JOB TITLE: GRADE: SEO 34,761-40,670 EMPLOYER: DEPARMENT: LINE MANAGER: ACCOUNTABLE TO: RESPONSIBLE FOR: LOCATION: Diocesan Safeguarding Adviser (Children and Adults) Oxford Diocesan Board of Finance Human Resources Director of Human Resources Diocesan Secretary and the Independent Safeguarding Panel Safeguarding Training Officer and Safeguarding Administrator Church House, Langford Locks, Kidlington, OX5 1GF... The Christian vision, ethos and principles underpin all aspects of the way the Oxford Board of Finance (ODBF) runs. The post-holder must be committed to our values, and support the Diocesan Living Faith framework. JOB PURPOSE: To promote best practice in all matters relating to Safeguarding across the Diocese, and to advise the Bishops, Archdeacons, churchwardens and safeguarding workers in parishes on specific cases as they arise ensuring that all advice is in line with the law, government guidance and national guidance from the House of Bishops and National Safeguarding Adviser PRINCIPAL ACCOUNTABILITIES 1 To develop and maintain policies, procedures and good practice guidelines ensuring that the Diocese, the Bishops, Archdeacons, staff and parishes implement safeguarding policies in line with the national guidance 2 To ensure an appropriate, high quality training programme is put in place and delivered across the Diocese to enhance the safeguarding skills of clergy and other licensed ministers and to strengthen safeguarding arrangements in line with national policy 3 To offer consultancy and advice to Bishops, Archdeacons, leaders in parishes and the HR team on safeguarding issues 4 To develop and maintain close working relationships with the national and local safeguarding networks so that they are kept up-to-date with new legislation, guidelines and best practice in safeguarding 5 To undertake wider agreed tasks that support the work of the department and their own professional development 35% 20% 35% 5% 5% 1
DUTIES AND RESPONSIBILITIES 1. To develop and maintain policies, procedures and good practice guidelines ensuring that the Diocese, the Bishops, Archdeacons, staff and parishes implement safeguarding policies in line with the national guidance, by: Monitoring and remaining up to date with the development of government policy, Church of England policy, good practice, maintaining continuing professional development and professional registration where appropriate; Developing and regularly reviewing the diocesan safeguarding policy, ensuring that it is easily accessible and understandable to all; Supporting the Archdeacons in ensuring each parish has adopted and implemented the diocesan policy and procedures; Monitoring, checking and providing advice and guidance on parish policies; Providing an annual report for the Diocese (Bishop s Council/Diocesan Synod) and statistical returns to the National Adviser as required. 2. To ensure an appropriate, high quality training programme is put in place and delivered across the Diocese to enhance the safeguarding skills of clergy and other licensed ministers and to strengthen safeguarding arrangements in line with national policy for: The Diocesan Bishop and senior staff; All those in licensed ministry; All volunteers working with children, young people or vulnerable adults; Children and Youth workers and those working with vulnerable adults; Parish Safeguarding Co-ordinators; Any other person who has responsibility for policy and management of work with children, young people and vulnerable adults in a diocesan capacity Ensuring evaluation, review and monitoring of the training programmes. 3. To offer consultancy and advice to Bishops, Archdeacons, leaders in parishes and the HR team on safeguarding issues by: Providing guidance and direction where there are concerns about children and young people and adults who may be at risk; Responding to requests for advice, information and guidance from individuals in the Church who are concerned about the welfare of vulnerable people (children, young people and adults); Taking the lead in responding to serious situations following the relevant national guidance including: o Ensuring there is support and advice for those who are victims or survivors of abuse; o Ensuring the provision, training and induction of approved Authorised Listeners; o Supporting individuals when a referral to local authority children s and adults social care or the police is necessary; o Attending strategy meetings and case conferences as requested by statutory agencies. At times this will include preparing parish personnel for such meetings and attending with them or on their behalf; 2
o Supporting parishes during a child/adult protection or safeguarding enquiry and afterwards. This may include ensuring support is provided for others in the parish who may be affected by such an enquiry, for example volunteers or other leaders; o Working in partnership with the statutory agencies, any of whom may make the initial approach or seek information to which they are entitled; o Ensuring that allegations of abuse are appropriately referred to the statutory authorities ensuring the provision of appropriate advice and support to survivors and victims of abuse; o Making sure that offenders returning to the community are appropriately supported and managed; o Providing advice to the Bishops or other employers on the possibility of appointment or employment or redeployment of those with convictions or continuing unresolved concerns regarding harm to a child or adult; o Advising when an independent risk assessment should be sought; o Ensuring at all times that appropriate records are maintained, suitable for admission in legal proceedings; o Drawing up and regularly reviewing agreements with those known to be a risk to children and / or vulnerable adults; Providing advice to the diocesan DBS Administrator and ensure the DBS process is fit for purpose Providing a risk assessment process for those where DBS checks are not clear. 4. To develop and maintain close working relationships with the national and local safeguarding networks so that they are kept up-to-date with new legislation, guidelines and best practice in safeguarding to: Be proactive about developing professional relationships with statutory agencies. Currently this includes: the local safeguarding boards (children and adults), the local authority children s and adults social care services, the Local Authority Designated Officer (LADO) the local police: in particular, the child and adult abuse investigation unit, the public protection unit, multi-agency protection panels and the local probation service. Be part of the national and regional network of Diocesan Safeguarding Children Advisers, any relevant local ecumenical or multi-faith forum; Attend the Annual Conference of Church of England Diocesan and Methodist District Advisers; Develop collaborative working and link with significant diocesan personnel, for example, those responsible for children s work, youth work, clergy and lay workers, Diocesan Directors of Communications, Human Resources and Social Responsibility DIMENSIONS Financial: Manages the safeguarding budget of income and expenditure, in accordance with the diocesan allocation and procedures established by Bishop s Council to ensure that Safeguarding work is funded appropriately. Monitors personal budget for training ( 1k) and travel ( 2.5k) purposes People: Contributes to the recruitment and oversees the work of a range of volunteers, risk assessors, trainers and outside providers of training; Convenes the Risk Assessment Panel and manage its quality assurance; Manages the relationship with the Independent Safeguarding Panel 3
