Strengthening Families Workers

Job content

City of Wolverhampton Council

Strengthening Families Worker

Salary - £27,803 - £31,364 (Grade 5)

Hours - 37 Hours per week

Contract type: Fixed Term/Secondment Opportunity until July 2025

We are seeking to appoint Strengthening Families Workers within our CIRV team offering support to families impacted by criminal exploitation.

The Community Initiative to Reduce Violence (CIRV) is a grant funded project delivered in a unique partnership between City of Wolverhampton Council and West Midlands Police. The purpose of the role is to work in partnership with young people, their families and a dedicated multi-agency team to reduce the impact of youth violence and support families to address some of the challenges they face.

Experience of working with children and families is essential as is the desire to support families to make real change in the face of challenges that impact family functioning.

As a Strengthening Families Worker you will;

• Work directly with children, young people and their families in order to promote, strengthen and to develop the potential of parents/carers and their children in order to prevent children suffering significant harm and/or becoming looked after.
• Undertake or contribute to multi-agency assessments of children and families in need of help and support.
• Adopt a preventative approach to supporting children, young people and their families. To manage a caseload of casework and groupwork and adopt a flexible and creative approach.
  

Key requirements are;

NVQ level 3 or equivalent e.g. in Education, Health or Social Care, Community Development or Diploma in Youth & Community Work

The achievement of English and Maths or equivalent to level 2 of the National Qualification Framework

You will have a minimum of 2 years post qualifying, recent experience in a relevant field e.g. Education, Social Care, Early Years.

This experience will include supporting children and families in groups and individually within frameworks; Experience of community development work; Conducting assessments of need, in relation to children and families; Experience of working in a diverse community.

For further information contact, Sharon Leonard, Strengthening Families Partnership Manager: sharon.leonard@wolverhampton.gov.uk

Interviews will take place on Friday 22nd March 2024

Our working arrangements

All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empowers employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocation where employees are required to be out working in the community with a minimum requirement for ’touch down’ space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements.

Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for.

For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies and much more please click here .

Diversity

We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.

Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential. We’ve received the Stonewall Silver Award, emphasising our dedication to the LGBT+ community by nurturing an inspiring, inclusive, and equal workplace. As of March 2023, the RACE Code Quality Mark signifies our active engagement with racial equality. These recognitions validate our continuous efforts towards fostering an inclusive work environment that respects and values our diverse employees.

As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers - we offer a guaranteed interview as long as your application meets the essential criteria for the post.

We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect - Learn more about the staff equality forums here

Recruitment of Ex-Offenders

We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure - Learn more here

Employment Information & Support

If you are considering applying for an apprenticeship or a role where the salary is (Grade 2-5), and would like to visit us to learn about the application, interview process and what it is like to work for the council, please click on this link to find out more - Learn more here

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