28 June 2016

Dear Applicant,

Re:Bank Night Support Worker

Thank you for your interest in the above post.

Enclosed is a job pack containing the following:

  • Welcome to Applicants
  • Job Profile
  • Policy on the Recruitment of Ex Offenders
  • Guidelines for working with Young People and Vulnerable Adults
  • Aims & Purposes of the YMCA

I have also enclosed an application form for your completion. Please be aware that the closing date for this vacancy is Monday 18thJuly 2016at 9am and the interview date is to be confirmed.

Please return email applications to or hard copies by hand or post to Human Resources, Reed House, 47 Church Road, Hove, BN3 2BE.

When completing the application form, make sure you refer to the requirements of the role as set out in the job profile, as short listing for interview rests on how well you meet these criteria.

We look forward to receiving your completed application. If you have not heard from us within 2 weeks of the closing date, please assume that your application was not successful on this occasion.

YMCA DownsLink Group requires all staff and volunteers to be committed to safeguarding and promoting the welfare of children, young people and vulnerable adults.

Successful applicants are required to undertake an Enhanced Disclosure via the Disclosure and Barring Service (DBS).

Yours faithfully,

Emily Whiter

Recruitment & HR Systems Co-ordinator

About Us

Thank you for your interest in this role and I hope you find this pack and our website answer your questions. You probably will have heard of YMCA, the largest and oldest youth charity in the world but you may not have heard about us. YMCA DownsLink Group (YMCA DLG) was formed in April 2014, bringing together Guildford and Sussex Central YMCAs into one organisation. So while we have a long heritage we are a young organisation and a new team of Chair and Chief Executive.

We believe that we do really interesting and valuable work. Children, young people and families are at the heart of our work with a particular focus on the needs of young people who find themselves on the fringes of society and need support. We provide a wide range of services including the provision of housing for some 513 people and providing them with support. Last year we made a difference to the lives of over 10,000 children & young people in a variety of ways.

We operate from locations across the South East with our Head Office in Hove. We are one of 125 YMCAs in the UK linked through YMCA England. As part of this federation of YMCAs, we are each an independent, self-governing charity and YMCA England supports us by giving us a national voice.

YMCA DLG has around 400 staff and 150 volunteers and our current turnover is £11.1m. On an annual basis, we collect £4.5m in rent; make over 350 lettings each year and deliver housing support contracts in excess of £2.5m. We also have a development programme with the HCA to bring into management a further 100 units of accommodation over the next 3 years.

Vision

Our vision is of an inclusive Christian movement transforming communities so that all young people can belong, contribute and thrive. You will need to demonstrate a commitment to our Christian aims, but do not have to be a practicing Christian. We value diversity in our staff team to reflect the people that we work with.

Values

We seek out – we actively look for opportunities to make a transformative impact on young lives in the communities where we work, and believe that every person is of equal value

We welcome – we offer people the space they need to feel secure, respected, heard and valued; and we always protect, trust, hope and persevere

We inspire – we strive to inspire each person we meet to realise their full potential in all they do

We speak out – we stand up for young people, speak out on issues that affect their lives, and help them to find confidence in their own voices

We support others – we are committed to the wellbeing of the communities we serve and believe in the positive benefit of participation, locally and in the wider world

Job Profile

Job Title / Bank Night Support Worker
Reporting to / Project Team Leader/Manager
Service Area / Supported Housing
Location / St Leonards on Sea
Contract Type and Employment Period / Flexible hours
Salary (FTE) / £9 per hour

Job Purpose:

To work with the Manager and Housing Team to provide the effective day to day operation of the YMCA DownsLink Group supported housing project, to include assisting young people to develop socially, personally and spiritually in order that they may grow in confidence and independence.

Responsibilities:

  • To share responsibility for the effective day to day operation of the project in accordance with the agreed policies and procedures.
  • To ensure that all residents receive an appropriate level of care and support according to their needs.
  • To ensure residents abide by the agreed conditions of occupation.
  • To maintain accurate records of any monies collected or given out, and to record contact on OSKA (housing monitoring database).
  • To keep the Manager (and in their absence the On-Call Manager) informed of all important matters.
  • To patrol the building regularly to carry out building checks and to address any emergency issues.
  • To ensure the premises are kept clean and tidy while on shift.
  • To maintain clear professional boundaries at all times.
  • If lone working in the evenings, to provide a duty function to ensure the mobile night staff are safe while visiting the band 3 projects.
  • To carry out any other appropriate duties as directed by the Line Manager to support and promote the work of the projects.

Nature and Scope:

  • A substantial part of the role includes lone working and will require someone competent and confident when working alone.
  • To deal with challenging behaviour appropriately.
  • To complete project health and safety checks and maintain regular phone contact with other workers.
  • Monitor guests through signing in and out and refusing entry to anyone compromising the safety of the house or residents.
  • To ensure the maintenance of good relationships with neighbours and other members of the public.
  • To monitor the external areas of the building to ensure that noise is kept to an absolute minimum and there is no anti-social behaviour.
  • To provide emergency support to young people in crisis ensuring that a full and detailed report is handed to the key worker for follow up.
  • To maintain good financial records of all petty cash and money taken.
  • To take part in the support of the young people as directed as required.
  • Attend and contribute to regular staff meetings.
  • To respect the YMCA DLG Christian Ethos and uphold its values.

