Chief Executive by sa6662B


									pChief Executive

                   Project Worker
Covering Letter

Dear Applicant,

Application For:       Project Worker – The Old Coach House
                       Hammersmith and Fulham
                       Ref: BCDP/04/G

Closing Date:          Wednesday 27 June 2012 at 5.30pm

Thank you for your interest in employment with the Blenheim CDP.

I enclose the following information about the organisation and the role:

     About Blenheim CDP
     Organisation Chart
     Job Description
     Person Specification
     Guidance for Applicants
     Terms & Conditions of Service
     Copy of advertisement
     Application Form
     Equality and Diversity Monitoring Form
     Declaration of Offences Form

Please take time to read all the information before completing the Application
Form. Once completed your form should be sent to us by one of the following
three methods:

    Post           HR Department
                   Blenheim CDP
                   66 Bolton Crescent
                   SE5 0SE
    Fax            020 7582 2211

Unfortunately late applications cannot be accepted so please ensure your
application form reaches us by the closing date stated.

Due to the high level of response to our advertisements and our need to keep
costs as low as possible I regret that we are unable to inform people if they have
not been short-listed. If you have not heard from us within four weeks of the
closing date you should assume that your application has been unsuccessful.

If you would like to find out more about Blenheim CDP’s services please check our
website at Again, thank you for your interest and I look
forward to receiving your completed application form.

Yours sincerely

S Lincoln
Simon Lincoln
HR Director

                                      Page 2 of 12
About Blenheim CDP

Blenheim CDP has been providing services to people with drug problems in
London for over 40 years. We have been and remain a pioneer in developing
services to address the wide range of issues facing communities from problematic
drug use.

We continue to innovate and influence best practice. We have developed a
practical skills approach to service delivery which enables us to be realistic about
what we can provide, responsive to emerging need and creative in our outlook.

An accessible, non-judgemental, client-focussed and proactive approach is central
to our philosophy. We work alongside offenders, communities, partner providers
and local commissioners in striving to improve public health, community safety
and social inclusion. We aim to play a full role within the health and community
safety agendas of the areas in which we work.

We currently provide a range of evidence based initiatives that reflect the
multicultural and diverse needs of the communities we work in. These currently

     Structured Day Programmes
     Specialist Stimulant Services
     Direct Access Services
     GP Shared Care
     Needle Exchange
     Criminal Justice Services
     DRR Day Programmes
     Volunteer and Trainee Programmes
     Training & Consultancy

Our History

Blenheim CDP was created in 2007 from the merger of two leading London-
based drug services – The Blenheim and The Community Drug Project (CDP)
– both with a long history of providing quality services in this sector.

The Blenheim was founded in 1964 by a group of local people in Kensington
and Chelsea responding to concern over the number of itinerant young people
converging on the area in West London around Portobello Road. By the
1980’s the project was well funded and purchased a permanent property to
operate from.

In 2002, in response to continued growth in the activities and services
offered, major works were carried out on the property to improve facilities
and add extra space. More recently the Blenheim established day
programmes in the boroughs of Lambeth and Hackney.

CDP was established in 1968 in Southwark by a group of parents, supported
by the church, to address the rise in drug related problems in the local
community. CDP remained a small organisation until the mid 90’s when it
developed other initiatives to serve the boroughs of Lambeth and Lewisham.

Investment in the infrastructure of the organisation ensured that the quality
of service delivery remained high during a period of further steady growth
that encompassed the development of new projects in the boroughs of
Wandsworth, Greenwich and more recently Harrow and Hillingdon.

For more information about Blenheim CDP please visit our website at

                                      Page 3 of 12
                                            Board of Trustees


  Recovery & Delivery                  Learning and Development               Business and Finance

                                               Director of      Director of       Director of
Director of    Director of    Director of       L and D         Resources          Finance
 Quality      Performance    Development
                                                                                                     Office and Admin
                                                                    HR              Finance               Manager
                                                                   Officer          Officer

                 Data &
              Performance                                                                              Training and
                Manager                                                                                 Reception

                                              Training                                                   Services



         Page 4 of 12
London Borough Hammersmith
 & Fulham & Royal Borough of                                                  London Borough Hammersmith
  Kensington & Chelsea DIP                                                    & Fulham Open Access Service
           Service                                 Service Manager

                                                                                 Team Services
 Team Manager                            Team Manager
     RBCK                                   LBH&F                                   Manager

                ADMIN                                                                   ADMIN
   CASE                                                              Mentor         Project Worker
                                Peer       WORKER                                     ETE LEAD
  WORKER            VOL        Mentor                                                                VOL
   CASE                                    WORKER                     Peer
  WORKER                                                             Mentor         Project worker
                                            CASE                                     VOLUNTEER
   CASE                                    WORKER                                        LEAD
  WORKER            VOL                                                                              VOL
                                            CASE                     Mentor
   CASE                         Peer       WORKER
                                                                                   Project Worker
  WORKER                       Mentor
                                                                                   SERVICE USER
                                            CASE                                        LEAD
   CASE             VOL                    WORKER                     Peer                           VOL
  WORKER                                                             Mentor         Project Worker
                                            CASE                                       NEEDLE
 Resettle-                                 WORKER                                     EXCHANGE
  ment                                                                                   LEAD
   Wrkr             VOL                     Prison                                                   VOL
  Court                         Peer         Link
                                                                     Mentor            Project
  Coordinator                  Mentor                                                  worker
                                                                                     DIP LEAD

                          Page 5 of 12
                           JOB DESCRIPTION
 PROJECT:                  The Old Coach House

 POST:                     Project Worker

 HOURS:                    35 hours per week

 ANNUAL LEAVE:             Initially 25 days (rising to 30 days after 5 years)

 Reporting to:             Team Manager


The post holder will work in a generic drug service team providing substance
misuse interventions to service users. This will include receiving referrals,
conducting assessments, care planning, key –working, group facilitation, needle
exchange and referral in to specialist services.


1.     Client work

1.1    Provide referral processes for service users who wish to access the service
       by providing the appropriate information and assessment details.

1.2    Conduct assessments with service users referred to Open Access ensuring
       accurate collection and dissemination of information.

1.3    To work on a one-to-one basis with service users to ensure that care
       planning and outcome monitoring is conducted on an individual basis
       according to the specific needs of the service user. The post holder should
       employ a range of theories and methods to ensure that the needs are met.

1.4    To work with cultural competence to ensure that the needs of minority
       groups are met.

1.6    Operate a busy needle exchange and ensure that exchanges are carried
       out in line with health and safety procedures.

1.7    Provide support and harm minimisation advice to service users.

1.8    Provide and facilitate a busy drop-in service.

(DANOS Units AA2, AA4, AB2, AD1, AF3, AG1)

                                      Page 6 of 12
2.    Networking and liaison

2.1    Maintain professional links with related organisations to ensure continuity
       of care, up to date profiling of the project, referral links and general
       information sharing.

2.2    To work in partnership with other voluntary agencies and statutory

2.3    To write reports for service users with guidance from the Manager for
       purposes of referral, courts, housing etc.

2.4    To attend external meetings as directed by the Manager.

(DANOS Units AG1, BI5)

3.    Recording, Monitoring and Evaluating

3.1    To maintain client records in such a way that conforms to Blenheim CDP
       policies and procedures and complies with medical and legal requirements.

3.2    To assist management and administrator in the provision of information
       that enable data collection, input and retrieval.

3.3 To conduct regular outcome monitoring to ensure contractual requirements
are met.

3.4 To ensure that client information is kept in a neat and accessible manner
and in a way which complies with BCDP Information Governance and Data
Protection Policies.

3.5 To keep all client information in a secure area to ensure confidentiality is
maintained at all times.

3.6 To ensure that all interventions are underpinned on sound theoretical
methods to ensure that outcomes are measurable.

