Welcome to

Information leaflet

Please find enclosed information that we hope you will find useful when

submitting your application.

ContentsPage

3 Welcome Letter

4 What the job of Support Worker Involves

5 Service Portfolio

12 Job Description

15 Person Specification

16 Staff Training Record

20 Pay Rates & Holiday Entitlement

21 Important Information for applicants

23 Permission to Work

24 Policy on employing ex-offenders

2

Dear Candidate

RE: APPLICATION FOR EMPLOYMENT

Thank you for your interest in The Edmund Trust. Please find enclosed an information pack for the position of Support Worker.

Please read the Person Specification and the Houses Brochure carefully, as you are required to indicate on the Application Form which of the services you wish to work in and feel best suited to.

You can find out more about the services The Edmund Trust offers via our website www.edmundtrust.org.uk. You will no doubt find this information helpful in making your application.

The nature of the work for which you are applying is exempt from the provisions of Section 4(2) of the Rehabilitation of Offenders Act 1974 by virtue of the Rehabilitation of Offenders Act 1974 (Exemptions) order 1975. It is therefore essential that, in making your application, you disclose whether you have been convicted of a criminal offence. Failure to disclose any criminal offences could lead either to your application being rejected, or if you are appointed, to dismissal if it is subsequently learnt that you have had any criminal offences.

If you require any further information please do not hesitate to contact me. I look forward to receiving your application. You will be informed, in due course, of the outcome of your application.

Yours sincerely

Rozz Pettit

HR Co-ordinator

3

What the job of Support Worker involves:

Providing the highest standard of support to adults, young people and children with learning disabilities, some of whom may also have physical disabilities

Undertaking care duties, including personal care, taking account of dignity and choice

Ensuring that all users of The Edmund Trust’s services are introduced to and encouraged to participate in stimulating and creative activities, using community facilities wherever possible and that people are supported to maintain existing community and family links

Responsibility for providing nutritious and well-balanced meals in accordance with service user’s preferences and dietary requirements

Responsibility for the administration of medication and support for people to access health services

Act as Keyworker to individual service users

What we expect from you

The post holder will be expected to understand and observe The Edmund Trust’s policy that all matters concerning individual service users are dealt with in a strictly confidential manner at all times.

You will be required to:

Work on a rota basis a mixed pattern of shifts on weekdays and weekends in keeping with meeting service users’ needs

Be prepared to work a variable rota pattern which usually consists of working one full weekend, and two part weekends per month (or a proportion of this for staff working part time hours)

Support users of our services to have a holiday of their choice

Work bank holidays Attend and participate in staff meetings/staff supervision

sessions

4

Service Portfolio

The Edmund Trust delivers care and support to people with learning disabilities in their own homes, in the community, in shared supported living, respite and residential care.

The staffing structure of each service reflects the varying support needs of the individuals being supported.

The services are divided into five groups; each group is managed by a Service Manager.

GROUP A:

This service supports people who have higher physical and other support needs and currently comprises of Pauline Burnet House

PAULINE BURNET HOUSE, CHESTERTON

Pauline Burnet House is a purpose built Residential Care service which supports eight people who have learning disabilities and physical support needs. The property is owned by Cambridge Housing Society, but staffed and managed by The Edmund Trust. The whole property is fully accessible and is designed to meet the needs of people with high physical support needs. In order to meet the needs of the people who live at Pauline Burnet House, there is a large staff team including Waking Night support.

5

GROUP B:

These services are Supported Living Services and consists of 86 Butt Lane, 299, 309, 335 and 361 The Rowans and 23a Cambridge Road.

86 BUTT LANE, MILTONIn conjunction with The Pringle Group, The Edmund Trust supports 4 people with learning disabilities living in this property. The property is a detached house with two bedrooms on the ground floor and two bedrooms upstairs on the first floor.  Staff support is provided in the evenings and early mornings and at weekends as well as sleep in staff. There is access to 24 hour support if this is needed.

299 THE ROWANS and 309 THE ROWANS, MILTONIn conjunction with The Papworth Trust, The Edmund Trust support the 10 people who live in these two properties; each property has four first floor bedrooms and one ground floor bedroom.

