We are currently seeking a Prevention/Assessment Officer to provide a comprehensive range of advice and prevention measures to applicants approaching the Housing Options Service (HOS) for assistance with a housing problem. Where a solution cannot be found the officers will assess the eligibility of homeless applicants for housing assistance under Part VII Housing Act 1996.
You will report to the Housing Prevention and Assessment Team Leader and should be able to demonstrate proven negotiation skills as well as excellent investigative and assessment skills, to ensure that a high quality and integrated service is provided which ensures resources are used most effectively.
You will need to demonstrate an excellent working knowledge of homelessness legislation as well as all related case law. You must also have an understanding and commitment to equality and diversity.
Although this is a demanding role you will have the opportunity to join a team that is dedicated to delivering excellent service, committed to improvement, training and open to new ideas.
What we offer:
- Career average revalued earnings pension scheme
- Performance related pay
- 25 days annual leave (rising to 28 after 5 years service) plus bank holiday entitlement
- MyChoice Staff Benefit Scheme – Includes Childcare vouchers, cycle to work scheme, access to high street shopping vouchers and online discount codes.
- Annual Leave Purchase Scheme
If you would like an informal discussion about the post, please speak to Chloe Morgan on 020 3045 3154
- Closing Date for your application: 06/05/2019
- Anticipated Interview date: TBC
CVs will not be accepted unless they are submitted with a completed application form
This post is considered by the authority to be a customer-facing position; as such it falls within scope of the Code of Practice on English language requirement for public sector workers. The council therefore has a statutory duty under Part 7 of the Immigration Act 2016 to ensure that post holders have a command of spoken English sufficient for the effective performance of the job requirements. The appropriate standards are set out in the JD/Person Specification. These will be applied during the recruitment/selection and probationary stages. (If applicable)