(DANOS Units AA4, AF3, AG1)

                                      Page 7 of 12
4.    General duties and responsibilities

4.1   To maintain the building environment in line with health and safety
      requirements as well as ensuring that it is a positive physical environment
      that enhances the therapeutic atmosphere for other staff and service

4.2   To ensure that the premises are safe and secure.

4.3   To maintain all policies and procedures in place in Blenheim CDP.

4.4   To attend supervision, appraisal and other meetings as directed by line

4.5   To represent Blenheim CDP in a professional manner at all times.

4.6   To treat all colleagues and service users with respect and dignity.

4.7   To contribute to the strategic development of Blenheim CDP by identifying
      skill sharing opportunities, training provision and the exchange of

4.8   To undertake any task in line with role and responsibilities as directed by
      the line manager.

(DANOS Units AC1, AC2)

                                    Page 8 of 12
                    PERSON SPECIFICATION

PROJECT:                   The Old Coach House Project

POST:                      Project Worker

HOURS:                     35 hours per week

ANNUAL LEAVE:              Initially 25 days (rising to 30 days after 5 years)

RESPONSIBLE TO:            Team Manager

Job Criteria                                                      Essential Desirable

1. A minimum 12 months experience of working with people
   with substance misuse problems.                                   

2. NVQ Level 3 in Health & Social Care or equivalent
   qualification; or willingness, ability and commitment to          
   achieve qualification.

Knowledge, Skills and Abilities
3. A good understanding of the complex needs and problems
   that confront those with a history of problematic substance       
   misuse, eg physical, psychological, mental health, legal etc
(DANOS Unit AD1)
4. A good understanding of harm minimisation and how it can
   be used as an intervention to reduce the risk of harm to          
   individuals and the wider community
(DANOS Unit AB2)
5. Able to effectively engage with clients about their drug use
   through good verbal and non-verbal communication whilst           
   maintaining boundaries.
(DANOS Unit AA2)
6. Able to assess the complex needs of drug users, identify
   risks and formulate action plans to identify how these can        
   best be addressed.
(DANOS Units AF2/3, AG1, BD4)
7. Knowledge of the types of services available to people who
   have substance misuse issues and how they are accessed            
   or referred into.
(DANOS Unit AF2/3)
8. Able to establish and maintain good productive working
   relationships both within a multi-disciplinary team and with      
   external partners using communication skills appropriate to
   the audience.
(DANOS Units BI5)

                                    Page 9 of 12
Guidance For Job Applicants

Please read the information below carefully before completing your
application as it will help you complete your form as effectively as

1. Please do not send a CV. To ensure equal opportunities in recruitment we ask
   that all applicants complete all parts of the Application Form.

2. When completing the form please type or write clearly in black ink.

3. The job description describes the main purpose and responsibilities of the job
   you are applying for. You should take time to read the job description so that
   you get a good understanding of what is required.

4. The person specification sets out the experience, knowledge, skills and
   abilities we think you need to do this job.

5. The Relevant Skills and Experience part of the application form is very
   important as it is used to determine who will be short-listed for interview. The
   best way to complete this section is to take the headings from the person
   specification and then explain against each of these how you meet that part of
   the person specification.

6. When doing this think carefully about how your skills and experience match
   those listed on the person specification. Then give clear examples of how you
   have demonstrated this in your current or previous job.

7. Do not make assumptions that we will know about your skills and experience
   from your employment history.

8. You should also consider any experience you have gained outside work, ie
   through voluntary experience or community activities.

9. The referees you give should, where possible, be your current or previous
   manager (or HR Department) and cover your three most recent jobs. If these
   cover a period less than 3 years we may ask for additional referees.

10. To ensure that our Equality and Diversity Policy is effective, all candidates are
    asked to complete the Equality and Diversity Monitoring Form. This will be
    treated as confidential and removed before the short-listing process.

11. When, completed please read through your application form carefully checking
    for any errors or omissions.

12. After the closing date, applications will be short-listed by the interview panel
    who will make an assessment as to how each applicant meets the criteria on
    the person specification. Those who meet the requirements most closely will
    then be invited for interview.

If you have any questions about the application process please contact
the HR Department on 020 7582 2200.

