Registered Charity No. 1135640Registered Company No. 7140266

PART 1 (PLEASE RETAIN FOR YOUR INFORMATION)

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Dear Candidate,

Thank you for your interest in working with access community trust.

If you require a copy of this document in an alternative format, please contact us as per the details below.

As a provider of high quality housing and support services, we believe it is important to recruit talented individuals who share our vision.

We know that attracting and keeping the best people is the most effective way to build a successful business, so we are committed to investing in you and your future, offering extensive personal and career development opportunities.

This pack gives background information on access community trust and the role you are applying for.

As part of the selection process, you will be required to undertake a literacy and numeracy test. The results of the test will not inform the selection decision but may be used to inform future training and development needs.

You will be contacted after the closing date if you have been shortlisted. If we do not contact you, please assume that you have been unsuccessful on this occasion.

Good luck!

access community trustTel: 01502 527200E-mail: hr@accessct.orgWeb: www.accessct.org/careers

For more information about access community trust, please visit our website:http://www.accessct.org

Job Description

Position:Recovery Support Officer- Thetford Drug & Alcohol Recovery Service

Reports to: Services Manager

Department: The Crossing Location: Thetford

Last Updated: March 2018

Rate of Pay/ Hours:

£24,000 per annum37.5 hours per week (some evenings and weekends may be necessary)

The service seeks to help people maintain remission from drug and alcohol use; by engaging clients in a meaningful programme of activity, which both improves their mental health and skill set for employment and volunteering. The recovery support officer will provide an individual, focused service through an innovative and individual approach. They will be supported by the recovery support assistant to deliver a rolling schedule of 6x 8 week programmes per annum.

The post holder is required to provide the following:

● A client centered service.● Undertake a detailed assessment of client needs, considering work based

skills, social problems, family and social circumstances, barriers to employment (alcohol/drug problems, criminal records, etc). As well as finding out about the client's interests.

● Reviewing progress monthly, through 1:1 client meetings.● Co-produce a Support Plan with every client to enable them to progress onto

the next stage of the programme.● Support clients in identifying suitable job opportunities.● Continued mentoring of those in employment/ volunteering, via a monthly 1:1

meeting.● Ongoing drop in support sessions● Support and wellbeing/ mindfulness sessions for ‘affected others’ ● Signposting clients to access appropriate training, education, employment

programmes and other relevant services.● Design and deliver a comprehensive enrichment programme.

Key Responsibilities

● Working with clients● Oversee the smooth running of the programme● Interview and undertake a comprehensive assessment of client needs

including personal, vocational, educational, social and other relevant issues. .● Actively promote referral to specialist agencies to remove barriers to

employment as appropriate● Accurately complete the registration process for new clients and update

records as necessary, including client interaction and achievement of goals● Put in place and deliver enrichment and wellbeing sessions, onsite and within

the community● Negotiate the services that the client needs to accomplish goals.● Assist clients with full range of job search activities including preparing

application forms, CVs, cover letters and interview preparation.● Help client to build confidence and readiness for work through facilitated group

work with clients including vocational programs, life coaching, voluntary work and one off tailored workshops.

● Establish and maintain professional relationships with employers.● Develop opportunities to work with employers on recruitment and pre-

recruitment activities which promote opportunities for the long-term unemployed.

● Identify employers, who are willing to support learning placements for the unemployed.

● Work with partner agencies as appropriate to source clients; building and maintaining relationships.

● Continue to provide ongoing support and mentoring of clients who secure employment through this project.

● Support affected others within the community ● Draw in expertise/ speciality from across the trust, integrating it into the

delivery programme● Produce a progress report of the service, every 6 months.

Essential skills and experience:At least one year's proven competence in providing career/employability mentoring in both a one-to-one or in a group settingNVQ Advice and Guidance Level 3 or equivalent in relevant areaExcellent written and oral communication skills at all levelsSound knowledge of ICTExcellent mentoring/group-work skillsMotivating othersWorking positively within a team

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Using own initiativeExperience in delivering enrichment activities Experience in working with adults affected by drug and alcohol use Have experience of using Outcome Stars and the Warwick-Edinburgh score- full training can be provided within the trust.

Special Conditions

Periods of lone working could constitute part of the hours worked.

All employees must be prepared to undertake training in accordance with their post as specified.

Due to the nature of work, this post is exempt from the Rehabilitation of Offenders Act 1974 and will therefore require you to disclose all criminal convictions and comply with a Disclosure & Barring Service (DBS) check.

