PO Box 70420 London NW1 7QL Tel 020 7034

po box 70420, london nw1 7ql tel: 020 7034 0303/0304 september 2018 dear applicant, thank you for your interest in the ro

PO Box 70420, London NW1 7QL
Tel: 020 7034 0303/0304
September 2018
Dear Applicant,
Thank you for your interest in the role of Female Therapeutic Services
Manager at Woman’s Trust.
Please find enclosed the following:
 Application form
 Equal Opportunities Monitoring Form
 Job Description
 Person Specification
 General information
 Equal Opportunities Policy
Please note when completing your application that CV’s are not
acceptable.
Woman’s Trust is looking for employees who fulfil the essential
criteria set out in the Person Specification, please address each of
these criteria in your application giving actual examples of what
related work/experience you have. If you are unsure whether you meet
the criteria please call our office and we will be happy to help.
The closing date for applications is Wednesday 3rd October, 9 am.
Interviews are planned for the week
8th October.
Unfortunately Woman’s Trust resources are limited therefore only
successful applicants will be notified, if you have not heard from us
within 2 weeks of the closing date your application has been
unsuccessful.
I look forward to receiving your application.
Best wishes,
Heidi Riedel
CEO

PO Box 70420, London NW1 7QL
Tel: 0207 034 0303/0304.
Application for Female Therapeutic Services Manager
===================================================
Confidential
------------
Charity No:1053117
Please note this post is open to female applicants only – Section
7.2(E) of the Sex Discrimination Act applies
First Name
Second Name
Address
Email:
Telephone
Home Work
Do you have any special needs or disabilities – if yes please describe
Date from which you could take up the position if offered
How have you heard about the opportunity (e.g. name recruitment
website / newsletter/ friend)
Please give the name of two referees , one should be your current or
most recent employer.
1.
Name
2.
Name
Address
Address
Email:
Email:
Telephone
Home
Work
Telephone
Home
Work
Relationship to Applicant
Relationship to Applicant
Declaration
The facts set forth in this application are, to the best of my
knowledge, true and complete.
Signature
Date
CONFIDENTIAL
Disclosure of Criminal Convictions
Please give brief details of any criminal convictions that you have
including any which have been ‘spent’ within the terms of the
Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975. Further
details should be sent separately and confidentially to the
Therapeutic Services Manager.
Enhanced DBS check will be requested.
Education History (relevant to this post)
Dates
From - to
College/University
Qualifications obtained
Current or most Recent Employment
Dates
from-to
Organisation
Job title
Main Areas of Responsibility
Employment History (paid & voluntary)
Dates
from - to
Organisation
Job title
Main Areas of Responsibility
Days Sick Leave in last 12 months
Please set out below the skills, abilities and experience that make
you suitable for this post:
Please continue on another sheet if necessary
Please briefly answer the following questions
What do you think are the main emotional and practical issues for
women affected by domestic violence? Why do you think women stay in
violent relationships?
What therapeutic issues do you think might arise in working with women
affected by domestic violence? How do you think a counsellor should
address them?
What supervisory issues do you think might arise in supervising
counsellors in this setting?
How would you work with them?
What does the person-centred approach mean to you? Why do think that
working in a person-centred way is important in this area of work?
Describe your personal style of Supervision
Please return the form via email to [email protected] (A
signed hard copy of the form will need to be provided at interview
stage.)
Equal Opportunities Monitoring Form
Date:
_____________
Position applied for:
___________________________________
Ethnicity
Age
Asian
18 – 25
46 – 55
Asian British
26 – 35
56 – 65
Asian Indian
36 – 45
65+
Asian Pakistani
Gender
Asian Bangladeshi
Female
Any other Asian Background (please specify)
Gender Reassignment (please specify)
Straight Connector 2
Black
Rather not say
Straight Connector 5 Straight Connector 6 Black British
Straight Connector 10 Sexual Orientation
Black African
Bisexual
Black Caribbean
Heterosexual
Any other Black Background (please specify)
Lesbian/Gay woman
Straight Connector 3
Other
Chinese
Rather not say
South East Asian (please specify)
Religion or non-religious beliefs
Atheism
Islam
Irish Traveller
Agnosticism
Jainism
Romany Gipsy
Buddhism
Judaism
Any other Traveller/Gipsy Background:
Christianity
Sikhism
Hinduism
No religion or Belief
Mixed White and Black Caribbean
Humanism
Rather not say
Mixed White and Black African
Any other Religion/Belief (please specify)
Mixed White and Asian
Any other Mixed Background (please specify)
Do you consider yourself to have a disability?
