Fixed Term for 2 Years

Benefit Officer x2

[Fixed term for 2 years]

Pay Band E - £17,333- £19,317

Pay Band F - £19,817- £21,734

Job reference: CVP 258

Contents

1.Letter from the Human Resources Manager

2.The council’s vision and objectives

3.Job description

4.Person specification

5.Conditions of service

6.Pension contribution rates

7. Information on exempted posts

8.Equality and diversity sub groups

Dear Applicant

Post of Benefit Officer

This post is exempt from the provisions of the Rehabilitation of Offenders Act which means you must provide details of any convictions (including those which are ‘spent’), in addition to any cautions and bindovers orders that you have received in the last 12 months.

Thank you for your enquiry about the post at Knowsley Metropolitan Borough Council.

Please find enclosed further details about the post and an application form for you to complete and return by Friday 7 March 2014. You can find out more about Knowsley Councilfrom our website at

Interviews are likely to take place within four weeks of the closing date. If you have not heard by then you should assume that your application has been unsuccessful. If you would like receipt of your application to be acknowledged, please enclose a stamped addressed envelope with your completed form.

The council places great importance on maintaining high levels of attendance at work and all Directorates operate under well-established guidelines to monitor and control absence. If you are successful at interview, the council willbe seeking references and your present or last employer will also be asked to give details of your sickness and attendance record over the last three years.

If you require any assistance during the selection process due to a disability, please contact us as soon as possible on telephone number 0151 443 3434. For example you may need a sign language interpreter, require an accessible interview room, or need help completing a written application (taped applications may be submitted by prior agreement).

Please note that the Council will disqualify any applicant who directly or indirectly seeks or canvasses the support of any Councillor for any appointment with the Council.

The council is working jointly with the trade unions to implement a fair and equitable pay and grading structure in line with the 1997 Single Status Agreement. This will be achieved by reviewing every post within the council through the job evaluation exercise which is currently being conducted. All posts are subject to the review and therefore advertised grades are provisional and will not be confirmed until the outcome of this exercise. You should note that you are applying for posts with the council on this basis.

You should return your application to: Knowsley Metropolitan Borough Council,

Human Resources and Development, Westmorland Road, Huyton, Knowsley, L36 9GL, or by email to:

Yours sincerely

Jaci Dick

Human Resources Manager

Our shared vision - to make Knowsley: The Borough of Choice

“We want Knowsley to have a sustainable and diverse population with successful townships that provide a sense of place and community.”

Our Council Values

CORE VALUES:
Act with integrity / Being accountable / Openness and transparency / Respect for people
Demonstrates honesty, reliability and trustworthiness
Does the ‘right’ thing
Demonstrates consistency
Acts according to a consistent set of morals, values and principles at all times / Acknowledges and assumes responsibility for actions and decisions
Takes ownership and responsibility for resulting consequences and does not seek to apportion blame on others / Makes decisions in an open and transparent manner
Shares information whenever possible
Explains when information can’t be shared
Is open to new ideas and new ways of working / Champions equality and diversity with all people at all levels
Treats people in the way they would like to be treated
Values people and their contributions
Shows consideration for others through thought and action
Job description
Job title / Assistant Benefit Officer
Grade / Pay Band E/F
Section/team / Benefits
Accountable to / REVENUES AND BENEFITS TEAM MANAGER SO2/PO4
Responsible for / N/A
Date reviewed / 01.04.2013

Purpose of the job

The post-holder will be responsible for the processing, assessment and input of all Housing Benefit and Council Tax Reduction claims in line with Regulations, the requirements of the Verification Framework, Council Policies, best practice and performance targets. The post-holder will ensure that claimants receive maximum entitlement to benefits and that claims are processed in an accurate and timely manner this will include processing claims for support under the authorities hardship provisions. The post-holder will assist with the provision of an efficient, effective, responsive and customer-focused service to clients and the Council.

Duties and responsibilities

Pay Band E/F

Process all types of Benefit claims, and documentation associated with a claim, to Verification standards and in accordance with Regulations, Council Policies, best practice and performance targets.
Receive, register and complete assessments in relation to hardship including Discretionary Hardship Claims, Emergency Support Scheme and Council Tax Hardship Provision.
Update and maintain computerised records in accordance with Benefits’ procedures.
Deal with face to face, verbal and written enquiries.
Ensure that all appropriate methods are used to obtain a speedy resolution to queries and enquiries.
Initiate contact with customers via the appropriate media to achieve team and individual objectives.
Identify and classify benefit overpayments and take appropriate recovery action in accordance with Regulations and Council Policy.
Deal with enquiries relating to the ongoing recovery actions determined.
Liaise with internal and external customers and/or organisations as necessary.
Undertake quality checks and complete appropriate documentation in accordance with Verification requirements, Council procedures and best practice.
Identify cases of suspected fraud and refer cases for appropriate action.
Identify claims in accordance with Disputes and Appeals Regulations and take appropriate action in accordance with the Regulations.
Participate in projects designed to improve the quality of service provided, including testing of new/upgraded computer systems.
Assist with ensuring effective team communication and participate fully in the Departmental Communication Strategy.
Actively participate in the Performance Review and Development process, which contributes to Divisional, Team and Individual objectives.
Assist with the production of and adherence to procedure notes, manuals and documents and that these are accurately updated and reviewed on a regular basis.
Contribute to the production, implementation and monitoring of team plans and setting clear objectives, goals and targets to ensure that Divisional & Team Plans are met.
Participate in forums, meetings, presentations etc, when required, ensuring accurate information and / or minutes are taken, and monitor and follow-up actions
Participate in all aspects of training and personal development to improve effectiveness, efficiency and service delivery.
Any other duties commensurate with the grade that assists the Division in meeting its objectives and contributes to personal development.