Terms & Conditions

Location: Thetford

Hours of Work: 37.5 hours per week (some evenings and weekends may be necessary)

Comprehensive Induction Training

Regular supervision and support from your line manager

Opportunities to progress in the future

Opportunities for professional development

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Equal Opportunities and Diversity

What this policy coversThe Trust recognises the benefits of a diverse workforce and is committed to providing a working environment that is free from discrimination.

The Trust will seek to promote the principles of equality and diversity in all its dealings with employees, workers, job applicants, clients, customers, suppliers, contractors, recruitment agencies and the public.

All employees and those who act on the Trust's behalf are required to adhere to this policy when undertaking their duties or when representing the Trust in any other guise.

Your entitlements and responsibilities

Unlawful discrimination

Unlawful discrimination of any kind in the working environment will not be tolerated and the Trust will take all necessary action to prevent its occurrence.

Specifically, the Trust aims to ensure that no employee or job applicant is subject to unlawful discrimination, either directly or indirectly, on the grounds of gender, race (including colour, nationality and ethnic origin), disability, sexual orientation, marital status, part-time status, age, religion or belief. This commitment applies to all aspects of employment, including:

· recruitment and selection, including advertisements, job descriptions, interview and selection procedures

· training

· promotion and career-development opportunities

· terms and conditions of employment, and access to employment-related benefits and facilities

· grievance handling and the application of disciplinary procedures

· selection for redundancy

Equal opportunities practice is developing constantly as social attitudes and legislation change. The Trust will review all policies and implement necessary changes where these could improve equality of opportunity.

Recruitment of ex-offenders

The Trust actively promotes equality of opportunity for all candidates, including those with criminal records where appropriate.

The Trust requires you to provide details of any criminal record at an early stage in the application process. Any such information should be sent in a separate confidential letter to the designated person. Only those who need to see it as a formal part of the recruitment process will have access to this information.

Having a criminal record will not necessarily prevent you from being appointed.

Any recruitment decision will depend on the nature of the position and the circumstances and background of the offence(s). The Trust will discuss with you the relevance of any offence to the job in question.

If you fail to reveal any information relating to disclosures in accordance with the Trust's Disclosures Policy, this may lead to the withdrawal of an offer of employment.

Career development

While positive measures may be taken to encourage under-represented groups to apply for employment opportunities, recruitment or promotion to all jobs will be based solely on merit.

All employees will have equal access to training and other career-development opportunities appropriate to their experience and abilities.

However, the Trust will take appropriate positive action measures (as permitted by equal opportunities legislation) to provide specialist training and support for groups that are under-represented in the workforce and encourage them to take up training and career-development opportunities.

Procedure

Complaints of discrimination

The Trust will treat seriously all complaints of discrimination made by employees, clients, customers, suppliers, contractors or other third parties and will take action where appropriate.

If you believe that you have been discriminated against, you are encouraged to raise the matter as soon as possible with your manager or other senior employee using the Trust's Grievance Procedure (outlined elsewhere in the Employee Handbook).

Allegations regarding potential breaches of this policy will be treated in confidence and investigated thoroughly. If you make an allegation of discrimination, the Trust is committed to ensuring that you are protected from victimisation, harassment or less favourable treatment. Any such incidents will be dealt with under the Trust's Disciplinary Procedures.

Investigating accusations of unlawful discrimination

If you are accused of unlawful discrimination, the Trust will investigate the matter fully.

During the course of the investigation, you will be given the opportunity to respond to the allegation and provide an explanation of your actions.

If the investigation concludes that the claim is false or malicious, the complainant may be subject to disciplinary action.

If the investigation concludes that your actions amount to unlawful discrimination, you will be subject to disciplinary action, up to and including dismissal without notice for gross misconduct.

Disclosures and Disclosure InformationWhat this policy coversThe Trust uses a Disclosure service to assess the suitability of individuals for employment in positions of trust. As recipients of Disclosure Information, the Trust must comply fully with the relevant Code of Practice.

This policy outlines the Trust obligations in respect of the handling, use, storage, retention and disposal of Disclosures and Disclosure Information. It also sets out your obligations regarding disclosing information and the implications of an unsatisfactory disclosure being received.

The Trust's responsibilities

General principles

Where a Disclosure is deemed both proportionate and relevant to the position concerned, all application forms, job advertisements and recruitment briefs will contain a statement that a Disclosure will be conducted in the event of the candidate being offered the position.

The Trust also complies fully with its obligations under the Data Protection Act 1998 and other relevant legislation pertaining to the safe handling, use, storage, retention and disposal of Disclosure Information.