Yes
No
Rather not say
Straight Connector 7 Straight Connector 8 White British
If yes do you have a :
White Irish
Physical Impairment
Any other White Background (please specify)
Sensory Impairment
Learning Disability
Straight Connector 9 Rather not say
Mental Health Condition (long term)
Other Health Condition (long term)

Therapeutic Services Manager
Job Description
Hours 21 hours per week subject to funding
Salary £21,000 (FTE £35,000 pa)
Responsible to Management Committee
Line Managed by Woman’s Trust CEO
Location Based at Woman’s Trust Offices at Edgware Road/Paddington
Job Purpose
1.
To exercise Person-Centred clinical responsibility for Woman’s
Trust counselling, groupwork, and other therapeutic services
2.
To ensure that WT counselling services are delivered to a high
professional standard, in accordance with the BACP Ethical
Framework and the Person-Centred Approach.
3.
To lead on the development of new opportunities for the
enhancement and expansion of WT counselling services
4.
To lead on clinical representation of WT services to external
bodies and involvement in campaigning for the improvement of
services for women experiencing DV
5.
To be the Safeguarding lead for the organisation
Responsibilities
1.
Service delivery - Supporting women who are experiencing or have
an experience of domestic violence:
1.
Maintain an overview of the counselling service, ensuring that
women accessing the service receive an initial session from a
qualified assessor, allocation to a suitable counsellor or
onward referral, provision of appropriate counselling sessions
and subsequent closure or referral, depending on the needs of
the client and the resources available. Provide training to
all assessors.
==============================================================
2.
Hold Person-Centred clinical responsibility for all
therapeutic services (individual counselling, groupwork,
workshops), including taking the lead in dealing with issues
around complex needs clients (e.g. suicidal ideation, Child
Protection etc.)
============================================================
3.
Deal with any complaints promptly and in line with Woman’s
Trust’s policies and procedures
==========================================================
4.
Ensure Woman’s Trust services are promoted and advertised and
we are liaising with other organisations
=============================================================
5.
To develop links and partnerships to other agencies who have
an interest in supporting our work.
============================================================
6.
Ensure that WT maintains a database and resources bank of
other services relevant to domestic violence in order to make
effective referrals and to provide women and front-line
workers with information
=============================================================
7.
Represent Woman’s Trust at Meetings, Conferences and Forums
and conduct all work in a way which reflects the aims and
principles of Woman’s Trust
===========================================================
2.
Project staffing –Oversee the recruitment and management of
clinical and project staff
1.
Oversee the recruitment, selection, induction and training of
project staff, volunteer, supervisors and other
=============================================================
consultants (e.g. workshop facilitators, paid counsellors).
===========================================================
2.
Provide line management support and supervision to the Deputy
Therapeutic Services Manager
=============================================================
3.
Conduct annual reviews with clinical supervisors
================================================
4.
Ensure probation meetings for project staff and volunteers as
well as annual placement meetings with our counselling
volunteers are carried out.
=============================================================
5.
Coordinate and attend quarterly supervisor meetings.
====================================================
3.
Office Administration
1.
Ensure that adequate office cover is provided,
==============================================
2.
Ensure the coordination and maintenance of all systems and
record keeping relevant to the service, ensuring that
confidential files are properly secured
==========================================================
3.
Ensure all contracts up-to-date (e.g. Sessional staff
Consultancy Agreements, Service Level Agreements, etc)
======================================================
4.
Finances
1.
In liaison with Woman’s Trust Treasurer and Finance Manager
ensure the maintenance of Woman’s Trust’s financial systems,
managing service budgets and monitoring expenditure with the
CEO to ensure it falls within the required targets
============================================================
5.
Contract Delivery /Reporting
1.
Monitor target and outcome delivery of service
contracts/grants, in the likelihood of un-met target, to
provide an action plan
========================================================
2.
Ensure that the necessary data is collected in a timely way to
meet funders’ reporting requirements and for internal
reporting
==============================================================
3.
Support work of the Monitoring and Reporting Officer providing
case studies and clinical information where necessary and
contribute to CEO’s report to WT Board
==============================================================
6.
Quality Assurance
1.
Attend WT Ethics & Practice committee meeting and actively
support the work of the committee.
==========================================================
2.
Ensure WT retains BACP Service Accreditation and the Women’s
Aid Quality mark, and that services are delivered in
accordance with the BACP Ethical Framework.
============================================================
3.
Ensure necessary clinical policies are developed and reviewed
with support of Woman’s Trust Ethics & Practice committee .