24-hour support is provided at both properties with each having day time as well as Sleep-In staff.

335 THE ROWANS, MILTONIn conjunction with Cambridge Housing Society, The Edmund Trust supports the man who is the tenant of this property. He has a team of support workers who together provide him with the 24 hour support he requires to maintain his independence.

6

23A CAMBRIDGE ROAD, MILTONThis property is a single person one bedroom flat, a very short distance from the other services in Milton. It is fully self-contained. The level of support is tailored to the individual living there and at the moment this is predominately in the evenings and at weekends but with access to 24 hour support if this is needed.

7

GROUP C:

These services support a smaller number of people but includes people who may present behaviours which challenge at times. This group currently comprises 1 High Street, 2a Cambridge Road and 361 The Rowans.

1 HIGH STREET, MILTONIn conjunction with The Papworth Trust, The Edmund Trust supports two people with more complex needs to live in this property; due to their needs this service has a very high staff ratio including waking night as well as Sleep-In staff.

2a CAMBRIDGE ROAD, MILTONIn conjunction with The Papworth Trust, The Edmund Trust support one young man to live independently in this flat; he has high support needs so the level of staffing reflects this.

361 THE ROWANS, MILTONIn conjunction with The Papworth Trust, The Edmund Trust support 4 tenants at 361 The Rowans. It is a detached property with two tenant bedrooms on the ground floor and two on the first floor.

361 The Rowans is fully staffed 24 hours a day and has sleep in staff available at night time.

8

GROUP D:

These services are largely community based and include respite, domiciliary support and support for children and young people.

DOMICILIARY CAREThe Edmund Trust Domiciliary Care Service is registered with and inspected by The Care Quality Commission, the Regulated Activity it is registered to provide is “Personal Care”.

The Edmund Trust provides a vibrant and expanding Domiciliary Care Service which provides support to both children and adults in their own homes. This service is tailored to the needs of the individual and current packages of support vary from just a couple of hours a week up to 24 hour support for people who have bought their own home. This service is generally commissioned by the families of the people we support using their Personal Budget either as an arranged service or via a direct payment.

THE POPLARS SHORT TERM BREAKS - HISTONThe Poplars is a Registered Care Home registered with The Care Quality Commission to provide “Accommodation” and “Personal Care”, it provides Short Breaks or Respite Care for adults with learning disabilities. The Poplars offers planned short breaks away from home for over 60 people, providing them with the opportunity to make new friends, go out and about in the community and learn new skills that can become a step towards independence. The Poplars has been completely refurbished and has all of the facilities which make it accessible for people with a wide range of support needs. Breaks can be for one night or up to two weeks depending on the need of the service user and family.

In addition, The Poplars is also able to offer “emergency” stays for people where there has been a breakdown in their normal support provision.

Staff support is provided on a 24-hour basis including Sleep-In staff with additional staffing added according to the needs of the people staying.

9

GROUP E:

These services are Residential Care Services supporting people with moderate learning disabilities and comprises of Rosewood, 2 Cambridge Road, Oaks and Cinnabar.

ROSEWOOD, MILTONRosewood supports six people with learning disabilities, many of whom also have physical support needs. A recent new extension to the rear means that there is plenty of space. This service supports the more mature service user, the majority of whom have retired from traditional Day Service activities and prefer to have a more sedate pace of life. Rosewood is also home to Crystal the cat.

Due to the higher support needs of the people living there, Rosewood is staffed 24-hours per day and also has Waking Night staff.2 CAMBRIDGE ROAD, MILTON2 Cambridge Road is home to eight people with learning disabilities. The property has been adapted to include a lift to support people who find the stairs difficult, but it is not suitable for people with very high mobility needs. 2 Cambridge Road is fully staffed 24 hours per day including a Waking Night staff member.THE OAKS, MILTONThe Oaks is home to two men (plus budgies), it is only staffed when they are at home. Both of the men who live there go out in the community to various day opportunities and work placements during the week, so Oaks is staffed evenings and weekends as well as having a Sleep-In member of staff on duty.

