Job Description
Children, Education and Justice Services
Family Practitioner - fixed term until 30/06/2026
Wester Hailes Healthy Living Centre
Salary: £30,751 - £36,312
Hours: 36 per week
The post-holder will undertake the full range of duties working with children (from pre-birth up to 2 years old) who need protection, are Looked After or are children in need, with their families/carers. They will work in a strengths based and restorative way to get alongside children, families and carers, to build positive relationships, identify outcomes to keep children safe and put in place plans which improve wellbeing for children and their families.
The post will be a part of the new Parent Infant Partnership that has been created, supported by the Whole Family Wellbeing Fund. As part of this partnership, you will work closely with City of Edinburgh Council Social Work, Dean and Cauvin and NHS Lothian colleagues. You will provide intensive support to the most vulnerable parents, babies and families in Edinburgh to keep them safe, together and thriving.
• SCQF level 8 or hold an equivalent professional qualification or equivalent experience in social services/children and families.
• Candidates are required to join the PVG Scheme/ undergo a PVG scheme update prior to a formal offer of employment.
• To provide intervention, support and protection to young babies and infants, from the time of conception (pre-birth) – 2 years old.
• To act as lead professional for children in need under GIRFEC guidelines.
• To assess need and risk in each case to identify what needs to happen to keep the child safe and well, and where possible, to keep babies with their parents and/or birth families.
• To build trusting and positive relationships with children, and their families/carers whilst respecting their rights.
• To empower families and carers to support the development of client centred planning and to promote the use of self-directed support.
• Contribute to the development, review and update of the outcomes of Child’s plan.
• To prepare concise reports within the required timescale for Children’s Hearings, Child Protection Planning Meetings and other planning meetings, clearly stating an assessment of need and risk that is based on evidence and sound professional judgement.
• To work jointly with a range of partner agencies including social work, early years, NHS, police and third sector, to inform assessment and to provide the best possible planning and service to children and their families.
• To take responsibility for your own professional development, keeping up to date with theory, research and legislation that is relevant to the role.
• To demonstrate a level of initiative, contributing to a culture of high support and challenge.
• To provide family-based interventions such as Parents Under Pressure, Solihull, Capacity to Change. To be willing to engage in a programme of training in a meaningful manner.
• Working in partnership with parents whilst undertaking parenting capacity assessments to inform permanence planning in line with PACE guidelines and The Promise.
• To supervise and assess family time as required as part of the Child’s Plan.
• To undertake any other duties as required by the Director of Communities and Families.
Requirements
• Ability to assess complex information, engage individuals with complex needs in strengths based and restorative change work, whilst building positive relationships.
• Knowledge of theories relating to child development, addiction, trauma, domestic abuse and the legal framework surrounding children and families.
• An understanding of professional and personal authority, how to exercise discretion appropriately, making decisions within the context of line management supervision and professional accountability.
• An ability to work restoratively with professionals, maintaining positive working relationships which benefit children and their parents/carers.
• To hold a clear understanding and knowledge base in working with vulnerabilities both in pregnancy and in a child’s early years such as domestic abuse, poor parental mental health, homelessness, addiction and the impact that his has on children.
• Carry our risk assessments of the child, family, home setting, and public areas to ensure staff and child’s safety whilst adhering to the guideline of the Lone Worker Policy.
• The post holder will need to respond appropriately and creatively to family crises and emergencies, which may involve child protection, substance abuse, domestic violence, health emergencies. This will be done in consultation with their line manager and other professionals.
• The post holder must demonstrate the independent applications of professional skills and knowledge and use considerable initiative and accountability in carrying out day to day tasks such as observations of families and decisions’ regarding their unborn/baby’s safety and wellbeing. Environment (Work Demands, physical demands, working conditions, work context)
• Regular adherence to prescribed timescales, requiring the ability to maintain clarity under pressure and to regularly reprioritise workload while maintaining safety. • Exposure to individuals in distress, in crises and engaging in self-harming behaviours, and likely exposure to verbal aggression and hostility that requires staff resilience in assessing and responding.
• Staff may need to work later than their contracted hours on occasions if there is an emergency situation, but this would be agreed with their manager.
• City-wide service will require the ability to prioritise their workload efficiently and to travel further afield if required. Supervision and Management of People (Numbers and type of staff)
• This post holds no line management or supervisory responsibilities but can involve supervision of students and coaching of new staff. Resources
• Be responsible for updating and maintaining client information of a confidential and sensitive nature.
• Be involved in the purchasing, utilising and cataloguing appropriate resources associated with the delivery of programmed activities or to enhance learning. Health and Safety Protecting the health and safety and welfare of our employees, and our third parties including members of the public, contractors, service users and pupils, is the starting point for a forward-thinking Council. All employees are responsible for:
• Taking care of their own health and safety and welfare, and that of others who may be affected by their actions or omissions;
• Co-operating with management and following instructions, safe systems and procedures;
• Reporting any hazards, damage or defects immediately to their line manager; and
• Reporting any personal injury and work related ill health, and accident or incident (including ‘near misses’) immediately to their line manager, assist with any subsequent investigation, including co-operating fully with the provision of witness statements and any other evidence that may be required.
Responsibilities
Please contact Susie.Fairweather@edinburgh.gov.uk or 07395 357251 if you require any more information.
This post is regulated work with children and/or protected adults under the Protection of Vulnerable Groups (Scotland) Act 2007. The preferred candidate will be required to join the PVG Scheme or undergo a PVG Scheme update check. Where an individual has spent a continuous period of 3 months or more out with the UK in the last 5 years, an Overseas Criminal Record Check will be required. You will be required to provide this check. An unconditional offer of employment and commencement in the post will be subject to the outcome of both these pre-employment checks being deemed satisfactory.
As part of our goal to improve our organisational culture and create a great place to work together for the people of Edinburgh, we want to make sure that we’re bringing the best people into our roles, not just in their skills and experience but also in their approach to work.
To help achieve this, we’re changing the way we interview and assess candidates by moving from a competency-based interview approach to a behavioural and technical (skills for the job) based approach. This new way of interviewing will allow us to assess how you think and how you would bring Our Behaviours of Respect, Integrity and Flexibility into your ways of working.
We're committed to creating a workplace culture where all our people feel valued, included and able to be their best at work, and we recognise the benefits that a diverse workforce with different values, beliefs, experience, and backgrounds brings to us as an organisation.
You can find out more on Our Behaviours web page Our Behaviours – The City of Edinburgh Council
Our salary range typically reflects the initial starting salary and annually increases until it reaches the top of the range.
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