Job info |
Job info details |
Job title |
Recruitment and Retention Lead |
Strategic team/Directorate |
Joint Commissioning Service |
Service |
Joint Commissioning Service |
Business unit |
Children’s Services |
Responsible to (day to day issues) |
Head of Service Learning Academy |
Accountable to (line manager) |
Head of Service Learning Academy |
Salary grade |
32 - 35 |
1. Key purpose of job
- To improve outcomes for all children, young people and families across Torbay.
- To lead and manage the development and implementation of effective recruitment and retention practices for the Children’s Social Care Workforce.
- To lead on strategic recruitment and retention project as requested by the Head of Service, Learning Academy.
- To ensure that the recruitment and selection procedures and practice meet operational needs, Council Policy, legislative and good practice requirements.
- To be responsible for the production of regular reports that cover, recruitment and retention, statistics, themes and trends.
- To be responsible for ensuring the quality assurance of recruitment services, working collaboratively with key stakeholders and partners both internally and externally.
- To be responsible for ensuring that the Children’s Services Recruitment and Retention Strategy remains relevant, up to date and continues to meet operational needs, Council Policy, legislation and good practice requirements.
2. Anticipated outcomes of post
- A developed practice of joint working and shared learning across the South West Region and nationally, promoting innovation in all areas of recruitment and retention.
- Improved rigour in the monitoring and evidencing of outcomes as stated in the Children’s Improvement Plan.
- The current vacancy rates for permanent positions within Children’s Social Care reduce as a minimum to the national rate and the Council’s reliance on Agency staff diminishes and the number of staff remaining with the Authority for more than 3 years increases thus reducing the current turnover rates.
- An enhanced use of data and an intelligence led decision making process within the recruitment field.
- Collaborative working is in place with regional and national networks and bodies, promoting enhanced recruitment and retention initiatives.
3. List key duties and accountabilities of the post
- To improve outcomes for all children, young people and families across Torbay.
- Responsible for safeguarding and promoting the welfare of children at all times.
- To be responsible for the development and implementation of effective recruitment and retention practices for the Children’s Social Care Workforce, ensuring that the recruitment and selection procedures and practice meet operational needs, Council Policy, legislation and good practice requirements.
- Responsible for ensuring relevant and appropriate challenge is in place to ensure appropriate recruitment decisions are made in line with policy, legislation, safer recruitment practices and that all those recruiting are appropriately trained.
- To lead the development of recruitment processes, including interview guidelines and shortlisting advice and ensure that Job Descriptions and Person Specifications for roles remain current and accurate.
- To lead and manage on the attendance of Children’s Social Care at national and regional Job Fairs including the follow up on leads following the event.
- To be responsible for all new employee administration for both permanent and agency staff ensuring completion and distribution to the relevant Council Departments that include new starter paperwork, checklists, employment eligibility checks and references etc.
- To be responsible for ensuring that all posts are advertised in accordance with the needs of the service, Council Policy and following procurement guidelines in relation to the appointment of Agency staff.
- To be responsible for undertaking exit interviews for Children’s Social Care as a standard part of the leaver’s process, and providing a regular report highlighting themes and recommendations is provided to the Head of Service, Learning Academy.
- To manage compliance with GDPR with respect to the storage of access to and destruction of personal data.
- To be responsible for undertaking announced and unannounced audits of all recruitment agencies on the Council’s approved Supplier List by visiting them in person to ensure compliance with the Council’s contract.
- Responsible for keeping up-to-date with relevant policy, legislation and professional developments at a national and local level. Interpreting information and making recommendations.
- To support the development of a performance and business culture that is focused on outcomes and that is rigorous in offering evidence so that improvements can be made and tracked.
- To be responsible for creating and maintaining effective communication channels with agency suppliers, ensuring their compliance and understanding of Torbay requirements.
4. Budgetary/Financial Responsibilities of the post
- To develop and implement ways to improve efficiency reduce costs through a range of approaches including service re-design, better demand management and supply options.
- To monitor the budgetary performance of the service within the Scheme of Delegation, being responsible for ensuring that budget spend relating to Recruitment and Retention are on line and appropriate action is taken to address any pressures.
- To make optimal use of available resources in support of policy and strategy.
5. Supervision/Line Management Responsibilities of the post
- To demonstrate leadership competencies, acting with openness, honesty, integrity, instilling a clear sense of direction and purpose, priority and pace. Manage people in an inclusive way to deliver operational objectives.
- To be responsible for effective management of up to 2 staff including recruitment, motivation, performance management, identification of development plans, absence management, resolution of conflict and implementation of change in line with council employment procedures and policies.
- Take responsibility for the continuing professional development of staff by ensuring that all team members are given ‘protected time’ to pursue learning opportunities. (Minimum of half a day per calendar month). Through this process ensure that appropriate national professional standards/competencies are being met and monitored.
6. Working environment and conditions of the post
- Normal working environment and conditions.
7. Physical demands of the post
8. Specific resources used by the post
9. Key contacts and relationships
- External – Recruitment Agencies, Prospective Job Applicants, Recruitment Publications, Recruitment Event Organisations, Other Local Authorities, Other Public Sector Organisations.
- Internal – Members of the Council and Staff from across both the service and the Council as a whole.
10. Other duties
- To undertake additional duties as required, commensurate with the level of the job.
Other Information
- All staff must commit to Equal Opportunities and Anti-Discriminatory Practice.
