Project Integration Support Worker

THE COMPETITION

Laois County Council invites applications from suitably qualified persons, who wish to be considered for inclusion on a panel for the role of Project Integration Support Worker from which specific purpose, fixed term, temporary and where applicable Acting-up vacancies may be filled.

THE ROLE

Working with service providers and local communities the work of the resettlement support programme will be divided into three phases:

Phase One: To support refugees in the first weeks post arrival in the community

Phase Two: To develop programmes and activities to promote participation and inclusion in society

Phase Three: To develop mechanisms that promote self- sufficient and independent living.

Phase One:

In the first 4 months the Project Integration Support Worker (PISW) will ensure that the resettled refugees move seamlessly into their new homes, that they are linked with the local service providers and that they have a point of contact should issues arise.

In the short term the majority of the activities will involve making linkages with service providers and ensuring that the refugees are in receipt of their rights and entitlements. The activities will include (this list is not exhaustive)

·        Ensuring that programme refugees are linked to mainstream service providers in the immediate period post arrival.

·        Providing immediate support to recently arrived programme refugees resettled in the local community.

·        Ensuring that each family receive information with regard to the running of their new home and monitoring progress on a weekly basis for the first month.

·        Building on the cultural orientation programme provided on arrival thus ensuring that the programme refugees are aware of their rights and entitlements and are in receipt of same in a like manner to an Irish citizen.

·        Identifying other services available locally and making the necessary introductions and linkages.

·        Liaising with mainstream service providers in their efforts to identify and provide services such as childcare dental and optical services, medical appointments, linkages to sporting and other local activities.

·        Ensuring that service providers are made aware where issues arise with regards to service provision.

·        Monitoring and reporting racism and discrimination wherever it is found

·        Making appropriate provision for persons with special needs, including working with mainstream service providers with regard to accessing appropriate services outside of the area.

·        Liaising with LOETB with regard to English Language learning provision.

·        Implementing a programme of activities designed to support the newly arrived refugees

Phase Two:

During this part of the resettlement programme, the PISW will develop a range of actions and activities such as after schools programmes, women’s groups, weekly community meetings and drop in clinic, youth activities, will make linkages with sports clubs and promote participation by refugees at a local level. The PISW will monitor how each family is coping with their new environment and begin the process of linking the newcomers with the local community, promoting independence and creating awareness with regards to their responsibilities.

This will involve:

·        Visiting each family on a 4-6 week basis to identify issues arising and to monitor household management.

·        Referring refugees to mainstream service providers including information services and providing advice on how the refugee should access these services – i.e. building capacity in the refugee community rather than doing it for them.

·        Responding to issues arising – by identifying where additional support/training is required, identifying the appropriate service provider, making the necessary arrangements for support and training to be provided and monitoring progress.

·        Monitoring, recording and evaluating the quality of services delivered to refugees on a continuous basis.

·        Developing findings and actions taken into periodic reports for dissemination to Laois County Council, the Local Authority Integration Team, Laois Resettlement Interagency Working Group, and the IRPP.

·        Develop intercultural competencies among service providers to ensure refugees are enabled to access services independently and appropriately.

·        Supporting the refugees to actively engage with local sporting, social cultural and religious organisations.

·        Monitoring engagement – particularly with regard to young adults – and supporting them to participate.

·        Organising training and information events for the refugees.

·        Building linkages that will enable the development of mentoring and support structures.

·        Networking with facilitators in other resettlement communities to identify and transfer models of good resettlement practices at a local level.

·        Identifying in consultation with the programme refugees any training programmes needed to prepare them for entry into the labour market and to liaise with the mainstream service providers to encourage participation in such programmes.

Phase Three

After 6 months the refugees should be in a position to begin to manage their lives independently.

During this period:

·        The PISW will be in a position to identify the most vulnerable cases and refer them to the mainstream support services and to monitor follow up.

·        In consultation with refugees and service providers the PISW will identify issues arising with regard to service provision. In consultation with the service providers the PISW will develop strategies for addressing same and report on same to the Inter-Agency Working Group.

·        The PISW will focus on community development with a view to preparing the community to represent themselves.

·        The PISW will prepare interim and annual reports and manage and report on budgets and spending to the Inter Agency Working Group.

·        The PISW has a role in motivating encouraging and facilitating refugees to live independently.

·        The PISW will identify other resources that will promote the long term integration of the group

·        The PISW will not replace mainstream service provision but will identify where gaps arise and should guide the refugees in how to access mainstream services.

THE QUALIFICATIONS

1.       CHARACTER:

Candidates shall be of good character.

