Dimension Childcare. Early Years Assistant

Transcription

1 Dimension Childcare Early Years Assistant 37 hours per week, 39 or 52 weeks per year Hours flexible within opening hours 7.30am-6.00pm Salary Grade B FTE weeks INFORMATION FOR APPLICANTS Closing date for completed applications: 12 noon 7 September 2016

2 Dimension Childcare - Horndean Campus Thank you for your enquiry regarding Early Years Assistant. Please find enclosed a role profile and person specification. Application should be made by completing a support staff application form, we will not accept CVs. Please ensure that you have filled in all relevant sections and given as much information as you can about how your previous experience makes you suitable for this post. Applications should be returned to Judith Heathcote at Horndean Technology College, Barton Cross, Horndean, Waterlooville, Hants PO8 9PQ. Dimension Childcare is based in a separate building within Horndean Technology College. Dimension Childcare opened in September 2008 and offers a secure environment with video entry systems monitoring access to the unit along with purpose built facilities for children from 3 months up to 14 years of age. This post will offer some exciting opportunities and personal development for the successful candidate. Closing date for receipt of applications: 12 noon 7 September 2016

3 PERSON SPECIFICATION Essential: 1. NVQ Level 3 or equivalent in Early Years/Childcare. 2. Experience of working with children between the ages 3 months to 4 years. 3. A commitment to providing a good quality childcare service. 4. A commitment to equal opportunities. 5. The ability to provide and facilitate safe, creative and stimulating play and experiences. 6. Enthusiasm and commitment to meeting the needs of individual children in the community. 7. The ability to work in a team or on your own initiative and to be flexible and responsive to the needs of the Unit. Desirable 1. A current First Aid Certificate 2. A current certificate in Basic Food Hygiene 3. Knowledge of Child Protection 4. EYFS Training

4 HAMPSHIRE COUNTY COUNCIL ROLE PROFILE FORM Data Protection Act The information you provide on this form is to enable Hampshire County Council to evaluate the role. The information may also be used, in full or part, to support other processes such as performance development review, induction, recruitment and training and development. The information will be stored electronically and in hard copy format and made available to only to Hampshire County Council staff and trade union representatives involved in these processes. Any data required for statistical/research purposes will be depersonalised. Role Profile Form Number: DEPARTMENT: Children s Services 2. SECTION: Schools/Early Education & Childcare Unit 3. GROUP/SPECIALISM: Children s Centres/Nursery 4. ROLE TITLE IN FULL: Early Years Assistant (Nursery Setting) 5. SAP ROLE TITLE: Early Years Assistant (Nursery Setting) 6. NEW ROLE PROFILE: DATE OF COMPLETION: Revised and re-titled April REPORTS TO: Senior Early Years Practitioner / Deputy Nursery Manager / Class Teacher 8. ROLE PURPOSE: To assist in the provision of a high standard of childcare within a stimulating and friendly environment that is physically and emotionally secure, in accordance with County Council policies and practice and meeting national standards. HAMPSHIRE COUNTY COUNCIL Headteacher/School Leadership Team OR Deputy Head Nursery Manager Headteacher Deputy Nursery Manager (where in post) Year Group Leader Senior Early Years Practitioner (where in post) / Class teacher Early Years Practitioner Early Years Assistant (Nursery Setting) Senior Early Years Practitioner / Early Years Practitioner (where in post) Early Years Assistant (Nursery Setting)

