pd-senior-family-services-worker-nw-august-2015 by Windermere

POSITION DESCRIPTION POSITION TITLE:

Senior Family Services Worker 38 hours per week

CLASSIFICATION:

Band 3.1.3

PROGRAM:

Integrated Family Services

LOCATION:

Narre Warren as well as work performed at other Windermere locations at the request of the agency

TENURE:

3 years

DATE:

August 2015

1. HISTORY Windermere Child & Family Services started with the formation in 1851 of what later became known as the Melbourne Orphanage in Windermere Crescent, Brighton – hence our name Windermere. Today, we are a secular, Not-For-Profit that continues to work with some of the most at risk, underprivileged and disadvantaged individuals, families and communities.. We work with individuals, families and communities who are dealing with issues such as physical, emotional and practical support, counselling, advice, education, advocacy and other therapeutic interventions to those affected by these issues. Our range of services and programs include: • Counselling; for individuals and families • Family Violence Counselling; for children and adults • Disability Services; for people living with disabilities, their families and carers • Early intervention services for children 0-6 years with developmental delays or a diagnosed disability • Integrated Family Services; for parents who require assistance with family functioning and parenting • Victims Assistance and Counselling Program; a program which assists victims of violent crime to manage the impact of that crime • Housing Support; for families who are homeless or at risk of homelessness • Early Childhood Education and Care Services; provides in home care as well as Centre Based Long Day care • Communities for Children; community based program to assist disadvantaged families in Cranbourne with children 0-12 years old © Windermere Child and Family Services Inc Date Doc Created: 16/05/2007 20/08/2015, 1:32 PM

• Allied Health, including Psychology, Speech Therapy, Occupational Therapy and Physiotherapy; for community and corporate sectors. With headquarters at Narre Warren in Melbourne’s southeast, Windermere assists thousands of individuals, families and communities. We work in arguably Australia’s fastest growing urban corridor, where demand for our services is increasing at an alarming rate. With a staff of over 140, we provide services from 9 locations with major centres at Narre Warren, Cranbourne, Pakenham, Berwick, Officer and in the Gippsland region. 2. OUR PURPOSE, VISION AND VALUES Windermere improves wellbeing in individuals, families and communities by helping to realise their potential, building resilience and connecting people to the community. Our Purpose: We get in early to make a difference in the lives of individuals, families and communities Our Vision: A stronger, connected and supported community Our Values: We believe that everyone is someone in our community where: • Equity is viewed as a natural right • Fairness embraces and incorporates difference • Collaboration results in social good • Opportunity creates empowerment and inclusion

3. POSITION OBJECTIVES, KEY PERFORMANCE MEASURES

RESULT

AREAS,

RESPONSIBILITIES

and

The purpose of this position is to work with and support the Team Leader Integrated Family Services to ensure that provision of quality services is consistent with all Funding & Service Agreements (FASA) and all other contractual agreements and legislation. This position will assist the Team Leader Integrated Family Services in ensuring operational day to day service provision within Windermere’s Integrated Family Services through the provision of staff support and supervision. This service area offers a suite of supports for children and families. Integrated Family Services is a program that aims to prevent children accessing the Child Protection system and if this cannot be prevented to work alongside Child Protection system to work with families to assist them to provide safe and stable environments for their children. IFS provide intensive hands on strength based case management and family support to vulnerable and at risk families with children under the age of 18yrs. This is a holistic approach, intensive in nature (typically would visit on a weekly basis) and inclusive of all family members. It also runs a variety of groups designed to foster the above outcomes. The Senior Family Services Worker provides mentoring, guidance, leadership and support to all staff within the team and works closely with the Team Leader Integrated Family Services to strengthen organisational capacity.

Key Result Area Job

Responsibility

Performance Measure

1. Contributes to policy discussions, CQI, internal

Engaged with other areas of organisation

knowledge

committees and supports other programs and service areas across the organisation 2. Demonstrates competence in standard tasks including supervision of staff, managing budgets, time management, punctuality as well as in holding difficult conversations

and cross referrals within organisation are increased Positive team culture, evidenced in staff cultural surveys as well as day to day team interactions 90% staff retention in any given calendar year Budgets within projection or better Punctual for all meetings/events Tasks completed in a timely manner

3. Demonstrates a readiness and capacity to learn new skills and seeks own professional development opportunities, feedback and support as required