Person Specification
Knowledge, Job Related Skills, Qualifications & Experience:

Experience / Essential / Desirable
Some experience of working with young people / *
Skills and Abilities
Good verbal and written communication skills and interpersonal skills. / *
Good administrative,organisational and computer literacy skills. / *
Ability to challenge anti-social behaviour and diffuse challenging situations. / *
Education and Training
Good basic education including GCSE’s or equivalent / *
Knowledge
Knowledge of the needs of young people and services offered locally. / *
An understanding of professional boundaries. / *
General
Ability to work shifts including evenings, nights, and weekends. / *
An commitment to safeguarding children & vulnerable adults / *
An understanding of the responsibilities around child protection and adult safeguarding issues and procedures / *

Key Competencies for this role

  • Analytical Thinking and Problem Solving
    The post holder will be expected to identify and resolve problems as they arise using the established procedures.
  • Interpersonal and Relationship Building
    The post holder will be expected to develop and maintain effective, professional working relationships with residents, employees, partner agencies, and others contacting the project such as neighbours.
  • Communication Skills
    The post holder will be expected to have good verbal and written skills, such as explaining things to residents and completing written and typed logs.
  • Leadership
    The post holder is expected to set a positive example to residents and to promote the values and ethos of the organisation.
  • Customer Focus
    The post holder is expected to be able to engage residents in conversation and in dealing with requests and issues.
  • Team working and Co-operation
    The post holder will be expected to work with others to ensure they cover the projects appropriately, and during periods of lone working liaise with staff from other sites and On Call Managers.
  • Integrity and Ethical Behaviour
    Understand the Christian aims and purposes of the YMCA, and the values of YMCA DownsLink Group including its commitment to equality and diversity and our commitment to improving the lives of young people, children and families.

Policy on the Recruitment of Ex-Offenders:

YMCA DownsLink Group actively promotes equality of opportunity for all, with the right mix of talent, skills and potential, and applications are welcome from a wide range of candidates.

We undertake not to discriminate unfairly against any applicant on the basis of a criminal record or other information revealed. Criminal records and other information will be taken into account for recruitment purposes only when they are relevant.

We select all candidates for interview based on their skills, qualifications and experience. We ask all applicants called for interview to provide details of their criminal record. Depending on the nature of the position applied for, YMCA DownsLink Group may request details of your entire criminal record or only of ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.

We request that this information is sent under separate, confidential cover to a designated person within YMCA DownsLink Group and we guarantee that this information is only seen by those who need to see it as part of the recruitment process. We would point out that for the successful candidate, this information will be verified by requesting a Disclosure[1] statement from the Disclosure and Barring Service before the appointment is confirmed.

Failure to reveal information that is relevant to the position sought could lead to withdrawal of an offer of employment or subsequent dismissal.

We ensure that all those in YMCA DownsLink Group who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex offenders e.g. the Rehabilitation of Offenders Act 1974.

At interview, or in separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matters that might be relevant to the position.

For those positions where a Disclosure is required, application forms and guidance notes will contain a statement that a Disclosure will be requested in the event of the candidate being made a conditional offer of employment.

We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment.

Having a criminal record will not necessarily bar you from working with YMCA DownsLink Group. This will depend on the nature of the position and the circumstances and background of any offences. However, as the nature of the YMCA DownsLink Group’s work brings its employees & volunteers into contact with young people (those under 18 years old) and/or vulnerable adults, a criminal record or other information which makes an application unacceptable for a position of trust will render the applicant unsuitable.

As an organisation using the Disclosure and Barring Service (DBS) Disclosure service to assess applicants’ suitability for positions of trust, this policy complies with the DBS Code of Practice.

Declaration of Criminal Background & Guidelines for Working with Young People and/or Vulnerable Adults

The Rehabilitation of Offenders Act 1974 sets out to help people who have been convicted of a criminal offence and have not been convicted again in a specified period. This period is known as a rehabilitation period. Once a rehabilitation period has expired and no further offending has taken place, a conviction is considered to be ‘spent’. Once a conviction is spent, the convicted person does not have to reveal it or admit its existence in most circumstances.

The Rehabilitation of Offenders Act 1974 (Exceptions Order) gives some exemptions from the Act, whereby details of ‘spent’ convictions have to be declared. One of these exemptions is working with young people and/or vulnerable adults. When recruiting people to work in such positions of trust an employer is entitled to ask for details of all convictions, spent and unspent.

If you are invited to an interview please bring with you a completed Declaration of Criminal Background Form which is enclosed in this application pack. It asks for details of spent and unspent convictions, cautions, reprimands and final warnings. You should complete the form and place it in an envelope marked ‘Private and Confidential’, addressed to the Interview Panel. Your name should be clearly stated on the front.

The information relating to criminal convictions will only be seen by the interview panel if we are considering offering you employment. If you wish to discuss the information that you have given, please mention this to an interviewer. Having made its selection, the panel may wish to discuss any information given with you. Having a conviction will not necessarily bar you from consideration for the post. Criminal records will be taken into account only when they are relevant to the position for which you are applying. The information you provide will remain confidential.

If you are made a conditional offer YMCA DownsLink Group will apply for an Enhanced DBS Disclosure depending on the nature of the job.

The DBS offers organisations a means to check the background of job applicants to ensure that they do not have a history that would make them unsuitable for the post. DBS Disclosures are provided by the Disclosure and Barring Service, an executive agency of the Home Office. Enhanced disclosures provide details of a person’s criminal record including convictions, cautions, reprimands and warnings; they also contain details from lists held by Government departments of those considered unsuitable for this type of work. Organisations using the DBS process must comply with the Code of Practice, a copy of which is available on request.

If you have any queries, please speak to a member of the HR team.

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[1]Applicants for certain positions who are made a conditional offer of employment will be subject to a criminal record check – known as Disclosure – from the Disclosure and Barring Service