Key Worker (Transforming Care Prevention and Support Service)

The Transforming Care Prevention and Support Service (TCAPS) team in the Disabled Children’s Service is seeking a skilled professional to provide direct support to children with complex disabilities and their families in the home and community. The successful candidate will place the child at the centre of their work, demonstrate excellent communication skills, and collaborate with a multi‑agency team to deliver agreed outcomes that improve quality of life and reduce behaviours of concern.

They will develop positive relationships with children and families, understanding their priorities and engaging in joint activities. They will work with parents, carers and the professional network to support the individual in a person‑centred way, using evidence‑based frameworks including PBS, Motivational Interviewing and NVR approaches. Their role will support safeguarding and maximise each child’s potential, and they will work alongside other outreach services under clinical oversight and supervision from managers. The role requires office and home work, home visits and school observations.

You have a strong understanding of disability and neuro‑divergence, child development, and the importance of joint working to achieve positive outcomes for families. You are a passionate communicator, collaborative, and committed to person‑centred support. You thrive as part of a multi‑agency team and value safeguarding and maximizing each child’s potential.

Our Offer to You:

• Up to 31 days leave per year, increasing to 36 days after five years of local government service
• A range of flexible working arrangements to maintain a healthy work‑life balance, as well as a 35‑hour working week
• Learning and development opportunities to maximise your potential
• Competitive pay and a commitment to paying all staff the London Living Wage at minimum
• Excellent local government pension scheme
• Cycle to Work scheme and discounted gym memberships
• Local discounts from restaurants, shops, health and beauty therapists

Priority will be given to those at risk of redundancy within Islington Council. Current employees who are part of the redeployment pool must meet the essential criteria for shortlisting to be prioritised.

We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity, and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environment where all colleagues feel they belong and can safely express their thoughts, ideas, and challenges, without fear of judgement or discrimination.

We maintain a zero‑tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.

We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage. We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve.

We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace. Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity, and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.

We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expect all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.

Islington Council operates a guaranteed interview scheme for candidates with disabilities who meet the minimum criteria and we are committed to providing support to applicants who request reasonable adjustments to be made during the recruitment process and throughout their career with us.