2.       HEALTH:

Candidates shall be in a state of health such as would indicate a reasonable prospect of ability to render an efficient service. Successful candidates will be required to undergo a pre-employment medical examination carried out by the Council’s Occupational Medical advisor prior to appointment. On taking up appointment, the expense of the medical examination will be refunded to the candidate.

3.       EDUCATION, TRAINING AND EXPERIENCE ETC.:

It is a requirement that each candidate will, on the latest date for receipt of completed Application forms:

·       Have at least 3 years work experience in a diverse developmental role or one years’ experience working in an intercultural environment or at least 5 years work experience in a developmental role in a community development context.

Desirable:

·       Hold a Third Level or other professional qualification in Community Development: Development Education or a Social Science discipline.

It is also a requirement for this post that the successful candidate will hold a full clean drivers licence and have access to a vehicle.

The Ideal Candidate:

• The Person appointed will supervise and oversee the work of the Intercultural Support Worker.

• He/she will be a self-starter, can work independently, be motivated to work with a disadvantaged refugee community, be willing to work outside their normal practice, have experiences of working with disadvantaged communities or have worked with other nationalities and who understands the impact of cultural differences and life experiences. The person will be willing to respond to calls for assistance from a vulnerable community in a respectful and courteous manner.
• He/she will be self-motivated and able to work independently have good communication skills and a good understanding of the skills needed to work using interpreters. Experience of working with other nationalities will also be desirable.
• He/she will have good supervision and people management skills.

The person appointed will be able to clearly demonstrate at interview the following Experience, Knowledge and Skills:

·       An understanding and knowledge of the local development sector and local authorities, HSE, ETB and other agencies and service providers, government departments, elected representatives, funding bodies, employer organisations and employers.

·       An understanding and knowledge of the rights and entitlements of persons dependent on state supports and a knowledge of children first legislation.

·       Excellent group development and facilitation skills and experience, and experience and/or understanding of conciliation work and/or a willingness to participate in conciliation work training activities.

·       An understanding and appreciation of the issues and needs confronting the target group and an ability to engage with service providers on matters of service provision.

·       An ability to work within strict administration systems and a working knowledge of Microsoft applications.

·       Excellent strategic planning and organisational skills with a proven track record.

·       Strong oral and written communication skills and an ability to observe analyse monitor and report.

·       Strong inter personal communication skills and an understanding, respect and empathy for the needs of Ethnic Minority Groups.

·       A thorough knowledge of the principles and processes of community development and expertise in a broad range of development models in particular those appropriate to Ethnic Minority Group and knowledge of the mainstream model of integration.

·       Budgeting, financial management and cost control skills

Competencies for the Post:

Candidates will be assessed at interview under the following competencies. The candidates at the interview will be questioned on at least some of the indicators listed below under each competency. Candidates at interview must achieve a minimum 50% of the total marks available in each of the competencies to qualify for inclusion on a panel.

Management & Change

·       Self-motivated with the ability and drive to work independently

·       Ability to translate policies and strategies into operational plans and outputs

• A thorough knowledge of the principles and processes of community development and expertise in a broad range of development models in particular those appropriate to Ethnic Minority Group and knowledge of the mainstream model of integration.

·       Embeds good governance into day-to-day activities, practices and processes

·       Develops and maintains positive and beneficial relationships with relevant interests.

Delivering Results

·       Understands the team’s purpose and priorities and shows commitment to these

·       The ability to ensure their work contributes to meeting the Departments purpose and priorities

·       Develops and maintains positive, productive and beneficial working relationships and understands the impact of cultural differences and life experiences.

• Ability to have a flexible approach to working as well as an ability to work well under pressure.

·       Maintains a positive, constructive and enthusiastic attitude to their role

Performance

Through People

·       Demonstrated ability to engage with people and work as part of a team

• Ability to remain impartial regardless of any conflicts of interest or personal experiences.
• Ability to react positively to change, deal calmly with unexpected and difficult situations and use appropriate language at all times.
• Appreciate the need for confidentiality, integrity, patience and professionalism at all times.
• Strong inter personal communication skills and an understanding, respect and empathy for the needs of Ethnic Minority Groups.

Personal Effectiveness

·       In-depth knowledge of the issues facing migrants in Ireland, particularly those who are at risk of social exclusion, poverty and discrimination.

·       knowledge of the local development sector and local authorities, HSE, ETB and other agencies and service providers, government departments, elected representatives, funding bodies, employer organisations and employers

• Commitment to human rights-based approaches, particularly as they affect refugees, asylum seekers and migrant workers.
• Excellent time management skills.
• Competency in a range of computer packages including Word, Excel, Publisher and PowerPoint.

THE PRINCIPLE TERMS AND CONDITIONS

1.        PARTICULARS:

The Council reserves the right to, at any time, re-assign an employee to any department now or in the future.

