Social Worker - Criminal Justice - EAD07967

This is an exciting opportunity to join our Justice team based at HM Prison Low Moss, Bishopbriggs. The post holder will undertake all aspects of Statutory Prison Based Justice Social Worker's role. You will understand the importance of relational practice have personal qualities, professional skills and knowledge which will be applied and tested in all aspects of service delivery within a busy justice team. The post holder will be responsible for providing a variety of statutory reports to the Parole Board for Scotland and other stakeholders, attend Integrated Case Management Case Conferences, undertake various risk assessments including the level of Service/Case Management Inventory, Stable and Acute 2007, Risk Matrik 2000 which will adopt a relational approach while undertaking the assessments. You will also provide pre-release work to statutory cases being liberated from custody case and maintain appropriate electronic case recording management. The service has a crucial role in public protection and work will include assessing and contributing to management plans for those presenting a risk of serious harm. On occasion you therefore will be required to assist prison based social work to fulfil this obligation., 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)
  
  It is essential that you are ground in a rights-based approach and committed to social work values and have effective interpersonal, communication, assessment and writing skills; be able to work as part of a team and on a multi-agency basis. Experience of working with individuals with a range of complex issues is desirable as is experience of writing reports for the Parole Board. Trained in risk assessment tools such as LSCMI (including ROSH), SA07, SARA and RM2000 are also desirable., Disability Confident
About Disability Confident A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident.