Equation – Domestic Abuse Perpetrator SpecialistInformation Pack

JOB PROFILE

Job title / Domestic Abuse Perpetrator Specialist Worker
Accountable to / Project Manager – Professionals and Communities
Job overview:
As Domestic Abuse Perpetrator Specialist Worker you will work closely with a team of domestic abuse survivor and perpetrator experts to enhance the response of the statutory workforce in the St Ann’s Locality. This team will include a Domestic Abuse Perpetrator Consultant, Domestic Abuse Survivor Specialist and the Equation Professionals and Communities Manager.
The key tasks and responsibilities:
1. / Working in partnership with the Domestic Abuse Perpetrator Consultant and the Domestic Abuse Survivor Specialist to increase knowledge skills and confidence of mainstream workforce to work with perpetrators and achieve the outcomes of the programme.
3. / Develop understanding within the team to work on issues related to the perpetration of domestic abuse; including so-called Honour Based Violence and Forced Marriage.
4. / Support Family Support Workers(FSW) and Social Workers (SW) to intervene earlier, more effectively, safely and creatively with perpetrators referred to the Family Community Teams (or similar) and Social Care by the DART (Domestic Abuse Referral Team).
5. / Develop, in partnership with the Domestic Abuse Perpetrator Consultant, tools for the assessment of perpetrators.
6. / Develop, in partnership with the Project Team, resources and interventions for work with perpetrators
7. / Work with the Project Team and Family Support Workers and Social Workers to identify the most appropriate safe and effective ways to work with perpetrators building on national best practice
8. / Work with the Project Team and Family Support Workers and Social Workers to enable perpetrators to understand the impact of their abuse on their partner, children and family
9. / Work with the Project Team and Family Support Workers and Social Workers to enable perpetrators to explore their motivation for abuse and impetus for change in behaviour
10. / Work with the Project Team and Family Support Workers and Social Workers to ensure that perpetrators are held accountable and where appropriate understand the consequences of their abuse on themselves and their partner and children
11. / Work with the Project Team and Family Support Workers and Social Workersto explore children’s experiences and views are heard and incorporated in the assessment, interventions and evaluation of effectiveness
12. / Ensure, alongside the Project Team that this work is captured through monitoring and evaluation and effective file management
13. / Any other duties required by Equation as part of this role.
The post holder must be committed to:
1. / Increasing personal awareness in relation to diversity and equalities issues and incorporating this awareness into service provision
2. / Challenging stereotypes, prejudice and discrimination experienced by groups and individuals on issues such as gender, race, ethnicity, nationality, sexual orientation, disability, class status, age and religious or non-religious beliefs
3. / Increasing and promoting equality and fairness for women and girls in a society still favouring and privileging men and boys
4. / Developing an understanding of how Domestic and Sexual Violence is interwoven within and across all social, cultural and religious communities

PERSON SPECIFICATION

Domestic Abuse Perpetrator Specialist

Experience

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  1. Working within the Domestic Violence Sector
  2. Work with perpetrators of domestic violence and abuse
  3. Risk Assessment and processes relating to domestic violence and abuse (e.g. DASH RIC, DART)
  4. Facilitating groups in learning environments, e.g. training, workshops, 1-1 work etc.
  5. Working in partnership with other organisations
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D
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A I
AI
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AI
Qualifications & Training /
  1. Educated to degree level or equivalent.
  2. Relevant domestic violence training following the power and control theory, for example Equation’s Understanding and Responding to Domestic Violence and Abuse and Challenging Domestic Violence
  3. Child Development
  4. Diversity & Equalities
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Skills & Knowledge /
  1. Significant knowledge of domestic abuse perpetration and its impact on children and survivors.
  2. Knowledge of risk assessment in relation to domestic violence perpetration
  3. Significant knowledge of the effects of domestic and sexual abuse issues on individuals, children, families and society.
  4. Understanding of the power and control theory of domestic violence and abuse
  5. Ability to communicate effectively with a wide range of people
  6. Effective presentation skills
  7. Effective problem solving
  8. Excellent planning and organising
  9. Able to meet deadlines
  10. Computer literate and a working knowledge of Microsoft Office, Websites and Social Media
  11. Understanding of Safeguarding Children
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E / A I
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Personal Qualities & Attributes /
  1. Ability to challenge stereotyping, prejudice, discrimination and bias
  2. A commitment to ending violence within relationships and all forms of violence against women and girls
  3. Enjoy using own initiative and being creative
  4. Effective team player
  5. Self motivated and self managing ‘can do attitude’
  6. Value the importance of supervision to problem solve and progress
  7. Sensitivity and diplomacy for work with individuals and groups
  8. Commitment to high quality, inclusive and responsive services
  9. Able to travel across Nottinghamshire and sometimes further a field
  10. Able to work some evenings and occasional weekends
  11. Willing to carry out any additional work, challenges and responsibilities relevant to the role
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E / A
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(E = Essential / D = Desirable / A = Application / I = Interview)