Staff supported through timely and positive discussions in regards to areas for improvement, with discussions documented as part of supervision or performance improvement framework Professional development opportunities explored and attended Actively seeks and receives feedback in regards to own performance

Judgment and decision making

Communicati on Skills

4. Contributes to the Service Operational Plan development and implementation under the guidance of the Team Leader 5. Works without direct supervision

Directions followed in a positive and timely manner Plan developed and areas of delegated responsibility (worker related) implemented Works autonomously and makes timely and responsible decisions for programs of responsibility, within delegation

6. Seeks guidance and advice in relation to difficult matters within an appropriate timeframe from the Team Leader, Service Manager, External Consultants, General Manager Client Services or Manager Human Resources as relevant

Difficult matters are discussed with the Team Leader and then managed appropriately

7. Manages issues upwards to Team Leader, Manager or General Manager as required and in a timely manner, such as critical issues, death of a client, OH&S concerns, events likely to hit media as well as other issues as relevant

Manager and General Manager is aware of all critical issues in a timely manner, either immediately or next business day

8. Communicates appropriately and in a timely manner to external stakeholders such as clients and funding bodies, including via phone, face to face, email and fax as well as regular reporting as required.

9. To attend on prearranged dates around supervision and agency wide and MAG training including agency forums and be actively involved in the 6 week performance review, 3 and 6 month probationary review and a recurring annual performance review with the relevant ÂŠ Windermere Child and Family Services Inc Date Doc Created: 16/05/2007 20/08/2015, 1:32 PM

OH&S Reports completed within 24 hours Incident reports completed and provided to Team Leader, Manager and GM Client Services within the required timelines Stakeholders are engaged and respected Positive work place relationships, and in all conversations, Windermere and staff are spoken about positively. 100% attendance at all internal reviews and agency events

supervisor Limited attendance and participation at relevant internal and external working groups and forums

Leadership and Wellbeing

10. At all times displays appropriate professional behaviour, eg respect, inclusiveness, fairness, confidentiality, honesty Establish and maintain positive working relationships with colleagues that are fair, professional, supportive and respectful.

Strong relationships built with internal and external stakeholders evidenced by positive feedback in regards to team work and overall contribution and respect of others Positive work place relationships, and in all conversations, Windermere and staff are spoken about positively. Positive team culture and high staff retention

11. Take own lunch and tea breaks as per Windermere Policy

Observed by staff in order to role model

12. Work with staff to create a positive team and organisational culture, promote Windermere values and strategic directions

Lead by example Speaking positively of Windermere and its entire staff and consumers

Foster a culture of openness, transparency and accountability Foster a culture of inquiry, learning and community through collaborative leadership that is reflective of Windermere’s values 13.Take own annual leave and health and wellbeing leave as per Windermere Policy 14. Actively promotes and assists in the growth and development of direct supervisory reports, such as in creating acting up opportunities, training events and mentoring

Leave taken annually according to Windermere policy Coaching of staff via provision of honest feedback and affirmation and captured in supervision notes Staff continue to develop and grow, evidenced by increased leadership skills

Staff related Activities

15. Promote team to work within the Windermere Well-being Framework in accordance with the principles of Appreciative Inquiry

Exhibit workplace practice, actions and behaviours in line with Windermere’s Well-being Framework

16. Staff are orientated and trained in all relevant Policy, procedure, guidelines, legislation and standards, and that these are adhered to

Policies, procedures, guidelines and legislation are understood and adhered to. Staff complete all mandatory training, including induction

17. 80% minimum supervision of staff within whole team once a fortnight (pro rata) as evidenced by supervision notes 19. Ensure that staff take annual leave, RDO’s and TIL as per Windermere Policy

Supervision audit, documented monthly within supervision framework/workplan

Manage all annual, sick leave, TIL and RDO’s for team through the use of ADP and timesheets 20. All staff attend on prearranged dates around supervision and agency wide and external training including agency forums and that all staff are actively involved in their 6 week performance review, 3 and 6 month probationary review and a recurring annual performance review with the relevant supervisor, inclusive of annual review of © Windermere Child and Family Services Inc Date Doc Created: 16/05/2007 20/08/2015, 1:32 PM

Leave is taken by all staff in accordance with Windermere Policy and audited in ADP

Reviews conducted and provided to Manager in a timely manner 100% of PD’s and contracts are up to date

position descriptions Together with staff, identify training needs and develop individualised training programs, including compulsory training to eliminate potential risks where required (such as food handling and first aid) 21. Contribute to productive and positive team meetings

Compliance related activities

22. Ensures client service delivery and client files are compliant with all relevant service agreements and regulations

Training is sourced and attended Training forms are completed and submitted to HR

Team meeting contributions are positive and supported using an Appreciative Inquiry framework Compliant Audits conducted and passed

Participate in the evaluation of programs / audits 100% FASA compliance

Policy Development and CQI

Consumer Service.

