PrePare Family Practitioner - Wester Hailes Healthy Living Centre - 11351_1756975484
| Posting date: | 04 September 2025 |
|---|---|
| Salary: | £33,287.00 to £39,129.00 per year |
| Hours: | Full time |
| Closing date: | 18 September 2025 |
| Location: | Edinburgh, EH14 3JF |
| Remote working: | On-site only |
| Company: | The City of Edinburgh Council |
| Job type: | Temporary |
| Job reference: | 11351_1756975484 |
Summary
PrePare Family Practitioner - fixed term until 30/06/2026
Wester Hailes Healthy Living Centre
Salary: £33,287 - £39,129 (pro-rata for part-time)
Hours: 33 per week, 52 weeks
The post-holder will undertake the full range of duties working with children who need protection, are Looked After or are children in need, with their families/carers. They will work in a strengths based and restorative ways to get alongside children, families and carers, to build positive relationships, identify outcomes they need to keep children safe and put in place plans which improve wellbeing for children and their families/carers.
The posts are located in the PrePare Team, a multi-disciplinary team in partnership with NHS Lothian, Health and Social Care and Communities and Families. The aim is to work with families who have been affected by addiction during pregnancy and within the child's first two years.
- SCQF level 8 or hold an equivalent professional qualification or equivalent experience in social services/children and families.
- Candidates are required to join the PVG Scheme/ undergo a PVG scheme update prior to a formal offer of employment.
- Ability to assess complex information, engage individuals with complex needs in strengths based and restorative change work, whilst building positive relationships and undertaking a range of tasks associated with the assessment and management of risk.
- Knowledge of theories relating to child development, addiction, trauma, domestic abuse and the legal framework surrounding children and families.
- An understanding of professional and personal authority, how to exercise discretion appropriately, making decisions within the context of line management supervision and professional accountability.
- An ability to work restoratively with professionals, maintaining positive working relationships which benefit children and their parents/carers.
- To hold a clear understanding and knowledge base in working with addiction and the impact on children.
- Work to establish good and effective relationships with parents, carers and other professionals involved in caring for babies suffering from NAS and FASD
- Carry our risk assessments of the child, family, home setting, and public areas to ensure staff and child's safety whilst adhering to the guideline of the Lone Worker Policy.
- The post holder will need to respond appropriately and creatively to family crises and emergencies, which may involve child protection, substance abuse, domestic violence, health emergencies. This will be done in consultation with their line manager and other professionals.
- The post holder must demonstrate the independent applications of professional skills and knowledge and use considerable initiative and accountability in carrying out day to day tasks such as observations of families and decisions' regarding their unborn/baby's safety and wellbeing.
Health and Safety
Protecting the health and safety and welfare of our employees, and our third parties including members of the public, contractors, service users and pupils, is the starting point for a forward-thinking Council.
All employees are responsible for:
- Taking care of their own health and safety and welfare, and that of others who may be affected by their actions or omissions;
- Co-operating with management and following instructions, safe systems and procedures;
- Reporting any hazards, damage or defects immediately to their line manager; and
- Reporting any personal injury and work related ill health, and accident or incident (including 'near misses') immediately to their line manager, and assist with any subsequent investigation, including co-operating fully with the provision of witness statements and any other evidence that may be required.
Line managers have additional responsibilities for ensuring all health and safety risks under their management are identified, assessed and controlled, with specialist input from H&S Advisers and others including Occupational Health where required. Where the risks cannot be adequately controlled the activity should not proceed.
Additional information can be found in the https://orb.edinburgh.gov.uk/downloads/file/76/corporate_health_and_saf…; target="_blank">Council Health and Safety Policy.
For further information or discuss the role, please contact Susie.Fairweather@edinburgh.gov.uk or 07395357251
This post is regulated work with children and/or protected adults under the Protection of Vulnerable Groups (Scotland) Act 2007. The preferred candidate will be required to join the PVG Scheme or undergo a PVG Scheme update check. Where an individual has spent a continuous period of 3 months or more out with the UK in the last 5 years, an Overseas Criminal Record Check will be required. You will be required to provide this check. An unconditional offer of employment and commencement in the post will be subject to the outcome of both these pre-employment checks being deemed satisfactory.
We're committed to creating a workplace culture where all our people feel valued, included and able to be their best at work, and we recognise the benefits that a diverse workforce with different values, beliefs, experience, and backgrounds brings to us as an organisation.
As part of our goal to improve our organisational culture and create a great place to work together for the people of Edinburgh, we want to make sure that we're bringing the best people into our roles, not just in their skills and experience but also in their approach to work.
To help achieve this, we're changing the way we interview and assess candidates by moving from a competency-based interview approach to a behavioural and technical (skills for the job) based approach. This new way of interviewing will allow us to assess how you think and how you would bring Our Behaviours of Respect, Integrity and Flexibility into your ways of working.
You can find out more on Our Behaviours web page https://www.edinburgh.gov.uk/work-us/behaviours" target="_blank">Our Behaviours - The City of Edinburgh Council
Our salary range typically reflects the initial starting salary and annually increases until it reaches the top of the range.
Happy to talk flexible working.
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