Resettlement Support Worker

DUTIES AND RESPONSIBILITIES

The Resettlement Support Worker shall perform such duties as may from time to time be assigned in relation to employment and shall carry out such instructions as may be given in relation to the performance of their duties. The Resettlement Support Worker shall provide overall co-ordination of services and community liaison with refugees being resettled in the County in consultation with the Community Integration Forum and Local Area Integration Team (LAIT) within the Community Development Section of Monaghan County Council.

 

The duties of the post shall include:

Ongoing Day to Day duties:

• Provide support for the relocation of the refugees at their initial arrival in the County, in close co-operation with the LAIT and other local agencies, services such as schools, health services, local housing authority, and other providers.
• Liaise with service providers to ensure that each family receives information regarding the running of their new home and monitoring progress on a weekly basis for the first month after arrival of each group.
• Identify any needs for interpretation services and other backup services and liaise with the LAIT and other agencies to ensure that such services are accessible when, particularly in the early days of resettlement.
• Provide day to day support (where feasible) to assist the refugees to manage their daily lives.
• Where issues arise, assist refugees to interact with appropriate authorities to empower them to become self-reliant and to put in place links within local communities to ensure a sustainable and integrated resettlement for individuals and families.
• Assist programme refugees to complete application forms, registration forms and follow up where necessary.
• Liaise with LAIT and other relevant service providers and local community bodies to provide appropriate soft supports in local communities such as weekly drop-in service, where refugees can come for information and guidance; after school supports for children and young people etc.
• Liaise with agencies to ensure that necessary interpretation supports are provided when accessing supports and services.
• Assist individuals and families to interact with the schools and adult education providers and to take up fully the provision of English Language training and any other appropriate education provision.

Working with programme refugees as individuals and as a community

• Develop a working relationship with the members of the community to be resettled, with a focus on building trust, understanding cultural and other differences, and creating a basis of mutual respect and understanding.
• Work flexibly with the refugee community to meet their initial needs in relation to settling into their new homes, building up relationships with schools, health services, learning English and generally settling into a local Monaghan community.
• Support the community to access appropriate religious services and facilities including sourcing transport supports.
• Work with the community to build their confidence and connections to live independently while providing adequate supports.
• Support the refugee community to develop cultural skills to access services, social connections and networks;
• Link individuals and the community with training, education and personal development programmes to develop their skill sets in the areas required, such as developing projects in local libraries, with the Local Enterprise Office, the ETB and Family Resource Centres.
• Support the refugees to have their qualifications recognised, in conjunction with the Cavan Monaghan Education and Training Board.
• Advocate with local employers and with local community and voluntary groups for full or part-time work or for work experience for refugees.
• Identify other resources that will support the development and integration of the refugee group.

Working with Service Providers and advocate for the refugees:

• Identify key issues arising from the resettlement and, where possible, make recommendations on potential solutions to the Resettlement Support Team service providers and the Community Integration Forum.
• Report to the Local Area Integration Coordinator within Monaghan County Council on the progress of the refugees in their resettlement and liaison with all services necessary to ensure a smooth transition for the group from their induction centre into life in the County.
• Identify cost effective and coordinated mechanisms for the provision of interpretative services to meet the needs of both the service providers and the refugees in the various locations around the County, bearing in mind the requirements of public procurement.
• Liaise with the Local HSE Social Inclusion team in relation to health care provision for programme refugees.
• Assist key service providers to develop strategies for the provision of services to the group with a view to providing sustainable services to meet the group or individual family needs;
• Inform service providers and advocate on behalf of refugees where issues arise that are not addressed and refer in the first instance to the Local Authority Integration Coordinator and the Community Integration Forum.
• Identify where short-term targeted initiatives may be required and work with mainstream service providers to develop same.
• Monitor, record and evaluate the quality of services delivered to programme refugees on a continuous basis. Provide reports on progress in relation to the Resettlement Programme, and any difficulties or issues arising, as required by Monaghan County Council and the Community Integration Forum.

General:

• Identify and ensure the delivery of appropriate training for both service providers and refugees that would aid cross cultural understanding and promote greater integration of refugees in County Monaghan;
• Liaise with staff (resettlement workers and other service providers in other counties) with relevant knowledge or examples of good practice that could be of benefit to the Resettlement Programme in County Monaghan, or to share local learning with others.
• Prepare financial and progress reports as required by Monaghan County Council, the Community Integration Forum and the Office for the Promotion of Migrant Integration.
• Prepare the refugees to access mainstream services in the towns in which they are located in preparation for the end of the Resettlement Programme and ensure service providers have strategies to continue to support their integration.