=============================================================
7.
Development Work/Fundraising
1.
Support the CEO in developing partnership projects with other
women’s organisations and health service providers where
appropriate
=============================================================
2.
Support the CEO, Fundraiser and the Finance & Fundraising Sub
Committees in implementing the Woman’s Trust Fundraising
Strategy.
=============================================================
3.
Set up and support the development of Woman’s Trust services
and new projects
============================================================
8.
General
1.
To be committed to the Person-Centred approach
==============================================
2.
To abide by Woman’s Trust policies, in particular Equal
Opportunities and Confidentiality
=======================================================
3.
Participate in individual line-management supervision
=====================================================
4.
Attend relevant training as agreed by the CEO and Board
=======================================================
5.
Undertake other duties as reasonably requested by the CEO or
Board of Directors
============================================================

Therapeutic Services Manager
Job Description
1.
Qualifications
1.
A diploma in Person-Centred/Humanistic/Integrative Counselling
or equivalent is essential
2.
Supervisor qualification
3.
BACP/UKCP accreditation
2.
Experience
1.
Substantial clinical experience, especially working with
clients who have experienced abuse or trauma, and/or have
complex needs (at least 5 year post qualified experience)
2.2 Experience of clinical work with women affected by domestic
violence
2.
Experience of working with women from black and other minority
ethnic communities
3.
Experience of conducting initial assessments with vulnerable
clients
4.
Experience of providing clinical supervision, preferably
including group supervision in a voluntary sector environment
5.
Substantial experience of supervising and co-ordinating
counsellors or volunteers
6.
Experience of maintaining financial systems and controls in a
similar project
7.
Experience of fundraising for a small charity or the ability to
develop this area of work
8.
Experience in setting up and developing projects, including
winding them down
3.
Knowledge
1.
Awareness of domestic violence issues including its effects on
women and children
2.
Knowledge of the range of statutory and voluntary agencies and
services which women experiencing domestic violence may come
into contact with
3.
Understanding of the issues of confidentiality and
record-keeping and the ability to put this into practice
4.
Understanding and awareness of anti-discriminatory issues and
practice
5.
Knowledge of financial and legal requirements of a small
charity
6.
Knowledge and understanding of the needs of counsellors and
supervisors and all clinical issues surrounding the service
4.
Skills
1.
Excellent organizational skills, including setting SMART goals
for all staff members
2.
Excellent ability to teach and facilitate learning for all
3.
Excellent managerial and leadership skills – in keeping with
the ethos of Woman’s Trust ie inclusive and facilitative
4.
Good communication skills – in person , on the telephone, in
writing and in meetings
5.
Good interpersonal and team working skills
6.
Ability to contribute to fundraising bids
7.
Ability to propose, initiate and develop new ideas
8.
Ability to work under pressure and also to be aware of own
needs and take responsibility for self-care
9.
Ability to critically evaluate own work
10.
Ability to work on own initiative – set and meet targets and
deadlines and organise own time
11.
Ability to manage own admin and maintain Woman’s Trust’s
systems, including ability to use Microsoft Office programmes
12.
Ability to attend evening meetings when necessary
5.
Attitudes
1.
A commitment to working within Woman’s Trust’s ethos,
including working within a humanistic framework
2.
A commitment to anti-discriminatory practice and a willingness
to implement Woman’s Trust’s Equal Opportunities policy at all
levels
3.
A sensitivity to the circumstances and needs of clients and
the commitment to working to empower women who have
experienced domestic violence
4.
Commitment to promote a safeguarding for young people and
vulnerable adults. To be responsible in ensuring that the work
follows all our safeguarding policies and procedures.

Woman’s Trust is a woman only, woman-led charity based in Westminster
providing free person-centred counselling and support services to
women in London who have or are experiencing domestic violence.
Counselling Service
Provision of up to 18 one-to-one counselling sessions with a
professional counsellor. The service is open to all women who are, or
have been affected by domestic violence, targeting in particular,
those women who are unable to fund this support themselves. Woman’s
Trust can advise and refer women who do not fall into this category to
other services. Counselling sessions offer a time to explore feelings
and talk through difficulties in a safe, confidential and
non-judgemental environment.
Support Groups
Support groups run on a weekly basis, specifically for women who have
an experience of domestic violence . These groups give the opportunity
to share experiences, talk about feelings and create support networks
in a friendly and confidential environment. Groups have no more than 8
women run in blocks of 8 on a weekly basis.