Use of disclosure information

Disclosure Information is only used for the specific purpose for which it was requested and for which your full consent has been given.

In the event of an unsatisfactory Disclosure the Trust will arrange to meet with you to discuss this issue and reserves the right to withdraw any employment offer or terminate your employment.

Storage and access

Disclosure Information is held separately from your personnel file and stored securely, in lockable, non-portable, storage containers with access strictly controlled and limited to those who are entitled to see it as part of their duties.

Handling

In accordance with relevant legislation, Disclosure Information is only passed to those who are authorised to receive it in the course of their duties. The Trust maintains a record of all those to whom Disclosures or Disclosure Information has been revealed and recognises that it is a criminal offence to pass this information to anyone who is not entitled to receive it.

Retention

The Trust will not retain your Disclosure Information for any longer than is absolutely necessary. This is generally for a period of up to six months, to allow for the consideration and resolution of any dispute or complaint.

If, in exceptional circumstances, it is considered necessary to keep Disclosure Information for longer than six months, the Trust will consult the relevant statutory bodies and will give full consideration to your rights under the Data Protection Act 1998. Throughout this time the usual conditions regarding safe storage and strictly controlled access will prevail.

Disposal

Once the retention period has elapsed, the Trust will ensure your Disclosure Information is immediately destroyed by secure means. While awaiting destruction, Disclosure Information will not be stored in any unsecured receptacle (e.g. waste bin).

The Trust will not keep any photocopy or other image of the Disclosure Information or any copy or representation of the contents of a Disclosure. However, the Trust may keep a record of the date of issue of a Disclosure, the name of the subject, the type of Disclosure requested, the position in relation to which the Disclosure was requested, the unique reference number of the Disclosure and the details of the recruitment decision taken.

Your responsibilitiesYou are required to inform the Trust immediately if at any time during your employment you are questioned in connection with, charged with or convicted of any criminal offence or if you are in receipt of any notice of prosecution or police caution. Failure to notify the Trust may result in disciplinary action against you, up to and including dismissal without notice for gross misconduct.

PART 2APPLICATION FORM

Position applied for:

The following information will be treated in the strictest confidence. Please return your completed application form to:

HR Department, 114 High Street, Lowestoft, NR32 1NLor via e-mail to: hr@accessct.org

Personal Details Please complete this section in BLOCK CAPITALS

Title: Surname:First

name(s):

Address:

Postcode: Home no:

Mobile no: E-mail:

National Insurance no.

Full UK Driving License: □ Yes □ No Endorsements: □ Yes □ NoIf YES, please provide further details (including dates).

Are you involved in any activity which might limit your availability for work or working hours (e.g. local government)?

□ Yes □ No

If YES, please provide details:

Are you subject to any restrictions or covenants which might limit your working activities? □ Yes □ No

If YES, please provide details:

Are you willing to work overtime and / or weekends if required? □ Yes □ No

Please provide details of any hours you would be unavailable for work:

It is a criminal offence for barred individuals to apply to work with Children or Vulnerable Adults in a regulated activity. Are you on a barred list?

□ Yes □ No

Have you any convictions, including both spent and unspent convictions, or Police cautions, under the Rehabilitation of Offenders Act 1974? (A copy of the Trust’s Equal Opportunity Policy and Disclosure and Disclosure Information Policy is enclosed. These reflect the DBS/Disclosure Scotland Codes of Practice)

□ Yes □ No

If YES, please provide further details:

Have you worked for this organisation before? □ Yes □ NoIf YES, please provide further details:

Have you applied for a position with this organisation before? □ Yes □ No

If you are related to a director, or have a relationship with a director or employee of the appointing organisation, please state the relationship:

Do you require a Work Permit to be able to work in the UK? □ Yes □ No

How much notice are you required to give by your current employer?

EducationPlease list all professional qualifications / other qualifications held or currently studied for. List most recent first and provide all results known.

InstitutionsDateFrom

DateTo Examinations and Results

Please list any training courses undertaken which you consider to be relevant to the position you are applying for:

Institution / Course ProviderDateFrom

DateTo Examinations and Results

Present / Last Employer

Are you employed at the present time? □ Yes □ No

Name of Present / Last Employer:

Nature of Business:

Address:

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Postcode: Telephone no:

E-mail:

Job title:

Date Commenced:Until:

Brief Description of Duties:

Reason for Leaving:

Employment Details:Please provide details of previous employment experience.