These duties are indicative rather than exhaustive and outline the main functions and responsibilities of the post of the Resettlement Support Worker and may be subject to change in the future. The post holder may therefore be required to perform duties appropriate to the post, other than those detailed above and to take instruction from and report to an appropriate officer or such designated officer as may be assigned from time to time by Monaghan County Council.

 

1.     Character

Candidates shall be of good character.

2.     Health

Each candidate shall be in a state of health such as would indicate a reasonable prospect of ability to render regular and efficient service.

3.      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.

 

4.      Education, Training and Experience

Essential Requirements: -

It is essential for each candidate to have: -

• A relevant Third level qualification (at least Level 7 on the Irish National Qualifications Framework)
• Five years’ experience of working in a community development, education or international development environment.
• Track record of working with ethnic minority communities.
• Satisfactory knowledge and experience in managing projects preferably in the area of ethnic minorities, social inclusion or integration.
• Excellent communication skills in both verbal and written English and a demonstrated ability to use Microsoft office, including Excel, Word, Powerpoint and databases.
• Understanding of the skills needed to work using interpreters and the ethical considerations associated with their use.
• Excellent group development and facilitation skills and be able to demonstrate previous experience in their use.
• Successful track record of initiating, managing and developing successful, sustainable projects at a community level.

• Be a highly motivated individual, with an ability to establish, develop and sustain local partnerships.

• Demonstrate flexibility in their approach to work and be prepared to respond to situations arising from the Resettlement Programme flexibly and promptly.
• Demonstrate empathy and an appreciation of the issues and needs of the incoming target group and also of the communities into which they are settling.
• Ability to handle conflict, excellent negotiation skills and an understanding of conciliation techniques, cultural difference and different cultures.
• Eligibility to work in Ireland and available to commence work within the time period required.

Desirable requirements

In addition, it is expected that the successful candidate shall have: -

• A background or specific knowledge of international development.
• Be fluent in written and spoken English.
• Knowledge of other languages especially those likely to be spoken or understood by programme refugees.
• An understanding and knowledge of various sectors in Irish society such as Local Government, Health Services, Education Services, elected representatives, funding bodies and eligibility criteria for state services would be an advantage but not essential.
• Experience of public relations, especially in relation to sensitive issues, and in using social media for communications.

5.      Driver Licence

The holder of the post shall hold a current full clean driving licence in respect of category B vehicles or equivalent in the EU Model Driving License.

Non-Irish Qualifications must be accompanied by a determination from Quality and Qualifications Ireland (QQI) to establish their comparability against the Irish National Framework of Qualifications. Oversees qualifications must also be accompanied by a translation document.

Each candidate must include on the application form details of all qualifications obtained by them. The invitation to attend for Interview is not to be regarded as an admission that you possess the prescribed qualifications and/or requirements for this post or are you qualified by law to hold the post. Documentary proof will be required before appointment where you claim credit for particular qualification, experience, etc

Essential Requirements

• Knowledge, Experience and Skills

Knowledge and understanding of the role

• Has a clear understanding of the role, objectives and targets and how they support the service delivered by the Community Department and can communicate this to the team
• Has relevant experience of working in a community development, education or international development environment
• Has relevant experience of working with ethnic minority communities
• Has excellent negotiation skills and an understanding of cultural differences and different cultures.
• Relevant administrative experience.
• Experience of working as part of a team.
• Has the ability to demonstrate the skills needed to work with interpreters and the ethical considerations associated with their use

 

Delivering Results

·        Plan and prioritise work and resources effectively.

·        Establish high quality service and customer care standards.

·        Make timely, informed, and effective decisions and show good judgement and balance in making decisions or recommendations.

·        Create opportunities or overcome obstacles by rethinking or reconceptualising practices or procedures.

·        Manages the allocation, use and evaluation of resources to ensure they are used efficiently to deliver on operational plans.

Performance through People and Communicating Effectively

Has a creative and collaborative approach to problem solving and working with others to reach a solution.

Has the ability to handle conflict,

Demonstrates ability to support the line manager and work as part of a team.

Has excellent interpersonal and communication skills

·        Recognises the value of and requirement to communicate effectively.

