Recruitment – Job Summary
|Post Title |Service Manager – Family Support Service |
|Job Family | |
|Line Manager |Head of Family Support Service |New Role? Yes |
|Location |Aylesbury |
|Job Purpose 1-2 sentences |
|To lead, manage and develop the Family Support Service to a high standard consistent with the Council’s vision, values and strategic objectives, national|
|developments and all statutory requirements. |
|To hold operational responsibility for a range of specialist areas of work. |
|To promote and deliver excellent practice in relation to early help for children and their families - bringing about the best outcomes for children and |
|families at the right time and place and aiming to avoid long term statutory interventions. |
|To ensure there is a strong and effective culture of collaboration and partnership across agencies and areas – allowing the early identification of |
|children and families who need early help and effective interventions by the right people at the right time |
|To work with all relevant colleagues and partners, towards continuous improvement in processes and practice required to successfully safeguard and |
|achieve positive outcomes for children and their families |
| |
|Job Context (key outputs of team / role to provide some specific examples of role profile accountabilities) 6-8 bullet points max |
| |
|To lead, manage and develop the Family Support Service to a high standard consistent with the Council’s vision, values and strategic objectives, national|
|developments and all statutory requirements. |
|Through effective leadership drive up service quality ensuring the highest standards of practice, offering a seamless service to the children and |
|families of Buckinghamshire. |
| |
|Establish service standards, policies and procedures and ensure targets are achieved, best practice is embedded and service quality, efficiency and |
|continuity are maximised. |
| |
|Lead on the Family Support Service contribution to internal and external inspection processes and reviews (including Ofsted and SEND improvement), |
|ensuring resulting actions are robustly implemented. |
|Provide advice, information and guidance to internal and external partners and inform and develop strategy, policies and decision-making relating to |
|early help in Buckinghamshire. |
| |
|Proactively build good working relationships, communicate and consult effectively with all stakeholders. Develop effective professional relationships |
|with key people in the sector (including Elected Members) to enable effective partnership working and ongoing political support. This will include |
|representing the service at relevant Scrutiny Committee and other Council meetings. |
| |
|Ensure information management and reporting is completed to a high standard and meets all internal and external requirements this includes reports for |
|Joint Commissioners, DFE, funders and senior colleagues. Performance progress against the service plan and contractual compliance are monitored and |
|managed effectively. |
| |
|Ensure complex strategic or operational issues are managed to a satisfactory conclusion, including relationships with external and internal partners and |
|the general public. |
|Ensure that the Service fulfils the relevant statutory and procedural obligations and relevant Government agenda requirements are met. |
|Lead Service business planning processes ensuring that these are informed by effective needs analysis and that links are made to corporate and business |
|unit priorities and plans. |
|Ensure the necessary standards relating to safeguarding best practices/protocols are effectively communicated, monitored and maintained within the area |
|of responsibility. Manage and update the standards as appropriate to the role. Ensure a proactive safeguarding culture exists within the Service. |
|Hold budget responsibility and manage the resources for the Service. Proactively identify and deliver savings and efficiencies. |
|Contribute to the development of early help in Buckinghamshire by being aware of current local, regional and national trends, issues and concerns |
|affecting children, young people and families that impact on the delivery of services. |
|Be aware of the Council’s aims, organisational values and behaviours and their impact on this post. Participate in the Council’s performance management |
|processes. |
|Carry out the duties of the post in accordance with the Council’s diversity policy. |
|Carry out all duties and responsibilities with reasonable care for the health and safety of you and any other persons who may be affected by your acts or|
|omissions at work and to co-operate fully with the County Council in health and safety matters. |
|Undertake other such duties as required. |
|This job description will be supplemented by annual target based outcomes, which will be developed in conjunction with the post holder. It will be |
|subject to regular review and the Council reserves the right to amend or add to the duties listed. |
| |
| |
|Knowledge, Skills and Experience |
|(N.B. Only Essential criteria taken into account for job evaluation purposes) |
|Role Profile requirements. |Job specific examples. |Essential |Desirable |
| |(if left blank refer to left hand column) | | |
|Substantial relevant experience of delivering |Experiences of managing services within the early help |( | |
|specialist services which support complex service |sector. | | |
|delivery, with expert technical /professional | | | |
|knowledge and experience. | | | |
|Expert knowledge and understanding of the systems, |Expert knowledge of local and national agendas/ |( | |
|policy, practices, procedures and legislation |initiatives for work with children, young people and their| | |
|within the specialist area. |families and the broader policy context/statutory | | |
| |requirements relevant to early help. | | |
|Excellent understanding of emerging developments |An ability to anticipate future needs |( | |
|within the scope of the specialist area. | | | |
|Substantial experience of service planning and |Including Service Business Planning and planning for |( | |
|delivery. |service implementation/ change initiatives | | |
|Proven experience in developing and delivering | |( | |
|strategy and policy. | | | |
|Extensive knowledge of local government and wider | |( | |
|sector/ external influences. | | | |
|Experience of leading and sustaining partnerships |Including overseeing relationships with relevant internal |( | |
|both internally and externally. |services including commissioners and external partners | | |
| |(e.g. Health and Schools) | | |
