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London Borough of Enfield

Introduction

Enfield is already an authority that is performing well.  The Audit Commission has judged us to be a 3 star authority that is ‘improving well' in its Direction of Travel statement.  Nevertheless, we are striving to be among the very best authorities in the country for performance, value for money and resident satisfaction.

Over the next five years the Council has an ambitious agenda of transformation.  Its ‘place-shaping' programme will bring together resources from across the Council and partners to improve the quality of life and prosperity for all.  Whilst the way the Council works will also change as we seek to meet higher customer expectations, increasing demographic pressures, new governance arrangements and improved use of our resources.

Employment Opportunities

Children and Families opportunities

Social Work, Senior Practitioner, Deputy Team Manager, Team Manager

Employment Policy

Attracting and recruiting high calibre staff is essential in order to meet the Council's aim of supporting the delivery of excellent services and ensuring that the right people with the right skills are employed at the right time.

As the borough's largest employer recruitment practice and policy should aim to develop a workforce that reflects the diversity of the local community.

The aims of the Council's Recruitment Policy are to:

• Recruit the person who is most suited to the particular job. The recruitment decision must be solely based on the candidate's knowledge, skills, abilities and experience, as measured against the job criteria.

• Recruit candidates through a process that is effective, efficient, fair, objective, open and transparent and in accordance with equalities of opportunity and employment legislation.

• Recruit candidates through a process that ensures the Council meets its commitment to safeguarding and promoting the welfare of children and young people.

The following clearances are required for all candidates:

•          Reference/s  
•          Meeting the requirements of the Asylum and Immigration Act
•          Health & Capability Declaration
•          Secondary Employment
•          Declaration of Spent & Unspent Criminal Offences
•          Code of Conduct Declaration
•          Continuous Service Declaration
•          Signed copy of the Equal Opportunities in Employment Policy

The following clearances will also be required where the job entails working with children or vulnerable adults:

•          Declaration of Spent/Unspent Criminal Offences
•          Criminal Records Bureau (CRB) Disclosure

Other checks that may be required:

•          Work Permits/Visas/Worker Registration 
•          Social Worker Registration (GSCC)
•          Occupational Therapist Registration (HPC)
•          Professional Qualification (evidence thereof)

Remember- your application is the only information we have about you, and it is your opportunity to demonstrate that you are able to meet the requirements of the job.

You should carefully describe the kind of work you have done and relevant experience that you have had. Do this in terms of your actual role and responsibilities, for example in a project, work area or team, and give examples where possible. We want to know about your individual achievements, not those of your organisation!

Any experience gained outside of paid employment may be equally relevant, so give considerable thought to this area. Describe any relevant skills that have helped you develop.

When outlining your skills and abilities, try to give examples of your successes and achievements. Simply saying 'I have an understanding of...' is not enough.

Ensure you set out the information you are providing in a well organised, logical and concise format. Provided the information is set out clearly, it is not necessary to type, but please write clearly in black ink. It is vital that you address all the key selection criteria in your application, as outlined in the person specification

This authority is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share in this commitment 

Training and Career Developments

At Enfield, we appreciate the value of nurturing talent.  That's why we offer the opportunity to study for the Social Work qualification (for a fixed number of places per year).  Our very successful "Grow our own scheme" affords the chance to study at Middlesex University with all fess paid for whilst you continue in your job with Enfield Council.

Induction Programmes?

It is important that all new members of staff receive a thorough induction about working for Children and Families Division.  It is considered to be beneficial for all parties.  The aim of this policy is to provide line managers with structured support to induct their staff.

Induction is about introducing new staff to the rules, expectations and required skills for th individual to be as effective as possible in their new role.

The benefits of induction are as follows;

• The removal of apprehension and uncertainty.
• Establishing clear expectations about the role and responsibility.
• The opportunity to establish contacts as quickly as possible.
• Understanding information and administrative requirements.
• Induction is a two way process. The aim is to work in partnership to plan how the stages of induction are going to be completed.

We offer social workers a wide range of development and training opportunities to consolidate your job expertise, promote your continued professional development and facilitate your career progression.

You can expect in-house training to keep you up to date with key legislative changes and government agendas for change e.g. Every Child Matters; Independence Well-Being and Choice.  We also offer training on local policies and procedures and service/task specific training e.g. single assessment, adult protection, child protection, direct payments, person centred planning.

We encourage continued professional development because we believe in the principle of life long learning and because we want you to be able to maintain your GSCC registration.  Social workers can access relevant post qualifying programmes - PQ1, the Child Care Award, Mental Health Social Work Award (Approved Social Work Trianing), Practice Teacher Award - Leading to the PQSW.  We also support social workers registering for the Advanced Award in Social Work (AASW) and some higher academic qualifications.

Enfield is committed to a policy of career advancement from within, so if you want to devlep your leadership/managerial skills with a view to career progression, there are opportunities for secondment, work experience and taking on additional responsibilities plus a rang eof corporate training courses to help you develop your managerial skills.

The annual staff appraisal scheme is the process through which your development and training needs and career aspirations can be identified and addressed.

Salary and Benefits

Salaries for 2008/2009

•   Social Worker up to £37,584
•   Senior Practitioner up to £39,289
•   Deputy Team Manager up to £41,515
•   Team Manager up to £45,004

Some of our Benefits include -

•   Generous annual leave
•   Flexible working
•   Relocation assistance
•   Discounts at health and leisure establishments
•   We are able to offer an excellent final salary pension scheme.  Employees contribute 6% of their salary into what is one of the best pension schemes available.  An excellent range of guaranteed benefits are payable.

The Future

By 2009 - Significantly improved the lives of children and their families currently living in poverty

Enabled people of all ages, ethnicity and disabilities to play a full and active part in the community

Strengthened the role of the voluntary and community sector

Improved the life chances of people living in our most deprived neighbourhoods, thereby narrowing the gap between different communities

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