Practice Manager Short Breaks
| Posting date: | 16 May 2024 |
|---|---|
| Salary: | £47,420.00 to £50,512.00 per year |
| Additional salary information: | plus £3203 car benefit allowance a year |
| Hours: | Full time |
| Closing date: | 15 June 2024 |
| Location: | Luton, Bedfordshire |
| Remote working: | On-site only |
| Company: | Luton Council |
| Job type: | Permanent |
| Job reference: | LBC03095 |
Summary
About the job
Salary: £47,420 - £50,512 a year plus £3203 car benefit allowance a year
Hours per week: 37
Contract type: Permanent
We have an exciting opportunity within the Children’s and Families department as a Practice Manager – Short Breaks Hub!
You’ll be managing and directing a Short Breaks Hub, staff team, resources, and budgets, in order to identify, assess and provide services/intervention to support children, young people, families and carers where a child is vulnerable, in need, disabled, or at risk of harm. Enable children and young people to remain safely within their home and/or community environment and ensure they achieve good outcomes through effective intervention.
You will maintain effective links and working relationships within the Department, particularly the Children with Disabilities Service including the shared care service and with relevant statutory, voluntary and private agencies and work in partnership with these agencies in order to provide a well-co-ordinated quality service to individual service users making the most effective use of local resources.
With your experience of managing a team, you will recruit, motivate, train and develop staff within Council procedures and implement employment procedures. Undertake development activities required for own and team development, including appraisal and supervision and keep up to date with legislation, government initiatives, and best practice in Children’s Services to ensure an effective workforce that can meet service objectives.
Please note this role does not attract sponsorship.
About you
You’ll have a great understanding of managing a residential unit as a deputy or senior manager or as the OFSTED registered manager.
You’ll need to be able to manage a devolved budget and develop and maintain effective administrative and organisational procedures.
We do ask that you have a professional qualification in social work, or extensive management development training. (or equivalent qualification) and substantial relevant experience, training, and competence.
You’ll need to be able to demonstrate a substantial knowledge of legislation and statutory responsibilities relating to Children’s Services, including appropriate Quality standards and performance indicators.
About us
Our ambitious Luton 2040 Vision – that no-one in Luton will have to live in poverty – is at the heart of everything we do. We recognise that our people are remarkable, talented, committed and passionate about serving our residents.
The people of Luton depend heavily on this council – and that means our workforce! Are you ready to realise the remarkable and help us deliver our vision?
Application Process
Because of the nature of this job, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. This post is exempt from the Rehabilitation of Offenders Act 1974 and therefore applicants are required to declare all unspent cautions and convictions; and also any adult cautions (simple or conditional), and spent convictions that are not protected as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2020). A person’s criminal record will not in itself prevent a person from being appointed to this post. Applicants will not be refused posts because of offences which are not relevant to, and do not place them at or make them a risk in, the role for which they are applying. However in the event of the employment being taken up, any failure to disclose such offence, as detailed above, will result in dismissal or disciplinary action by the Authority.
Benefits
We offer a range of excellent staff benefits which include:
- From 25 to 32 days’ annual leave: linked to length of service and grade
- Buying annual leave scheme: buy up to 20 days additional annual leave
- Career Pathways: step up in your career or move into a specialist area
- Pension scheme: with generous employer contributions of up to 20.2 per cent (at July 2023) and 3x salary death in service grant
- Generous relocation package: up to £8,000 (subject to eligibility)
- Employee Assistance Programme: a free, 24/7 confidential counselling and wellbeing support service available to all employees, their partner or spouse and dependent children over 16 still living at home
- Work/life balance: flexible working options including working from home where possible. We welcome requests for flexible working arrangements including part-time hours and alternative working patterns
- Training and support: unlimited access to development courses, mentoring and support and clear career pathways
- Staff offers: includes discounts on your MOT, gym and fitness, restaurants and salons
- Arriva Travel Club: great value savings on local bus travel
Salary: £47,420 - £50,512 a year plus £3203 car benefit allowance a year
Hours per week: 37
Contract type: Permanent
We have an exciting opportunity within the Children’s and Families department as a Practice Manager – Short Breaks Hub!
You’ll be managing and directing a Short Breaks Hub, staff team, resources, and budgets, in order to identify, assess and provide services/intervention to support children, young people, families and carers where a child is vulnerable, in need, disabled, or at risk of harm. Enable children and young people to remain safely within their home and/or community environment and ensure they achieve good outcomes through effective intervention.
You will maintain effective links and working relationships within the Department, particularly the Children with Disabilities Service including the shared care service and with relevant statutory, voluntary and private agencies and work in partnership with these agencies in order to provide a well-co-ordinated quality service to individual service users making the most effective use of local resources.
With your experience of managing a team, you will recruit, motivate, train and develop staff within Council procedures and implement employment procedures. Undertake development activities required for own and team development, including appraisal and supervision and keep up to date with legislation, government initiatives, and best practice in Children’s Services to ensure an effective workforce that can meet service objectives.
Please note this role does not attract sponsorship.
About you
You’ll have a great understanding of managing a residential unit as a deputy or senior manager or as the OFSTED registered manager.
You’ll need to be able to manage a devolved budget and develop and maintain effective administrative and organisational procedures.
We do ask that you have a professional qualification in social work, or extensive management development training. (or equivalent qualification) and substantial relevant experience, training, and competence.
You’ll need to be able to demonstrate a substantial knowledge of legislation and statutory responsibilities relating to Children’s Services, including appropriate Quality standards and performance indicators.
About us
Our ambitious Luton 2040 Vision – that no-one in Luton will have to live in poverty – is at the heart of everything we do. We recognise that our people are remarkable, talented, committed and passionate about serving our residents.
The people of Luton depend heavily on this council – and that means our workforce! Are you ready to realise the remarkable and help us deliver our vision?
Application Process
Because of the nature of this job, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. This post is exempt from the Rehabilitation of Offenders Act 1974 and therefore applicants are required to declare all unspent cautions and convictions; and also any adult cautions (simple or conditional), and spent convictions that are not protected as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2020). A person’s criminal record will not in itself prevent a person from being appointed to this post. Applicants will not be refused posts because of offences which are not relevant to, and do not place them at or make them a risk in, the role for which they are applying. However in the event of the employment being taken up, any failure to disclose such offence, as detailed above, will result in dismissal or disciplinary action by the Authority.
Benefits
We offer a range of excellent staff benefits which include:
- From 25 to 32 days’ annual leave: linked to length of service and grade
- Buying annual leave scheme: buy up to 20 days additional annual leave
- Career Pathways: step up in your career or move into a specialist area
- Pension scheme: with generous employer contributions of up to 20.2 per cent (at July 2023) and 3x salary death in service grant
- Generous relocation package: up to £8,000 (subject to eligibility)
- Employee Assistance Programme: a free, 24/7 confidential counselling and wellbeing support service available to all employees, their partner or spouse and dependent children over 16 still living at home
- Work/life balance: flexible working options including working from home where possible. We welcome requests for flexible working arrangements including part-time hours and alternative working patterns
- Training and support: unlimited access to development courses, mentoring and support and clear career pathways
- Staff offers: includes discounts on your MOT, gym and fitness, restaurants and salons
- Arriva Travel Club: great value savings on local bus travel
Proud member of the Disability Confident employer scheme
Disability Confident
About Disability Confident
A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident.