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Health Services Executive – Job Specification

Job Title and Grade / Temporary Social Care Worker
Competition Reference / 3103SCW
Closing Date / Tuesday 31st March 2015 at 5.00p.m.
Proposed Interview Date(s) / 2nd / 3rd April 2015
Taking up Appointment / The successful candidate will be required to take up duty no later than three months from date of offer for external applicants or no later than six weeks from date of offer for HSE internal applicants.
Location of Post / KilkennyCommunity Services
Organisational Area / HSE - South
Details of Service / Working as part of the Social Care Team within Leeside Disability Centrein Callan,CountyKilkenny.Leeside is a residential centre for adult men with intellectual disability and behaviours that challenge. Their behaviours relate to sexually inappropriate behaviours and also some violence and aggression in addition to socially inappropriate behaviours.
Reporting Relationship / Reports to: Social Care Leader / Social Care Manager, Leeside
Purpose of the Post / Under the guidance of the Social Care Leader / Social Care Manager, Leeside, to ensure the therapeutic philosophy, policies and procedures of the centre are implemented.
Principal Duties and Responsibilities /
  1. To provide a 24- hour supportive and therapeutic service for adults with intellectual disabilities and also behaviours that challenge in the community to assist the service user maximise their potential for personal development and community integration.
  1. Participate with the service users in activities, where appropriate, involving wide and varied day plans a manner that is therapeutic and sensitive to the individual needs of the service user.
  1. To act as a Key Worker for service users as directed
  1. Writing contemporaneously all records that are required within the service.
  1. Maintain appropriate links with family members and with relevant community services (Social Workers, General Practitioners, Liaison Nurses etc).
  1. Providing support and intervention to parents, family members and carers when deemed necessary
  1. Assisting colleagues, the Social Care Leader and Social Care Manager and members of the multidisciplinary team in the design, implementation and evaluation of Person Centred Plans (PCPs) for service users.
  1. Take responsibility at all times for protecting confidentiality in all areas of the service users’ life and family.
  1. Attend and participate in Case Reviews, as directed.
  1. Participating in staff meetings, as directed.
  1. Participating in all training programmes as directed.
  1. Participate in professional supervision.
  1. To act at all times in the interests of the service user and to bring to the attention of the Social Care Leader and/ or Social Care Manager any matters that are prejudicial to the welfare of the service user.
  1. Any other duties that may be assigned by the Chief Executive Officer of his/her designated officer from time to time, having regard to service needs and changes together with full co-operation with assignment between group homes/community services.
The above job description is not intended to be a comprehensive list of all duties involved and consequently the post holder may be required to perform other duties as appropriate to the post which may be assigned to him/her from time to time and to contribute to the development of the post while in office.
Eligibility Criteria
Qualifications and/ or experience /

Candidates must, on the latest date for receiving application forms for the office possess:

  • HETAC/D.I.T. National Diploma in Child Care
or
  • HETAC/D.I.T. National Diploma in Applied Social Care Studies
or
  • HETAC/D.I.T. Diploma in Social Care
or
  • Diploma in Applied Social Studies/Social Care
or
  • OpenTrainingCollege National Diploma in Applied Social Studies (Disability)

Post Specific Requirements
Skills, competencies, and/or knowledge / Professional Knowledge
Knowledge and experience of working in the area of Intellectual Disability
Knowledge of Multi Element Behaviour Support and approaches used in the management of Challenging Behaviour
Knowledge of working in the area of sexually deviant behaviours
Knowledge of Autistic Spectrum Disorders
MAPA (Managing aggression and potential aggression) training
Relevant Legislation in the area of Disability Services
Medication Management
Team Working Skills
Person Centred Planning and working as a key worker within the service
Ability and commitment to work as part of a team.
Knowledge of Multi Disciplinary Team and supports they provide
Communication/Interpersonal Skills
Excellent communicationskills including active and empathetic listening
Willingness and ability to relate to adults with Intellectual Disability and their families.
Incident and accident reporting
Planning & Organisational Skills
Daily workload management/shift co-ordinating
Behaviour Support Planning
Ability to work on own initiative
Flexibility and motivation.
Other requirements specific to the post / Driving licence required
Competition Specific Selection process
Shortlisting / Applicants may be shortlisted for interview based on information supplied in the application form at the closing date or in other specified assessment documentation
Criteria for short listing are based on the requirements of the post as outlined in the post specific requirements, duties, skills, competencies and/ or knowledge section of this job specification and the information supplied in the competency based application form if used.
Code of Practice / The Health Service Executive will run this campaign in compliance with the Code of Practice prepared by the new Commissioners for Public Service Appointments (CPSA).
Codes of practice are published by the CPSA and are available on in the document posted with each vacancy entitled “Code of Practice, information for candidates or on