This is an 18 month fixed term contract position.

2.         PROBATION:

Where a person who is not already a permanent employee of this local authority is appointed, the following provisions shall apply:

(a)         There shall be a period after appointment takes effect, during which such a person shall hold the position on probation;

(b)        Such period shall be ten months but the Chief Executive may, at his/her discretion, extend such period;

(c)         Such a person shall cease to hold the position at the end of the period of probation, unless during this period the Chief Executive has certified that the service is satisfactory;

(d)        There will be ongoing assessments during the probationary period. Employment may be terminated by either party during probation or at the end of the probationary period on one week’s notice.

3.         SALARY:

The salary shall be fully inclusive and shall be as determined from time to time. The rate of remuneration may be adjusted from time to time in line with Government pay policy.

The rate of pay relevant for this position is €58,006 (3rd point of the Grade VI Payscale in line with EL 02/2024)

4. WORKING HOURS:

The standard working week will be 35 hours. The role may require flexible working hours and may occasionally include evening and weekend work for which overtime will not be paid but time-off-in-lieu will be available.

5. ANNUAL LEAVE:

30 days per annum.

6. RESIDENCE/LOCATION

The holder of the position shall reside in the district in which his/her duties are to be performed or within a reasonable distance thereof.

Laois County Council reserves the right to assign the successful candidate to any department or premises in use by the Council, now or in the future.

Changes in location of employment will not result in payment of disturbance money or other compensation. The person appointed will be required to travel to and from work at their own expense.

7. CITIZENSHIP

Candidates must, by the date of any job offer, be:

(a) A citizen of the European Economic Area (EEA). The EEA consists of the Member States of the European Union, Iceland, Liechtenstein and Norway; or

(b) A citizen of the United Kingdom (UK); or

(c) A citizen of Switzerland pursuant to the agreement between the EU and Switzerland on the free movement of persons; or

(d) A non-EEA citizen who is a spouse or child of an EEA or UK or Swiss citizen and has a stamp 4 visa; or

(e) A person awarded international protection under the International Protection Act 2015 or any family member entitled to remain in the State as a result of family reunification and has a stamp 4 visa; or

(f) A non-EEA citizen who is a parent of a dependent child who is a citizen of, and resident in, an EEA member state or the UK or Switzerland and has a stamp 4 visa

8. GARDA VETTING:

Garda vetting may be sought in respect of individuals who come under consideration for appointment.

9. EQUAL OPPORTUNITIES

The Council shall work to promote a culture of equality and to develop equality and recruitment policies and procedures to ensure that all candidates are selected on merit. The Council shall endeavour to ensure that the selection process does not provide unjustifiable advantage or disadvantage to any particular candidate or group of candidates. The recruitment and selection process shall embrace genuine equality of opportunity, and this will be integral to the process by which appointments are made.

10. RECRUITMENT

Selection of candidates for appointment shall be by means of a competitive interview.

a) Shortlisting Process

The local authority may decide, by reason of the number of persons seeking admission to a competition, to carry out a shortlisting procedure. The number of persons to be invited, in these circumstances, to interview, shall be determined by the local authority from time to time having regard to the likely number of vacancies to be filled. The local authority may at its discretion, decide that such shortlisting will be based on qualifications, relevant experience and information submitted on the application form.In that regard, candidates should ensure they provide detailed and accurate information in completing the form. Alternatively, the local authority may at its discretion decide to shortlist by way of preliminary interview.

b) Competitive Interview

Selection of candidates for appointment shall be by means of a competitive interview. The competitive interview shall be conducted by or on behalf of the local authority. The Council is committed to a process of selection on merit, based on fair and open competition.  The criteria for judging suitability and ranking will be related directly to the qualification, attributes and skills required to undertake the duties and responsibilities to the standard required in the post.

c) Panels

Following completion of interviews, panels may formed, the duration of which is at the discretion of the Council. While a panel remains in force, offers of temporary or permanent employment may be made subject to confirmation of qualifications and satisfying clauses in relation to health, character, or other requirements of the particular post. Persons to whom an offer of employment is made must take up duty within 1 month from the date of offer, or such extended period as the Council may agree, otherwise, the Council may decide not to appoint them.

d) References/Documentary Evidence

Each candidate may be required to submit as references the names and addresses of two responsible persons to whom he/she is well known but not related. Candidates may be required to submit documentary evidence to the local authority in support of their application.

11. COMMENCEMENT The local authority shall require a person to whom an appointment is offered to take up such appointment within a period of not more than one month and is he/she fails to take up the appointment within such period or such period or such longer period as the local authority in its absolute discretion may determine, the local authority shall not appoint him/her.