Job Purpose
As an experienced practitioner, the job holder will support the Team Leader for a complex service through the provision of supervisory, advisory and administrative support to ensure that a high quality, compliant, person centred approach is maintained at all times.
The key objectives of this role are to:
To promote the principles of person-centred approaches in all areas of operation to the staff team as directed by the Team Leader
To provide advice, guidance and support to members of the staff team to drive best practice; compliance to policy, regulations and CQC Standards; and to encourage the appropriate use of AFG systems and processes.
To support the Team Leader with ensuring the service delivery meets the required quality standards, and to evidence quality service delivery.
To Act up during the Team Leaders annual leave and to seek any additional support/ advice from the Area Manager
Dimensions
The post holder has no direct reports, however will hold Supervisory responsibility for a designated staff team under the leadership of the Team Leader.
Key Result Areas
Support the development, update and review of care plans for the attention of the Team Leader that outline the care and support individuals need.
To actively engage in the assessment, planning, monitoring and reviewing of individuals support as directed by the Team Leader. This will include the identification of any new goals and outcomes and implementing plans to address these.
To celebrate the success of the people we support, through the sharing of stories across the team and organisation. The post holder will support the team in achieving butterfly moments with the people supported
To actively participate in the transition of people into service.
To promote best practice across the staff team through the provision of advice, support and mentoring. This will include the provision of learning and guidance on relevant process, policy, legislation, regulations or own practitioner experience.
Support the delivery of any service / team improvement plans developed by the Team Leader – this may include embedding new processes, new systems or promoting digital engagement across the team.
To drive the importance of quality record keeping within the staff team, and providing guidance / coaching / feedback to staff to ensure that the records they make are of a high quality and in line with current policy guidelines.
Supporting the Team Leader in addressing any identified risks and putting control measures in place.
To support the Team Leader with 1:1 discussions with members of the staff team, and in monitoring the delivery of personal objectives or development plans as part of their My Performance Review
To observe staff interactions with the people we support and to mentor staff in person centred approaches by both working alongside them and in supervisory discussions.
To complete reflective discussions from any key themes and record on employee notes.
To support the planning and administration of staff rotas within PeoplePlanner as directed by the Team Leader and in line with Policy / Procedure
To support the induction and development of new staff to the service. This will include supporting colleagues through the Care Certificate and associated training
To support the Team Leader in the management of staff absence which will include updating SelectHR, early home contacts, and non-complex return to work interviews/plans.
To report any safeguarding concerns to external agencies in the absence of the Team Leader
Responsibilities common to all managers
Demonstrate good judgment and sound decision making by reflecting an appropriate situational awareness, understanding of context and making informed choice when reaching decisions.
Lead and promote initiatives that support our organisational aim to be socially and environmentally responsible.
Lead and support initiatives/projects that promote the use of technology.
Establish, maintain and develop professional working relationships with colleagues and external partners.
Contribute generally to the development of quality services.
Uphold the values, mission and vision of AFG at all times.
Adhere to AFG policies and procedures and to operate within the law at all times.
Demonstrate continuous professional development, encouraging others to do the same and to operate within the AFG performance management framework.
Work effectively with others to ensure the best outcome for the people supported.
Comply with Equality and Diversity policy.
Comply with Code of Conduct.
Work flexibly in accordance with organisational need.
Travel within the operational and business area of AFG.
Hold team meetings and disseminate corporate messages, feeding back issues and recognising staff achievement.
Comply with AFG recruitment and selection policy and process.
Act with integrity and transparency at all times.
Proud member of the Disability Confident employer scheme
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.