CINNABAR, MILTONCinnabar is the other half of a semi-detached property to Oaks; it is home to four men with learning disabilities. Three people have rooms upstairs; the other has a ground floor bedroom and shower room. Staff are on duty the majority of the time including a

10

Sleep-In member of staff.In all of the services provided by The Edmund Trust, the people we support are encouraged and supported to access a wide range of activities both inside and outside their homes. In all of the services regardless of whether they are Supported Living, Residential or Respite Care, people are encouraged to participate in the routines of daily living including shopping and meal preparation. Many of the people we support access a variety of day time opportunities including College and Work Placements as well as a whole variety of day opportunities such as Artworks.

Each person supported by The Edmund Trust has a named “Keyworker”. The role of the Keyworker is to take lead responsibility for ensuring that all of the persons support needs are met. This includes supporting them with personal shopping, assisting them with their health needs and supporting them to access a holiday of their choice as well as working with them to create their Support Plan and to maintain contact with family and friends.

REFERRALS FOR SUPPORT

The geographical area for the Service is that of the Cambridgeshire County Council.

When a vacancy occurs in a shared living environment, consideration is always given to the prospective service user’s compatibility with the existing service users as well as the ability of The Edmund Trust to meet the persons support needs.

11

JOB DESCRIPTION

LOCATION: Cambridgeshire

TITLE: Support Worker

REPORTS TO: Service Manager

ACCOUNTABLE TO: Care Services Manager

THE MAIN PURPOSE OF THE JOB:

To provide care support to people with learning and physical disabilities. A holistic approach is taken to the care of the service users in all aspects of their daily lives. The post holder will need to value the importance of service users’ personal choice and decision making in their lives, help service users to realise their full potential and promote self-reliance and independence.

All staff work within the framework of the Health and Social Care Act, alongside the philosophy of The Edmund Trust.

SERVICE USER SUPPORT:

The post holder will be required to:-

1. Ensure that the highest standard of care support is provided to the service users.

2. Give direct personal care to service users respecting their privacy and dignity.

3. Ensure that service users are introduced to and encouraged to participate in stimulating and creative

12

activities, using community facilities wherever possible. This may include participation in service users’ holidays.

4. Be responsible for the administering of medication.5. Be responsible for providing nutritious and well-

balanced meals in accordance with service users’ preferences.

6. To act as keyworker to an individual service user.

This would include:-

a) Assessing service user’s needs and wants.b) Coordinating reviews, assessments, care

plans and goals with key service user.c) Liaising with families, schools, colleges, day

services and other agencies promoting effective communication with all people involved in the service user’s life.

d) Presenting verbal and written reports when required at staff meeting and reviews.

e) Being responsible for service user’s personal monies.

f) Advocating on behalf of the service user

The post holder will be expected to understand and observe The Edmund Trust’s policy that all matters concerning individual service users are dealt with in a strictly confidential manner at all times.

STAFF MANAGEMENT:

The post holder will be required to:-

1. Attend and participate in staff meetings.2. Work on a rota basis a mixed pattern of shifts on

weekdays and weekends in keeping with meeting service users’ needs.

13

3. Participate in staff supervision sessions conducted by their Line Manager.

ADMINISTRATION

1. To operate the petty cash system.2. To ensure all records are well maintained and up-to-

date.3. To ensure the home, garden and vehicle are in good

order and report all repairs and health and safety hazards.

Note: Post holders have a responsibility to comply with and promote all The Edmund Trust values and policies, including Health & Safety and Equality and Diversity.

This job description is not intended to establish a fully comprehensive list of tasks but outline the main role responsibilities.

14

PERSON SPECIFICATIONPost: Support Worker

Essential Criteria Desirable Criteria How and When Tested?

Education/Qualifications Good basic education, literate and numerate and preparedness to undertake further relevant training

A recognised qualification in care e.g. NVQ 2.

Application Form

Certificates produced

Experience Good team worker

Good communicator

Experience of working with people with learning disabilities/other vulnerable people

Application form

Interview

ReferencesSkills, ability, knowledge

Good verbal, written communication skills

Able to use own initiative

Knowledge of needs of people with learning disabilities and ability to apply this knowledge

Application form

Interview

ReferencesQualities/Attributes Self-motivated and

flexible

Sensitive

Enthusiastic and reliable

Adaptable

Sense of humour

Interview

References

Other Requirements In good health

Committed to principles of Equal Opportunities

Committed to promoting

Car driver

MIDAS trained

IT skillsFlexible approach to work

Application Form

References

Interview

15

independence and participation of people with learning disabilities within the local community

STAFF TRAINING RECORD

JOB ROLE: Support Worker

Guide notes

Section one: Mandatory induction training

Mandatory for all staff.

