HULL CITY COUNCIL
JOB DESCRIPTION & PERSON SPECIFICATION
SERVICE AREA:
Adult Social Care
POSITION NO: 1061020
SECTION:
External Regulation and
Commissioning
Quality Monitoring and
Development Officer
GRADE: 8
JOB TITLE:
JOB HOLDER:
EVALUATION DATE:
DATE PREPARED: 28/03/2011
REPORTING TO: Contracts &
Commissioning Manager
11 April 2011
JE NUMBER: NC2587
DIGNITY AT WORK: To show, at all times, a personal commitment to treating all
customers and colleagues in a fair and respectful way, which gives positive regard to
people’s differences and individuality (for example, gender, gender identity, nationality or
ethnic origin, disability, religion or belief, sexual orientation, age). Assists in ensuring equal
access to services and employment opportunities for everyone and promotes the Council’s
Equal Opportunities in Employment Policy.
PURPOSE: Contribute to the development implementation and maintenance of a Quality
Assurance System in Adult Services. To monitor the quality and continuous improvement
in all services commissioned or directly provided. To apply audit tools and inspection
methods to services making recommendations on adjustments to services which fail to
meet Quality Standards or national minimum regulation. To contribute to the drafting of
service specification and tendering documents for services commissioned.
PRINCIPAL ACCOUNTABILITIES:
1.
To promote and safeguard the welfare of children, young people and/or vulnerable
adults
2.
Audit and monitor quality of services commissioned for vulnerable Adults to improve
the quality of services to the public.
3.
Inspect, monitor and report on performance against agreed objectives and standards in
the delivery of services to Adults to ensure contract compliance.
4.
Develop and implement quality standards, which underpin the National Minimum
Standards in commissioned services directly provided for Adult Service users and their
carers.
5.
Provide professional advice and guidance to Managers and staff to develop Quality
Assurance measures and meet National Minimum Standards so that each service is
capable of reporting on the quality standards of the service and progress made toward
continuous improvement.
6.
Alert Managers to any unacceptably low levels of performance or failing standards in
the delivery of care and recommend action to remedy deficits.
7.
Promote users’ and carers’ involvement in performance and quality evaluation,
establishing focus groups, interviewing service users and service providers to ensure
customer satisfaction/service improvement.
8.
Inspect implement of the Quality Development Scheme to all service providers in Adult
Services, the private, independent and voluntary sector by announced and
unannounced visits. Provide professional advice and guidance to Adult Service’s, the
private, and the independent sector to meet the regulated National Minimum
Standards.
9.
Represent Adult Services and the Council on performance, quality and contract
compliance initiatives with other Local Authorities and partner agencies to develop joint
working.
10. Develop and maintain a range of core quality standards, consulting with and
negotiating with service providers, to include contributing to the development of service
specifications to be used in the commissioning and procurement of services, and
identify training and development needs where appropriate.
11. Integrate performance monitoring reports into the Adult Service performance
management framework to meet the strategic objectives of the Adult services Service
Delivery Plan.
12. Professionally evaluate care services to ensure that equality and diversity are fully
reflected in the delivery of services both commissioned and directly provided for
vulnerable adults, and to investigate concerns and complaints and make
recommendations for resolution and improvement.
13 The Health and Safety at Work etc. Act 1974 and associated legislation places
responsibilities for health and safety on Hull City Council, as your employer and you as
an employee of the council. In addition to the Councils overall duties, the post holder
has personal responsibility for their own health & safety and that of other employees;
additional and more specific responsibilities are identified in the Council’s Corporate
H&S policy.
GENERAL:
The above principal accountabilities are not exhaustive and may vary without changing the
character of the job or level of responsibility. The postholder must be flexible to ensure the
operational needs of the Council are met. This includes the undertaking of duties of a similar
nature and responsibility as and when required, throughout the various work places in the
Council.
DIMENSIONS:
1. Responsibility for Staff:
Assessment, evaluation and analysis of quality of care within Local authority Homes and
independent Private Providers and recommends training of staff, giving professional advice
on the quality of supervision and Induction.
2.