Health Services Executive – Terms and Conditions of Employment

Tenure / Temporary contract whole-time & temporary part-time.
A panel may be created from this campaign from which any future temporary whole-time and part time posts will be filled. The posts are pensionable.
Remuneration / The Salary scale for the post is:
€29,993x10 annual increments to €43,451+ LSI €44,306 (pro rata)
Payment will be made by the Pay Path System. Incremental Credit may be granted in respect of previous approved service. Employees will be paid fortnightly on a Thursday and 11 days in arrears.
Working Week / The standard working week for the post of Social Care Worker is 39 hours per week (pro-rata)
The post holder may be required to work weekends, public holidays, night duty or may be required to provide on-call and sleep in service depending on the service needs (sleep ins may not be required of all office holder). Any such duties worked by the post holder will be paid in accordance with Health Service Executive rates and agreement.
Annual Leave / Annual Leave associated with the post is
22 days for 0 to 5 years service
23 days for 5 to 10 years service
25 days for 10+ year’s service.
Superannuation / All pensionable staff become members of the Pension Scheme.
Probation / Every permanent/temporary appointment of a person who is not already a permanent officer of the Health Service Executive or of a Local Authority shall be subject to a probationary period of 12 months as stipulated in the Department of Health Circular No: 10/71.
Age / Age restrictions shall only apply to a candidate where he/she is not classified as a new entrant (within the meaning of the Public Service Superannuation Act, 2004). A candidate who is not classified as a new entrant must be under 65 years of age.
Health / A candidate for and any person holding the office must be fully competent and capable of undertaking the duties attached to the office and be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.
Character / Each candidate for and any person holding the office must be of good character.

Information for candidates

The Health Service Executive

The Health Service Executive was established in January 2005 under the Health Act 2004 and replaces the Health Boards which were responsible for national health and social services. Recruitment to all positions in the Health Service Executive is subject to the provision of the Public Service Management (Recruitment and Appointments) Act 2004 with effect from 1st April, 2005 and is regulated by the Commission for Public Service Appoints (CPSA).

Code of Practice-External and Internal Recruitment for Appointments to Positions in The Health Service Executive

Appointments to positions in the Health Service Executive, apart from those positions which are subject to the Local Authorities (Officers and Employee) Act 1926, are subject to the Codes of Practice published by the Commission. The Code of Practice set out how the core principles of probity, merit, equity and fairness, the need to ensure that candidates are selected on the basis of merit, and the implementation of best practice might be applied on a principle basis.

The Code of Practice, Section 4, also sets out requirements in relation to the obligations placed on candidates who participate in the recruitment process. These obligations are as follows:

  • Candidates should note that canvassing will disqualify and will result in their exclusion form the process.
  • Candidates must not:

Knowingly or recklessly provide false information

Canvass any person, with or without inducements

Personate a candidate at any stage of the process

Interfere with or compromise the process in any way

  • Any person who contravenes the above provisions, or who assists another person in contravening the above provisions, is guilty of an offence. A person who is found guilty of an offence is liable to a fine and / or imprisonment.
  • In addition, where a person found guilty of an offence was or is a candidate at a recruitment / selection process, then:

Where he / she has not been appointed to a post, he / she will be disqualified as a candidate; and

Where he / she has been appointed as a result of that process,

he / she shall forfeit that appointment

The Code of Practice also outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breech of the Code of Practice. These review processes are listed in this document at appendix 1, Review of the Recruitment and Selection process and Appendix 2, Review in relation to allegations of a breech of the Code of Practice.

Obligations Placed on Candidates who Participate in The Recruitment Process

The Act makes very specific provisions in relation to the responsibilities placed on candidates who participate in recruitment campaigns and these are detailed in Section 4 of the Code of Practice, These obligations are as follows:

These obligations are as follows:

  • Candidates should note that canvassing will disqualify and will result in their exclusion from the process.
  • Candidates must not:
  • knowingly or recklessly provide false information
  • canvass any person, with or without inducements
  • personate a candidate at any stage of the process
  • interfere with or compromise the process in any way
  • Any person who contravenes the above provisions, or who assists another person in contravening the above provisions, is guilty of an offence. A person who is found guilty of an offence is liable to a fine and / or imprisonment.
  • In addition, where a person found guilty of an offence was or is a candidate at a recruitment / selection process, then:
  • Where he / she has not been appointed to a post, he / she will be disqualified as a candidate; and
  • Where he / she has been appointed as a result of that process, he / she shall forfeit that appointment

Review procedures in relation to the Recruitment and Selection process and allegations of breach of the Code of Practice.

The Code of Practice also outlines procedures in relation to requests for a review of the recruitment and selection process and review in relation to allegations of a breach of the Code of Practice. These procedures enable you to seek a review if you believe that an action or decision taken in relation to the selection process was unfair or unreasonable, or if you believe there was a breach of the Code of Practice.

These review processes are listed in this document at appendix 1, Review of the Recruitment and Selection process and Appendix 2, Review in relation to allegations of a breach of the Code of Practice.