Section two: Other mandatory training

Mandatory training as prescribed by the organisation and under the terms of the care provider contract with Cambridgeshire County Council, and the statutory regulations of the Care Quality Commission (CQC)

Section three: Additional non-mandatory training needs in accordance with demands of role

Additional training needs listed in this section will be identified through a training needs assessment carried out by the Service Manager and/ or Training Manager. Where a training need is identified in this section, it will be considered mandatory. Some examples are listed below. These will not be applicable to all roles. This list is not exhaustive.

- Support plans (for staff with a responsibility for writing support plans)

16

- MiDAS training (for staff who will be driving service users in company vehicles)

- Lone working (for domiciliary care staff)- Dementia awareness (for staff who support service users

with dementia)- Autism awareness (for staff who support service users

with autism)- Risk taking and risk assessment- Makaton

Section four: Additional ‘personal development’ training as identified at performance review

This should be treated as a training ‘wish list’: a training need that has been identified as one that would enhance the employee’s ability to perform their role and would benefit the service, however it is not essential to them performing their role. Some examples are listed below.

- Health & Social Care Diploma Level 2- Health & Social Care Diploma Level 3- Level 5 Leadership in Health and Social Care and Young

People’s Services

17

Section One: Mandatory induction trainingTraining Title Timescale for initial completion FrequencyThe Edmund Trust induction programme

Within first 4 weeks Once

Food Hygiene Workbook Within first 2 days of induction with Training Manager

Once

Infection Prevention and Control Workbook

Within first 2 days of induction with Training Manager

Annually (subsequent refreshers to be carried out in group setting)

Moving and Handling Workbook

Within first 2 days of induction with Training Manager

Once

The Care Certificate Within 12 weeks OnceResponsibilities of a Support Worker

Within the first month Once

Learning Disability Awareness Within the first month Once

Section Two: Other Mandatory TrainingTraining Title Timescale for initial completion FrequencyIntroduction to the organisation Within first 12 weeks OnceHealth & Safety (initially delivered in conjunction with Introduction to the Organisation training)

Within first 12 weeks Every three years

Fire Safety Within first 12 weeks AnnuallyEmergency first aid at work Within first 12 weeks Every 3 yearsManual handling and assisting people to move may include hoist training if applicable to role

Within first 12 weeks Annually

Medication administration Within first 12 weeks AnnuallyFood safety Within first 12 weeks AnnuallyNutrition and hydration Within first 12 weeks Annually

18

Adult safeguarding: raising awareness

Within first 12 weeks Every two years

Epilepsy Within first 3-6 months Every three years

Challenging behaviour Within first 3-6 months Every two years

People with Multiple Disabilities

Within first 3-6 months Once

Section three: Additional training needs in accordance with demands of roleTraining title Timescale for initial completion FrequencyCar Driver N/A Every four

yearsMiDAS (full minibus) N/A Every four

years

Section four: Additional ‘personal development’ training as identified at performance reviewTraining title Timescale for initial completion Frequency

19

Pay rates and Holiday entitlement for Permanent Care Staff

The information below is correct from 1 April 2015 – 31 March 2016:

Pay Scales for Support Workers:

Unqualified £8.16 per hourDiploma / NVQ2 starting at £8.63 per hour with

potential to rise to £8.83 per hour

Waking Night (Unqualified) £9.02 per hourWaking Night (Qualified) £9.53 per hourSleep-In £28.00 per night

Annual Leave Entitlement for Support Workers

Band Years of Service Annual leave Entitlement including 8 Bank Holiday DaysDAYS HOURS

1 From 0 yr to 1 complete year 31 2172 “ 1 up to 2 “ “ 32 2243 “ 2 up to 3 “ “ 33 2314 “ 3 up to 5 “ “ 34 2385 “ 5 up to 7 “ “ 35 2456 “ 7 up to 10 “ “ 36 2527 “ 10 up to 13 “ “ 37 2598 “ 13 up to 16 “ “ 38 2669 “ 16 up to 19 “ “ 39 273

20

10 “ 19 up to 22 “ “ 40 28011 “ 22 yrs + “ “ 41 287

Important information for job applicants

If you are successful at interview, you will be asked to complete the appropriate DBS paperwork for an Enhanced Disclosure & Barring Service (DBS) check and you must be able to provide The Edmund Trust with a range of identity (ID) documents as part of the application process. The ID checking process is designed to enhance good working practices when verifying and validating the identity of those being recruited.

