81524 - HMYOI Cookham Wood - Resettlement Practitioner
Overview of the job
This is a non-operational job in an establishment which is children and young people facing.
The role will have comprehensive training and development in order for them to provide high quality outcomes within the Resettlement function.
The job holder will be responsible for supporting a cohort of very complex children and young people (CYP) within the secure environment. This role involves investment in the CYP’s history and development in order to ensure they are fully represented (voice of the child) during their time in custody and beyond.
The job holder will be responsible for facilitating the planning the CYP’s custodial journey by bringing together key stakeholders both internally and externally in order to plan and achieve outcomes which strive to offer better opportunities for the CYP over short, medium, and longer-term timelines. This will be underpinned by the YCS theory of change around supporting a CYP’s healthy identity development through engaging the CYP in meaningful interactions, activities and roles. The job holder will be a core member of the CYP’s support team and as such will be key to contributing to a holistic, community-based, individualised approach for each CYP they work with.
The job holder will plan to ensure resettlement focussed outcomes (ETE, Accommodation, relationships, health etc) are supported and driven by the needs of the CYP and supported by community-based partners as well as family and carers.
The work carried out by the Resettlement Practitioner will be underpinned by the National Standards for Youth Justice and will work alongside the Youth Justice Board’s (YJB) Case Management Guidance.
The Resettlement Practitioner Young People post sits within the Youth Custody Service (YCS) public sector sites.
The population of children/young people within YCS present with particularly complex needs which can manifest as difficult and challenging behaviour in custody. To effectively respond to these needs, YCS in collaboration with NHSE&I have developed an evidence-based framework to deliver Integrated Care within each of the public sector sites, aimed to minimise risk of harm to self and others including other children/young people, staff and the environment, through a trauma informed approach to care.
The job holder will be a core member of the Resettlement Team working with male and female young people aged 15-18yrs.
They will oversee and support children/young people on their journey through custody, focusing on all aspects pertaining to resettlement to the community and transitions to the young adult estate and case management. This includes continued planning and the review of outcomes as well as co-ordination and multi-agency partnership working with key stakeholders, ensuring high standards of individual delivery and that harmful behaviours are always identified and supported.
The post holder will undertake their role with the Theory of Change at the forefront of all the work they do and adopt the principles of Constructive Resettlement (the 5 Cs) when supporting children in their care.
This is a non-operational role with no line management. This is a rotational role.
Responsibilities, Activities and Duties
The job holder will be required to carry out the following responsibilities, activities and duties:
- Support the achievement of qualitative and quantitative service standards that are compliant with the Youth Justice Board’s National Minimum Standards, the policy on Care and Management of Young People and the YCS & NHSE/I Behaviour Management Strategy (BMS).
- Ensure compliance with Section 11 duty to safeguard and promote welfare under the Children Act 2004.
- Ensure that Resettlement/Transition Planning reflects identified pathways and outcomes contained within YOT planning materials.
- Meet with the child/young people on arrival within required timescales as set out in the “National Standards for Youth Justice”.
- Manage a caseload of children and young people in which short, medium- and long-term targets are set in order to achieve healthy resettlement outcomes based on the child’s voice and history, aspirations etc. (theory of Constructive Resettlement).
- Set and review targets with children/young people and those involved in their care, updating case management notes on the appropriate young people specific databases.
- Use the young people databases and systems to identify risks and manage children/young people appropriately.
- Ensure that actions/timescales and relevant actions are taken with regards to accommodation, education and training on release.
- Use of Motivational Interviewing and therapeutic skills to engage children/young people.
- Adopt the principles of Constructive Resettlement, Identity Development and a Child First approach and ensure they are at the core of all work carried out.
- Ensure that Release on Temporary Licences (ROTL), early release (incl. HDC) and late releases are identified and discussed at the earliest opportunity of the resettlement/transition plan and link in with key partners in delivering/offering these opportunities.
- Actively engage children/young people in the RoTL process by accompanying and supporting them on day release in the community. In addition, identify all RoTL opportunities for children/young people on an individual needs’ basis.
- Ensure that transition to the young adult/adult estate and probation services is managed effectively and discussed throughout the resettlement plan.
- Ensure that life sentence children/young people have all their documentation completed within the required timescales and are effectively supported through the transition to the young adult/adult estate.
- Exhibit effective engagement with Youth Offending Team (YOT) in the community and Local Authority social workers to promote positive outcomes for children/young people on release.
- Exhibit effective engagement with Health providers to promote positive outcomes for children/young people on release.
- Leads the resettlement/transition planning meeting to prepare and review plans individual to the needs of the child/young person.
- Engage with and contribute to the young person’s Support or Enhanced Team in accordance with the YCS & NHSE/I Behaviour Management Strategy (BMS).
- Integrate Resettlement Planning with the Case Formulation approach as part of the YCS & NHS England and NHS Improvement (NHSE/I) BMS with the ultimate aim of supporting children/young people to develop a healthy identity.
- Contribute to Parole Board reports and hearings.
- Engage in Guided Reflective Practice as a method of personal development and to support wellbeing where available.
- Liaises with children/young people and relevant stakeholders to action the resettlement/transition plan, gather and exchange information and understand/ investigate conflicting opinions on child’s/young people’s progress.
- Encourage and support children/young people to participate in education, interventions and activities as defined within the resettlement plan. Develops strategies to assist children/young people to overcome reluctance to engage.
- Work closely with external partners in sharing best practice and developmental/training opportunities.
- Highlight any child/young person who gives significant concerns by their behaviour to the Resettlement Manager or Orderly Officer (Refer to Public Protection meeting or other relevant meetings e.g. safer regimes, complete a Discrimination Incident Reporting form (DIRF) or a Safeguards form).
- Obtain further information from external agencies to complete a comprehensive resettlement plan relevant to the individuals needs in order to manage risk and reduce the likelihood of re-offending on release report.
- Be familiar with and respond accordingly in relation to a child/young person’s protected characteristics.
- Contribute to and attend Multi-agency Public Protection Arrangements (MAPPA) Boards and work with all relevant external agencies to protect the public when releasing young people under MAPPA.
- Contribute to relevant meetings convened by other functions in order to support the best outcomes for young people (e.g. Enhanced Support Teams, Rule 49 Reviews, Safeguarding Reviews, Support Teams).
- Complete lifer and indeterminate sentence paperwork as directed by the manager in compliance with standards and set timescales.
- Facilitate multi-agency planning meetings; these are inclusive of Young People and their parents/carers to assess needs and risks posed by the Young Person to him/herself or others during custody and upon release into the community.
- Engage in all training and up-skilling relevant to the developing role of a resettlement practitioner.
- Attend and contribute to any additional training that enhances the Resettlement Practitioner’s role as part of the Framework for Integrated Care.
Undertake other tasks including:
- Prepare relevant documentation for managers for verification / quality checking purposes.
- Establish, develop and maintain professional relationships with children/young people and staff.
- Understand and comply with national/local policies and legislation.
The duties/responsibilities listed above describe the post as it is at present and is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary. Significant adjustments may require re-examination under the Job Evaluation Scheme and shall be discussed in the first instance with the job holder.
An ability to fulfil all spoken aspects of the role with confidence through the medium of English or (where specified in Wales) Welsh
- Delivering at Pace
- Communicating and Influencing
- Working Together
- Managing a Quality Service
- Ability to analyse complex information in order to make assessments and decisions.
- Ability to communicate clearly verbally and in writing with offenders, professionals, and at hearings/meetings such as Parole Boards/Case Reviews.
- Ability to empathise constructively with people from diverse backgrounds.
- The ability to complete all mandatory training as required to support the job role.
- Job holders must undertake relevant role specific training within the stipulated timescale once they take up the post in order to carry out the role effectively.
- Desirable - Higher level academic qualification(s).
Hours of Work
37 hour working week.
Working Arrangements & Further Information
The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.
For nationally advertised roles, the successful candidate(s) will be appointed to a MoJ office location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre-employment checks.
Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.
Standard working hours for this post are 37 hours per week excluding breaks which are unpaid.
If you are a current NPS employee, this vacancy may be available on a Loan basis for up to 2 years. Applications are invited from suitable qualified staff.
The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment.
-The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro-rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case.
Bank, Public and Privilege Holidays
-You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. These hours are added to your annual leave allowance. There is a requirement to work some public and bank holidays subject to your shift pattern and the operational needs of the establishment
-The Civil Service offers a choice of two pension schemes, giving you the flexibility to choose the pension that suits you best.
Work Life Balance
HM Prison & Probation Service (HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ
Season Ticket Advance
-After two months’ service, you’ll be eligible to apply for a season ticket advance to purchase a quarterly or longer-period season ticket for travel between home and your place of work
For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers
HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes
-There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts
-All staff receive security and diversity training and an individual induction programme into their new roles
-All candidates are subject to security and identity checks prior to taking up post
-All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS
-All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist
Working for the Civil Service
The Civil Service Code sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order
- To Shared Service Connected Ltd (0845 241 5358 (Monday to Friday 8am - 6pm) or e mail Mojfirstname.lastname@example.org);
- To Ministry of Justice Resourcing team (email@example.com);
- To the Civil Service Commission (details available here)
The Civil Service embraces diversity and promotes equal opportunities. As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.
You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the SSCL Recruitment Enquiries Team.
We encourage applications from people from all backgrounds and aim to have a workforce that represents the wider society that we serve. We pride ourselves on being an employer of choice. We champion diversity, inclusion and wellbeing and aim to create a workplace where everyone feels valued and a sense of belonging. To find out more about how we do this visit: https://www.gov.uk/government/organisations/ministry-of-justice/about/equality-and-diversity.
04/12/2023, 23:55 hours.
If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail Mojfirstname.lastname@example.org.
Please quote the job reference - 81524.
Success Profiles will enable a fairer and more inclusive method of recruitment by enabling us to assess the range of experiences, abilities, strengths, behaviours and technical/professional skills required for different roles. This flexible approach to recruitment focuses more on finding the right candidate for the specific role. To find out more about Success Profiles to support your application please click here for further guidance.
We have provided detail of the assessment stages and areas being assessed to help you prepare for completing your application form, and to advise of what will be assessed following this, if you successfully pass the application stage.
Application form stage assessments
Interview stage assessments
A Great Place to Work for Veterans
The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit : https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans
Redeployment Interview Scheme
Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ are committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.
MoJ are able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidate's will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.
This job is broadly open to the following groups:
· UK nationals
· nationals of the Republic of Ireland
· nationals of Commonwealth countries who have the right to work in the UK
· nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families
· nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
· individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
· Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules
This Vacancy is closed to applications.