPORT - To participate in regular staff supervision sessions with the Manager/ Deputy Manager and

attend team meetings.

- To participate in personal training and staff development programmes, working towards a qualification as required.

- To take part in a roster system and to sleep-in at nights, to allow 24 hour support to service users seven days a week.

- To assume responsibility for the service in the absence of the Manager / Deputy Manager.

ORGANISATIONAL TASKS- To report all complaints and serious concerns to a senior member of staff as soon as possible,

using the on-call system where necessary.

- To assist with the induction of new members of staff, relief, volunteers or students to the service, under the direction of the Manager.

- To ensure visitors to the house, including contractors’ staff, are dealt with as appropriate, bearing in mind that is it the service users’ home.

- To be aware of and work within the Association’s policies and procedures.

N.B. The services provided by the Association must be flexible to meet the changing needs of service users and operational difficulties. Staff may on occasions be required to work at alternative locations and the content of this job description may require amendment in the light of future developments. Appropriate consultation will take place in such circumstances.

Southdown promotes health lifestyles to its staff. To reduce the risk to health from smoking, the Association has a Smoke Free Workplace policy. No smoking is allowed on Southdown premises or

whilst staff are at work.

A copy of this policy is available to candidates. Please e-mail us at recruitment@southdownhousing.org or telephone our recruitment line on 01273 405838

(24 hour answerphone)

PERSON SPECIFICATIONSupport Worker

Essential Desirable Application / Interview

Skills and AbilitiesAble to communicate with people with learning difficulties, by finding individual ways of reaching each person.

IAble to communicate effectively with the public, outside organisations, health service professionals, etc

A

Able to support service users in a range of tasks including personal care, cooking, shopping, cleaning, music, swimming, and other leisure activities

I

Able to complete returns and handle tenants’ money and petty cash.

I

Knowledge / ExperienceAn understanding of the care and support needs of people with learning disabilities and physical disabilities

A

An understanding of Makaton. IEvidence of previous work with people with learning difficulties and/or physical disabilities,

A

Qualified to NVQ Level 2 or 3 in Care AQualitiesA positive attitude towards the rights, independence, inclusion and choice for people with learning disabilities

A

Ability to cope with emergencies and difficult situations IAble to work as part of a team, and to take responsibility for planning and completing your own work

I

Commitment to the values of diversity and equality IPhysically capable of carrying out daily moving and handling tasks as needed

A

Physically and mentally able to carry out all tasks as per Care Quality Commission requirements A

Commitment to training and personal development ISpecial ConditionsHave a full manual driving licence valid for the UK ACompetent to drive in the UK A

* A means this will be assessed from the Application form and will be included in the shortlisting criteria

* I means this will be assessed from the interview.We have to make you aware that we are registered with the Care Quality Commission and have to comply with their guidelines. Therefore staff we employ have to be physically and mentally able to carry out their role. This means staff:

Are not placed at risk by the work they will do because of an illness or medical condition they have

Do not present a risk to people who use services because of an illness or medical condition they have

GENERAL INFORMATIONSouthdown Housing Association Limited is a registered society under the Co-operative and Community Benefit Societies Act 2014. Southdown is also regulated by the Homes and Communities Agency as a registered provider of social housing.

Southdown was established in 1972 and is one of the largest not-for-profit specialist providers of care, support and housing services to vulnerable people in Sussex.

We support people with learning disabilities, people facing mental health challenges and those at risk of homelessness or severe hardship. We provide holistic and tailored care and support that focuses on all of a person’s needs be they physical, economic, psychological, social or spiritual.

Everything we do is driven by the individual needs and aspirations of the people we provide care and support for. We involve our clients in the quality review and ongoing development of our services.

We believe the best way to increase people’s independence is for staff to work alongside them and coach them to develop their skills and confidence to take action and responsibility to achieve their personal goals.

We track and monitor the impact our services have on the people that use them. As well as regular satisfaction surveys, we also undertake detailed research to look at what works, for whom and in what circumstances.

We are a robust and successful organisation with a turnover of £24.5 million. We are governed by a Board of 12 members. We employ over 950 staff who we value and invest in. We have an excellent reputation for staff training and development.

We provide value for money. Whilst we’ve had to find ways to reduce our costs due to public sector budget cuts, we have not compromised on quality. We work with commissioners to deliver cost-savings whilst keeping people’s needs at the heart of what we do.