Policy and risk management: Reviews, monitors and develops new policy in the light of National Church developments; Assesses the risks relating to diocesan practice in the field of safeguarding and advises accordingly; Ensures that parishes are properly implementing Diocesan Safeguarding Policy; Receives and analyses allegations that any church officer has abused a child, liaises as necessary with statutory agencies, and advises those responsible of any action that needs to be taken; Given the nature of this work, sometimes telephone advice will suffice. At other times the role will require meetings with individuals, convening of a core group in management of serious situations, the preparation of reports, or the setting up of support networks. PLANNING & ORGANISATION Oversees the development of the vision of the work of safeguarding as a whole; Responds to requests from Bishops, Archdeacons, staff and parishes for advice, training and briefing about issues relating to safeguarding; Acts as executive secretary to the Independent Safeguarding Panel, in its setting of annual plans and monitoring the work of safeguarding across the Diocese. DECISIONS Appoints volunteer staff as risk assessors and as volunteer trainers, in consultation with their line manager Prioritises own work across the range of principal accountabilities Decides on the referrals in line with statutory procedures CONTACT WITH OTHERS Internal: Bishops and Archdeacons Bishop s Chaplain Members of the Safeguarding Board The Chair of the Independent Safeguarding Panel The Children s Adviser The Youth Adviser All in Church House Clergy Laity External Local Children s Safeguarding Boards Local children s services PACT NSPCC and other voluntary organisations working in the field of safeguarding Thames Valley Police Other Dioceses staff working in the area of safeguarding 4
National Church representatives The Church of England Safeguarding Network through attending national meeting PROFESSIONAL STANDARDS - KNOWLEDGE, SKILLS AND EXPERIENCE Essential Qualifications: Relevant professional qualification or equivalent (for example; social work, health, teaching, law, police etc.) with current registration where applicable Certification for specific post-registration training in safeguarding adults, children and young people Degree in relevant area of practice of equivalent Knowledge: Knowledge of House of Bishops Policy on Safeguarding and Child Protection Knowledge of child development issues and the impact of child abuse on children and families Working knowledge of Disclosure Barring Service (DBS) Experience Senior practitioner/manager experience and knowledge of safeguarding working with children, young people or adults who are vulnerable and ability to demonstrate transferrable knowledge across the client groups Senior practitioner/manager experience of working with victims or survivors of abuse Up to date knowledge of safeguarding guidance and the management of cases of concern Experience of writing safeguarding policies, procedures, guidance and reports Proven experience of designing and leading training events Experience of liaising with multi-professional agencies at a variety of level Skills and Attitude Able to analyse complex situations and advise appropriately Presentation and training skills Good communication skills, both verbally and written A proven ability to develop and sustain relationships at all levels both inside and outside the church Good consultancy and negotiating skills Good interpersonal skills with individuals and groups at all levels IT competent Able to identify examples of poor practice and ensure that necessary change is implemented Able to maintain the highest standards of confidentiality and work sensitively with those affected by issues of safeguarding Ability to travel across the Diocese including rural areas Ability to use own initiative and be self-directing Willing to work flexible hours and be on-call out of hours for Bishops and Archdeacons and emergency situations Be in sympathy with the aims of the Church of England 5
Desirable Professional training Training in both child and adult protection Knowledge A working knowledge and understanding of Diocesan structures Detailed knowledge of national church safeguarding policies Experience Senior practitioner/manager experience and knowledge of safeguarding working with children, young people and adults who are vulnerable Experience of chairing meetings Experience of risk assessment and its implications and bearing on the rehabilitation and reintegration of abusers into parish communities GENERAL INFORMATION Remuneration Hours of work Place of work Holidays Salary 34,761-40,670 per annum, depending on experience 35 hours per week with regular agreed hours and days The nature of the work may involve the post-holder carrying out work outside of normal working hours. In effect be on-call out of hours for Bishops and Archdeacons and emergency matters. The employee is expected to show flexibility for some events at evenings or weekends Church House Oxford with travel for training and other events across the Diocese and to national venues Equivalent to 22 days paid leave in the first year of employment, rising to 25 in thereafter. In addition to the annual public holidays, the ODBF gives three discretionary days, namely: Ascension Day, Maundy Thursday and Christmas Eve as holidays to its employees. Pension Provision Membership of the Church of England Pensions Board Pension Builder 2014 Scheme Probation period Notice period Circumstances Six months, during which time progress is regularly reviewed and the period may be extended Three months from either side, or the statutory minimum (whichever is greater). Travel within the Diocese of Oxford (Oxfordshire, Buckinghamshire and Berkshire) Travel to national and regional training and networking events May be required to work evenings and weekend, occasional overnight stays in relation to training NOTE: The current main duties and responsibilities of this post are outlined in this job description. The list is not meant to be exhaustive. The need for flexibility, shared accountability and team working is required. The post-holder is expected to carry out any other related duties that are within the employee's skills and abilities, commensurate with the post s banding and whenever reasonably instructed. 6
It is the practice of the ODBF to review job descriptions annually to ensure that they relate to the role as then being performed or to incorporate whatever reasonable changes that have occurred over time or are being proposed. This review will be carried out by the line manager in consultation with the postholder before any changes are implemented. The post-holder is expected to participate fully in such discussions and implementation. Review Date: End of the probation period 7