Psychoeducational Development Workshops
Psychoeducational development workshops provide women with information
and experience about different topics. They are one day or half -day
events, each covers different topics which women have told us they
would like to lean about. Workshops provide an opportunity to learn in
depth about a subject that may help women with the difficulties they
face. A maximum of 20 women attend a workshop.
How to contact us.
Women who want to access the support and counselling service can phone
us direct for an appointment. We will accept a referral from someone
else on a woman’s behalf as long as she has given her consent and
knows that the contact is being made.
Contact details
---------------
There are no drop-in facilities at our office – always phone first for
an appointment. The office is usually staffed from 9.30am to 5.00 pm
Mon-Fri. We are a small organisation and are not always able to answer
the phone, all messages are returned as promptly as possible.
Woman’s Trust’s ethos and approach
----------------------------------
The provision of client-led person-centred services is central to the
ethos of WT. Women who use our services have a central role in
deciding and approving developments and changes. WT uses a number of
consultation methods both with women who currently use our services
and those who are past users including exit questionnaires,
self-esteem questionnaires, feed-back from groups and counselling
sessions. Women are asked to comment on any changes and developments
in our services. This information is discussed within the staff team
and at Management Committee meetings so that future developments can
be influenced.
Staff use a consultative approach with women on all aspects of Woman’s
Trust work and services are only developed or changed in conjunction
with the women who use them. Being able and committed to delivering
services in this way is essential for staff and volunteers working at
WT.
This method of working ensures that services are appropriate to the
real needs of women affected by domestic violence.
Many women affected by domestic violence tell us that they experience
high levels of self-blame for the violence or abuse, lack of
self-esteem and confidence. By providing a person-centred response WT
is able to support women to explore their experiences in a positive
way and to build on their existing skills and achievements.
Women affected by domestic violence do not always get a positive
response from individuals and/or agencies they approach for help.
Women are often met with disbelief and made to feel that it is somehow
their fault. One of the most common myths about domestic violence is
that the woman ‘must have done something to deserve or cause it’.
Working in a consultative and person-centred way helps to ensure these
negative messages are not reinforced.
Woman’s Trust, PO Box 70420, London NW1 7QL
Tel: 0207 034 0303/0304 – Fax: 0207 034 0305
Email [email protected]
Website: www.womanstrust.org.uk

-------
Equal Opportunities Policy
Signed off by Board: 14th March 2018
Scheduled review date: December 2019
Principle: Woman’s Trust is actively committed to oppose all forms of
discrimination on the grounds outlined in this policy. Woman’s Trust
is committed to its Equal Opportunities Policy being realised in
practice and will continue to amend and update when and where it is
necessary and appropriate to do so.
Purpose: Woman’s Trust aims to be an equal opportunity employer and to
provide an environment free from harassment and inequality. Woman’s
Trust values diversity and believes in providing an environment which
promotes fairness, dignity and respect for everybody within all
day-to-day dealings. To ensure accountability at all levels and to
enable all potential users are able to access services.
Applies to: Staff, trustees, volunteers and clients.
Policy:
Woman’s Trust (WT) is committed to a policy of equal opportunities in
employment whereby individuals are selected, trained, promoted and
treated on the basis of their relevant merits, skills and competency.
Woman’s Trust values diversity and believes in providing an
environment which promotes fairness, dignity and respect for
everybody.
The objective of this policy is that no person should suffer or
experience less favorable treatment, discrimination or lack of
opportunities on the grounds of gender, race, colour, nationality,
ethnic origin, religious or philosophical beliefs, health status, HIV
status, age, marital status, parental status, sexual orientation,
political beliefs or trade union membership, class, responsibility for
dependents, physical attributes, ex-offender status as defined by the
Rehabilitation of Offenders Act 1974, lack of formal qualifications
where such qualifications are not formally required, or any other
grounds which cannot be shown to be justifiable within the context of
this policy.
This policy will influence and affect every aspect of activities
carried out at WT.
In the provision of services and the employment of staff, Woman’s
Trust is committed to promoting equal opportunities for everyone.
Throughout its activities, WT will treat all people equally whether
they are:
*
Seeking or using our services.
*
Applying for a job or already employed by us.
*
Trainee workers and students on work experience or placements.
*
Volunteer workers.
Equal Opportunities and Discrimination (Equality Act 2010)
The Equality Act came into force in October 2010 and replaces all
previous equality legislation in England, Scotland and Wales – namely
the Race Relations Act 1976, the Disability Discrimination Act 1995,
the Sex Discrimination Act, the Equal Pay Act, the Employment Equality
(Age) Regulations 2006, The Civil Partnership Act 2004, the Employment
Equality Regulations 2003 (religions and belief and sexual
orientation).