Ensure timely completion of Incident Reports and forward to Team Leader in order for Windermere to adhere to legislated timelines

Incident Reports completed

Regularly review individual and team performance against KPI’s and implement corrective action where necessary

Discussed with Team Leader in supervision

23.Compliant with all relevant standards/legislation; - OH&S - EEO - Industrial Relations - Privacy 24. Familiar with and adhere to Windermere’s Policies and Procedures

Compliant

25. Utilises the tools, templates and or supports designed to assist supervisors in effective and compliant workforce management

Tools utilised, inclusive of PDs, supervision, contract information, performance improvement

Issues of concern or non compliance are addressed with the support of the Team Leader when formal disciplinary action required, in a timely manner, and discussed with staff openly and that staff are supported to address any concerns and improve performance as appropriate 26.Grievances or complaints managed in line with Windermere policies – systemic issues identified and addressed

Conversations of performance are documented in line with policy and discussed with Team Leader and Manager

27. Maintain a high level of awareness in regards to risk management, implementing appropriate action to eliminate or mitigate risks end ensure client/worker safety as well as organisational reputation and viability 28. To provide case management, casework, group work and assertive outreach of children and families where complex issues are present.

Risks are eliminated or mitigated with the support of Team Leader as required

Policies read, understood and adhered to

Grievance procedure followed

Manage a caseload up to 4 cases depending on intensity/complexity of cases and taking into account other employment tasks / commitments To facilitate / co-facilitate groups as needs arise. 100% of eligible SEFS families referred to workers are contacted within three business days and an assessment visit occurs within ten business days.

In-depth risk, needs based / strength-based family assessments based on the Best Interest Assessment and Case Practice Framework.

Demonstrated understanding of child and adolescent development, family functioning and the theoretical underpinnings of child centered, family focused casework

Preparation of reports, service documents and maintenance of accurate and up-to-date case notes

100% of case related material is computerized within 3 days of the contact having occurred; this includes case notes, and data entry. Critical incident information to be recorded within 24 hours Complete closure reports for allocated clients within two weeks of decision to close Full compliance with all legislation and Windermere policies, guidelines and procedures relating to Integrated Family Services

Service Specific

29. Implementation of client brokerage budgets and recommendations for approval of brokerage requests for clients that meet the eligibility criteria,

Brokerage always spent within budget

Work outside of standard Windermere business hours, including evenings and weekends for the purpose of group work and client activities, as required

To attend when needed

Ensure that staff work within the guidelines of current legislation (Children, Youth and Families Act 2005

Targets set by DHS are met to a satisfactory level by actively reviewing staff case loads and hours of service provided. 100% of eligible SEFS families referred to workers are contacted within three business days and an assessment visit occurs within eight business days 100% of SEFS families assessed for service have an agreed case plan within 4 weeks from the date of their first meeting with the allocated worker. Critical client database information entered within 24 hours of incident of service, including an incident report. Three days for normal case notes. Monitor case notes on a monthly basis, by conducting required Audits. 80% of families have demonstrated upon closure an increase in their self assessment of their coping strategy. 50% return rate for Client Satisfaction Surveys

ÂŠ Windermere Child and Family Services Inc Date Doc Created: 16/05/2007 20/08/2015, 1:32 PM

Manage clients that may be in holding due to demand in Child FIRST, allocating priority cases, and/or developing creative approaches to engage and support families with current resources

Holding Procedures followed as per Practice Guidelines

Promptly manage situations of conflict or complaint arising from casework/groupwork, including the completion of all appropriate documentation and liaison with the Team Leader with a strong commitment towards high quality customer service

Ensure that all issues or complaints are dealt within 3 days.

The employee will be expected to perform other duties outside those set in the position description as directed from time to time which are within the employee’s skill, qualification, experience and competence level to meet the agencies operational needs. Where there is inconsistency between KPI’s in this Position Description and those within the Agency Objectives, the Agency Objectives will stand.