The Edmund Trust can only accept valid, current and original documentation (photocopies are not acceptable nor are documents printed from the internet).

You will need to provide valid identity documents from the following lists:

Group 1 – one document from this group

Current valid Passport Biometric Residence Permit (UK) Current Driving Licence (UK) (Full or provisional) Isle of

Man/Channel Islands; Photo card only (a photo card is only valid if the individual presents it with the associated counterpart licence; except Jersey)

Birth Certificate (UK and Channel Islands) – issued at the time of birth; full or short form acceptable including those issued by UK authorities overseas, such as Embassies, High Commissions and HM Forces.

And 2 further documents from Group 1 or Group 2a or 2b (one of which must verify your current address and date of birth)

Group 2a (Trusted Government/State Issued Documents)

Current UK Driving Licence (old style paper version) Current Non-UK Photo Driving Licence (valid only for

applicants residing outside of the UK at time of application)

21

Birth Certificate (UK and Channel Islands) Marriage/Civil Partnership Certificate (UK and Channel

Islands) Adoption Certificate (UK and Channel Islands) HM Forces ID Card (UK) Fire Arms Licence (UK and Channel Islands)

Group 2b (Financial/Social History Documents)

Mortgage Statement** Bank/Building Society Statement* Bank/Building Society Account Opening Confirmation Letter (UK) Credit Card Statement* Financial Statement, e.g. pension, endowment, ISA (UK)** P45/P60 Statement (UK and Channel Islands)** Council Tax Statement (UK and Channel Islands)** Work Permit/Visa (UK) (UK Residence Permit)** Benefit Statement* e.g. Child Allowance, Pension EU National Identity Card Utility Bill* (this does not include mobile phone contract/bill) Cards carrying PASS accreditation logo (UK and Channel Islands) A document from Central/Local Government/Government

Agency/Local Authority giving entitlement (UK)* e.g. from the Dept. of Work and Pensions

* documentation should be less than 3 months old

** issued within past 12 months

22

PERMISSION TO WORK DOCUMENTATION

As a result of an amendment to Section 8 of the Asylum and Immigration Act 1996, all employers are required to check original documentations of every potential employee from 1 May 2004.

If you are invited to an interview, you will be asked to bring along one of the following documentations:

1. A Passport showing that the holder is a British citizen, or has a right of abode in the United Kingdom.

2. A document showing that the holder is a national of a European Economic Area country1 or Switzerland. This must be a national Passport or national identity card.

3. A residence permit issued by the Home Office to a national from a European Economic Area country or Switzerland.

4. A Passport or other document issued by the Home Office which has an endorsement stating that the holder has a current right of residence in the United Kingdom as the family member of a national from a European Economic Area country or Switzerland who is resident in the United Kingdom.

5. A Passport or other travel document endorsed to show that the holder can stay indefinitely in the United Kingdom, or has no time limit on their stay.

6. A Passport or other travel document endorsed to show that the holder can stay in the United Kingdom; and that this endorsement allows the holder to do the type of work we are offering if you do not have a work permit.

7. An Application Registration Card issued by the Home Office to an asylum seeker stating that the holder is permitted to take employment.

_______________________

23

1 Austria, Belgium, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Iceland, Ireland, Italy, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Slovakia, Spain, Sweden, United Kingdom.

POLICY ON EMPLOYING EX-OFFENDERS

This policy is produced in accordance with the Code of Practice on

Disclosure, issued under section 122 of the Police Act 1997. This

Code requires The Edmund Trust to have a written policy on the

recruitment of ex-offenders. It also requires The Edmund Trust not to

discriminate unfairly against a subject of a Disclosure, on the basis of

conviction or other information received.