Competencies

This section sets out at what level and how the post-holder will be required to carry out the duties and responsibilities of the post.

These competencies are in respect of technical or professional work activities.

Competence that involves the application of knowledge in a significant range of varied work activities performed in a variety of situations. Some of these activities are complex or non-routine and there is some individual responsibility or accountability where a fair amount of initiative is required.
Organises own workload logically, operates effective procedures, keeps a clear focus and avoids distractions, checks with others to ensure clear understanding, and asks for help where appropriate.
Checks priorities and time-scales for completion of work to ensure that all goals are met, keeps others up to date on work activity and prioritises own actions.
Has knowledge of the type of technology and is able to use it for routine and pre-set purposes.
Makes contributions to how technology can be used to improve the service.
Understands own role in relation to providing an excellent level of customer service.
Demonstrates a clear and comprehensive knowledge to enable the customer to gain maximum ‘benefit’ therefore keeping up to date on new developments.
Keeps well informed and up to date in order to support the decision-making process.
Coaches, supports and shares knowledge with colleagues.
Embraces change positively.
Has an awareness of, and adheres to, the Council’s Equal Opportunities and Diversity Policies and promotes non-discriminatory practices in all aspects of work undertaken.
Has an awareness of, and adheres to, the requirements of the Data Protection Act, and ensures confidentiality is maintained in all aspects of work undertaken.
Has a pro-active approach to Heath & Safety Act 1974 within the workplace and co-operates to the implementation.

Health and safety

To use equipment as instructed and trained

To inform management of any health and safety issues which could place individuals in danger

Data Protection and Information Security

Implement and act in accordance with the Information Security Acceptable Use policy and Data Protection Policy,
Protect the council’s information assets from unauthorised access, disclosure, modification, destruction or interference,
Report actual or potential security incidents.

Person specification
Post title / Benefit Officer / Grade / Pay Band E/F
Directorate / Corporate Resources / Section/team / Benefits

* * * This post is exempt from the provisions of the Rehabilitation of Offenders Act – applicants must disclose all criminal convictions including those which are ‘spent’, in addition to any cautions and bindover orders received in the last 12 months * * *

Criteria /

Essential requirements

/ * M.O.A
Skills, knowledge, experience etc
1 / Experience of processing information using data input systems preferably those relating to the assessment of Housing and Council Tax Benefit or similar. / A/I
2 / Ability to communicate effectively at all levels face to face, verbally and in writing / A/I
3 / An appreciation of the principles of customer care within a Revenues and Benefits environment. / I
4 / Ability to demonstrate a working knowledge of Housing and Council Tax Benefit Regulations and/or national welfare benefits and support and their application in the workplace. / A/I
5 / Understanding of the principles of Data Protection and the need for confidentiality. / A/I

Qualifications

6 / None required however, the postholder will be encouraged to work towards a suitable qualification eg NVQ Level 3 Management, IRRV, IRRV Tech etc . / A/C/I
Health and safety
7 / Ability to use equipment as instructed and trained
Ability to inform management of any health and safety issues which could place individuals in danger– / A/I
Personal attributes and circumstances
8 / Commitment to flexibility, willingness to work beyond normal 9-5 if necessary. / A/I
9 / Experience of prioritising own workload / A/I
10 / Demonstrable commitment to Equal Opportunities and Diversity / A/I
11 / Demonstrable commitment to Heath and Safety / A/I

*Method of assessment (*M.O.A)

A = Application formC = CertificateE = ExerciseI = Interview

P = PresentationT = TestAC = Assessment centre

Date / Approved by authorised manager / Designation
01.04.2013 / Pauline Wass / Benefit Manager
Where the post involves working with children, in addition to a candidate’s ability to perform the duties of the post, the interview will also explore issues relating to safeguarding and promoting the welfare of children, including:

Motivation to work with children and young people
Ability to form and maintain appropriate relationships and personal boundaries with children and young people
Emotional resilience in working with challenging behaviours
Attitudes to use of authority and maintaining discipline

We have a positive attitude to the employment of disabled people and guarantee an interview to those who meet all the necessary criteria of the person specification.

