Inclusion Alliance Management Board Edinburgh Voluntary Closing Date - ongoing Background Inclusion Alliance exists to support those who need long-term support to lead the lives that they and the people closest to them choose, as full members of their local communities. The work of Inclusion Alliance is based on the values of inclusion. This means that people must have opportunities to take part in their community and be fully involved in decisions about their lives. Role Inclusion Alliance is seeking to attract applications from people with diverse personal, professional and lived experience to enrich the skills we currently have on the Board. The Inclusion Alliance Board We have a commitment to 51% of Board members being either someone with experience of receiving support or being a family member of someone who gets support. The rest of the Board are selected on the basis of specialisms that will help us develop the organisation. The Candidates To help us offer the best possible service to the people we support, and to ensure we follow correct procedures in quality assurance we are looking for candidates with expertise in any of the following: Human Resources Experience of or background in Social Care Marketing or social media experience What we offer We offer out of pocket expenses. A folder of documents outlining the role and expected conduct of Board members are given to all new Board members when they are welcomed onto the Board. We are currently sourcing training for Board members to ensure all members of the Board refresh their awareness of their responsibilities. What is required The Board of Inclusion Alliance usually meets every 2 months in the early evening - for a maximum of 2 hours . We meet both face to face in the Inclusion Alliance office and on Zoom, usually alternately. Board members are expected to attend all meetings or give apologies in advance. They are expected to read all papers being presented at meetings in advance of the meetings and come well prepared for discussion on all agenda items. More about Inclusion Alliance You can find out more about what we do by visiting our website at https://inclusionalliance.org.uk/ Application Notes For further information or an informal initial discussion please contact Sylvia Crick, the Board Secretary, on [email protected] or 07496801249.
JOB DESCRIPTION Post: Assistant Manager Accountability: To the Manager of Inclusion Alliance Hours: 24 per week. Some flexibility when these hours are worked may be necessary. Salary: £20,816.64-£21,652.90 (£30,357.60- £31,577 Pro rata) Main Purpose: This post will be primarily responsible for the management of support staff. The post-holder will assist with the management of the organisation and ensure the current service continues to be of a high quality as well as being effective and sustainable. The post-holder will actively promote both the practice of working in a person-centred way and the principles of inclusion within and out with the organisation. Whilst the Assistant Manager will have an office base, it is also expected they will work closely in and with the communities that people are based in. Main Tasks: Contact with individuals supported by Inclusion Alliance 1. To liaise with the individuals’ family members, circle or network, and other services involved in the person’s life and ensure that the service remains true to the individual’s needs and wishes. 2. To ensure that each person supported by Inclusion Alliance has a personal plan, developed in partnership with the person and their family, or other services involved in the person’s life as appropriate. This personal plan should contain a Written Service Agreement signed by the person, family member or guardian. 3. In partnership with other senior staff to ensure there are effective systems in place, such as annual reviews, to monitor service outcomes to enable the service to respond positively to changes in people’s wishes or needs. 4. To provide direct support for individuals as required due to staff shortages. 5. To spend time with staff and individuals out and about in local communities and to directly observe staff practice. 6. To organise rotas to ensure that every individual has the support they need. Staff support and supervision 1. To support and supervise a team of support workers and to ensure that the philosophy and principles of the organisation are embodied in work practice. 2. To oversee the recruitment and induction of staff, including relief staff. 3. In partnership with other senior staff to organise relief cover for staff sickness and holidays. 4. To give regular support and supervision sessions and annual appraisals to staff plus, as required, to relief staff. 5. To hold team meetings. Learning and Development 1. In partnership with other senior staff to ensure all staff complete their Induction training. 2. To motivate learning and support best practice within the staff team 3. To encourage reflective practice and staff development to ensure staff have the skills and up to date knowledge to undertake the role required. 4. To organise training, look into new training ideas and opportunities and deliver and promote staff training. Ensuring Quality of Service 1. To respond to problems and opportunities for staff, supported people and families promptly and innovatively. 2. Ensure that the organisation complies with the requirements of external bodies including the Care Inspectorate and Scottish Social Services Council (SSSC) 3. To articulate and demonstrate the vision and values of the organisation internally and externally and to promote Inclusion Alliance in all relevant situations 4. To take a proactive role in researching activities and places in the local community, and to seek to develop links and connections 5. To report to and engage in discussion with the manager about the delivery and development of the service. 6. To respond promptly to complaints or concerns, ensuring procedures are followed. Administrative Tasks 1. To monitor annual leave, ensure that regular annual leave is taken throughout the year and maintain accurate electronic records 2. To ensure accurate and up to date record keeping - for example, training records, incident reports, staff car records, sickness management, staff supervision and appraisals. 3. To provide a monthly report for the Manager 4. In consultation with the Manager, to ensure that all policies and procedures are used appropriately and are regularly reviewed. Other tasks 1. To have an awareness of financial management and organisational budgets and working within these constraints. Knowledge of how to update electronic systems and share financial information within the team 2. To cover for the Manager as required due to Annual Leave or sickness 3. To provide an on-call system in partnership with the Managers Development 1. Be innovative in thinking how and where people can make a contribution to and a connection with their local communities and how communities can be enriched by their citizens with learning difficulties. 2. Be innovative in creating and improving organisational systems and practices to better meet the needs of all involved in service delivery and management. 3. Keep abreast of national and international developments in policy and practice in services for people with learning difficulties and human services in general. 4. To promote and encourage the future development of the organisation. 5. Undertake any development and training required to fulfil the needs of the post on an ongoing basis as the post develops.
Inclusion Alliance Management Board Edinburgh Voluntary Closing Date - ongoing Background Inclusion Alliance exists to support those who need long-term support to lead the lives that they and the people closest to them choose, as full members of their local communities. The work of Inclusion Alliance is based on the values of inclusion. This means that people must have opportunities to take part in their community and be fully involved in decisions about their lives. Role Inclusion Alliance is seeking to attract applications from people with diverse personal, professional and lived experience to enrich the skills we currently have on the Board. The Inclusion Alliance Board We have a commitment to 51% of Board members being either someone with experience of receiving support or being a family member of someone who gets support. The rest of the Board are selected on the basis of specialisms that will help us develop the organisation. The Candidates To help us offer the best possible service to the people we support, and to ensure we follow correct procedures in quality assurance we are looking for candidates with expertise in any of the following: Human Resources Experience of or background in Social Care Marketing or social media experience What we offer We offer out of pocket expenses. A folder of documents outlining the role and expected conduct of Board members are given to all new Board members when they are welcomed onto the Board. We are currently sourcing training for Board members to ensure all members of the Board refresh their awareness of their responsibilities. What is required The Board of Inclusion Alliance usually meets every 2 months in the early evening - for a maximum of 2 hours . We meet both face to face in the Inclusion Alliance office and on Zoom, usually alternately. Board members are expected to attend all meetings or give apologies in advance. They are expected to read all papers being presented at meetings in advance of the meetings and come well prepared for discussion on all agenda items. More about Inclusion Alliance You can find out more about what we do by visiting our website at https://inclusionalliance.org.uk/ Application Notes For further information or an informal initial discussion please contact Sylvia Crick, the Board Secretary, on sylvia.crick@hotmail.com or 07496801249.