Re: Team Leader – Ref: 8410-1

Thank you for your interest in the above position. I am pleased that you are interested in working for RNIB, which achieves such a tremendous amount for blind and partially sighted people.

Our application pack consists of: an application form a job description and person specification our values and behaviours an equal opportunities monitoring form

This pack can also be made available to you in large print, Grade 1 or Grade 2 braille, or on disk or tape. Please feel free to ask us if you would prefer to receive it in one of these alternative formats.

If you have a disability and would like assistance in filling in the form then please contact me at least three days before the closing date for the role and we shall be glad to help you.

We only accept CVs from applicants whose disability makes it difficult to complete an application form. All applicants however need to address the specific information we have asked for in the job advert.

Please read the guidance notes on the careers page of our website before filling in the application form as you may find this helpful when completing the form.

The closing date for completed applications is 5pm on 23rd Nov 2015

Logo – RNIB supporting blind and partially sighted peopleRegistered charity number 226227

We will hold interviews week beginning 30th Nov 2015

If you are able to, please complete and return your application form and the equal opportunities monitoring form by email to applications@rnib.org.uk.

However we will accept braille, audio, disk, typed and handwritten applications sent to HR Administrator, RNIB, Human Resources, 105 Judd Street, London WC1H 9NE.

We want to ensure that as much of our resources as possible go towards supporting people with sight loss and therefore we do not normally contact unsuccessful applicants individually. If you have not heard from us within three weeks of the closing date, please assume that your application has been unsuccessful on this occasion. However, we would encourage you to apply for other suitable roles.

Once again, thank you for your interest in this vacancy and for working for the Royal National Institute of Blind People.

Gayle WilliamsonAssistant Resourcing Business Partner applications@rnib.org.uk0207 391 2257

RNIB

Job description

Job title: Team Leader

Salary: £23,080 - £24,923 including London Weighting. Future potential up to £32,089 inc LW

Grade: M3

Group: RNIB - Places

Section: Education and Social Care

Planning unit: Community Living Service

Location: Leatherhead, Ashtead and Epsom

Hours: 36 per week

Reports to: Deputy Registered Manager

Responsible for: Deputy Team Leader x1, team of Integrated Support Workers of approx 9

Vacancy ref: 8410-1

Purpose of jobTo supervise and direct a team of staff across three residential areas meeting the needs of adults with sight loss and complex needs, including direct service delivery “hands on support” and co-ordination of service provision.

Equal opportunities statementRNIB is committed to being an equal opportunities organisation. It is committed to promoting equal opportunities and preventing discrimination. This Policy applies both to service delivery and to its own employment practices. You will be willing and able to demonstrate commitment to RNIB’s Equal Opportunities Policy Statement.

Main tasks

1. To maintain the needs and welfare of the adults as central focus in all areas of responsibility; ensuring good care practice that reflects the requirements of the Health and Social Care Act 2008 is maintained at all times and that staffing levels are as required by regulation. To work to and follow RNIB Community Living Service and corporate policies and procedures at all times.

2. To take keyworker responsibility and co-ordinating role for identified adults.

3. Working with the Deputy Team Leader and the whole staff team, develop and maintain a happy, positive and relaxed atmosphere that ensures that the adults have access to a homely environment and to age appropriate / meaningful leisure opportunities.

4. To support through the development and implementation of suitable programmes, the adult’s self-help and daily living skills to enable them to reach their full potential including the monitoring and reviewing of these as required.

5. To ensure that the dietary, cultural and religious needs of the residents are met across all aspects of their daily lives.

6. To be responsible for the dispensing and administration of medication when running a shift, including delegation to other trained staff and to ensure that clear records are kept following policies and procedures, which must include monitoring practice.

7. To ensure that the adults maintain contact with their families and significant others in their lives through direct contact themselves and effective communication by staff.

