Senior Family Worker

Do you want to make a difference to the lives of families in Stockton-on-Tees?

Then look no further!

About the role

We want to empower families to be the best they can be and in this role, you will be a crucial part of our team, improving outcomes for children, young people and their families.

We are looking for an enthusiastic and organised person to provide high-quality assessments and interventions with children and their families, in order to give them the help and support they need to make a positive and sustained change. You will work flexibly and collaboratively across Children’s Services and with other agencies, partners and stakeholders.

Experience of direct work with children, young people and their families is essential as well as strong communication and problem-solving skills. Emotional resilience and the ability to have difficult conversations are also crucial to this role.

About us

Stockton has a great Help and Support offer with close links between social work teams, family work teams and young people’s services. We have a well-regarded Family Group Conference team, Family Workers with expertise in parenting assessments, Graded Care Profile as well as a partnership with Family Action who supervise family time.

We’ll support you to flourish and be the best you can, delivering high-quality services and working closely with professionals from a range of agencies to improve outcomes for children, young people and their families.

To learn more about the role and what we're looking for, please refer to the Job Description and Person Specification in the Supporting Documents section.

Why join us?

At Stockton-on-Tees Borough Council, we know that great people deliver great services. That's why we are committed to creating a workplace where employees are trusted, valued and supported.

In return, we offer an attractive benefits package designed to support your career, wellbeing and work-life balance, including:

• A competitive salary of up to £33,699
• 27 days annual leave per year rising to 32 with 5 years service (plus bank holidays). Ability to purchase additional leave is also available.
• Generous Pension Scheme through the LGPS with ability to pay extra and plan for retirement.
• Access to a number of other employee benefits including learning & development opportunities, a car lease scheme, discounts at high street and online retailers, access to online GP appointments, an employee assistance programme and physiotherapy services.

Looking for a rewarding career where you can make an impact? Visit our Careers page to discover exciting opportunities and learn more about life at Stockton-on-Tees Borough Council.

Please note that we’re unable to provide visa sponsorship for this role, so candidates will need to have an existing right to work in the UK.

Accuracy and Use of AI Tools:

You must ensure that anything submitted in your application is factually accurate. Plagiarism can include presenting the ideas and experience of others, or generated by artificial intelligence, as your own. Whilst we accept candidates may use AI tools within job applications; submissions must be truthful and relevant to your own experience.

Rehabilitation of Offenders Act 1974 (Exemptions):

This post is exempt from the Rehabilitation of Offenders Act 1974 by virtue of the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended). Applicants are therefore required to disclose all criminal convictions, cautions, reprimands, and final warnings, including those which would normally be considered spent, subject to the filtering rules applicable under current legislation.

Right to Work:

All applicants must provide valid proof of their right to work in the UK in accordance with Stockton-on-Tees Borough Council’s statutory employment checks. Employment cannot commence or continue unless this has been verified.

Council Principles:

The Council’s recruitment principles require fairness, transparency, and a commitment to attracting and developing local talent.

Limitations:

Where an individual cannot demonstrate a valid right to work in the UK, the Council will be unable to progress or continue the appointment. This includes cases where an existing employee’s visa is due to expire and sponsorship is not granted.