Exploitation Reviewing Officer

Exploitation Reviewing Officer

Salary - £41,418 - £46,464 (Grade 7)

Hours - 37 hour per week

Contract type - full time, permanent

The City of Wolverhampton Council is looking for a passionate and experienced worker to join the Exploitation Hub and fulfil the role of an Exploitation Reviewing Officer.

The role will sit within the Safeguarding and Exploitation Service and will focus on co-ordinating the effective multi-agency response to the prevention, identification and disruption of child exploitation and the prosecution of perpetrators.

The potholders will take a lead responsibility for the chairing of MACE meetings for children and young people at risk of exploitation, modelling good practice through support and guidance to a range of safeguarding professionals and contribute to improving the local response to exploitation across the city.

The post holders will be expected to chair up to three MACE meetings a day and appropriately record on the inhouse systems within the set timescales.

The post holders will take an active role in the exploitation hub and the partnership daily briefings. Daily tasks may include review of overnight missing , attending, and following up actions from the daily briefings as well as occasionally chairing the meeting.

The successful candidate will need to:

• Have a degree level qualification in a subject related to working with Children and Families e.g. social work, youth work.
• Have experience of managing complex casework with vulnerable children and families

This post is subject to a satisfactory DBS (Disclosure and Barring Service) check.

For further information about this post please contact:

Sue Priest - Exploitation Hub Manager : sue.priest@wolverhampton.gov.uk

Our working arrangements

All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empowers employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocation where employees are required to be out working in the community with a minimum requirement for 'touch down' space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements.

Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for.

For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies and much more please click here.

Diversity

We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.

Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential. We've received the Stonewall Silver Award, emphasising our dedication to the LGBT+ community by nurturing an inspiring, inclusive, and equal workplace. As of March 2023, the RACE Code Quality Mark signifies our active engagement with racial equality. These recognitions validate our continuous efforts towards fostering an inclusive work environment that respects and values our diverse employees.

As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers - we offer a guaranteed interview as long as your application meets the essential criteria for the post.

We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect - Learn more about the staff equality forums here

Recruitment of Ex-Offenders

We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure - Learn more here

Employment Information & Support

If you are considering applying for an apprenticeship or a role where the salary is (Grade 2-5), and would like to visit us to learn about the application, interview process and what it is like to work for the council, please click on this link to find out more - Learn more here