Responsibility for Customers/Clients:
Post holder plays a key role in the design, delivery and quality of services commissioned and
procured. Adult services 13,000 service users and 120 providers of social care services.
3.
Responsibility for Budgets:
Reports on Best Value and the quality and effectiveness of services, for the Adults
commissioning budget for externally purchased care of £20 million.
4.
Responsibility for Physical Resources:
WORKING RELATIONSHIPS:
1.Within Service Area/Section:
 Senior Management team in a liaison and advisory role giving advice.
 All Team Leaders. Managers and staff with in Adult Services in a support, guidance
and advisory role.
 Database System Team (Care First)
2.
3.
With Any Other Council Areas
With External Bodies to the Council
 Commission for Social Care Inspection (CSCI) to Professional advice in Vulnerable
Adult Investigations, information Sharing about Local Authority and Independent
Providers of care.
 Other Local Authorities to share information about Local Residential Homes.
 Humberside Police to ensure joint working and sharing information about Vulnerable
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Adults.
Promotes Service’s interest at user groups, conferences and seminars.
Voluntary Sector Organisations with which there are Service Level Agreements.
Independent Sector Groups.
Health, Trusts, PCT’S DOH, Regional Groups
ORGANISATION CHART:
Assistant Head of Service
Grade 14 x 1
Contracts and Commissioning Manager
Grade 11 x 1
Quality Monitoring and Development Officer
Grade 8 x 1
Contract Compliance Officer
Grade 7 x 4
PHYSICAL DEMANDS:
Physical Effort and/or Strain –
(tiredness, aches and pains over
and above that normally incurred in
a day to day office environment).
WORKING CONDITIONS:
Working Conditions – (exposure to
objectionable, uncomfortable or
noxious conditions over and above
that normally incurred in a day to
day office environment).
EMOTIONAL DEMANDS:
Exposure to objectionable
situations over and above that
normally incurred in a day to day
office environment.

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Intense
Very High
High
Moderate
Low
Not applicable
Tick relevant level for each
category
Supporting Information
(if applicable)
The post holder will be
expected to be out of the
N/A office environment on a
regular basis. They will be
required to carry case files
& monitoring information
with them.
Will be visiting
establishments / individuals
N/A homes were may be
exposed to these
conditions
The post holder will be in
contact with vulnerable
adults. This may at times
cause upset and stress to
the post holder.

List
code/s*
How
identified
Desirable
Essential
PERSON SPECIFICATION
The information listed as essential (the column that is shaded) is
used as part of the job evaluation process. The requirements
identified as desirable are used for recruitment purposes only.
*Codes: AF = Application Form, I = Interview, CQ = Certificate of
Qualification, R = References (should only be used for posts requiring
CRB’s), T = Test/Assessment, P = Presentation
1.
Qualifications:
Social work qualified or equivalent with experience in the
delivery of a range of care services and applied professional
knowledge.
Educated to degree level or equivalent.
2.
Relevant Experience:
Presenting inspection outcomes in a balanced way, with
judgments and decisions being based on evidence and in a way
that that promotes the understanding and co-operation of the
regulated service and service users.
Professional experience of working in Social Care directly
related to the provision of care services.
Experience of using a range of auditing methods, Quality
Assurance systems and customer satisfaction techniques in
measuring quality.
Experience of facilitating and delivering training.
3.
Skills (including thinking challenge/mental demands):
Motivation to work with children and young people and/or
vulnerable adults
Ability to form and maintain appropriate relationships and
personal boundaries with children and young people and/or
vulnerable adults
Achieving compliance through explanation and negotiation, by
explaining any deficits and the importance of corrective action
and the implications of not taking action.
Communication skills, report writing, professional judgment and
interview techniques. Interpretation of national policy.
Able to use data bases to gather information and IT skills to
produce reports.
Negotiation and facilitation skills.
Able to create excellent working relationships so as to inspire
confidence in the evaluations given to external, internal
providers.
Professional ability to negotiate with staff at all levels of service,
external agencies and government regulators.
4.
Knowledge:
Assessing compliance with the legislation and associated
Regulations that underpin the National Minimum Standards.(
Secretary of State under section 23, of the Care Standards Act
2000)
Knowledge and delivery of meeting the National Minimum
Standards.