Contracts with local authorities and NHS Clinical Commissioning Groups (CCGs) for East and West Sussex and Brighton and Hove supply most of our income to provide our services.

Data Protection Statement

The Data Protection Act 1998 requires that any staff handling personal data on others must follow certain principles in relation to the data that they hold. Individuals have rights of access to data that is held on them and rights to claim for damages if various offences occur. This covers manual as well as computerised records.

In implementing the legislation, Southdown adopts a simple and straightforward policy that is, so far as is possible, easy to understand and unambiguous in its application. This is best achieved by adopting the principles of openness, which will, in turn, contribute to the fostering of open and honest management. The Association should not keep on record any information, opinion or judgement that we would not be comfortable showing to its subject and explaining and justifying if called upon to do so.

Application Records

Applicant records will only be made available to appropriate persons involved in the selection process. Details will be stored securely at all times.

Where individuals have not been successful, applicant records will be held for a period of twelve months.

Diversity and Equality Monitoring Form – This is destroyed after twelve months whether the applicant is successful or not.

Diversity & Equality

At Southdown, we pride ourselves on creating a culture that challenges prejudice and values diversity. We are committed to ensuring that all staff and service users feel welcome and are not discriminated against or treated unfairly.

We recognise that certain groups and individuals in society are disadvantaged because of discrimination experienced as a result of, race, nationality, belief or religion, physical or mental disability, health status, marital status, sex, sexuality, trade union activity, caring responsibilities, criminal convictions unrelated to the job, age or class.

Southdown believes that such direct or indirect discrimination is wrong and will ensure that the policies and practices of the Association in recruitment provide equal treatment for everyone. Adherence to our Diversity and Equality Policy is a condition of service for staff, and a copy of the policy is given to all staff and job applicants.

All managers are trained in anti-discriminatory recruitment practice. The diversity of our staff is monitored to ensure we continue to represent the diversity of the local communities. We are accredited by several national bodies for recruiting staff to best practice standards including Investors in People, Stonewall, Mindful Employer, Positive about Disabled People and Stonewall.

EX-OFFENDERS & THE RECRUITMENT PROCESSIntroduction

As an organisation using the Disclosure and Barring Service (DBS) to assess applicants’ suitability for positions of trust, Southdown Housing Association complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.

Southdown is committed to the fair treatment of its staff, as indicated by its Diversity & Equalities Policy Statement, including those with an offending background.

Southdown welcomes applications from a wide range of candidates and would consider those with criminal records. We select candidates for interview based on skills, qualifications and experience.

However, we will exclude candidates who do not comply with the requirements imposed by regulatory bodies that set standards for the staffing of the services we provide.

Recruitment

1. For those positions where a Disclosure is required, application forms and job adverts will specify that a Disclosure will be requested in the event of an individual being offered the position.

2. Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent confidentially to the Human Resources Department and we guarantee this information is only to be seen by those who need to see it as part of the recruitment process.

3. The nature of jobs within Southdown allows the Association to ask questions about an applicant’s entire criminal records including ‘spent’ convictions.

4. We ensure those within Southdown with a decision making role in the recruitment process have been trained to identify and assess the relevance and circumstances of offences. We also ensure they have received guidance and training in the Rehabilitation of Offenders Act 1974.

5. For shortlisted candidates we ensure discussion takes place on the subject of any offences that might be relevant to the position. Failure to reveal any relevant information relating to any such offences is likely to lead to withdrawal of an offer of employment.

6. We make every subject of a DBS Disclosure aware of the existence of the DBS Code of Practice and make a copy available on request.

7. We will discuss any matter revealed in the Disclosure with the person seeking the position before withdrawing a conditional offer of employment.

Having a criminal record will not necessarily bar someone from working with the Association. This will depend on the nature of the position and the circumstances and background of the person’s offences.

December 2012

INFORMATION ON CONDITIONS OF SERVICEPension Scheme

Southdown automatically enrols eligible staff in the organisations pension scheme to which Southdown will contribute 2% in addition to the1% paid by you. Other alternatives are available to enable staff who are not eligible to join the pension scheme.

Sick Pay

In the event of your being unable to work because of illness, you would be eligible for occupational sick pay, as set out below:

Length of Service Occupational Sick Pay

0-12 months 10 days (no more than 5 in the first six months)

12-24 months 15 days

24-36 months 20 days

36-48 months 30 days

48 months or more 3 months

NB these figures apply to occupational sick pay only and do not affect your entitlement to statutory sick pay.