5 10. Accountabilities Service delivery: To assist in the reception of children and settling them into nursery as well as the preparation of children for collection by their parent or carer. In a developing role and under guidance of senior staff, to take limited key worker responsibility for a group of children, observing, monitoring, reviewing and recording the development of each child. To attend to the physical needs of children in the age range including feeding and nappy changing; to foster their development, independence and self reliance; PE, toilet training/supervising. Report any concerns about a child who is not thinking or raises any physical, social or emotional concerns to a senior member of staff. To participate in taking children out of the nursery on activity visits eg shopping, park, library and act in loco parentis, in the absence of parents To assist in the implementation of a curriculum of activities to ensure that the physical intellectual, emotional and social needs of each child are met To encourage children to explore and investigate structured play activities and games, developing social and motor skills. To encourage interaction between adults and children. To report to senior staff any child they observe is not thriving. Liaison with parents To assist in maintaining good working relationships with parents and as required participating in meetings with parents and carers. Where undertaking a key worker role, to liaise with parents on the care, progress and wellbeing of their child. Resources Under the supervision of senior staff, to assist in the preparation of materials and equipment at the start of each session. To clear equipment away after use and help ensure all toys, equipment, rooms and play areas are kept safe and hygienic at all times and as clean and tidy as is practicable. To help maintain the safety of equipment and premises and to report any defects to senior staff. Teamwork To work co-operatively as part of and where necessary to provide cover for other nursery staff. To attend and participate in staff meetings. Administration and Finance Where undertaking a key worker responsibility, to maintain appropriate records for particular children under the guidance of senior staff. To record data to support nursery procedures under guidance as necessary. Health, Safety and Welfare To maintain high standards of cleanliness and hygiene for children (including changing children s clothes as required), equipment and environment. To ensure that accidents are attended to by a trained first aider immediately and provide comfort to sick or injured children. Corporate and statutory initiatives - equalities/health and safety/e-government/ sustainability

6 To ensure the health. safety and welfare of all users of the nursery. To act in accordance with national policy and current legislation relating to nurseries and those issued by HCC. 11. Key Decision Making Areas in the Role Development of individual pupils How to interact with children (eg to assist in children s play or dispel upsets). To discuss and give input to the assessment of progress and refer any concerns to a senior member of staff. Resources / equipment Identify and report defects to a senior member of staff. Identify and withdraw potentially dangerous toys and equipment and report to a senior member of staff. First Aid To ensure any accidents are attended to by the trained first aider immediately. 12. Role Dimensions financial (e.g. budgets) and non-financial units (e.g. workload, customers/staff) No financial responsibilities. Ratio of children per member of staff follows Ofsted guidelines and is managed by Nursery Manager or Deputy. 13. Main Contacts external/internal customer contacts and purpose Children daily. Parents where appropriate (i.e. if in developing key worker role) to liaise over the progress/development/needs of their child. Nursery staff/nursery Manager daily to receive/share information on individual pupils. 14. Working Conditions environmental and physical factors, physical effort or strain and frequency of occurrence. Exposure to bodily fluids nappy changing, vomit etc. Bending, stretching and working at low levels eg on the floor. Lifting and carrying children and equipment. 15. Role requirements for operational effectiveness. Have a genuine interest and some experience of working with the age range of children. Have an understanding of the needs of children in the age range. To hold education equivalent to at least GCSE English at Grade D or above and demonstrate a commitment to working towards a suitable vocational qualification in child care (minimum requirement NVQ Level 2). Able to use own initiative and work as part of a team. 16. Context/Additional Information Working with very young children emotionally and physically challenging.

7 Procedures Horndean Technology College and Hampshire County Council are committed to safeguarding children and promoting the welfare of children and expects all staff and volunteers to share this commitment. We will ensure that all our recruitment and selection practices reflect this commitment. All successful candidates will be subject to Criminal Records Bureau checks along with other relevant employment checks. 1. Role Profile The Role Profile gives an outline of the broad responsibilities and lists the main tasks involved in order to undertake the post successfully. 2. Post and Recruitment Details These will outline the general conditions of service and salary applicable to the post, the closing date for applications and the interview date. Additional information about the vacancy will be enclosed in respect of the particular faculty, section or work area as appropriate. 3. Filling in the Application Form After reading the role profile think carefully about your application and consider to what extent you have gained the skills and experience necessary for the post. Consider all the points in the role profile when replying. Include evidence to support your application. Please send your completed application to Judith Heathcote, Horndean Technology College, Barton Cross, Horndean, Waterlooville, P08 9PQ. It has come to our attention that some applications sent using Royal Mail are not reaching us by the required closing date, this is due to the incorrect postage amount being paid. Please note that canvassing in any form will disqualify the applicant. 4. Long Listing/Short Listing This is the initial process of matching applicants against the relevant criteria in the person specification. The long or short listing panel will make judgements based upon the evidence presented in the application as to those candidates who best meet the criteria. References will normally be sought at the long listing stage. These will help us to develop a short list of candidates to be invited to interview. This also applies to internal candidates. 5. The Interview Panel

