SWRK - Social Worker (JIIT)

Service: Justice Services
Grade scale: Grade 3 Level 2-4
Reports to: Team Leader

Purpose of the job

The aims and objectives of the Joint Investigative Interview Team (JII Team) is to oversee and coordinate all stages of a child protection investigation. The strategy for a Child Protection Investigation is determined by the Interagency Referral Discussion (IRD).

Key tasks and responsibilities

To develop a plan that will lead to a child-centred Joint Investigative Interview that secures the child’s best evidence at the earliest opportunity and minimises the risk of further traumatisation.

This is achieved by:

• Developing a Child’s Needs Plan based upon information provided by IRD participants and people who know the child well. The plan for should set out any necessary adjustments required to help the child participate fully in the interview.
• Develop a Topic Identification Plan that sets out required information relevant to during, before and after the suspected incident.
• Follow the Scottish NICHD Protocol for Joint Investigative Interviews of children in Scotland.
• Analyse the interview to make informed decisions and arrangements to protect the child. This also allows to establish whether there is sufficient evidence secured to progress a criminal investigation.
• To ensure that there is ongoing learning and development of Joint Investigative Interview practice the provision of regular support and evaluation of interviewer practice is a key component.
• Carry out quality assurance and rigorous reviews, ensuring lessons are learnt from practice. This is necessary if interview practice is to develop to such a consistently high standard that Joint Investigative Interviews can be used as Evidence in Chief or hearsay evidence.
• To provide professional advice and guidance for individuals, families and groups whilst working in partnership with appropriate agencies on behalf of service users.
• Complete all professional, formal and informal reports and all written case notes timeously and to the highest professional standards including all relevant IT systems where appropriate

Person specification

Safer recruitment checks

As part of our approach to good practice and safer recruitment we carry out a number of pre-employment checks:

• Asylum and Immigration right to work in the UK.
• Reference check: external candidates require 2 references, one of which must be from present or most recent employer; Internal candidates require 1 reference from current line manager.
• Candidate Disclosure Scotland check, where applicable.

Behaviour framework

The council’s behaviour framework is a set of core behaviours that defines how employees approach work to enable the delivery of key tasks for the role. The expected behaviours for this role are:

Efficient

• Punctual and conscientious in your approach to work.
• Use council resources efficiently, avoiding waste and unnecessary expense.
• Identify inefficiency in processes and communicate this to your manager.
• Meet deadlines and targets in your day-to-day work.
• Understand the impact of wasteful behaviours on the environment and you act to minimise this impact.

Flexible

• Willing to learn new tasks and accept new ways of working.
• Willing to be flexible in your approach to work to meet changing service delivery needs, deadlines, and urgent priorities.
• Help team members when they have urgent deadlines and prioritise your work accordingly.
• Understand the need for change and are open to this across your working life.

Performing

• Is polite, professional and friendly to customers and apply customer care standards and attitudes at all times.
• Works safely to maintain the safety of yourself and other raising concerns about unsafe working practices.
• Meets standards of work required in your role in terms of quality and output.
• Uses initiative to solve problems and raise potential issues.
• Acknowledges when mistakes are made and learns from them.
• Seeks feedback on your performance to learn and improve.

Working with others

• Works alongside internal and external colleagues to meet common objectives.
• Has professional relationships with colleagues and is aware of dignity at work standards.
• Actively and respectfully listens to people in order to understand them and their views.
• Contributes appropriately in team and other meetings and discussions.
• Presents words and views clearly in a way that other people find meaningful.
• Respect diversity and promote equality of opportunity when working with colleagues and members of the public.

Leading

• Role models the standards of behaviours expected of a South Lanarkshire Council employee.
• Displays and enables leadership through sharing knowledge and skills, seeking guidance and providing support to your colleagues, team and the wider community.
• Is aware of and adheres to professional codes of practice and the council’s code of conduct and understand how these impact on employment with the council and public perception of council employees.