Professional knowledge acquired by relevant experience in
social Care Delivery.
Comprehensive knowledge of national priorities and legislative
requirements in the standards of Care Delivery.
In-depth knowledge of issues and policy in the protection of
vulnerable adults, investigation process.
Tick
relevant
column
AF
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R
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R
R
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AF, I, R
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AF, I, R
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AF, I, R
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AF, I, R
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AF, I, R
List
code/s*
How
identified
Desirable
The information listed as essential (the column that is shaded) is
used as part of the job evaluation process. The requirements
identified as desirable are used for recruitment purposes only.
*Codes: AF = Application Form, I = Interview, CQ = Certificate of
Qualification, R = References (should only be used for posts requiring
CRB’s), T = Test/Assessment, P = Presentation
Developed knowledge of quality assurance techniques.
5.
Interpersonal/Communication Skills:
Verbal Skills
Highly developed negotiation and liaison Skills
Ability to deliver and communicate extremely complex and
sensitive information to a wide range of audiences
Well developed influencing skills
Written Skills
Ability to produce complex reports on the inspection of quality
standards within, the In house and Private Sector.
Analytical thinking.
Inspection
Letters
PowerPoint
Accessible for different cultural needs.
6.
Other:
None
Essential
PERSON SPECIFICATION
Tick
relevant
column
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AF, I, R
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AF, I, R
AF, I, R
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AF, I, R
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AF, I, R
AF, I, R
AF, I, R
AF, I, R
AF, I, R
The requirements listed below are not considered during the job evaluation process, but
are essential requirements for the role that will be assessed during the recruitment
process.
7.
Competencies:
The competencies listed below are all essential requirements for
working at Hull City Council in any post; however, those that
have been ticked as essential have been identified as key
competencies for this role and will be measured as part of the
selection process. They are not required to be addressed in
the candidate’s application form.
Leading forward
N/A
Improving services
N/A
Analysis and decision making
N/A
Making things happen
N/A
Communicating with impact
N/A
Collaboration
N/A
Developing self and others
N/A
A copy of the Competency Framework can be accessed via the Council’s website –
www.hullcc.gov.uk/jobs
8.
Additional Requirements:
none
N/A
9.
Disclosure of Criminal Record:
The successful candidate’s appointment will be subject to the
X
CRB
Council obtaining a satisfactory Enhanced Disclosure from the
Disclosure
Criminal Records Bureau
If the postholder requires a CRB disclosure the candidate is
X
AF(after
required to declare full details of everything on their criminal
short
record.
listing)
IF THIS IS A NEW OR CHANGED JOB THEN APPENDIX D (MUST BE COMPLETED BEFORE
SUBMISSION TO THE JOB EVALUATION) TEAM
DISCLOSURE OF CRIMINAL RECORD
Information Sheet
Level of Disclosure
For Post
Declaration of unspent
convictions
Standard Disclosure
Enhanced Disclosure
What Information the Council Requires
If you have a criminal record, you are required to provide, with
your job application form, details of anything on your record
which is unspent1 under the Rehabilitation of Offenders Act.
You are required to provide, with your job application form, full
details of everything on your criminal record, including details of
all spent1 convictions. You are also required to provide the
Council with details of any prosecutions pending. In addition,
you are required to declare on your application form whether you
are the subject of a Disqualification Order2 or included on any
Government Department list of people unsuitable or banned
from work with children or vulnerable adults.
If you are offered the post, this will be subject to the Council
obtaining a satisfactory3 Standard Disclosure from the Criminal
Records Bureau (CRB)4. The CRB will also send you a copy of
the Disclosure. This will give details of everything on your
criminal record, including cautions, reprimands and final
warnings, as well as convictions and, if relevant, the findings of
checks against Government department lists of people banned
or unsuitable for work with children or vulnerable adults.
You are required to provide, with your job application form, full
details of everything on your criminal record, including details of
all spent1 convictions. You are also required to provide the
Council with details of any prosecutions pending. In addition,
you are required to declare on your application form whether you
are the subject of a Disqualification Order2 or included on any
Government Department list of people unsuitable or banned
from work with children or vulnerable adults.
