The following checklist is designed to assist recruiting ...
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|Job Title: |Administrative Officer |
| | | | |
|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 |
| | |
| |Interviews will be held the week commencing 10th May |
| | |
| |All interviews will be carried out via video conference using Cisco/Webex Meetings. |
|How to apply: |Applications must be submitted online via |
| |
|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. |
| |
|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). |
| |
|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. |
| |
|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: |
| |
|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. |
| |
|Contact will be by e-mail, letter, telephone and face to face. |
| |
|(Frequency: Daily; Weekly; Monthly; Occasionally). |
| |
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|General Public |
|Daily |
|Social Work Staff |
| |
|Daily |
| |
|Sheriffs |
|Occasionally |
|Medical Professionals |
|Daily |
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|Solicitors |
|Daily |
| |
|Patients |
|Daily |
| |
|Local Council |
|Daily |
| |
|HQ Staff |
|Daily |
| |
|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 |
| |
|Employment Checks |
| |
|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: |
| |
|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. |
| |
|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. |
| |
|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 . |
| |
|Additional to the Baseline Security checks detailed above, the Scottish Courts and Tribunals Service will also undertake the following: |
| |
|Occupational Health Checks – To assess if a candidate is fit for employment and if adjustments need to be made for the successful candidate. |
| |
|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: |
| |
|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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