·        Has excellent written and verbal skills

·        Influences others effectively to get support and commitment to proposals or suggestions.

 

Personal Effectiveness

·        Is enthusiastic about the role and motivated in the face of difficulties and obstacles

·         Remains calm under pressure and can manage the delivery of several tasks/projects concurrently.

·        Manages their time effectively, focusing on essential tasks and responsibilities.

·         Is open to take on new challenges or responsibilities.

·        Keeps up with current and emerging developments, trends, and best practice in the International Refugee Protection Programme.

·        Is honest and trustworthy in all dealings.

The Competition

Monaghan County Council invites applications from suitably qualified persons, who wish to be considered for inclusion on a panel from which temporary vacancies for the post of Resettlement Support Worker shall be filled. The post shall be wholetime and temporary. (18-month specific purpose contract).

The post holder shall not engage in any gainful occupation, other than as an employee of a local authority, to such an extent as to impair the performance of his or her duties as an employee of a local authority or in any occupation which might conflict with the interests of the local authority, or which might be inconsistent with the discharge of his/her duties as a local authority employee.

 

Salary:

The salary shall be fully inclusive and shall be as determined from time to time. Starting pay for new entrants will be at the minimum of the scale. Holders of the post shall pay to the local authority any fees or other monies (other than their inclusive salary) payable to or received by them by virtue of their office or in respect of services which they are required by or under any enactment to perform. An allowance may also be payable in respect of travel expenses and subsistence.

The salary scale for the post is: -

€57,322

Entry point to this scale will be determined in accordance with Circulars issued by the Department of Housing, Local Government, and Heritage. Appointees who are not existing public servants will enter at the minimum point of the scale.

 

Probation:

 

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

 

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

(b)             such period shall be twelve months, but the Chief Executive may, at his discretion, extend such period;

(c)              such person shall cease to hold such office at the end of the period of probation, unless during such period, the Chief Executive has certified that the service of such person is satisfactory.

 

 

Hours of Duty:

 

The successful candidate’s normal hours of work will be 35 hours per week. Flexible working arrangements apply. The Council reserves the right to alter the hours of work from time to time. The role requires flexibility in terms of working hours as the duties may involve working outside of normal office hours in attending meetings at weekends, as necessary.

 

Annual Leave

 

The annual leave entitlement will be 30 days per annum.

 

Health

 

For the purpose of satisfying the requirement as to health it will be necessary for each successful candidate, before he/she is appointed, to undergo a medical examination by a qualified medical practitioner to be nominated by the local authority.

 

Superannuation:

 

Membership of the Local Government Superannuation Scheme or the Single Public Service Pension Scheme is compulsory for all employees. Details will be provided to the appointee prior to appointment.

 

Superannuation contributions

 

Persons who become pensionable officers of a Local Authority who are liable to pay the Class A rate of PRSI contribution will be required in respect of their superannuation to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration plus 3.5% of net pensionable remuneration (i.e. pensionable remuneration less twice the annual rate of social insurance old age contributory pension payable at the maximum rate to a person with no adult dependant or qualified children).

 

Persons who become pensionable officers of a Local Authority who are liable to pay the Class D rate of PRSI contribution will be required in respect of their superannuation to contribute to the Local Authority at the rate of 5% of their pensionable remuneration.

 

Widows & Orphans/Spouses & Childre’s scheme

 

All persons who become pensionable officers of a Local Authority will be required in respect of the Spouses and Children’s Contributory Pension Scheme to contribute to the Local Authority at the rate of 1.5% of their pensionable remuneration in accordance with the terms of the scheme.

 

New entrants from 1st January 2013 – Single Public Services Pension Scheme

 

For new entrants under the Single Public Service Pension Scheme, effective from 1st January 2013, superannuation contributions are as follows: 3.5% of net pensionable remuneration and 3% of pensionable remuneration. Pension and retirement lump sum will be based on career-average pensionable remuneration; pensions will be co-ordinated with the State Pension Contributory.

 

 

Retirement:

 

There is no mandatory retirement age for new entrants to the public service as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004. Anyone who is not a new entrant to the public service, as defined in the Public Service Superannuation (Miscellaneous Provisions) Act 2004, is subject to a compulsory retirement age of 70 years or as determined in accordance with Department Circulars and in line with Government Policy.

 

The maximum retirement age for new entrants as defined by the Public Service Pensions (Single Scheme and other provisions) Act 2012 is 70 years.