pd-team-leader-counselling-services-june-14 by Windermere

POSITION DESCRIPTION POSITION TITLE:

Team Leader Counselling Services 38 hours per week

CLASSIFICATION:

Band 6.1 or 6.2, pending qualification

PROGRAM:

Counselling Services

LOCATION:

Narre Warren, Pakenham, Berwick and Cranbourne as well as work performed at the request of the agency at any Windermere location

TENURE:

1 July 2014 – 30 June 2017

DATE:

June 2014

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 children and families in our community. We work with children, families and individuals 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

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© Windermere Child and Family Services Inc N:\Corporate Services\Human Resources\General\Position Description\Family Health and Wellbeing\Counselling\Team Leader Page 1 Date Doc Created: 16/05/2007 10/06/2014, 1:10 PM

• •

Communities for Children; community based program to assist disadvantaged families in Cranbourne with children 0-12 years old 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 kids and families. 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 children, 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 Manager Family Health and Wellbeing 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 progress of the growth strategy of the Agency and under the direction of the Manager Family Health and Wellbeing this position is responsible for the operational day to day service provision within Windermere’s Counselling Services and will ensure that the overall service achieves target and budget objectives. The position will move across the Narre Warren site with the aim of growing the service within other areas deemed appropriate for the target market. This service area offers a suite of supports for children and families who have experienced or witnessed Family Violence, who have or are suspected of having experienced sexual assault or who are demonstrating sexualized behaviors or who are referred by child protection to prevent the child being placed in out of home care. In addition the counseling team provide family therapy for families experiencing any family related issue such as roles definition, conflict, grief and loss, adjustment issues, separation. It also provides groupwork focused on assisting with the above issues. Through the use of the principles of Appreciate Inquiry, the Team Leader Counselling Services will contribute to and implement the goals and aims of the Client Services operational plan, which in turn is underpinned by the Windermere Strategic Plan.

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The Team Leader Counselling Services will work with the Counselling team as well as other Windermere services to strengthen all life areas of children and families through developing and maintaining efficient and effective services. This involves planning and evaluation of operations including providing analysis and interpretation of work practices and consumer outcomes. The role also provides mentoring , guidance, leadership and support to all staff within Windermere Counselling Services and works closely with the Manager Family Health and Wellbeing, as well as other team leaders across the agency, so as to strengthen organisational capacity, develop new services and service models, align policy and practice and to manage organisational change for continual improvement, as well as to promote the work of the organisation.

Key Result Area Job knowledge

Responsibility

Performance Measure

1.Operates flexibly across a range of functions inclusive of contributing to policy development, CQI,internal committees and supports other programs and service areas across the organisation

Engaged with other areas of organisation and cross referrals within organisation are increased

2. Demonstrates competence in standard tasks including supervision of staff, managing budgets, time management, punctuality as well as in holding difficult conversations

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 Directions followed in a positive and timely manner

Judgment and decision making

4. Contributes to and regularly updates the Service Operational Plan, ensuring own program areas meet agreed tasks and timelines, which feeds in to the Strategic Operational Plan 5. Works without direct supervision

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

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Areas of responsibility are included in the Service Operational Plan and actively worked on and achieved within agreed timelines Works autonomously and makes timely and responsible decisions for programs of responsibility, within delegation Difficult matters are discussed with the Manager and then managed appropriately

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7.Manages issues upwards to 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 OH&S Reports completed within 24 hours Incident reports completed and provided to Manager and GM Clients Services within the required timelines

Communicati on Skills

In consultation with the Manager, support the development review and implementation of risk analysis.

Risk analysis is maintained at best practice standards

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.

Stakeholders are engaged and respected

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 supervisor

100% Attendance at all internal reviews and agency events

Attendance and participation at relevant internal and external working groups and forums

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.

Membership on or participation on committees / working groups / SOP Leadership and Wellbeing

10.At all times displays appropriate professional behaviour, eg respect, inclusiveness, fairness, confidentiality, honesty

Positive work place relationships, and in all conversations, Windermere and staff are spoken about positively.

Establish and maintain positive working relationships with colleagues that are fair, professional, supportive and respectful.