Name / Address of Employer Dates Position Held / Main Duties Reason for Leaving

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Personal Statement:Applicants are requested to provide a personal statement outlining their reasons for applying for the post, highlighting relevant skills, knowledge and experience and any other pertinent information which will support their application. This statement should relate to the Job Description and Person Specification for the position.

Supplementary Information:Please set out below any further information to support your application, e.g. past achievements, future aspirations, personal strengths, etc.

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ReferencesPlease provide the names of two people (one of which should be your present, or most recent, employer) whom we may approach for a reference. These should not include relatives or personal friends.

Can we approach your current employer before an offer of employment is made? □ Yes □ No

Name: Name:

Job Title: Job Title:

Address: Address:

Contact Tel no.:

Contact Tel no.:

E-mail: E-mail:

Declaration:

I declare that the information given in this form is complete and accurate. I understand that any false information given or deliberate omissions will disqualify me from employment or may render me liable for summary dismissal. I understand these details will be held in confidence by the organisation for the purposes of assessing this application, ongoing personnel and payroll administration (where applicable) in compliance with the Data Protection Act (1998). I undertake to notify the Company immediately of any changes to the above details.

Given the nature of the position I have applied for, I understand that any offer of employment will be subject to information on my criminal record being disclosed to access community trust by the Disclosure & Barring Service.

From 12 October 2009 under the terms of the Safeguarding Vulnerable Groups Act (2006), all positions involving regulated and certain controlled activity with children and vulnerable adults and which are carried out frequently, intensively or overnight will require an enhanced Disclosure & Barring Service (DBS) check. Where appropriate to the role, the DBS disclosure will include information against the Independent Safeguarding Authority barred lists for working with children and/or vulnerable adults.

If you are applying for a position involving regulated activity with children, and vulnerable adults and if you are currently working with children, we will approach your current employer to ask about disciplinary offences relating to children, including any which the penalty is ‘time expired’ and whether the applicant has been the subject of any child protection investigations.

Signed: Date:

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Registered Charity No. 1135640Registered Company No. 7140266

Equal Opportunities Monitoring

access community trust is committed to a policy of equal opportunity for all in employment. To monitor the effectiveness of this policy, please complete the following questions and return this form along with your application. This form will be separated from your application, and will not be seen by those making selection decisions. If appointed, this information will be retained on your personnel file.

Title: Surname: First name(s):

Date of Birth: Gender: □ Male □ Female

Position applied for:

I would describe my ethnic origin as:

White□ British □ Irish □ Any other white

background

Mixed□ White & Black Caribbean

□ White & Black African

□ White & Asian □ Any other mixed background

Asian, or Asian British

□ Indian □ Pakistani □ Bangladeshi

Black, or Black British

□ Caribbean □ African □ Any other Black background

□ Chinese □ Other (please state):

Source of Application :

How did you hear about this vacancy?□ Local / Regional Newspaper (please specify)

□ Job Centre Plus □ The Trust’s website □ Waveney District Council website

□ Homeless Link website □ Word of mouth □ Other (please specify below)

The Disability Discrimination Act 1995 makes it unlawful for employers to discriminate against current or prospective employees for a reason relating to their disability. They must make reasonable adjustments in order not to place a disabled person at a substantial disadvantage.

Do you consider yourself to have a disability, or long-term condition? (see below for definition)

□ Yes □ No

Type of disability / condition (please describe if you are happy to do so)

Definition of disability or long-term conditionThe disability and Discrimination Act 1995 describes a disability as ‘physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day to day activities.’

The definition is intended to cover all forms of physical and mental disability, including sensory impairment, learning disabilities and mental illness (that are clinically well-recognised conditions). It includes people who have a disability where the condition is likely to last longer than 12 months or is likely to recur.

If you are still unsure whether your condition is a disability for this purpose, the following flow diagram may be of use.

Here is a list of day-to-day activities to help you answer the second question above.

· Mobility – moving unaided from place to place· Manual dexterity – use of the hands, physical co-ordination· Perception of the risk of physical danger· Continence

· Memory or the ability to concentrate, learn or understand

· Speech, hearing, sight (but not if it can be corrected by wearing glasses or contact lenses).

· Ability to lift, carry or move everyday objects.

YesNo

If you were not taking regular medication or treatment, would your condition have more than a minor impact on your ability to carry out normal day-to-day functions?

Yes, it has a substantial effect.

No

Your condition would not normally be defined as a disability for these purposes.

Your condition would probably be defined as a disability for these purposes.

Is your condition likely to last longer than 12 months or be something that will recur?