8 Normally, the interview panel will consist of two, three or four people. Other members of the panel will represent various levels of management associated with the advertised post. 6. The Day Structure Candidates will be expected to furnish themselves with information and answers to most of their questions through the structure of the day. Candidates will nevertheless be asked if they have any final questions/points they wish to raise after the Panel have asked their questions. Each candidate will be asked the same core questions; however, members of the panel may ask relevant supplementary questions arising from your initial answer under the overall direction of the Chair. All questions will be relevant to the job and will be as open as possible, thus allowing candidates to give evidence of their suitability. The level and complexity of questions will relate to the level of the post. Members of the Panel will usually take notes during the course of the interview; these will be used to assist the Panel in making its final decisions. 7. Facilities at Interviews Every effort will be made to provide appropriate facilities for candidates at interviews. Please contact the Recruitment Officer, Judith Heathcote, should you have any special requirements in order to facilitate your attendance at the interview. 8. The Decision The decision to appoint will be taken on the basis of the evidence that has been made available to the panel throughout the recruitment and selection process in relation to the criteria as stated in the person specification. You will be notified as to the outcome. 9. References The appointment of candidates will be subject to the receipt of two satisfactory references, as requested at the long listing stage. Your present or most recent employer must be given as one of the two referees. This person will normally be the head of the organisation for which you currently or most recently worked. The other reference should be from someone who knows you, your work and ability. Normally, references will be requested prior to interview. References will be used to supplement the Panel's decision or, if the Panel requires further evidence, to distinguish between candidates. The Chair of the Panel may request that further enquiries are made to either the referee and/or the candidate,

9 where there is information or an omission in the reference giving rise to doubt or concern. References will not be disclosed to the candidate. All appointments will be subject to medical records. It may be necessary in some instances to refer a health questionnaire to an independent Medical Officer for a report. In the event of you being appointed, it will be necessary for the College to check with the police as to whether you have a criminal record. Your authority to do so is given on the application form. Proof of qualifications will be required in the form of original certificates. Photographic proof of identification will be required, a passport or driving licence. Please bring with you, if selected for interview. 10. Feedback to Unsuccessful Candidates The College does not give reasons for non-appointment. It will invariably be that in the judgement of the panel there was a better candidate available or that no candidate met the College's requirement. Internal candidates will be offered a debriefing interview by an appropriate member of the panel. Any external candidate who requires feedback on their interview performance will also be offered constructive advice about their interview performance. 11. Interview Expenses The College will pay travel and subsistence expenses (within UK only) as set out on the claim form provided to short-listed candidates on the day. These will not normally be granted to candidates who withdraw before the selection process is completed. HCC procedure for Mileage Claims states all mileage claims must be submitted with a VAT petrol receipt that is dated prior to the mileage claim. There is no exception to this rule. No petrol VAT receipt = no claim! 12. No Smoking Policy For Health and Safety reasons, the College has been designated a no smoking area and the successful applicant will be expected to comply with this policy. 13. Asylum & Immigration Act 1996 Under the Asylum and Immigration Act, we must require all candidates for employment to produce a document to prove that they are entitled to live and work in the U.K. Please bring with you to the interview one of the following (not a copy): a documented National Insurance number (eg P45, P60 tax form, previous pay slip). a valid Passport from any European Economic Area state.

10 a British Birth Certificate. a Certificate of Registration or Naturalisation as a British Citizen. No offer of employment should be made until proof has been seen and checked carefully. A copy of the document for the successful candidate must be retained on the personal file. The rules apply to all employees including staff employed on any type of casual contract. 14. Equal Opportunities In line with our 'Vision Statement' and national legislation, Horndean Technology College is committed to seeking to ensure that all staff, both present and future, have equal opportunities, in the context of both national legislation and College objectives, irrespective of gender, ethnic origin, age, disability and other identities. The successful candidate will be given full opportunities to develop professionally through a comprehensive induction and staff development programme which includes appraisal. Thank you for expressing interest in our College. I hope that these details will help you to make the best of any application. If you are unsuccessful in obtaining a post on this occasion, I wish you the best in future applications you may wish to make. Mrs Julie A Summerfield Headteacher