Positive team culture and high staff retention

11.Take own lunch and tea breaks as per Windermere Policy 12.Work with staff to create a positive team and organisational culture, promote Windermere values and strategic directions

Observed by staff in order to role model

Foster a culture of openness, transparency and accountability

Lead by example Individual staff performance as well as team issues are well managed with no requirement for external HR/IR consultants Speaking positively of Windermere and its entire staff and consumers

Foster a culture of inquiry, learning and community through collaborative leadership that is reflective of Windermereâ&#x20AC;&#x2122;s values

Team building days held between tasks and fun / humor

balance

Results of employee engagement survey analysed and key areas for improvement noted and worked through with team, Counselling June 2014.doc

13.Take own annual leave and health and wellbeing leave as per Windermere Policy 14..Delegates tasks to other staff that sit within their PD’s and delegations

15.Actively promotes and assists in the growth and development of direct supervisory reports, such as in creating acting up opportunities, training events and mentoring

and reported back to Manager and General Manager Leave taken annually according to Windermere policy All staff are working according to their roles and delegations Team Leaders and Assistant Manager are actively supporting and managing their staff, and decision making occurs according to their delegation Coaching of staff via provision of honest feedback and affirmation and captured in supervision notes Staff are provided with acting up and secondment opportunities Staff continue to develop and grow, evidenced by increased leadership skills

Staff related Activities

16. 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

17. Recruitment of staff in a timely manner

Vacant roles are discussed with Manager and recruitment paper work is lodged with HR within 2 weeks of a resignation of a current staff member or new funding allocated. Policies, procedures, guidelines and legislation are understood and adhered to Staff complete all mandatory training, including induction Supervision audit, documented monthly within supervision framework/workplan

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

19. 80% minimum supervision of staff within whole team– once a fortnight ( pro rata) as evidenced by supervision notes 20. Ensure that staff take annual leave, RDO’s and TIL as per Windermere Policy Manage all annual, sick leave, TIL and RDO’s for team through the use of ADP and timesheets 21. Ensure that staff take lunch and tea breaks as per Windermere Policy 22. One conference abstract submitted by team annually 23. 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 position descriptions

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

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

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)

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

24. Ensure productive and positive team meetings are held on a regular basis, encouraging staff to take on various roles within these meetings

Team meetings held, minuted and items are actioned

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Team meetings focus on relevant practice, policy and protocol issues to create a diverse, creative and skilled team to support children and families 25. Support Manager, as required, in the timely completion of contract information relating to employment/secondment/higher duties/role changes of staff within team Develop and support succession planning and professional learning opportunities for all staff. Provide effective mentoring and coaching of staff Budget/ Finance

Team meetings are positive and facilitated using an Appreciative Inquiry framework Paperwork completed at least two weeks prior to the change in role Key staff are developed and provided with coaching/mentoring and acting up opportunities

26. Contribute significantly to the development of, and under the direction of the Manager, oversee implementation of budget for the Service

Budget is within forecast

With the Manager, liaise with Finance Staff and the Accountant as required

Budget is administered in compliance with accounting policy

Under the direction of and in discussion with the Manager, implement strategies to ensure service delivery viability and optimum utilisation of all services

Consumer fees policy in place, and complied with

Resources are managed well

Positive audit results Monitor adherence to financial delegations and other financial policies 27. Achieve a minimum of 3 submissions per service area per year to government or other funding bodies for additional funding and service initiatives inclusive of fundraising for equipment or applying for minor grants

Compliance related activities

Identify opportunities for growth and development and actively pursue same in line with Windermere Strategic Plan 28.Ensures program compliant with all relevant service agreements and regulations Participate in the evaluation of programs / audits

3 possibilities explored and submitted

Compliant Audits conducted and passed 100% FASA compliance

Ensure timely completion of Incident Reports and forward to Manager in order for Windermere to adhere to legislated timelines Regularly review individual and team performance against KPIâ&#x20AC;&#x2122;s and implement corrective action where necessary 29. Ensures program compliant with all relevant standards/legislation; -OH&S -EEO -Industrial Relations - Privacy 30.Oversees the implementation of Program Targets and reports back to Manager monthly on same Oversee CRISSP and other client management data entry to ensure compliance

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Incident Reports completed

Discussed with Manager in supervision Compliant

All targets achieved, and seek to achieve 10% over set targets annually. Targets reported to Manager by the7th of the month, for the month prior inclusive of year to date cumulative All case notes and client contact hours (direct and indirect) completed in

