The following checklist is designed to assist recruiting ...



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|Job Title: |Administrative Officer |

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|Location: |MHTS, Bothwell House, Hamilton | | |

| | | |Mental Health Tribunal for Scotland |

| | |Department/Section: | |

|Disclosure Scotland check | | | |

|required? |Yes | | |

| | | |From £20,850 per annum |

|Grade: |AO |Starting salary: | |

| | | | |

|Responsible to: |Line Manager of Tribunal |Number of vacancies: |1 |

| | | |(plus reserves) |

| | |

|Contract type: |Permanent (Full Time) |

| |Reserve applicants will also be identified for similar posts that may arise within Bothwell House over the next 12 |

| |months. |

|Closing date: |The closing date for applications is 16th April 2021 |

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| |Interviews will be held the week commencing 10th May |

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| |All interviews will be carried out via video conference using Cisco/Webex Meetings. |

|How to apply: |Applications must be submitted online via |

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|Overall Purpose |

|Administrative Officers carry out a variety of general administrative duties to progress cases through the Tribunal and provide support to other |

|functions within the Scottish Courts and Tribunals Service. |

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|The Scottish Courts and Tribunals Service provides administrative support to a number of Tribunals operating in Scotland. The Mental Health Tribunal for|

|Scotland was created on 5 October 2005 by virtue of section 21 of the Mental Health (Care and Treatment) (Scotland) Act 2003 ("the 2003 Act"). The |

|Tribunal's headquarters are located in Hamilton and it also has staff who work throughout Scotland. The Tribunal discharges its functions through panels|

|of three members: a legal member (who acts as Convener), a medical member and a general member. The judicial arm of the Tribunal is supported in its |

|functions by the staff of the Scottish Courts and Tribunals Service (SCTS). |

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|The primary role of the Tribunal is to consider and determine applications for compulsory treatment orders (CTOs) under the 2003 Act and to operate in |

|an appellate role to consider appeals against compulsory measures made under the 2003 Act. The Tribunal also plays a monitoring role by periodic review |

|of compulsory measures. |

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|The advertised posts provide excellent opportunities for the successful applicants to be involved in a vibrant and busy working environment with the |

|prospect of developing their own learning through frequent contact with our judicial partners. |

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|Minimum entry requirements |

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|To access information about our minimum entry requirements please click here. |

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|Key Responsibilities |

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|The post involves being the first point of contact with people from both inside and outside of the Tribunal and wider SCTS organisation. The successful |

|applicant must be self-motivated, a good communicator and have a good understanding of I.T. |

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|The role of Administrative Officer includes: |

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|Providing administrative support to the work of the Mental Health Tribunal for Scotland ensuring the effective operation of the jurisdiction. |

|Carrying out the administration of cases including the registration of applications and following through case management processes within the set |

|timescales. |

|Responding to enquiries by mail, email and telephone on all aspects of applications within agreed timescales. |

|Seeking and confirming the availability of tribunal members and arranging hearings at venues. |

|Ensuring that case papers are issued to all parties and tribunal members within the required timescales. |

|Ensuring that the case file for each active case is correctly updated with further correspondence when received. |

|Providing any advice as requested by the tribunal members with reference to casework procedures. |

|Assisting in collating monthly and quarterly statistics within required timescales when necessary. |

|Embracing the multi-functioning initiative across SCTS jurisdictions. |

|Working closely with our operational support team to maximise efficiencies within SCTS using Continuous Improvement tools. |

|The above lists are not exhaustive and the job holder may be required to undertake such duties as may reasonably be requested within the scope of the |

|post. |

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|Working Relationships |

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|The jobholder will be required to have contact with the groups identified below. |

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|Contact will be by e-mail, letter, telephone and face to face. |

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|(Frequency: Daily; Weekly; Monthly; Occasionally). |