8. To jointly oversee with the Deputy Team Leader daily financial requirements of the home in line with Community Living Service Money Management procedures being accountable to the Registered Manager for these processes.

9. To line manage the Deputy Team Leader and Integrated Support Workers, undertaking supervision and appraisals to meet the requirements of RNIB and National Minimum Standards.

10. To support in the training and professional development of support staff.

11. To carry out and assist in the Induction training of newly appointed support workers and support ongoing training.

12. To write, and mentor other staff to write, effective reports and review and update support plans within the time framework required.

13. To develop and maintain a professional working relationship across the Community Living Service and external agencies, this to include the attendance of meetings both internally and externally.

14. To take an active part in safeguarding the welfare and well being of all adults and reporting matters of concern to senior management or designated people for adult protection.

15. To undertake any such training as required for the development of the service and to meet mandatory training requirements.

16. To keep well informed about changes in legislation that affects the care and welfare of adults and young people.

17. When required, take responsibility for the other residential houses across the whole service by taking the “on call” emergency phone on a rota basis.

18. To take on any other reasonable responsibilities as may be required from time to time and requested by the Registered Manager.

Person specification

All criteria are essential unless otherwise stated

1. Specialist knowledge and experience

1.1 NVQ 3 in Health and Social Care or equivalent qualification.

1.2 Knowledge and understanding of adults developmental needs.

1.3 Knowledge and understanding of the legislative framework that impacts and influences the provision of residential services for adults.

1.4 Experience of working in a care environment, at a supervisory level, with residents who have complex needs, working as part of a team and the abilty to undertake keyworking duties.

1.5 Experience of managing finance at a basic level.

Desirable

1.6 Knowledge and understanding of equal opportunities legislation and how this may impact upon people with a disability.

1.7 Knowledge and understanding of keyworker system.

2. People management

2.1 Experience of directing a team of staff, and service delivery, including recruitment and selection, setting

objectives, identifying development opportunities and managing performance

3. IT

3.1 Experience of using Microsoft Office Word, Excel and Outlook.

4. Communication

4.1 A high standard of interpersonal and communication skills, adapting style to suit the audience, and with a professional approach.

4.2 Experience of report writing and record keeping commensurate with the requirements of regulation

5. Team working

5.1 Experience of working as part of a multi-disciplinary team, building effective relationships with colleagues and stakeholders.

6. Problem solving and using initiative

6.1 Ability to solve problems, make decisions and use initiative appropriately, referring to other when appropriate.

7. Resilience

7.1 Ability to work under pressure, remain calm and maintain a measured approach.

8. Organisation

8.1 Experience of organising work, having a structured approach, and managing time effectively.

9. Equal opportunities

9.1 Ability to understand and demonstrate a commitment to RNIB’s Equal Opportunities Policy and to ensure all activities are consistent with the Policy. This includes all staff activities and their interface with the public.

10. Special conditions

10.1 Appointment subject to an Enhanced Disclosure and Barring Services Check for regulated activity10.2 A willingness to work flexibly to meet the needs of the service.

Benefits

1. Time off

Annual leave entitlements

Bands Bands 7,6,5 = 23 days (up to 25 days)Bands 4,3,2 = 25 days (up to 30 days)Band 1 = 30 days

For each full year of service, you will be granted one extra day until you reach the maximum number of days allocated to your grade. The long service entitlement does not apply to staff who receive 30 days’ annual leave or more (excluding Public and Bank Holidays). For further details, please see Staff Handbook.

Statutory holidays

All staff are entitled to public holidays, with exceptions for some staff at schools whose holidays are to be taken during school holidays. There is one extra day discretionary RNIB holiday, which is normally near Christmas. Teachers are entitled to a leave of absence from the school during normal holidays.

Long service unpaid leave

RNIB considers its employees to be its largest and most important resource and recognises that commitment to a large and diverse organisation for a length of time, may result in the need for a longer break than annual leave can

provide. Unpaid leave, which would be discretionary, may be given for various reasons which may include; extensive travel or participation in career development not specifically related to RNIB.