The Equality Act 2010 protected characteristics are:
Age, disability, gender reassignment, marriage and civil partnership,
pregnancy and maternity, race , religion or belief sex and sexual
orientation.
In valuing diversity Woman’s Trust is committed to go beyond the legal
minimum regarding equality.
The Equality Act 2010 harmonises and strengthens and replaces most
previous equality legislation. The following legislation is still
relevant:
*
The Human Rights Act 1998.
*
The Work and Families Act 2006.
*
Employment Equal Treatment Framework Directive 2000 (as amended).
Procedures
The CEO has overall responsibility for the formulation, implementation
and monitoring of the policy which is approved and supported by the
Management Committee.
In order to implement this policy we shall:
*
Communicate the policy to employees, job applicants, volunteers
and relevant others.
*
Incorporate specific and appropriate duties in respect of
implementing the equal opportunities policy into job descriptions
and work objectives of all staff.
*
Ensure that those who are involved in assessing candidates for
recruitment or promotion will be trained in nondiscriminatory
selection techniques.
*
Incorporate equal opportunity notices into general communications
practices.
*
Ensure that adequate resources are made available to fulfill the
objectives of the policy.
Conduct and general standards of behaviour
All staff and volunteers are expected to conduct themselves in a
professional and considerate manner at all times. WT will not tolerate
behaviour such as:
*
making threats
*
physical violence
*
shouting
*
swearing at others
*
persistent rudeness
*
isolating, ignoring or refusing to work with certain people
*
telling offensive jokes or name calling
*
displaying offensive material such as pornography or sexist /
racist cartoons, or the distribution of such material via email /
text message or any other format.
*
any other forms of harassment or victimisation.
The items on the above list of unacceptable behaviours are considered
to be disciplinary offences within Woman’s Trust and can lead to
disciplinary action being taken. WT does, however, encourage staff to
resolve misunderstandings and problems informally wherever possible,
depending on the circumstances. However, whether dealt with informally
or formally, it is important for staff who may have caused offence to
understand that it is no defence to say that they did not intend to do
so, or to blame individuals for being over sensitive. It is the impact
of the behaviour, rather than the intent, that counts, and that should
shape the solution found both to the immediate problem and to
preventing further similar problems in the future.
Complaints of discrimination
WT will treat seriously all complaints of unlawful discrimination on
any forbidden grounds made by employees, trustees, clients or other
third parties and will take action where appropriate.
All complaints will be investigated in accordance with the
organisation’s grievance, complaints or disciplinary procedure, as
appropriate and the complainant will be informed of the outcome in
line with these procedures.
We will also monitor the number and outcomes of complaints of
discrimination made by staff, volunteers, clients and other third
parties.
RECRUITMENT AND SELECTION
1.
The recruitment and selection process is crucially important to
any equal opportunities policy. We will endeavor through
appropriate training to ensure that employees, making selection
and recruitment decisions will not discriminate, whether
consciously or unconsciously, in making these decisions.
2.
2. Promotion and advancement will be made on merit and all
decisions relating to this will be made within the overall
framework and principles of this policy.
3.
We will ensure that Job descriptions are in line with our equal
opportunities policy. Job requirements will be reflected
accurately in any personnel specifications.
4.
We will adopt a consistent, non-discriminatory approach to the
advertising of vacancies.
5.
All applicants who apply for jobs with us will receive fair
treatment and will be considered solely on their ability to do
their job.
6.
Interview questions will be related to the requirements of the job
and will not be of a discriminatory nature.
7.
Selection decisions will not be influenced by any perceived
prejudices of other staff.
MONITORING
1.
We will maintain and review the employment records of all
employees in order to monitor the progress of this policy.
Monitoring may involve:-
*
The collection and classification of information regarding the
race in terms of ethnic/national origin and sex of all
applications and current employees;
*
The examination by ethnic/national origin and sex of the
distribution of employees and the success rate of the applicants;
and
*
Recording recruitment, training and promotional records of all
employees, the decisions reached and the reason for those
decisions.
2.
The results of any monitoring procedure will be reviewed at
regular intervals to assess the effectiveness of the
implementation of this policy. Consideration will be given, if
necessary, to adjusting this policy to afford greater equality of
opportunities to all applicants and staff.
WT will revise and review this policy regularly.
Associated Procedures
Induction procedure
Recruitment of staff procedure
Related Policies
Induction Policy
Recruitment of staff policy
Staff Development Policy
User-involvement Policy
Diversity Policy