Conditions of service

Post / Benefit Officer x2
Employment status / Fixed term for 2 years
Grade / Pay Band E – SCP 18-21
Pay Band F – SCP 22-25
General / The conditions in the National Joint Council for Local Authority Services (Green Book) will apply.
Hours of work / 36 hours per week
Salary / Pay Band E - £17,333 to £19,317
Pay Band F - £19,817 to £21,734
Basic annual leave / 22 days
Medical / The successful applicant will be required to complete a medical questionnaire and may also be required to undergo a medical examination.
Training / The Council is a recognised ‘Investor in People’ and encourages training and development for all employees.
Pension / You will automatically be entered into the Local Government Pension Scheme and will pay the relevant contributions with immediate effect. If, however, you wish to opt out of the scheme, you may do so by downloading an ‘opt out’ form from or by contacting Merseyside Pension Fund on telephone number 0151 242 1397. If you opt out of the scheme, you will be automatically enrolled back into the scheme after 12 months if you meet the automatic enrolment criteria.
Childcare vouchers / The Council is in partnership with a childcare voucher provider which offers employees a salary sacrifice scheme. Further details are available from Human Resources Division.
Car status / Not applicable

Disclosure

/ The post is subject to a Disclosure & Barring Service check. You must ensure that you complete Section 8 of the application form. If you fail to do so your application will not be considered. Having a criminal record will not necessarily prevent you from being appointed to the post.

Pension contribution rates

The table below sets out the contribution bands which will be effective from 1 April 2013. These are based on the pay bands for 2013/14, with the result rounded down to the nearest £100.

Pay Bands from 1 April 2013
Earnings Band Range / Contribution rate
1 / £0 / to / £13,700 / 5.5%
2 / £13,701 / to / £16,100 / 5.8%
3 / £16,101 / to / £20,800 / 5.9%
4 / £20,801 / to / £34,700 / 6.5%
5 / £34,701 / to / £46,500 / 6.8%
6 / £46,501 / to / £87,100 / 7.2%
7 / More than £87,100 / 7.5%

The pay ranges in the Contribution rate column of the tableis increased on the 1st of April each year by applying the rate of pension increase applied to public sector pensions on the 1st of April that year and rounded down to the nearest £100.

If an active member has a permanent material change to his or her terms and conditions of employment which affects his or her pensionable pay, the employer may determine a different contribution rate to reflect that new annual pensionable pay. This can be either an increase or a decrease.

Exempted posts – Disclosure & Barring Service (DBS) disclosure

Knowsley Metropolitan Borough Council aims to promote equality of opportunity for all with the right mix of talent, skills and potential. We welcome applications from diverse candidates.

Certain posts are subject to a Disclosure & Barring Service check due to the nature of the work being undertaken. All candidates who are successful at interview for one of these posts will be asked to complete an application form for a ‘disclosure’ check by the Disclosure & Barring Service before the appointment is confirmed.

Whilst the council supports the rehabilitation of ex-offenders, it is obliged in the recruitment of all employees to use an Exemption Order of the Rehabilitation of Offenders Act 1974 in order to ensure safe recruitment to posts where working with children, vulnerable adults or other positions of trust are involved. If you apply for a post that is subject to a disclosure, you will be advised in the recruitment job pack.

Having a conviction or a record of some type of unacceptable behaviour would not necessarily bar you from being appointed to the post as any decision to employ will be considered on the individual circumstances of each case.

If you are in doubt about what you should declare, you can ask advice from a member of the Human Resources Division 0151 443 3434.

Further information about the Disclosure & Barring Service, including how information is assessed in line with the Rehabilitation of Offenders Act 1974 can be found on their website:

Safeguarding

Where the post involves working with children, in addition to a candidate’s ability to perform the duties of the post, the interview will also explore issues relating to safeguarding and promoting the welfare of children, including:

Motivation to work with children and young people
Ability to form and maintain appropriate relationships and personal boundaries with children and young people
Emotional resilience in working with challenging behaviours
Attitudes to use of authority and maintaining discipline

Equality and Diversity sub groups

Knowsley Council has four established sub groups to support the equality and diversity agenda, details below.

The groups are supported by the Corporate Equality and Diversity Manager, Paul Peng who can be contacted on 443 3073.

Knowsley Black and Minority Workers’ Group (KBMWG)
The group's vision is to 'promote respect and value diverse cultures within Knowsley', and they are committed to challenging all forms of discrimination, racial harassment and bullying to promote race equality in employment and in the delivery of services. Through development days, members of the KBMWG have established and discussed terms of reference and decided on ways to be involved with the council corporately.

Knowsley Lesbian, Gay, Bisexual and Transgender Forum
The group aims to promote the council positively as an employer which is supportive of the LGBT workforce, as well as promoting LGBT within the larger community.

It acts as a consultation forum on new and exiting policies and strategies and participates within equality impact assessment processes with the view to improving and influencing change. Through the group there is a robust and systematic process for exchanging ideas, problem solving and information sharing, this then raises awareness and reduces discrimination within the workplace.

Disability workers' group
This group meet to discuss issues surrounding disability within Knowsley. The council recognises that people are disabled by society and not their impairment.