Annual Leave

Our annual leave year runs from April to March. The initial leave entitlement is 22 days rising to 25 days after 5 full years of service.

If you work part-time you would receive a proportionate entitlement to annual leave and statutory leave.

Training and Development

The Southdown Housing Association is committed to providing a good standard of training for its staff and you would be encouraged to participate in appropriate training courses. The Association holds the Investor in People award which acknowledges the emphasis we place on staff learning and development.

The annual Staff Appraisal Review should help reinforce a planned approach to your career development.

All new staff may be required to undertake induction training in house and on specially designed courses.

Supervision

Regular support and supervision sessions are offered to all staff.

Stress Management

Advice, support and training are offered to promote staff well-being

New Employee Staff Support Procedure

New staff joining the Association will be subject to 26 weeks probationary service, which will be reviewed through our Staff Appraisal Scheme at 10 and 22 weeks. Providing that staff satisfactorily complete this period, they will become a permanent member of staff of the Association. On appointment to permanent staff, employees are obliged to give and entitled to receive a minimum of one month's written notice of termination of employment (the notice period will be outlined in the Statement of Particulars of Employment on appointment).

Salary Payments

You will be paid monthly on the last banking day of each month. Your salary will be paid by direct transfer to your Bank.

Other Conditions of Employment

Full details of all conditions are contained in the Staff Handbook.

Disclosure and Barring Service – Enhanced Checks for Regulated Activity

As a safeguard for our service users, Southdown is required to liaise with the Disclosure and Barring Service (DBS), which makes a thorough check into the background of those candidates to whom we have made provisional job offers to work in regulated activity. This is a process we are legally entitled to follow by the Police Act 1997 and the Safeguarding Vulnerable Groups Act 2006.

Obtaining information about an individual via the DBS is called ‘Disclosure’. A DBS Disclosure informs us of information about criminal behaviour, and the details of such record. This then enables Southdown Housing Association to make a judgement about whether the criminal record is such that we consider there potentially to be a danger to our service users.

Please be aware that having a criminal record will not necessarily prevent you from working either directly or indirectly with vulnerable adults. This will depend on the type of offence and the circumstances involved.

At Southdown, an Enhanced Check for Regulated Activity is requested for posts such as :

Support Workers Senior Support Workers Deputy / Service Managers

Floating Support Officers and Assistants Employment Specialists Senior Posts

Enhanced checks for regulated activity include details of unspent convictions, cautions, reprimands and warnings held on the Police National Computer, and local Police Force information considered relevant by Chief Police Officers. This check also requests information from the Adults Barred list which is maintained by the DBS and replaces the former ISA Adults Barred List.

Adults Barred List:

The DBS Adults Barred List is part of the DBS process for staff undertaking work in regulated activity, and is designed to ensure that anyone who presents a known risk to vulnerable adults is prevented from working with them. It is an offence for barred individuals to seek or undertake work with vulnerable adults and for Southdown, as an employer, to knowingly employ someone on the Adults Barred List.

(Referral of individuals to the DBS Adults Barred List is a statutory requirement where it is considered that the individual has harmed or poses a risk of harm to a vulnerable adult.)

When applying for a post at Southdown please ensure you enter any details of unspent criminal records on your application form.

Disclosure and Barring Service checks are only requested if your application is successful and an Enhanced Check for Regulated Activity is applicable. Further documents will be sent to you at the time a provisional job offer is made to enable us to take up the Enhanced DBS Check for Regulated Activity if this is the case. (Alternatively we will be able to undertake a ‘status check’ with the DBS Update Service if you are registered and you have a DBS check which meets criteria set for the role you are applying for.)

All disclosures provided by the Disclosure and Barring Service are stored securely and destroyed within 6 months of issue (for job roles in services regulated by the Care Quality Commission, we are required to retain information to confirm a DBS Check has been obtained – this will include only personal information e.g. name, address, date of birth, Disclosure number and issue date - no details of convictions or cautions are retained).

By completing and signing the application form for a job vacancy at Southdown Housing Association, you are agreeing to participate in the DBS disclosure process (including a DBS Adults Barred List check), if applicable, should your application be successful.

OUR VISION

Everyone, no matter what their life experience, background or challenges will have the opportunity to lead their life to the full.

OUR MISSION

To offer vulnerable people the support they need to lead a fuller life

OUR VALUES

Responsive to need

Ethical in all we do

Dedicated to quality

Competitive on cost

Focused and stable