|Authority and credibility to build relationships |Ensure complex strategic or operational issues are managed|( | |
|and engage successfully with colleagues, partners |to a satisfactory conclusion, including relationships with| | |
|and customers. |external and internal partners | | |
|Excellent persuasion and negotiating skills, in |Excellent interpersonal and communication skills, with |( | |
|order to motivate people and partnerships and |proven ability to communicate effectively and persuasively| | |
|influence strategic decisions and outcomes critical|to a wide range of audiences. With an experience of | | |
|to the organisation. |building effective professional relationships with key | | |
| |people in the sector (including Elected Members) to enable| | |
| |effective partnership working and ongoing political | | |
| |support. | | |
|Applied understanding of the technical issues | |( | |
|across the professional service area. | | | |
|Significant experience of producing and delivering |Ability to complete reports to a high standard, ensuring |( | |
|business cases and long term plans which satisfy |outcomes and impact are effectively captured. | | |
|the Council’s objectives. | | | |
|Proven business, people and change management |Including Service Business Planning and planning for |( | |
|experience in this area. |change initiatives | | |
|Excellent leadership skills to inspire, motivate |Proven leadership ability, with evidence of developing and|( | |
|and develop team members to high levels of |managing staff, inspiring confidence, encouraging, | | |
|performance. |motivating and influencing others. | | |
|Experience of effectively managing budgets and | |( | |
|ensuring the delivery of services within agreed | | | |
|resources, either directly or through contracted | | | |
|services. | | | |
|Excellent ICT skills including use of Microsoft | |( | |
|applications and specialist systems. | | | |
|Role Profile requirements. |Job specific examples. |Essential |Desirable |
| |(if left blank refer to left hand column) | | |
|Educated to degree standard or equivalent. | |( | |
|Postgraduate qualification | | |( |
|Relevant professional qualification |. |( | |
|Other Requirements |
|The job involves travel for business purposes: Often*. |
|Use of private transport for business travel is expected to occur most weeks (1-2 days) |
|Access to/use of a vehicle is an essential requirement |
|This post is exempt under the Rehabilitation of Offenders Act 1974. Due to the sensitive nature of the duties the post holder will be expected to |
|undertake a criminal record check as part of the recruitment process |
|Willingness to work unsociable hours |
|Commitment to continuous professional development. |
| |
|Decision Making Accountability |
| |
|Budgets: |
|Is the role directly responsible for managing a budget? (please specify size and type of budget) |
|Yes |
| |
|Is the role responsible for monitoring a budget (monitoring of a delegated budget under management direction)? (please specify size and type of budget) |
|TBC |
| |
|Planning and Decisions: |
|What sort of deadlines does this person work to? Specify short, medium, long term |
|Short term – Lead and manage service, responsible for operational and implementation decisions including day to day issues that have escalated and need |
|urgent attention problem involving discretion and use of initiative in deciding appropriate action. |
| |
|Medium – Manage relationships with key stakeholders and delivery partners including negotiation of complex political and strategic issues. |
| |
|Long Term – Annual business planning ensure the service area meets operational targets and 3-5 year strategic plans to support strategic/ longer term |
|Business Unit priorities. |
| |
|Is this post responsible for forward planning? Specify to what extent e.g. 6 months or 3-5 year planning |
|Developing strategies to cover 3-5 years. |
| |
|Approximately how many posts are under the role’s reporting line? (including those that are managed directly and indirectly) |
|6 |
| |
|Which key stakeholders does the post holder have to work with to be successful in their role? |
|Education, Children’s Social Care, Members, children, young people, families, youth sector organisations and external bodies (Health, Police, VCS). |
| |
|What are the top 3 key decisions the post holder would be responsible for? |
|Actions to resolve or mitigate strategic/ operational/ safeguarding risk |
|Deescalating issues from the community and politicians |
|Identifying need/issues and addressing through targeted delivery or adaptation of policy/strategy |
| |
|What decisions are referred to the line manager? |
|Restructure/new posts |
|Potential for adverse publicity/political backlash |
|Step changes to strategy/policy |
|Contacts: |
|With whom does this post have regular work contact? |
|Senior Managers, operational leads, SLT, Directors Elected Members, external partners/ leads (e.g. Health, Schools, Police) children, young people and |
|families to advise, discuss, challenge and influence and establish and lead partnership working. |
| |
|For what reason? # delete as applicable and supply more information |
|Receiving or giving information? Y |
|Communicating information relevant to operational and strategic activity of the service to support the effective running/ delivery of the service. |
| |
|Giving professional advice? Y |
|Provide expert advice, information, support and challenge to BCC and external partners on a range of issues relevant for example: early years, youth, |
|parenting, NEET, skills and young people’s voice. |
| |
|Negotiation? Y |
|Manage relationships with key stakeholders and delivery partners above this will include negotiation of complex issues. Manage confidential, challenging |
|and sensitive issues / situations, which involve significant negotiation, persuasion and influencing skills. |
| |
| |
................
................
In order to avoid copyright disputes, this page is only a partial summary.
To fulfill the demand for quickly locating and searching documents.
It is intelligent file search solution for home and business.
Related searches
- frontline recruitment education
- yield ratios for recruitment process
- recruitment yield ratio formula
- recruitment crm software
- summary retail associate job description
- recruitment catch phrases hiring
- effective diversity recruitment strategies
- recruitment strategies for diverse candidates
- diversity recruitment strategy template
- amazon recruitment contact
- hr manager job description summary samples
- recruitment consultant salary