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|General Public |

|Daily |

|Social Work Staff |

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|Daily |

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|Sheriffs |

|Occasionally |

|Medical Professionals |

|Daily |

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|Solicitors |

|Daily |

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|Patients |

|Daily |

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|Local Council |

|Daily |

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|HQ Staff |

|Daily |

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|Police |

|Occasionally |

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|Tribunal Judiciary |

|Daily |

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|Training and development opportunities |

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|All Scottish Courts and Tribunals Service staff will receive: |

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|local and corporate induction training |

|on the job training |

|a Personal Develop Plan (PDP) as part of regular performance reviews |

|personal online access to training courses and development programmes which are available to Scottish Courts and Tribunals Service staff |

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|The Scottish Courts and Tribunals Service is also an: |

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|Institute of Leadership & Management Accredited Centre |

|SQA Approved Centre |

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|Employment Checks |

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|To comply with the HMG Baseline Personnel Security Standard outlined by the Cabinet Office the Scottish Courts and Tribunals Service must verify all |

|four elements below for all new staff: |

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|Identity - For this purpose you will be asked to provide evidence of your identity if invited to interview and potentially again on your first day. A |

|list of acceptable forms of identification will be set out in your invite to interview letter. |

| |

|Nationality and Immigration Status (including an entitlement to undertake the work in question) - You will be asked to provide proof of your eligibility|

|to work and remain in the UK and the Civil Service. This, along with your identity will be checked at interview. The forms of acceptable documentation |

|will again be noted in your invite to interview letter. |

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|Employment History (Past 3 Years) – If you are successful, at least 2 references will be undertaken to verify your employment history and suitability |

|for appointment. For those that have not been in employment for this period, alternative reference checks will be completed e.g. Educational. |

|Prospective employees are additionally required to give a reasonable account of any significant periods (6 months or more in the past 3 years) of time |

|spent abroad. |

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|Criminal Records Check- By virtue of the Rehabilitation of Offenders Act 1974 (Exclusion and Exceptions) (Scotland) Order 2013 (as amended), the |

|protections of the Rehabilitation of Offenders Act (1974) are disapplied to this appointment in the Scottish Courts and Tribunals Service. This permits |

|us to ask applicants to disclose details of all unspent convictions, unspent cautions (from England, Wales and Northern Ireland) and spent convictions |

|for an offence listed in Schedule A1 of the 2013 Order but only if: 15 years have not elapsed since the date of your conviction if you were aged 18 or |

|over on that date; or 7 years and 6 months have not elapsed since the date of your conviction if you were under 18 on that date.  Any spent conviction |

|that is a ‘protected conviction’ does not require to be disclosed.  Individuals without existing security clearance will require a standard level |

|Disclosure check completed before employment can commence.  Further information on the different types of convictions that should be disclosed in this |

|application form and which are included in a Standard Disclosure can be found at . |

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|Additional to the Baseline Security checks detailed above, the Scottish Courts and Tribunals Service will also undertake the following: |

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|Occupational Health Checks – To assess if a candidate is fit for employment and if adjustments need to be made for the successful candidate. |

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|Only after all these checks have been completed and the results found to be satisfactory will the successful candidate be able eligible to commence work|

|with the Scottish Courts and Tribunals Service. Refusal to provide any of the information stated above will be taken into account when making the |

|employment decision and employment may be refused. |

|Corporate/Local responsibilities & requirements |

|The job holder must at all times carry out their responsibilities with due regard to the Scottish Courts and Tribunals Service’s: |

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|Values & Behaviours |

|Civil Service Code of Conduct |

|Attendance Management Policy |

|Dignity at Work Policy |

|Conduct and Discipline Policy |

|Equal Opportunities Policy |

|Health & Safety Policy |

|Electronic Communications Policy and Data Protection Act |

|Data Security Policy |

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|Job descriptions should be reviewed on a regular basis and at the annual appraisal. Any changes should be made and agreed between post holder and line |

|manager. |

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|The above lists are not exhaustive and the job holder may be required to undertake such duties as may reasonably be requested within the scope of the |

|post. |

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