1. Healthcare

JOB PROFILE
Job Title:
Senior Service Manager
Accountable to:
Head of Service / Assistant Director
Responsible for:
Family Court Advisors, Enhanced Practitioners, Self-Employed
Contractors, Family Support Workers, Bank Staff and students
placed within the organisation.
Team:
(to be specified)
Location:
Work base to be agreed locally with regular travel throughout
the operational area with occasional travel to other locations as
required.
Key working
Relationships:
Cafcass staff, Judiciary and Court Services, Solicitors, Local
Authorities and other related professional and partnership
agencies and stakeholders/service users.
Role Requirements:
(See attached person specification)
Terms of Employment:
Band:
Band 10
Salary:
£48,969 - £52,336
London Weighting:
£4,292.50 per annum for staff with a permanent work base in
Greater London.
Superannuation:
The pension scheme used by Cafcass is the West Yorkshire
Pension Fund (a Local Government Pension Scheme). This is
also our auto enrolment scheme. Contribution rates are based
on a tiered system.
Annual Leave:
28 days rising to 33 days after 5 years reckonable service,
inclusive of 3 privilege days to be taken between Christmas and
New Year plus any of the bank/public holidays.
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Job Summary
To provide strategic leadership and management by delivering service improvement within
a geographical area, in order that services are delivered in line with the Cafcass Operating
Framework and policies, statutory frameworks and provide value for money. The Senior
Service Manager will be responsible for a team in excess of 20 Practitioners,
supplemented by Enhanced Practitioners, and will carry out duties specified in the
absence of the Head of Service as required. The post will also have strategic
responsibility to support critical business change and reform, including restructurings and
new working methods and programmes, as well as substantial budget management
responsibility.
MAIN DUTIES AND RESPONSIBILITIES – BAND 8
Service Effectiveness
1.
Provide an effective child centred service, which achieves Cafcass objectives in line
with the Operating Framework, and leads to improved outcomes for children.
2.
To ensure children are safeguarded through the provision of services in line with
policies, corporate operating priorities and legal frameworks.
3.
Provide a timely and complete response to all comments, compliments and
complaints in line with the Cafcass procedures, ensuring that learning is embedded
to improve service effectiveness and outcomes.
4.
Supporting and implementing internal audits, health checks and inspections of
practice standards and appropriate presentation for Ofsted, ensuring at least
satisfactory outcomes, with all internal and Ofsted requirements integrated within
practice.
5.
To ensure effective systems and process are in place to consistently meet key
performance indicators and corporate priorities.
Resource Management
6.
To manage a delegated budget, approving spending within designated limits and
financial regulations, promoting a culture of efficiency and value for money
7.
To ensure resources are deployed in a cost effective and flexible way, responsive
to changes in demand from Service Users
8.
To be responsible for projects as agreed by Head of Service, ensuring they are
delivered on time and on budget e.g. estates rationalisation/office closure
programmes.
9.
To take responsibility for ensuring compliance with Health and Safety policies within
area of responsibility.
Leadership of Staff and Change Programmes
10.
To undertake effective performance management and supervision and to take
responsibility for a team in excess of 20 practitioners, ensuring supervision and
effective performance management systems are in place.
11.
12.
Promote a positive culture of continuous improvement across the organisation,
acting as change champion in local areas.
To be responsible for HR investigations and present findings during formal hearings
and appeals.
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13.
To be responsible for specific service projects or improvement plan as agreed with
Head of Service.
General
14.
To be responsible for aspects of strategic work force planning as agreed by the
Head of Service, including reviews of recruitment, induction, supervision and
appraisal systems to check effectiveness.
15.
To liaise on individual cases, individual management reviews and relevant issues
with partner agencies.
16.
Collaborate with internal and external stakeholders (including children and families),
to promote and improve outcomes for children. Work in partnership with statutory,
voluntary and private organisations to safeguard and enhance the wellbeing of
children.
17.
To manage own and support others’ continuous professional development
This job profile is not a definitive list of responsibilities but identifies the key components of
the role. The specific objectives of the post holder will be subject to review as part of the
individual performance review process
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ADDITIONAL RESPONSIBLIITES – BAND 9
In addition to the main duties and responsibilities outlined above, progression to Band 9
may be achieved in areas which are lead by Assistant Directors where performance is at
least rated as ‘good’ or ‘outstanding’ (within the Q4C performance management
framework) and whereby an assessment of skills and competence determines that an
individual post holder can demonstrate an ability to perform the following additional duties
and responsibilities, commensurate with Band 9:

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Line management responsibility of Office Manager(s) and Service
Managers/Senior Service Managers where appropriate;
To provide high level operational and strategic support to the Assistant Director
with their portfolio both at service area and national level;
Chairing of Service Area Management Team meetings where required;
Represent Service Area in meetings with internal and external stakeholders (i.e.
Judiciary; Local Authority; National Office colleagues).
Attend Local Family Justice Board meetings where appropriate;
Lead manager in Service Area for change management and other high level
projects (i.e. restructures; office closures etc).
This list is not definitive and will be dependent on the designated Assistant Director’s
portfolio and local service area priorities and objectives.
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PERSON SPECIFICATION
Qualifications

HCPC recognised social work qualification
Experience

Supervisory and/or Practice Management experience at a senior level.
Technical Competencies
Service Effectiveness

Up to date knowledge of the statutory and assessment frameworks for working with
children and families
 Up to date knowledge of DfE guidance and relevant research about social work with
children and families.
 Up to date knowledge of practice policies and practice guidance.
Resource Management
 Evidence of effective use of resources in casework
 Experience of producing accurate timely data and management information
 Experience of working within a budget and to manage resources effectively
 Up to date knowledge of Health and Safety and other legislation relevant to the work
place
Leadership of Staff and Change Programmes
 An understanding of the requirements of managing across larger teams and areas in a
proportionate way
 A good understanding and track record of performance management including target
setting and monitoring
 An understanding of the challenges of delivering high quality work to deadlines in a
context of organisational change
 Experience of supporting practitioners to adopt new ways of working, and comply with
practice instructions or directions.
 Experience of using training / coaching / support skills to improve practice
 The credibility and authority to drive forward practice improvement and influence positive
change
 Experience of effective use of a range of change management / improvement techniques
 Ability to engage and influence a wide range of staff and stakeholders during change
programmes
General
 Ability to show link between user engagement and improved outcomes for children
 Experience of achieving positive outcomes for children through working in a family justice
environment
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Committed to ensuring that all practice and engagement with others is free from
discrimination and adheres to equal opportunities legislation and organisational policies.
A collaborative team worker who can build positive relationships and work effectively
across boundaries and achieve results through others
Understanding the importance of strategic work force planning and the role the post
holder can play in delivering strategic change
Personal Qualities and Attributes
 Personal conduct and integrity that commands the confidence of managers and staff at all
levels, external partners and stakeholders
 Able to communicate effectively both verbally and in writing to a wide range of audiences
 An ability to operate effectively and sensitively within a political environment and to
develop relationships that command respect, trust and confidence
 A commitment to social justice, equality and the needs of children
 A proactive self starter able to manage multiple priorities, which may mean reconciling the
demands of corporate and service requirements
 Commitment to continuing professional development
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