The leave year runs from 1 April to 31 March each year.
Annual leave entitlement varies in accordance with the grade, with entitlements based on a five day (35 hour) working week:
New entrants are entitled to annual leave in proportion to completed actual days worked during the leave year of entry. Employees who are contracted to work less than 35 hours per week will receive annual leave based on the above entitlements which will be pro-rata to the number of hours worked.
All staff who have completed five years continuous service with a public authority will gain an additional five days annual leave with effect from the date of their five year anniversary.
You will automatically become a member of the council's pension scheme unless you choose to opt out in writing. The scheme is contracted out of the State Second Pension (S2P) and national insurance contributions are accordingly payable at the reduced, contracted out rate. A contracting out certificate is in force.
If you opt not to join the pension scheme you will remain a member of S2P.
Through its range of family-friendly policies, the council seeks to ensure that employees achieve improved work life balance. These include:
- reduced hours
- term time working
- home working
- job sharing
- part-time working
- career break scheme
- extended leave scheme
The policies apply to all posts unless an assessment shows that there would be implications for service delivery.
Due to the nature of the youth justice service flexible working options are not available in all roles.
Child care vouchers
The council has implemented a scheme whereby part of your salary can be exchanged for childcare vouchers to help you with some of the cost incurred with Ofsted registered childcare providers. These providers are exempt from national insurance contributions and income tax and therefore represent a saving for you.
The vouchers can be used flexibly and may be used to pay not only nursery fees but also for other childcare such as after-school clubs, holiday play schemes and childminders.
Staff loan scheme for annual season ticket
The council gives interest-free season ticket loans to staff that have successfully completed their probationary period. Further information is available on request.
The following schemes/allowances are in place. Further information is available on request:
- cycle to work scheme
- pool bike scheme
- travel/car allowances (dependent on specified criteria being met)
Employee assistance programme
The council offers an employee assistance programme that provides confidential counselling support services for both personal and work-related issues to staff.
1. To prevent offending by young people by providing an effective social work/youth offending service to young people and their carers.
2. The Youth Offending Team has overall responsibility for policy formulation, co-ordination and service delivery to those young people in Tower Hamlets who come into contact with or are in danger of coming into contact with the Criminal Justice System. Additionally, the Team has responsibility for overseeing the operation of and attendant matters in the Tower Hamlets Youth Court.
Please see job description for the full list of duties and responsibilities
- To prevent offending and re-offending by children and young people by providing effective services as required by the Crime and Disorder Act 1998 and other relevant legislation.
- To work in partnership with colleagues from other agencies and disciplines seconded into the Youth Offending Team in order to plan and deliver services aimed at reducing and preventing youth crime.
- To carry out assessments, prepare reports and manage all appropriate orders made under the C&D Act 1998
- To provide practical focused programmes for young people (and their families) demonstrating effective practice to agreed standards and performance indicators.
- To understand the role and function of, and also to service the Youth, Magistrates and Crown Court.
- To take responsibility for specialist or designated roles within the Team if required.
- To liaise with and advise field and residential social workers relevant departmental staff and other professionals and voluntary agencies on issues relating to youth crime.
- To deliver all services in accordance with the Department’s Equal Opportunities Policy and to ensure practice is within an anti-discriminatory framework.
Please see person specification for a full list or requirements
- To have an up-to-date knowledge of childcare & Youth justice legislation, particularly the Crime and Disorder Act 1998
- To have an up-to-date knowledge of current practice issues and developments in working with young offenders and their carers.
Qualifications and Experience
- CQSW, DipSW, A current HCPC certificate will be a condition of appointment and employment for all staff with a CQSW or Diploma in Social Work or BA in Community Justice/NVQ Level 4 Community Justice/ Diploma In Probation Studies
- Experience of working within the Criminal Youth Justice System.
- Experience of working with BME young people in an inner city setting