Job Description

Job Introduction

Social Care Worker - Adults

Salary - 29,093 - 32,654 (Grade 5)

Hours - 37 Hours

Contract type - fixed term/secondment opportunity for up to 2 years

Work Style - Field: working in communities across the city

The Power2 Service is a multi-disciplinary, multi-agency partnership between Children's Social Care, Adult Social Care, Public Health and the Voluntary Sector, created in September 2019.

Power2 won the prestigious MJ Award in 2022 for Innovation in Childrens and Adults

for its work with vulnerable children and young adults aged 10-25 at risk of exploitation; and those displaying high risk behaviours which impact on their home and education stability. The team focusses on working with children/young adults and their family/carer networks who have experienced trauma and been impacted by cumulative harm by using a range of trauma informed approaches. Each team member has their own specialisms and expertise and have all been trained in specialist frameworks such as Attachment Theory; Developmental and Relational Trauma; and Attachment, Regulation and Competency.


We are seeking an enthusiastic Adult Social Care Worker to join our team and contribute and develop our transitional safeguarding work. You will work with a range of young adults from 18 years to 25 years old using a range of trauma informed practice approaches. You will need to have the ability to communicate effectively and build relationships which are supportive and creative in meeting their needs. Power 2 works with many young people and adults including parents therefore, some of your work will including working within the wider family network.


The successful candidate will have the ability to:

communicate effectively have some experience within working in an area of Social Care currently or previously and meet all the requirements of the job and person specification. Experience/understanding of working with 'Trauma' would be beneficial and knowledge of ARC Framework would be advantageous.

For your valued contribution, we offer:

A career development pathway and substantial training offer. Over 85% of our workforce are happy with the learning and development offer and 90% say there is a positive learning culture.*
Reimbursement of Blue Light card membership costs Four vibrant and active employee networks including four staff equality forums (Race Religion and Belief; Disability and Age; Gender Maternity and Paternity and LGBT+) Well embedded strengths-based practice framework which supports us to build strong relationships and connections to help people find long lasting solutions using the Three Conversations approach. A commitment to eliminating discrimination and supporting employee wellbeing to ensure a good work/life balance, which includes a strong employee assistance scheme and access to numerous wellbeing resources. Supportive and flexible working arrangements, which includes some home working. Retail, leisure, legal and ethical savings and loans through our competitive rewards portal

For more information: Working for us | WV Jobs | City of Wolverhampton Council


This post is subject to a satisfactory Disclosure and Barring Service (DBS) check.

As part of the interview process:

As part of this you will be asked to complete a written exercise and participate in a children's panel. All details and guidance on the process will be shared with the shortlisted candidates.

For further information on this post contact:

Debbie Williams (Team Manager - Power2) on Debbie.Williams@wolverhampton.gov.uk


For full details of the responsibilities and requirements of this role please see the attached and Person Specification.

Our working arrangements

All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower 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 allocated 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 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 Gold 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