4. JUDGEMENT & DECISION MAKING The incumbent is expected to work with limited direct supervision though receives support and direction in the overall functioning of their program. It is expected that objective judgments be shown in all decision-making processes with reference to Windermere’s policy and procedure manuals. • • •

Day to day decisions will be expected to ensure the adequate supervision and safety of staff and clients involved in this program. Problem solving, within area of expertise, and decisive actions will often be needed. Guidance and advice in relations to difficult matters will be available within an appropriate time frame from the Team Leader, Manager or General Manager Client Services.

5. INTERPERSONAL SKILLS You will have a unique blend of: Sector expertise and strengths based practice; a sound understanding of integrated service models; proven skills in people leadership; significant and demonstrated experience in service delivery and compliance; as well as knowledge of basic financial reporting requirements. As a Senior Family Services Worker, you will coach and mentor staff while providing day to day operational support of Integrated Family Services Your collaborative leadership approach and excellent communication skills will ensure you build strong alliances that support and promote the organisation. Your ability to think critically and provide innovative solutions will support program and systems development. Cultural competence and your ability to manage relationships and build effective professional networks will be key.

6. ORGANISATIONAL RELATIONSHIPS Line Manager:

Team Leader Integrated Family Services (Narre Warren)

Supervises:

Family Services Workers

Internal Relationships:

All Windermere staff and volunteers © Windermere Child and Family Services Inc Date Doc Created: 16/05/2007 20/08/2015, 1:32 PM

External Relationships:

Relevant networks, peers, consumers and other stakeholders

7. KEY SELECTION CRITERIA Knowledge, Skills and Experience: ♦ Tertiary qualification in Psychology, Social Work or similar discipline ♦ Proven ability as a practitioner and/or case manager in the child, youth and family welfare field; over 2 years preferred. ♦ Demonstrated experience supervising and leading staff/students ♦ Stakeholder and change management skills, evidenced by achievement of positive outcomes and positive team culture ♦ Proven ability to contribute to implementation of policies and processes that support innovative service delivery Skilled in: ♦ Established skills in the delivery of strengths-based, family-centred and child-focussed approaches to service delivery; experience working with complex client issues. ♦ Strong Problem solving ♦ Demonstrated compliance with relevant legislation and guidelines relating to the delivery of Services. Along with strong problem solving and time management skills within established policies, guidelines and procedures. ♦ Well-developed communication skills, both written and verbal, including the ability to participate in case plan meetings, develop case plans; using the Best Interest Assessment and Case Practice Framework. ♦ Ability to facilitate/co facilitate groups targeted at families i.e children youth and parents would be advantageous ♦ Demonstrated commitment to a child centred, family focused approach; utilizing a strength based approach. Personal Qualities: ♦ ♦ ♦ ♦

Results orientated Adaptable, flexible and resilient Demonstrated confidence and able to take initiative Ability to facilitate critical reflection on practice

General ♦ Current Victorian Drivers License ♦ Ability to use a computer and all relevant technology ♦ Willingness to undertake a Police Check and Working with Children Check

CONDITIONS OF EMPLOYMENT Terms and conditions of employment are in accordance with the Employment Agreement and Windermere Child and Family Services policies and procedures. Pre-Employment Disclosure - All appointments are subject to the candidate completing a PreEmployment Disclosure Form regarding pre-existing illnesses or conditions that may affect their ability to perform the inherent requirements of the position and consideration of the completed form by Windermere. Medical Examination - All appointments are subject to the satisfactory completion of a preemployment medical examination at Narre Warren Medical Centre at Windermere’s expense. Windermere will be advised by the medical practitioner whether the individual is fit to perform the role. Any medical opinion obtained by Windermere in respect of an unsuccessful candidate will be destroyed at the end of the selection process. In the case of an appointee, the medical opinion obtained will be stored in a secure location. Probation Period - The first three (3) months of your employment is a probationary period in which either of the partied may terminate your employment on 1 day’s notice in writing to the other party. At any time during, or at the end of the three month probationary period, the Employer may advise you as to whether and/or on what basis your employment will continue beyond the initial probationary period. A qualifying period of six (6) months applies to your employment. After the 3 month probationary period is completed, one weeks notice is required by either party upon termination in the final 3 months of the qualifying period. Police Record Check - All appointments are subject to a clear National Police Record Check. Working with Children Check – All appointments (dependant on position responsibilities) are subject to a clear Working with Children Check. The appointee is required to provide details of the Working with Children Check to Human Resources. Occupational Health & Safety – To adhere to OH&S policies, procedures and guidelines and use all the necessary safety equipment provided and to report any defect in any such equipment or workplace hazards as soon as it comes to your attention. Smoke free environment - Windermere is a smoke free working environment. Place of Employment - You may be required to report for duties and work from any of Windermere’s work locations throughout the service region. Qualifications - The successful applicant will be required to substantiate formal qualifications.

