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Job Summary
Please note this post is temporary to cover maternity leave for six months or until current post holder returns.
This is an exciting opportunity to join our Criminal Justice team based at HMP Low Moss. The post holds a critical role in public protection and is set in a stimulating environment within a busy criminal justice team.
The post holder will deliver a Criminal Justice Social Work Service in accordance with the National Outcomes and Standards. In doing so the holder will undertake formal risk and needs assessments to inform sentence management and supervisory arrangements; participate in the Integrated Case Management process; prepare reports for the Parole Board for Scotland and subsequent attendance at oral hearings/tribunals; inform and participate in high risk/MAPPA meetings in relation to public protection.
It is essential that you are committed to social work values and have effective interpersonal, communication, assessment and writing skills; be motivated and enthusiastic and able to work as part of a team and on a multi-agency basis. The post holder must be trained and experienced in the use of risk assessment tools such as LSCMI (including ROSH), SA07, RM2000 and SARA.
The post is open to internal and external applicants; the post is full time and to cover a period of maternity. If you require more information about the post please contact Alex O’Donnell (Criminal Justice Services Manager) on (0141 77730007969444948).
PVG / Disclosure Scotland
The following criteria applies to all roles within East Dunbartonshire Council where PVG/Disclosure checks are essential criteria.
Where the post you are applying for is considered Regulated Work under the Protection of Vulnerable Groups (Scotland) Act, 2007, successful candidates will be required to join the PVG Scheme, or undergo a PVG Scheme Update check, prior to confirmation of employment being made by East Dunbartonshire Council.
Please note, successful candidates will be expected to meet the cost of the relevant check which will be deducted from the successful candidate’s first salary payment.
In specific circumstances the payment could be deducted in instalments from an employee’s wages following commencement of employment. Approval in such circumstances will be made by HR Services Lead.
Should an employee leave in advance of the payment being deducted, the full amount will be deducted from the employee’s final salary.
The criteria outlined above will apply to existing employees of East Dunbartonshire Council who apply for roles for which a PVG/Disclosure check is required.
Charter of Commitment
The commitment by East Dunbartonshire Council to job applicants is as follows:
• Individuals will be treated in a polite, friendly and welcoming manner.
• Equalities monitoring will be conducted to ensure a fair and equitable process with screening being carried out to anonymise sensitive information such as age, gender and disability.
• The information that we receive will be treated in confidence and with discretion. Only the relevant HR representative/team and the relevant service will see the application form.
• We will encourage and welcome applications from applicants under the disability symbol. Where the essential criteria are met an interview will be offered to those applying under the disability symbol.
• We will be pleased to make any reasonable adjustments to ensure accessibility at the interview.
• We will advise you within reasonable time after the closing date if you have not met the interview criteria. (Normally within 4 weeks)
• We will advise you of meeting the criteria for interview normally within 3 weeks.
• We will advise you if you have been successful or unsuccessful at the interview stage as soon as practically possible.
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