Please Find Enclosed Recruitment Pack, Which Contains

Page 1 of 19

July 2013

Dear Applicant,

Thank you for your interest in the post of MYS Lead LGBTQ Youth Worker

Please find enclosed Recruitment Pack, which contains:

• Job Description
• Person Specification
• Application Form (separately attached)
• Guidance Notes for Applicants
• Monitoring Form (separately attached)
• Metro Centre Equal Opportunities Policy Statement

Please note that CVs will not be considered as part of your application, we will be shortlisting from fully filled out application forms only.

Making a difference for young LGBTQ people

MYS Lead LGBTQ Youth Worker

(Until March 2014)

HOURS: 19-20 hours per week

SALARY: £14.40ph

ACCOUNTABLE TO: Youth Services Manager

EMPLOYED BY AND BASED AT: The Metro, Greenwich

JOB SUMMARY

The Metro Youth Service (MYS) at the Metro is seeking a committed, motivated and suitably qualified individual with a good understanding of youth work and the issues facing lesbian, gay, bisexual, transgender and questioning (LGBTQ) young people to take the lead in running The Metro youth groups in Greenwich. You will help devise and run a group programme of activities with a strong sexual health content, deliver sessions and promote the group to relevant local agencies. You will also be expected to conduct one-to-one’s and assessments with young people and keep accurate monitoring, evaluation and recorded outcomes of the sessions and interactions. You will be required to write reports and measure outcomes, as well as attending team meetings and supervision. The post holder will work closely with the Lewisham Schools Liasion Worker and Satelitte LGBTQ Youth Worker. The ideal candidate will be solution focused and work towards measured outcomes. The post is for three working days , which will include a Friday evening and Sunday afternoon for group work. This post may require assisting the Metro Outreach team with BASK assessment work to target young GB men. This is an excellent opportunity for the right candidate to build on our successful work in Greenwich & Lewisham and develop this project for the future.

JOB DUTIES

1. To adhere to Metro Centre policies and procedures at all times.
2. To lead the work of the LIVE and SHINE (LGBTQ under 25) youth groups and ZEST (under 16 LGBTQ) youth group to ensure that the premises are ready for each session, ensuring the safety of young people and workers.
3. To support operational guidelines for the group work and keep accurate records of each group session.
4. To coordinate and support the work of sessional and volunteer youth workers at each session.
5. To support young people accessing the MYS by facilitating full assessments and one to ones and to record these interactions in respect of safeguarding and child protection considerations (CAF, etc), data protection and confidentiality. The post holder will actively refer to other MC services and record referrals.
6. To planand facilitate an activity programme with a strong sexual health content, with the participation of young people and in accordance with relevant contractual specifications for outputs and outcomes, and to ensure that all these are recorded to measure outcomes (evaluation, monitoring, recorded outcomes and supporting evidence, etc).
7. Experience of outreach work particularly with a sexual health focus for young GB men
8. To address issues relating to the well being of and health inequalities experienced by young LGBTQ people particularly sexual health (also substance misuse, homophobic bullying and hate crime, coming out, emotional health, etc.)
9. To build strong relationships with young people and support youth participation through a Youth Forum and other initiatives
10. To complete reporting templates to deadline and provide any additional information as requested
11. To keep an accurate account of petty cash / expenditure for groups
12. To support service development for groups and the Metro Youth Service (MYS) including supporting cover for other MYS groups and cooperative working with other MYS staff members
13. To be self administering, ensuring all work related fields and information are stored appropriately (including confidential information of young people) and accessible to team / managers
14. The ability to represent the MYS externally within a professional capacity and build strong networks and partnerships.
15. To support Pan-MYS and Metro Centre initiatives where applicable (Pride, World Aids Day, Needs Assessment, etc)
16. To help in devising suitable publicity and promotion for Metro Youth Groups
17. To attend Team Meetingsand Supervision and to undertake appropriate training as agreed
18. To ensure appropriate confidentiality in all work
19. To liaise closely with other members of The Metro Centre staff team to ensure the best use of their skills and areas of expertise in carrying forward Metro Centre youth work.

1. To keep up to date with developments occurring within the youth work and LGBT fields
2. Any other duties as may be reasonably required and negotiated with the Line Manager and a flexible approach to shifting contract targets