This policy applies to all The Edmund Trust services and offices in

England.

The policy applies equally to:

Employees and applicants for employment Relief workers and applicants for relief work Volunteers and applicants for volunteering

THE LAW ON EX-OFFENDERS

The Rehabilitation of Offenders Act (ROA) 1974 was introduced to

ensure that ex-offenders who have not re-offended for a period of

time since the date of their conviction are not discriminated against

when applying for jobs. A conviction of no more than 2½ years in

prison is considered to be ‘spent’ if the person is not convicted again

during a specified ‘rehabilitation’ period. In general terms, the more

severe a penalty is, the longer the rehabilitation period.

24

Once a conviction has been spent, the convicted person does not have to reveal it or admit its existence in most circumstances. However, if the person is applying to work in an exempted post, such as with children or vulnerable adults, in accountancy or the law, then The Edmund Trust is entitled to ask for details of all convictions, whether spent or not.

THE EDMUND TRUST’S POLICY STATEMENTThe Edmund Trust recognises that a large proportion of the

population has been convicted of a criminal offence at some time in

their lives *.

The Edmund Trust aims to promote equality of opportunity for all with

the right mix of talent, skills and potential. The Edmund Trust

welcomes applications from candidates with a variety of

backgrounds. Criminal records will be reviewed and only taken into

account for recruitment purposes where the conviction is considered

to be relevant.

A criminal record will not necessarily be a bar to obtaining a position with The Edmund Trust.

EXCEPTION TO THE POLICY Under the Criminal Justice and Court Service Act 2000 (in England and Wales), it is an offence for any organisation to knowingly offer employment, that involves regular contact with children (under the age of 18) to certain people. These people are anyone who has been convicted of certain specified offences, or who is included on lists of people considered unsuitable for such work held by the Department for Education and Employment and the Department of Health. It is also an offence for these people to apply for a post with children in the first place.

25

The Edmund Trust must also stop employing someone in a childcare position if we discover or we are notified that the individual is barred from such work.

A criminal record on its own, however, does not necessarily preclude an individual from being employed in a childcare position.

EXISTING EMPLOYEES AND VOLUNTEERS WITH A CRIMINAL RECORD

Where an employee or volunteer is discovered to have failed to disclose an ‘unspent’ conviction, this is potentially gross misconduct, in that the individual will have given false information when applying for a role with The Edmund Trust.

THE EDMUND TRUST’S RECRUITMENT PROCEDURES AND DOCUMENTATION

In accordance with Government guidelines, The Edmund Trust’s recruitment processes encourage applicants to tell managers about relevant convictions at an early stage and before a Disclosure (England and Wales) or PECS check (Northern Ireland) has been requested.

The Edmund Trust’s recruitment documentation (application forms and letters) will, where relevant, contain a statement that a Disclosure will be requested if the individual is offered the position.

All subjects of DBS Disclosure will be informed, via our standard recruitment documentation, of the existence of the DBS Code of Practice and we will provide them with a copy on request.

26

RESPONSIBILITIES OF RECRUITING MANAGERS

To handle criminal record information sensibly and responsibly, taking into account legal obligations and good practice.

To encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process.

To ensure that Disclosure information will only be seen by those who need to see it as part of the recruitment process.

To only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974, unless the nature of the position allows The Edmund Trust to ask questions about the individual’s entire criminal record.

To initiate an open and measured discussion on the subject of any offences or pending prosecutions etc. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

To discuss any matter revealed in a Disclosure with the person seeking the position, before withdrawing a conditional offer of employment.

To only seek a Disclosure when it is both proportionate and relevant to the position concerned.

27

To adhere to the requirements on Disclosure, outlined in The Edmund Trust’s Recruitment Policy.

THE EDMUND TRUST’S DBS SERVICE’S RESPONSIBILITIES To provide guidance on the employment and fair treatment of ex-

offenders and to the Rehabilitation of Offenders Act 1974.

To provide a copy of the Code of Practice to individual applicants on request.

*Research published by the Home Office in 1987 found that one

in three men born in 1953 had been convicted of an offence

(excluding motoring offences) before the age of 31.

28