CRISSP and IRIS within 3 days of actual client contact Evidence for demand / unmet need is documented and then analysed twice per year, July and January. File audits are conducted as per internal requirements and timelines with a minimum of 80% compliance achieved

Policy Development and CQI

31. Ensure that the learnings from research, client feedback, data and service expertise are integrated into practice and service development 32. Familiar with and adhere to Windermere’s Policies and Procedures

Evidenced by CQI and documented

Assist Counselling team to meet QICSA, DHS and other relevant quality stands

Service mapped against standards, plan of response developed and actions undertaken in timeframes outline within plan Tools utilised, inclusive of PDs, supervision, contract information, performance improvement

33. Utilises the tools, templates and or supports designed to assist supervisors in effective and compliant workforce management Issues of concern or non compliance are addressed in a timely manner, and discussed with staff openly and that staff are supported to address any concerns and improve performance as appropriate 34.Grievances or complaints managed in line with Windermere policies – systemic issues identified and addressed 35. In conjunction with the Manager, risk management strategies employed and reviewed quarterly

Policies read, understood and adhered to

Conversations of performance are documented in line with policy and discussed with Manager Grievance procedure followed

Risk management procedure followed Risks are eliminated or mitigated

Service Specific

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 In conjunction with the Manager, Coordinate delivery of specialist Family Violence, Sexual Assault and Child Protection related counselling services provided by counsellors and psychologists within the counselling program Manage intake waitlists and liaise with staff regarding prioritization of urgent client referrals and client allocations Facilitate the counselling team’s involvement Windermere’s Consumer Consultative Committee

Staff deliver a minimum average of 4.3 counselling sessions per day

Intake and waitlists are managed effectively with staff responding to urgent client referrals and client allocations in

Ensure maintenance of therapeutic tools in counselling rooms

Demonstrated involvement in Consumer Consultative Committee Therapeutic tools maintained

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. Counselling June 2014.doc

4. JUDGEMENT & DECISION MAKING The incumbent is expected to work without 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 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 leader, you will coach and mentor staff while providing day to day operational direction of Counselling 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:

Manager Family Health and Wellbeing

Supervises:

Counselling Team

Internal Relationships:

All Windermere staff and volunteers

External Relationships:

Relevant networks, peers, consumers and other stakeholders

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Windermereâ&#x20AC;&#x2122;s Organisational Structure Board of Governance

Risk & Compliance Committee

Finance & Audit Committee

Executive Committee

CEO

Quality Improvement

Client Services

Housing and Victims of Crime Program

Early Intervention and Disability Services

Early Childhood Education and Care Services

Family Health and Wellbeing Services

Corporate Services Community and Corporate Relationships

Property and Administration

Human Resources

Finance/ Accounts and Payroll

Information Technology

Community Partnerships and Marketing

7. KEY SELECTION CRITERIA Knowledge, Skills and Experience: Tertiary qualification in Psychology, Social Work or similar discipline Post Graduate qualifications in Social Work, Psychology Social Science or another related discipline, or working towards/ willing to work towards same will be highly regarded Minimum 4 years experience supervising and leading staff Stakeholder and change management skills, evidenced by achievement of positive outcomes and positive team culture Proven ability to implement and evaluate systems, policies and processes that support innovative service delivery Demonstrated knowledge of child development, adult psychopathology, violence in the family context sexual assault and sexualized behaviors in children family dynamics Skilled in: Established skills in the delivery of strengths-based, family-centred and child-focussed approaches to service delivery; Minimum of 4 years experience leading teams who work with children, families and individuals with complex needs Demonstrated compliance with relevant legislation and guidelines relating to the delivery of Services

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Personal Qualities: A connection with and ability to advocate and work in accordance with Windermere’s vision, values and philosophy 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. 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.

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10. 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 per year of employment (Accrued and Pro rata) 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. The position may require some work outside of Windermereâ&#x20AC;&#x2122;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.

Closing Date:

COB 23rd June 2014

For further information about Windermere, please visit www.windermere.org.au Please send your application to: Julie Knowles Manager Family Health and Wellbeing julie.knowles@windermere.org.au 48 Webb Street, Narre Warren, Vic 3805 ______________________

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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 ________________________

Counselling June 2014.doc