Our goal is to continue to be a child centred service focusing on practice and creating a difference to the lives of the children and families we come into contact with.

Royal Greenwich Youth Offending Service is looking for a passionate, resourceful and creative person to join our team to lead on interventions and user voice.

Using an evidence based approach, you will develop and deliver bespoke and innovative 1:1 and group work programmes to young people involved in offending or anti-social behaviour. With your strong experience, you will engage young people on their level, and ensure interventions are accessible and inclusive. You will risk assess young people’s suitability to attend interventions and work collaboratively with case managers across the team to identify intervention needs across the service.  

Sourcing appropriate reparation, undertaking risk assessments ensuring placements are compliant with health and safety regulations is also part of the role. You will work closely with the YOS Engagement Officer co-ordinating the placement of young people on projects.

You will also co-ordinate the implementation of user voice to inform service delivery using creative and innovative methods to capture the voice of parents, young people and other relevant service users.

You will join a Team which is committed to improving the quality of the service that it is providing to young people to improve their life chances.  In return you will be offered a real opportunity to grow and develop professionally.

Benefits of working for Royal Greenwich include:

• Annual season ticket loan
• Royal Greenwich Keyworker housing (after being employed for six months, subject to application and meeting criteria)
• Excellent pension scheme
• Cycle to Work Scheme
• Childcare Vouchers and Personal Computer Incentive Scheme
• Greenwich Card entitling you to discounts at local businesses.

For an informal discussion about the role, please contact Alice Ogebule: alice.ogebule@royalgreenwich.gov.uk.

Interviews to take place on the week commencing 19^th August 2019

Royal Borough of Greenwich is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all staff to share this commitment. Any roles which involve working with children, young people or vulnerable adults, or roles in which the duties will involve access to sensitive information relating to children, young people or vulnerable adults, the Royal Borough will take up references prior to interview. You should provide details of referees including your current and previous employers, covering the last 5 years. Candidates can request for us not to send a reference request to their current employer prior to interview by emailing us at recruitment@royalgreenwich.gov.uk. As part of our Safer Recruitment Policy, a full employment history is also required for this role. Please provide a full employment history, together with a satisfactory written explanation of any gaps in employment. Unless otherwise stated, a Basic DBS check will be undertaken as part of the pre-employment checks for successful candidates.

Royal Borough of Greenwich values the diversity of its community and aims to have a workforce that reflects this. We therefore encourage applications from all sections of the community.

Royal Borough of Greenwich reserves the right to close any vacancy earlier than the advertised closing date should there be a high volume of applications received.

This role requires an Enhanced DBS. (This post is exempt from the Rehabilitation of Offenders Act,1974)

All vacancies close at midnight unless otherwise stated

A full employment history is required for this role. Please provide a full employment history, together with a satisfactory written explanation of any gaps in employment.

This opportunity has recently been advertised as an opportunity for current RBG employees (internal only advertising). Applications received during the internal advertising period have been considered and processed. If you were interviewed for this position via an application to this job advertisement during the internal advertising period, any further application will not be shortlisted.

Each application is scored according to how well the supporting statement addresses each point on the Person Specification for the role. Candidates will be short-listed for interview on the extent to which they meet the specific points within the Person Specification. The Person Specification is supplied with the job advert. When completing your application, please use the supporting statement section to tell us how you meet each of the points on the Person Specification. We need to have this information in order to consider your application.