If you are offered the post, this will be subject to the Council
obtaining a satisfactory3 Enhanced Disclosure from the Criminal
Records Bureau (CRB)4. The CRB will also send you a copy of
the Disclosure. This will give details of everything on your
criminal record, including cautions, reprimands, final warnings,
convictions and any other information and, if relevant, the
findings of checks against Government department lists of
people banned or unsuitable for work with children or vulnerable
adults.
Notes:
1
The table at the end of this information sheet gives details of what is meant by "spent" and
"unspent". If you are still unclear as to what information you should provide, please contact
Employee Services for advice
2
If a person is convicted of an offence against a child and a qualifying sentence is imposed
by a senior court in respect of the conviction, the court must order the individual to be
disqualified from working with children, unless, given all the circumstances, the court is
satisfied that it is unlikely that the individual will commit any further offence against a child.
The same applies to charges/convictions for equivalent armed forces offences.
The Council must not knowingly offer work in a regulated position to anyone who is the
subject of a Disqualification Order. It is also illegal for anyone who is the subject of a
Disqualification Order to apply for work in a regulated position.
3
In this context, "satisfactory" means containing no offences relevant to the post, which
would render you unsuitable
4
The Criminal Records Bureau (CRB) is a Government agency which handles the
Disclosure Service through which criminal record information can be checked by potential
employers and other organisations. Further details about the CRB, including their Code of
Practice, are available from their website at www.crb.gov.uk or from: CRB, PO Box
91,Liverpool L69 2UH.
Government Department Lists
The CRB’s Standard Disclosure and Enhanced Disclosure include, where relevant, a check
against Government Department lists of people unsuitable for work with children and vulnerable
adults e.g. Department for Education and Skills' List 99 or Department of Health's Protection of
Children Act List (PoCAL)
Obtaining A CRB Disclosure
If you are offered the post, the Employee Services Recruitment team will let you know what
needs to be done.
If a Standard or Enhanced Disclosure is required, you will be asked to sign a CRB Disclosure
application form and to provide verification of your identity. You will receive a copy of the
information the CRB discloses to the Council.
Costs
The CRB charges a fee for each Disclosure. Where the Disclosure is required by the Council,
the Council will pay the fee.
SPENT/UNSPENT CONVICTIONS -REHABILITATION PERIODS
The following sentences become spent after fixed periods from the date of the
conviction (not the completion of the punishment).
Sentence1
Rehabilitation
Rehabilitation
Period
Period
People aged 17
People aged 18
or under when
or over when
convicted
convicted
2
Prison sentences of 6 months or less
3½ years
7 years
Prison sentences of more than 6 months to 2½ years
5 years
10 years
Borstal (abolished in 1983)
7 years
7 years
Detention Centres (abolished in 1988)
3 years
3 years
2½ years
5 years
6 months
6 months
Fines, compensation, probation3, community
service/community punishment orders, combination
orders4, action plan, drug treatment and testing and
reparation orders
Absolute discharge
The Crime and Disorder Act 1998 introduced a new custodial sentence for young people
with different rehabilitation periods:
Sentence
Rehabilitation
Rehabilitation
Period
Period
People aged
People aged
12,13 or 14 when
15,16 or 17
convicted
when convicted
Detention and training order of 6 months or less
1 year after the
3½ years
order expires
Detention and training order of more than 6 months
With some sentences the rehabilitation period varies:
Sentence
Probation5, supervision, care order, conditional
discharge and bind-over
Secure training (abolished in 2000) and attendance
centre orders
Hospital order (with or without a restriction order)
Referral order
1
1 year after the
order expires
5 years
Rehabilitation period
1 year or until the order expires
(whichever is longer)
1 year after the order expires
5 years or 2 years after the order
expires (whichever is longer)
Once the order expires
Cautions, reprimands and final warnings become spent immediately
Including suspended sentences, youth custody and detention in a young offender institution
3
For people convicted on or after 3.2.95. Probation orders are now called community rehabilitation orders
4
Combination orders now called community punishment and rehabilitation orders
5
For people convicted before 3.2.95
2