2. Pension scheme

RNIB offers a final salary contributory pension scheme. This is based on your salary up to a certain limit but is topped up by additional benefits, known as 'money purchase' benefits, in respect of your salary over that limit. You can also pay extra contributions known as Additional Voluntary Contributions (AVCs) in order to supplement your benefits.

You can become a member of the Scheme if you are over 17 or under the age of 63 and RNIB invites you to join. Members of the Scheme contribute 6 percent of their pensionable salary and contributions are automatically deducted from salaries.

3. Health

Eye care

Employees who habitually use visual display equipment (VDU) are entitled to a regular eye test and can be subsidised with our eye care vouchers usable at a wide range of opticians across the country.

Sickness

It is RNIB policy that advice and support is given to all employees who need to be away from work due to

sickness. Benefits are designed to reduce the financial loss and family/social pressure, which result when an employee is unwell, so that they may return to full health and their jobs as quickly as possible.

4. Learning and development

Supported induction programmeRNIB offers a tailored induction programme which is supported jointly by your line manager and the People Development team.

Development opportunitiesAppraisals are a key responsibility of line management and ensure that specific and significant time is given to discuss individual development needs and how these will be addressed.

5. Family friendly benefits

Flexible work patterns

It is RNIB’s intention to give all employees the opportunity to request any particular pattern of work which is most suited to their particular needs, i.e. job share, part time, term-time only, compressed weeks/fortnights, averaged/annualised hours, breaks from employment and remote working.

Childalert

RNIB offers staff a parenting support service providing peace of mind about childcare, children’s health, domestic and lifestyle worries, covering pre-birth through to the teenage years.

Childcare Vouchers

As part of its family friendly initiative RNIB, in conjunction with Childcare-plus, has introduced a more flexible way to meet the costs of your childcare. Childcare-plus is a government approved employee benefit under which part of your wages or salary can be given up or “sacrificed” and can be used to pay for a wide range of childcare that is registered with Ofsted or the equivalent authority for Scotland, Wales or Northern Ireland or have approved status.

Emergency and compassionate leave

RNIB grants employees leave (which may be paid or unpaid) in case of family bereavement and serious personal difficulties. This is to give staff maximum support and assistance through stressful times.

Parental leave

Employees with children under 5 can request up to 13 weeks’ unpaid leave in respect of each child, to a maximum of 4 weeks, per child, per leave year. This is extended for parents of disabled children.

6. Employee Assistance Programme (EAP)

This is an external confidential support service for employees, their partners and children up to the age of 21. It is a free telephone link that can be accessed 24 hours a day, all year round, dealing with a variety of issues, such as: work, financial, family/marital and legal.

7. Money saving initiatives

Xexec Lifestyle Solutions

An exciting scheme providing staff discounts on a number of high street and grocery stores, food outlets, health clubs, holidays, concerts, theatre and much much more!

You can purchase gift vouchers, set up retail 'top-up' cards and many more for use in a wide variety of outlets. Some examples of savings are: up to 50 per cent off special theatre packages, 10 per cent off at Debenhams, 6 per cent off at M&S and 7.5 per cent off at Hamleys.

Holiday discounts

Our travel agents offer all employees a 10per cent discount on their brochure holidays along with other discounted rates on hotels, flights (excluding low cost airlines) and special offer City breaks.

Interest free staff loan

At manager’s discretion all staff are entitled to an interest free loan to attend approved external training courses.

Season ticket loan

Employee’s can take advantage of buying an annual or half-yearly travel ticket. RNIB issue season ticket loans to allow staff to take advantage of reduction in travelling costs. The loan is then repaid via equal deductions from your salary.

8. Long Service Award

Staff who have completed 20 years’ continuous service will receive a Long Service Award as recognition of an employees’ loyalty and commitment to their work, to RNIB and to blind and partially sighted people