- The Council operates a Smoke-Free Policy and the post-holder is prohibited from smoking in any of the Council's buildings (including Council owned and Council leased buildings, but excluding designated areas in residential schemes), enclosed spaces within the curtilage of buildings, and Council vehicles. The Council does not permit smoking breaks within work time, however, in services where the flexi-scheme is in operation, employees may take reasonable break times outside of core hours, in accordance with flexi-time arrangements. Employees should follow the flexi-scheme procedure for agreeing time away from their duties in the normal manner with their immediate colleagues and line manager, with break start and finish times being recorded, as with any other break-time arrangement.
- The post-holder is expected to familiarise themselves with and adhere to all relevant Council Policies and Procedures.
- The post-holder must comply with the Council’s Health and Safety requirements as outlined in the H&S policy appropriate to the role.
- The post-holder must be committed to the Council’s Core Values for employees – “Torbay Council employees are committed to being forward thinking, people orientated and adaptable - always with integrity”. Evidence will be sought during the probation and appraisal processes.
- If you are required to access a government system such as HMRC, DWP or The Public services network (PSN) as part of your role with the Council you will be required to complete a basic disclose with your line manager before you can access these systems. Your manager will be required to complete a verification form that confirms your identity, nationality and immigration status, employment history and unspent convictions (third party).
- As this post meets the requirements in respect of exempted questions under the Rehabilitation of Offenders Act 1974, all applicants who are offered employment will be subject to a criminal record check (Disclosure) from the Disclosure & Barring Service before the appointment is confirmed. This will include details of ALL cautions, reprimands or final warnings as well as convictions, whether “spent” or “unspent”. Criminal convictions will only be taken into account when they are relevant to the post.
- Torbay Council is committed to safeguarding and promoting the welfare of children and applicants must be willing to undergo the checks appropriate to the post applied for.
Person Specification
Note for Candidate
All Candidates
The supporting statement on your application form will be used to assess ability to meet the essential requirements of the role, so you should explain how you meet each of the numbered essential requirements within your supporting statement.
In a competitive situation, the desirable criteria may be taken into consideration, so you are encouraged to show how you also meet each of the desirable criteria.
Candidates who consider that they have a disability
Reasonable adjustments will be made to the job, job requirements or recruitment process for candidates with a disability.
If you consider yourself to have a disability you should indicate this on your application form, providing any information you would like us to take into account with regard to your disability in order to offer a fair selection interview.
Where ever possible and reasonable we will make adjustments and offer alternatives to help you through the application and selection process.
If you have indicated that you have a disability on your application form you will be guaranteed an interview if you clearly demonstrate in your supporting evidence how you broadly meet the essential requirements of the role.
Job info |
Job info details |
Job Title |
Recruitment and Retention Lead |
Strategic team/Directorate |
Joint Commissioning Service |
Service |
Joint Commissioning Service |
Business unit |
Children’s Services |
Skills and effectiveness
Essential skills and effectiveness
- Analysis skills - evidence of using data to measure and forecast outcomes, understanding implications for deployment.
- Confident and competent when under external and internal scrutiny.
- Proven problem solving skills – the ability to identify causes and make objective and informed judgements.
- The ability to follow through on decisions that demonstrates emotional resilience and balance.
- Ability to plan, organise and use resources effectively and efficiently.
- Excellent communication and presentation skills, including the ability to challenge and influence.
- Excellent written and verbal skills and the ability to present information in a variety of settings.
- Self-awareness and understanding of own strengths and areas for improvement.
- Good influencing and negotiating skills.
- Ability to use standard office applications and a willingness to acquire new skills in a timely fashion.
- Staff management skills including change management.
Desirable skills and effectiveness
- Research and evaluation skills.
Knowledge
Essential knowledge
- Knowledge and experience of business management in social care and a strong knowledge of Safer Recruitment and its application. Awareness of the commissioning cycle and its demands.
- Detailed knowledge and understanding of HR practices and equal opportunities / equality and diversity guidelines.
- Understanding of effective management practices, particularly as they relate to planning to achieve agreed objectives and providing leadership.
- Thorough understanding of current legislation and Department for Education guidance and developments in services to children young people and families.
Desirable knowledge
- Knowledge and experience of project management (using recognised methodology) or a willingness to acquire such a skill set in timely fashion.
- Awareness of data protection and client confidentiality.
Experience and achievements
Essential experience and achievements
- Experience of consultation and engagement.
- Experience of line manging a team for a minimum of 2 years.
- Experience assuring quality and ensuring compliance to policy and procedures.
- Evidence of promoting and maintaining an ethos of continual learning and evidenced informed practice.
- Understanding and experience of performance monitoring and performance management techniques to drive service improvement.
- Experience of interpreting and analysing recruitment and retention information.
- Experience in report writing and responding to correspondence.
Desirable experience and achievements
- Experience of working in more than one professional area.
Qualifications/professional memberships
Essential qualifications/professional memberships
- Leadership and Management Qualification to diploma or above or equivalent.
- Evidence continued professional development.
Desirable qualifications/professional memberships
N/A
Other requirements
Other requirements of the job role
- Demonstrates a commitment to safeguard and promote the welfare of children and young people.
- Ability to travel efficiently around the Bay/South West/UK in order to carry out duties.
- Ability to accommodate unsociable hours.
- Ability to accommodate occasional home working.