Full details on the Code of Practice are available at

Introduction

Section 23 of the Public Service Management (Recruitment and Appointments) Act, 2004 in dealing with Codes of Practice, requires the establishment of an appeals process for the Health Service Executive.

The Code of Practice issued by the Commission for External and Internal Recruitment for Appointment to positions in the Health Service Executive and Appointment to Positions on a short-term basis in the Health Service Executive provides guidelines on the appeals process including timescales for submission of complaints, the issuing of acknowledgements, decisions and/or explanations.

The codes outline two types of appeals processes available to candidates:

Appeal in relation to the Recruitment and Selection Process

Appeal in relation to allegations of a breach of the Code of Practice

Full details on the Review Procedures are available at

Review process in relation to the Recruitment and Selection Process

The process enables candidates to seek a review when they believe that an action or decision taken was unfair and unreasonable. The process adopted by the Health Service Executive is set out below:

Informal review

Every effort will be made by the Health Service Executive, subject to the agreement of the candidate, to resolve the matter on an informal basis before making use of the formal review procedures set out below. The informal process may be availed of within 5 working days of notification of the initial decision, and should normally take place between the candidate and the person who communicated the decision.

Initial formal review

This appeal is initially considered by the Recruitment Manager in the unit responsible for running the process. The Recruitment Manager should review the decision and my consult with the Interview Board, if appropriate. The Recruitment Manager will review all documentation relating to the recruitment process to ensure that the principles set out in the Code of Practice for recruitment have been followed.

If the Recruitment Manager has been involved in the initial decision under appeal then the appeal will be considered by a different Recruitment Manager, i.e. currently a Recruitment Manager in another HSE area.

Appropriate documentation regarding this intervention should be retained on file.

Review by the Decision Arbitrator

If a candidate is not satisfied with the findings of the Recruitment Manager, the file will be referred to a Decision Arbitrator.

The Decision Arbitrator will operate in an objective manner, independent of the selection process and previous reviews. The Decision Arbitrator will review all documentation relating to the recruitment process to ensure that the principles set out in the Code of Practice for recruitment have been followed.

The Decision Arbitrator will confine consideration of the appeal to the content of the original information submitted by the candidate. In the interest of fairness to other candidates’ new areas of work, academic history, etc will not be admitted.

Procedure

The Recruitment Manager and Decision Arbitrator will require prompt access to all relevant documentation to facilitate adherence to deadlines. The review process will consider,

  • All documentation issued by the Health Service Executive relative to the post and available to the candidate prior to application, to seek to understand the candidates expectations of how s/he met the job and person specification for the post.
  • The selection process employed – competency profile, marking schemes, application of marking scheme, guidance given to the selection board, etc.
  • The candidates application in detail, with particular reference to educational/professional qualifications (where appropriate), work experience, relevant of experience, evidence put forward in support of competencies and in compliance with performance indicators, evidence put forward in support of application, etc.
  • The marks awarded under each selection heading, comments of Interview Board, communication of outcome of the selection process to the candidate, etc
  • Correspondence with candidate at each of the earlier stages of the appeals process, and the extent to which concerns raised by the candidate were addressed.
  • Applications of other candidates for the post to evaluate the consistency with which the selection process was applied by the selection board. The Recruitment Manager and Decision Arbitrator will have regard to the nature of the appeal, i.e. test result; shortlisting decision; preliminary interview decision; final interview decision, and the time window available before the decision is irreversible.

Decision

The decision of the Decision Arbitrator in relation to such matters is final. The Decision Arbitrator may bring any related findings to the attention of the Head of HR, Shared Services and/or Assistant Director of HR, HSE Corporate in the event that further action may be required.

Timescales

Informal review

The informal process may be availed of within 5 working days of notification of the initial decision and should normally take place between the candidate and the person who communicated the decision.

Initial Review

  • Requests for review must be received within 10 working days of the notification of the initial decision or within 5 working days of the outcome of the informal review stage, if availed of. However, where the decision being conveyed relates to an interim stage of a selection process, the request must be made within 3 working days of the receipt of the decision or within 3 working days of receipt of a decision under the informal process; candidates electing to use the informal process at the interim stage must do so within 2 working days of communication of the decision to them.
  • The candidate must set out concerns in writing.
  • An acknowledgement of the request must issue within 3 working days.
  • The outcome must, where possible, be conveyed to the candidate within 20 working days of the receipt of the request.
  • If a decision is not possible within this timeframe, the candidate must be kept informed of the status of the review and the reasons for the delay.

Review by Decision Arbitrator

  • If the candidate is unhappy with the outcome of the initial review, any request for a review by the Decision Arbitrator must be received within 7 working days of the notification of the outcome of the initial review.
  • The Decision Arbitrator must acknowledge receipt of the appeal papers within 3 working days.
  • The Decision Arbitrator is obliged to issue the findings of the appeal within 10 working days
  • The decision of the Decision Arbitrator is final.

Appeals Process in relation to allegations of a breach of the Code of Practice