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Social Worker

Salary:
£26,999.00
Location:
Oldham
Company:
Southlink Business Park

Description

Social Worker
People, Communities and Society

Adult Services, Mental Health, & CYPF



Ref: G6/OL-40476

Contract: Permanent,

Salary: £26,999 - £30,507 per annum

Hours 36.66 per week

Based: Maple House, Southlink Business Park, Oldham OL4 1DB

Closing Date: Tuesday 29th September 2020
Shortlisting & Interview Dates: TBC.



Job Description & Person Specification.pdf
Oldham Right to Work in the UK.doc


Role Overview:

To manage a caseload of adults with severe and enduring mental health difficulties. Undertake Assessment, develop care & support plans and revise them as appropriate under the Framework of the Care Programme Approach and Care Act 2014. To improve the life opportunities for Service Users, carers and families using social work methods and models. To actively undertake formal and informal learning activities as part of continuing professional development.



Key Responsibilities:

  • To prepare for social work contact and involvement, including reviewing case notes, liaising with others for additional information and evaluating information
  • To undertake the assessment of support needs for service users, carers and families. To develop/assist to develop Care &Support Plans for service users
  • To produce, deliver, evaluate and update Care & Support Plans and packages with support from the team manager or senior practitioner, in order to resolve practical and emotional social care, health and well-being difficulties
  • To be proactive with respect to Safeguarding issues and following relevant polices and procedures if abuse is suspected
  • To identify, assess and manage risks to service users, carers and families, and contribute towards a positive change to behaviour to reduce risk, in conjunction with the team manager and senior practitioner
  • To respond to crisis situations, making assessments about urgency and using appropriate legal intervention
  • To maintain records in necessary formats and ensure records are accurate, up to date and personal information is kept confidential
  • To prepare, attend and participate in meetings and decision-making forums, for example, CPA reviews, MDT meetings, court appearances, , panels, case conferences or team meetings
  • To act for and advocate on behalf of service users’ carers and families, within the boundaries of corporate and directorate policies
  • To develop and maintain appropriate working relationships with partnership agencies, including health and voluntary organisations.
  • To attend, prepare for and participate in formal supervision sessions, including examining own performance, identify learning needs and ensure sufficient support for professional development is taking place
  • Inform managers of service deficiencies or issues interfering with delivering an efficient service, assist to identify and make suggestions for opportunities for improvement
  • To attend and participate in learning, training and development activities to increase experience and knowledge base, in line with local and national requirements

About Us:

Oldham is committed to developing a Co-operative future; one where citizens, partners and staff work together to improve the borough. Anyone joining the council is coming into an ambitious organisation with big plans. We are working hard to build a brighter future for our borough and we need people from a wide range of backgrounds to continue delivering the best for our communities.

The Council has a clear set of Values and Behaviours, our Values outline how we do business and we share these borough wide with our residents, partners and businesses. Internally we have translated these values into five cooperative behaviours which outline the priority areas of focus for all staff at all levels. You can view the Values and Behaviours on our Greater. Jobs pages Working for Oldham

For details of how we use your data please see our privacy notice: Privacy Notice

Please note that should a vacancy that has been released for internal or external recruitment be deemed suitable for an at risk employee, it can be pulled back at any point up to the post being formally offered to an external candidate or an internal candidate that is not at risk of redundancy.



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