Equation’s offices are not wheelchair accessible. This post will however be co-located on site with teams based at the St Ann’s Valley Centre and Isabella Street. Alternative office arrangements therefore can be negotiated if required. The jobholder will need to declare and keep up to date any potential conflicts of interest from their own activities or relationships. Due to the size of EQUATION no specific trade union agreement exists, but EQUATION fully supports the rights of its employees to belong to and participate in trade union activities.

Equation Charitable Objectives – Ratified 17th January 2011

  • To promote for the public benefit the provision of services directed toward the prevention of domestic violence and the relief and support of persons who have been or are affected by domestic and sexual violence in Nottinghamshire in particular but not exclusively by the provision of training, workshops, seminars and information.
  • To advance the education of voluntary and statutory agencies, professionals and the public at large in all aspects of domestic and sexual violence, its causes and prevention.

Extract from the Equation Equal Opportunities Policy

Equation is committed to the principles of equal opportunities and anti- oppressive practice. Equation will introduce measures that aim to eliminate all forms of discrimination in our employment and management practices and in the provision of services.

Equation recognises that there are many forms of oppression experienced by individuals and groups. Equation is therefore committed to making sure that it does not discriminate on the grounds of, for example, gender, race, class, disability, sexual orientation, marital or parental status, HIV status, nationality, age, religion, mental and physical health in all areas of its activities. This list is not exclusive and recognises that individuals may experience more than one form of oppression.

Equation will act positively to create and promote access to services to all citizens and is committed to treating the public and colleagues with fairness, respect and honesty.

Our commitment:

• To create an environment in which individual differences and the contributions of all our staff are recognised and valued.

• That every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.

• That training, development and progression opportunities are available to all staff.

• That we will review all our employment practices and procedures to ensure fairness.

• That breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.

• That the policy will be monitored and reviewed annually.

Policy Statement on the Recruitment of Ex-Offenders

Equation will:

  • Undertake not to discriminate unfairly against any subject of a disclosure check on the basis of conviction or other information revealed.
  • Actively promote equality of opportunity for all. Candidates will not be automatically excluded from employment because of the existence of a criminal record but the nature and pattern of any offending behaviour are factors that will be taken into account in the decision making process.
  • Only request checks for those posts that meet the criteria for disclosure checks. For those positions where a disclosure check is required this will be made known to job applicants and a check is requested only for the individual being offered the position.
  • Ensure that all those involved in the recruitment process have received appropriate guidance in relation to the employment of individuals with criminal records and the Rehabilitation of Offenders Act 1974.
  • Undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.
  • To have full regard to government guidance and the recommendations of previous national reviews on safer recruitment such as the Warner report – Choosing with Care.

Having a Criminal Record will not necessarily bar anyone from working with Equation. This will depend on the nature of the position and the circumstances and background of the offence.

When considering a potential employee whose disclosure highlights an issue the following will be considered:

  • Whether the conviction or other matter revealed is relevant to the position
  • The length of time since the offence or other matter occurred
  • Whether the applicant has a pattern of offending behaviour
  • Whether the applicants circumstances have changed since the offending behaviour or other matter
  • The circumstances surrounding the offence or other matter and the explanation offered by the applicant.

Final decisions regarding the employment of staff with criminal records will be made by the Management Committee.

Updated December 2014