Bromley Lead Youth Worker- METRO CENTRE

PERSON SPECIFICATION

Qualifications and experience / Knowledge, skills and abilities / Essential or desirable / Application form, interview or both
1. Positively identity as a gay man. (Employment equality sexual orientation regulations 2003) / Essential / Application form
2. At least 2 years experience of working with either LGBTQ people or young people in a paid or voluntary capacity. / Essential / Application Form and interview
3. Recognised youth work or other qualification / Essential / Application form
4. Thorough understanding of the issues facing LGBTQ youth and of working with young people (particularly sexual health) and of working with young people and the ability to plan and facilitate activities to address these issues that engages young LGBTQ people / Essential / Application form and interview
5. Understanding of equalities issues as they may affect young people / Essential / Application form
6. Experience of one to one work with young people including assessments / Essential / Application form and Interview
7. Ability to communicate clearly and offer informal support in a sensitive and non judgmental manner which respects diversity / Essential / Application form and Interview
8. Proven ability to work as part of a team and on own initiative / Essential / Application form
9. Experience of outreach work particularly with a sexual health focus for young GB men / Desirable / Application form
10. An understanding of the importance of child protection and confidentiality as it relates to this post and the overall work of The Metro Centre / Essential / Application form and Interview
11. Ability to lead a satellite youth group and support staff and volunteers / Essential / Application form and Interview
12. First Aid at work qualification and child protection /safeguarding training / Desirable / Application form
13. An understanding of generic youth work practice including outputs and outcomes, recorded and accredited outcomes, assessment tools, safe guarding, ECM, etc. And the ability to translate these to practice. / Desirable / Application form and Interview
14. Good communication and presentation skills and the ability to professionally represent the MYS / Essential / Application form and Interview
15. Ability to plan, facilitate and evaluate sessions / Essential / Application form and Interview
16. Experience of monitoring and evaluation and the ability to write reports / Essential / Application form and Interview
17. Ability to manage own workload to targets and be self administering / Desirable / Application form and Interview
18. Experience of youth participation and developing strong working relationships with young people / Desirable / Application form and Interview
19. Proven ability to maintain effective work partnerships internally and eternally / Essential / Application form and Interview
20. Understanding of existing youth provision in the voluntary and statuary sector and other agencies working with LGBTQ young people. / Desirable / Application form

The Metro Centre Ltd.

Guidance for Applicants

The enclosed application form is designed to ensure that our recruitment panel has the appropriate information to assess each candidate fully and fairly.

Your application will be dealt with in strict confidence. It will only be seen by members of the recruitment panel.

If you are completing the application by hand, please ensure that your writing is clear and legible. Alternatively, you may request an application form by e-mail and word-process the application. You may not submit your completed application by email however, since a signature is needed.

Our premises are fully accessible to people using wheelchairs. We also have appropriately adapted toilet facilities.

Equal Opportunities Monitoring Information: In order to help the Metro Centre monitor the effectiveness of its Equal Opportunities Policy please provide the information requested. All information will be treated in the strictest confidence and will not be used in the decision making process. On receipt of your application this information will be detached from your application and will be used for monitoring purposes only.

Work History: Please give details of your main work history (paid and unpaid) starting with your most recent or current appointment. Please give information about the dates worked; position held (including whether part-time or full-time; paid or unpaid); employer’s name, business, and reason for leaving.

Education and Training: Please list below all educational institutions attended after the age of 16, giving details of courses taken and qualifications obtained. Include any relevant full-time or part-time training that you have undertaken.

Details of Other Courses Attended: Please list any other courses or training that you feel is relevant to this post.

Statement in Support of Your Application: Important: Decisions will be made on the basis of how far applicants meet the requirements listed in the Person Specification. Please address each and every requirement of the Person Specification in turn. You should give clear and concise information that demonstrates your experience, knowledge and skills. CV’s will not be accepted instead of, or as part of, an application.

Referees: The Referees whose names and addresses you give should know you through work, either unpaid or paid. One of your Referees should be your current or most recent employer (or equivalent). We will only request references if a job offer is made, not in advance of the interview process.

Finally: Please send or bring your completed application marked ‘Confidential’ to: Head of HR, The Metro Centre, Norman House, 110-114 Norman Road, London SE10 9QJ. Your application should arrive no later than the time and date stated in the advertisement / on the cover letter. Late applications will not be considered.

THE METRO CENTRE

EQUAL OPPORTUNITIES POLICY

This policy is made under article 25 of the Articles of Association of Metro Centre Limited

1. POLICY STATEMENT

1.0The Metro Centre (herein referred to as the Metro or the Centre), has agreed the following statement of it's policy. The Metros objectives are for all groups within the community to have equal rights within the Metro and on occasions when the Metro meets elsewhere.

1.1The Metro refuses to accept discrimination whether covert or overt on the grounds of: Gender, Race, Sexual Orientation, Ethnic Origin or Disability.

1.2The Metro also refuses to permit discrimination on the grounds of: Age, Size, HIV Status, Personal Beliefs, Employment, Housing Status, Culture, Class or financial circumstances. The Metro refuses to permit discrimination against people dependant on alcohol or other drugs, survivors of violence (including sexual abuse), or current or former workers in the sex industry.

1.3The Metro will not tolerate discrimination in the form of: Physical Abuse, Verbal Abuse or Harassment, it will also not tolerate discriminating Literature, Badges, Insignia, Clothing and Audio/Visual Cassettes.

