Community Service Work Supervisor

Job Summary

 

Please note that salary will be pro-rated for part-time hours.

Permanent contract 16 hours per week. Saturday / Sunday 8 hours per day.

East Dunbartonshire Council - Responsible to: Community Payback Manager Stephen McGinley

Purpose: ▪ to manage and supervise groups of offenders who are subject to Community Payback Orders with an unpaid work or other activity requirement based in Kirkintilloch.

Key Duties and Responsibilities:

1. KEY ACTIVITIES, RESPONSIBILITIES and OUTCOMES

• Supervise groups of offenders undertaking unpaid work in the community.
• Advise and demonstrate tasks to enable offenders to satisfactorily carry out their unpaid work.
• Assess competency of offenders on the use of tools and equipment.
• Provide a general assessment on the overall performance of offenders eg, behaviour, attitude, timekeeping etc. and complete daily work records to this effect.
• Ensure a good standard of work and behaviour is maintained by offenders carrying out unpaid work in the community.
• Ensure compliance with all Health and Safety procedures and requirements.
• Be responsible for vehicles, tools and equipment, ensure proper maintenance and usage.
• Transport groups of offenders to and from placements/projects using local authority and/or hired vehicles.

 

• PROBLEM SOLVING

The post-holder should be able to use their initiative within the role and speak directly to Community Justice Officer when any problems occur in relation to service users and Placement Co-ordinator in relation to tasks/project.

• PLANNING
• The post-holder must be able to prioritise their workload to meet timescales as per Criminal Justice Social Work procedures and national outcomes and standards.

ASSIGNMENT AND REVIEW OF WORK

• The post-holder will report to the Unpaid Work line Manager, with whom, annual objectives are jointly agreed. However within this context there is a broad framework of delegated authority to develop and progress initiatives autonomously
• Objectives are reviewed and performance is formally appraised by the Unpaid Work line Manager. Throughout the year there are regular supervision meetings with the Unpaid Work line Manager to discuss progress against timescales and key deliverables and to ensure on-going communication on current issues and workload.

Job Summary contd.

COMMUNICATIONS AND WORKING RELATIONSHIPS

Internal communications and working relationships:

Liaise with Unpaid Work Team staff and as required professional Social Workers and Managers verbally and through written correspondence.

External communications and working relationships:

Liaise with service users of the Criminal Justice Team, recipients of the service, members of the community and potentially other professionals (i.e. Courts, Police, Solicitors) as the post holder  may, on occasion, be cited to Court as a witness.

1. DECISION MAKING –

The post holder operates within a framework of criminal justice legislation mediated by National Outcomes and Standards and council/partnership procedures and guidance.  Complex problems and issues which are not covered by policy will be referred for advice and guidance to the line manager. 

Within the framework of agreed operational objectives the post holder will progress initiatives in consultation with and under the authority and direction of managers.

1. MOST CHALLENGING PART OF THE JOB-

The post holder is working with service users who are subject to compulsory supervision who may from time to time challenge their authority, requiring a sensitive but firm response from the post holder and if required active support from the line manager. Service users may have complex needs for instance in relation to mental health, substance misuse or trauma.

External challenges

The post holder regularly deals with the public and community organisations as support services for service users. 

The post holder is required to bring concerns or complaints re service to the attention of management without delay and to have an overall regard for the credibility of the service.

The post holder will participate in opportunities for the development of knowledge and skills.

1. GENERAL

Disclosure/PVG membership: Enhanced disclosure 

Politically Restricted Post: N/A

The duties and responsibilities contained within this Post Descriptor are neither exclusive nor exhaustive as the postholder may be required to undertake other reasonably determined duties commensurate with the level and grade of the post without changing the general character and nature of the post.

The Post Descriptor may be subject to revision, depending on the future needs of the post and the organisation, following appropriate consultation. 

1.   ROLE SPECIFIC TRAINING

Listed below are the training requirements which must be completed in order to undertake this position, this training will be offered and funded in house with timescales where appropriate.  Noting this is in addition to generic WDC training listed above. 

• Competency Assessments in the safe use of tools and equipment
• Basic Child Protection
• Basic Adult Protection
• Trauma Informed Approach
• Basic Mental Health and Suicide Awareness
• Domestic Violence and Coercive Control Awareness
• MAPPA Awareness

PVG / Disclosure Scotland

The following criteria applies to all roles within East Dunbartonshire Council where PVG/Disclosure checks are essential criteria.

Where the post you are applying for is considered a Regulated Role under the Disclosure (Scotland) Act 2020, successful candidates will be required to join the PVG Scheme, or undergo a PVG Scheme Update check, prior to confirmation of employment being made by East Dunbartonshire Council.

Please note, successful candidates will be expected to meet the cost of the relevant check which will be deducted from the successful candidate’s first salary payment. Successful candidates who withdraw their application after the check process has started will be invoiced for the cost of the check.

In specific circumstances the payment could be deducted in instalments from an employee’s wages following commencement of employment. Approval in such circumstances will be made by the HR &OD Manager.

Should an employee leave in advance of the payment being deducted, the full amount will be deducted from the employee’s final salary.

The criteria outlined above will apply to existing employees of East Dunbartonshire Council who apply for roles for which a PVG/Disclosure check is required.

Charter of Commitment

The commitment by East Dunbartonshire Council to job applicants is as follows:

• Individuals will be treated in a polite, friendly and welcoming manner.

 

• Equalities monitoring will be conducted to ensure a fair and equitable process with

screening being carried out to anonymise sensitive information such as age, gender and disability.

 

• The information that we receive will be treated in confidence and with discretion. Only the relevant HR representative/team and the relevant service will see the application form.

 

• We will encourage and welcome applications from applicants under the disability symbol. Where the essential criteria are met an interview will be offered to those applying under the disability symbol.

 

• We will be pleased to make any reasonable adjustments to ensure accessibility at the interview.

 

• We will advise you within reasonable time after the closing date if you have not met the interview criteria. (Normally within 4 weeks)

 

• We will advise you of meeting the criteria for interview normally within 3 weeks.

 

• We will advise you if you have been successful or unsuccessful at the interview stage as soon as practically possible.

 

East Dunbartonshire Council