9. WORK AND FAMILY BALANCE Windermere understands the importance of promoting a family friendly working environment that seeks to support staff to find a healthy-work life balance.

Salary Sacrifice - Windermere employees have the option to access Salary Sacrifice through an external provider. Staff on an Employment Agreement can access this very generous provision of up to $16,050 as tax-free salary sacrifice for both full time employees and part time employees. Annual Leave - 4 weeks annual leave (cumulative) on full pay for 12 months continuous service. In addition 17.5% leave loading will apply to the total remuneration package. Personal Leave - Windermere offers 12 days personal days in the first year of employment, 14 days in the second, third and fourth year of employment and 21 days in the fifth and following years of employment (pro-rata for part time employment), of which 12 days maximum can be taken as carers leave. Flexible Leave Scheme - The 50/52 Flexible Leave Scheme enables staff to accrue an additional 2 weeks leave entitlement on top of their 4 week annual leave each year, by making an application to reduce the 52 week annual salary to a 50 week salary. Christmas Break - As a sign of good faith, Windermere offers all staff time off between Christmas and New Years. This is subject to the organizational performance and considered annually. Internal working Wellbeing and Rewards Committee (WARC) - Windermere values staff opinions and thoughts relating to employment benefits and working conditions, and have committed to the establishment of a WARC. This committee comprises staff members to advocate on behalf of service divisions. All recommendations from the committee are heard and considered by management for implementation. Professional Development and Training - Windermere offers all staff members allocated monies and training hours to invest into their professional development relating to their field of work each year. Infection Control - Yearly Flu vaccinations are available for all staff. Ergonomic Assessment - A professional ergonomic assessor will conduct a workstation assessment for each of the staff members within the various Windermere offices at the completion of their probationary period, and provide insightful advice and recommendations concerning individual workstations. RDO’s – Windermere is committed to employee wellbeing by providing a flexible work environment to help balance family and work/ life commitments by means of giving full time staff the option to partake in the rostered day off (RDO) entitlement. The position may require some work outside of Windermere’s ordinary operating hours from time to time. Windermere is an equal opportunity employer and values diversity. Where possible, Windermere will examine ways to reasonably modify work practices to accommodate the successful applicants.

10. APPLICATION DETAILS To maximise your opportunity for employment, it is recommended that you provide the following information: • •

Covering application letter Statements addressing the key selection criteria required in the position description © Windermere Child and Family Services Inc Date Doc Created: 16/05/2007 20/08/2015, 1:32 PM

•

Current Resume that includes a minimum of 2-3 referees Windermere conducts thorough and detailed reference checks for short listed candidates. Shortlisted applicants will be asked to provide copies of relevant qualifications at interview. Under Victorian Workcover legislation, it is the successful applicant’s duty to advise Windermere of any pre-existing condition, which could be aggravated by the type of employment they are applying for. Failure to do so will seriously jeopardize any entitlement the employee might have for a work related aggravation of that non-disclosed pre existing condition. Closing Date: 4th September 2015 For further information about Windermere, please visit www.windermere.org.au Please send your application to:

Coleen Evans Team Leader coleen.evans@windermere.org.au 48 Webb Street, Narre Warren, Vic 3805

I have read this document and agree to undertake the duties and responsibilities listed above. I acknowledge that: • The PD is an indication of the duties and responsibilities that I may be required to undertake. Additional or other duties and responsibilities may be allocated to me. Where additional training and support is required to fulfil extra or other duties of a similar level of responsibility, it will be provided within the guidelines of Windermere’s Training and Development policy. • The PD will be reviewed regularly in consultation with me. • The Key Performance Indicators (KPIs), where included in this document, are indicative. KPIs will be set by the immediate supervisor in discussion with me, for each year (or another set period) and my performance reviewed against those KPIs. Occupant: Name _________________________________________ Signature ______________________________________ Date ________________________