1.4The Metros Policy Statement and Equal Opportunities Policy shall be prominently displayed in the Centre, and copies of the Equal Opportunities Policy shall be available from employees.

2. SERVICE DELIVERY

2.1The Metro will aim to publicise the Centre to a wide variety of the Lesbian, Gay & Bisexual Community in accordance with our Equal Opportunities Policy. If possible this publicity will be translated into other languages.

2.2All Metro Publications shall be simply worded if possible and contain access details for the Centre. If a user or potential user of the Metro's services cannot understand any part of anything it publishes and asks for an explanation, this shall be provided. If required, publications shall be taped, reproduced in large print, or if possible, Braille or translated into other languages.

2.3The Metro shall be furnished, equipped and arranged so that, as far as possible, wheelchair users and people with mobility problems, sight impairment, hearing or other sensory impairment, and other people with disabilities can enter it, move freely and safely within it and make use of its facilities. Where possible, pictorial signs and labels and those in Braille (or other tactile signs) and other languages shall be used, as well as signs and labels in written English. The Centre shall be as accessible as possible for users or potential users with learning difficulties.

2.4The Metro will try to arrange transport or endeavour to assist in other ways any lesbian, gay or bisexual women or man who cannot use public transport to arrive at the Centre.

2.5A crèche shall be provided for parents and child care users at certain times in the Centre. At all other times the Metros managers shall ensure that public spaces are as child safe as possible.

2.6At certain times, space within the Centre shall be designated for use by only

men or only women.

2.7Certain spaces within the Centre shall be designated as no smoking.

2.8If possible, the Centre shall be kept at an adequate temperature for use by people not easily able to warm themselves through movement or other means or who experience pain or mobility problems in the cold.

2.9If refreshments are provided, these shall include non alcoholic drinks and vegetarian food. At certain times, no alcohol shall be provided or consumed within some of the Centre.

2.10Employees and volunteers shall seek to prevent any harassment of, or other discriminatory behaviour towards, users. Anyone who physically threatens a user, or who discriminates in speech, writing or gesture while in the Centre and refuses to apologise when challenged, may be barred and at a later stage banned permanently from the Centre.

2.11The Centre shall implement a fair pricing structure for the Centre and its services as decided by the Metros Directors in line with this document, other policies and legislation. Anyone using the Centre for financial gain without prior permission shall be barred and may be later banned permanently from the Centre.

2.12Employees and volunteers shall seek to ensure that survivors of violence (including sexual abuse) are not deterred from using the Centre. Imagery which trivialises or glorifies the harming or humiliation of any other human being, particularly women, children or black people, shall not be openly displayed.

2.13The Metro has a commitment not to provide resources to any organisation or individual (male or female) who openly support or are involved themselves in relationships where they sexually abuse or use children.

2.14Whilst bearing in mind individual expressions of sexuality, the Centre will not at any time tolerate any insignia, badges or clothing that is overtly racist or sexist.

2.15We at the Metro expect all those who use or work within the Centre to be respectful of the feelings and considerations of others in the Centre and be aware that certain forms of dress may be seen as racist or sexist.

2.16Employees and volunteers of the Metro shall be aware of the diversity among the Lesbian, Gay and Bisexual people and shall seek to provide services which reflect this diversity.

2.17Employees and volunteers providing advice and support face to face and on the telephone shall be aware of the diversity among Lesbian, Gay and Bisexual people and shall have access to information that reflects this diversity. If at any time advice and support are available from employees and volunteers who speak languages other than English, a minicom is in operation or interpreters are present, this shall be publicised.

2.18We will endeavour to ensure that decision making meetings for the Metro will not be scheduled to clash with major religious festivals, and occasional breaks shall be scheduled for meetings and events.

2.19The Metro shall refuse to take bookings from individuals or groups who advocate views or behaviour which contravenes our Equal Opportunities Policy, and shall request that individual groups who hire Centre space shall abide by our Equal Opportunities Policy.

2.20The managers shall ensure that any outside agencies connected with the Centre including traders and maintenance people abide by the Centres Equal Opportunities Policy when within the Centre.

2.21If a person refused entry under 2.10, 2.11, 2.13 and 2.14 or an individual or group whose booking is refused under 2.19, disagrees with this decision, they may follow the complaints procedure ( see section 7.)

3. JOB APPLICANTS

Definitions.

Throughout this section a person requesting or submitting an application form for a post with the Metro Centre Ltd will be called an Applicant. A person who has been short listed and awaiting, being or has been interviewed will be called a Candidate.

3.1The Directors shall appoint an employment sub group who shall oversee the recruitment process and act as a selection panel on their behalf. The employment sub group shall consist of no more than four people, at least one of whom will be the line manager of the prospective employee. All members of the employment sub group shall have a good understanding of equal opportunities. The entire recruitment process will be monitored in line with this policy and recruitment procedures.

3.2The selection panel shall use the system outlined in the recruitment procedure.