                                      Page 10 of 12
    Main terms & conditions

Salary:        Salaries are paid on the 20th of each month in accordance with the National
               Joint Council (NJC) for Local Government but one year in arrears. Therefore
               for the current year 2008/09 salaries are based on the NJC spinal point
               salaries agreed with effect from 1st April 2007. The salary scale for each job
               covers 5 spinal points and progression through the scale is by annual

Hours of       Our standard working week is 35 hours (excluding breaks for lunch). Normal
work:          office hours are 9.30am to 5.30pm however some services are open on one
               or more evenings a week and/or the weekend. Employees may therefore be
               required to do some evening and weekend work.

Leave:         The initial annual leave entitlement is 25 days per year increasing by one
               additional day for each completed year’s service up to a maximum of 30
               days per year. The leave year runs from 1st April to 31st March.

Pension:       After 3 months service all staff are eligible to join the Blenheim CDP group
               personal pension scheme. This is a defined contribution scheme whereby
               Blenheim CDP will contribute a 4% of basic salary on condition that the
               employee contributes a minimum of 3%.

Sick Pay:      There is a discretionary sick pay scheme in place. This provides for up to 21
               days full pay followed by 21 days at half pay in any rolling 12 month period
               on condition that employees follow the correct reporting procedure. This is
               paid at the total discretion of Blenheim CDP. During an employee’s
               probation period or the first six month’s of employment (whichever is the
               longer) this is reduced to 5 days at full pay.

Dependency     In the event that a member of staff needs time off to attend a family
Leave:         emergency up to five days per year (1st April to 31st March) may be granted
               at full pay at the discretion of the line manager.

Compassion- In addition to the above up to five days per year (1st April to 31st March)
ate         may be granted at full pay at the discretion of the manager in the event of
Leave:      the serious illness or death of a close family member.

Maternity      We provide for enhanced maternity and paternity benefits in addition to the
and            statutory entitlement. Our maternity pay provides for an additional 12
Paternity      week’s at half pay from the beginning of the 7th week of maternity leave on
Leave:         condition that the employee commits to returning to Blenheim CDP at the
               end of their maternity leave.

Childcare      Staff with children aged up to the age of 15 are able to take part of their
Vouchers       salary in childcare vouchers which are exempt from tax and NI and can
               therefore give savings of up to £904 per year.

Season         All staff are entitled to apply for an interest-free loan for an annual season
Ticket         ticket.

Life Cover:    Blenheim CDP has group life cover insurance that provides a benefit of 2 x
               basic annual salary in the event of an employee’s death in service. The
               benefit is paid at the discretion of the Trustees of the scheme.

Group          This provides a benefit to staff (with a minimum of 2 years service) who are
Income         absent for a period of 3 months or longer due to ill-health. The benefit is
Protection     50% of salary and paid for a period of up to 2 years.

                                         Page 11 of 12
Project Worker
£25,996 - £29,282
The Old Coach House, London W12

As a project worker in the new Open Access service, you will need
to have a real commitment to working with substance misusers,
providing high quality initial assessments and interventions which
enable service users to access the full range of services they require
for their recovery. You will need a good understanding of the
substance misuse treatment system, excellent communication and
clinical skills, and the ability to work to performance targets. This is
a varied role, requiring an enthusiastic individual who is willing to
cover one-to-one, group work and needle exchange, and is able to
liaise effectively with other professionals to get the best possible
outcomes for your clients.
Some evening work is required, on a rota basis.

You should have experience of working in the drug and alcohol field
and be able to work professionally and effectively with a wide range
of service users. Ideally you should have a Level 3 NVQ in Health &
Social Care, or equivalent.

To request an application pack, please email: or
telephone our response handling line on 01206 570706 quoting the reference
number BCDP/04/G. Alternatively, you can download an application pack from
our website

Closing date: Wednesday 27th June 2012.

We regret that late applications cannot be accepted.

We value diversity in our workforce and welcome applications from all sections of
the community.

Blenheim CDP: Registered Charity No. 293959

                                    Page 12 of 12

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