· Web viewBelper Adult Community Education Centre (20 places) Tuesday 7 th May (5.30pm – 6.30pm) Fairfield Adult Community Education Centre, Buxton (50 places) Wednesday 8 th

Mel MeggsAssistant DirectorUniversal and Targeted Services

Children and Younger Adults DepartmentPersonal and Confidential County Hall

MatlockDerbyshireDE4 3AG

Telephone 01629 536408Ext 36408Fax 01629 580350Minicom 01629 533240Our ref UTS265Your refDate 9 April 2013

Dear

Youth Service Review/Restructuring of Youth Worker Roles

Formal Consultation Document – Trade Union and Labour Relations (Consolidation) Act

I am writing to you concerning the Authority’s proposals to disestablish the existing Youth Worker structures and posts in the Children and Younger Adults Department and to establish revised structures and roles. The Authority resolved this course of action at the Cabinet Meeting held on 26 March 2013. I attach at Appendix 9 a full copy of the Cabinet report. The pertinent sections of the report are included in this letter for ease of reference.

In accordance with the statutory requirements (Section 188 of the Trade Union and Labour Relations (Consolidation) Acts 1992, as amended by Section 34 of the Trade Union Reform and Employment Rights Act 1993), I have set out below the relevant information upon which I am required to consult with you and to invite your representations with a view to reaching agreement about ways of avoiding dismissals as far as possible and mitigating the consequences of any dismissals. I am copying this letter to all relevant trade unions and to all affected staff who are invited to make individual representations.

Reasons for the Proposals

A review of the current staffing structures and roles supporting the delivery of youth work has been necessary to address the following issues:

In June 2012, in response to the public consultation exercise, Cabinet agreed to target County Council resources to meet the needs of the most vulnerable young people in areas of disadvantage.

The consultation identified the need to ensure good quality provision for vulnerable young people, particularly for those with disabilities, those who have or are experiencing domestic violence and those who are, or who are at risk of being NEET (not in education, employment or training).

The consultation identified that council-run youth provision with qualified staff are particularly effective in areas of disadvantage and when working with young people at risk.

Young people requested activities during the school holidays and at weekends. Other stakeholders also identified the need for provision at the weekends and during school holidays, giving the reason that these times were when young people were more likely to be involved in risky activity such as drinking and anti-social behavior, unless they were offered something more constructive to do.

Staff who are currently contracted on part-time hours have identified a desire to be better integrated as part of the Multi Agency Teams. They have been frustrated by the lack of time to engage in fully understanding the priorities and day-to-day changes within the MATs and have experienced difficulties in identifying how their work contributes to the overall priorities of the MATs which, they feel, sometimes has resulted in a lack of acknowledgement of their role as part of the team.

Youth Support Workers currently tend to focus on facilitating group activities, though many have expressed a wish to engage in more targeted ‘case work’ with individual young people as well, and some have started to do this. The Youth Workers spend some of their time alongside Youth Support Workers, facilitating group activities and part of their time on ‘MAT case-work’ with individual young people and families.

The existing employment contracts have included variations such as the number of weeks per year that should be worked and the number of contracted hours per week, with a minimum of three hours per week offered in any one contract.

The existing contracts for Youth Workers are on JNC pay and conditions of service and are therefore not harmonised with colleagues in the MATs or in the wider CAYA workforce, who have been subject to the Single Status exercise and the implementation of the Derbyshire Package.

Some of the current contracts require staff to be based at a particular venue rather than at a locality.

Proposed Action

The staff included in this review have received information regarding the situation through a series of briefing sessions and/or written communication. They will also receive a copy of this letter.

New Posts/Roles

It is proposed to simplify the current situation by disestablishing the current structure and introducing a revised two tier structure with two new types of post on flexible contracts, one of which will be for Youth Workers and the other for Youth Support Workers. Following Cabinet approval on 18 December 2012, job and person profiles were developed for the proposed new posts. Through the job evaluation process it has been determined that the posts be graded at Grade 9 £22879 - £24547 per annum (Youth Worker) and Grade 7 £18431 - £20099 per annum (Youth Support Worker).

It is proposed that new roles for Youth Workers and Youth Support Workers include both group work and work with individual young people. This will allow the flexibility needed for young people to have continuity of the same member of staff able to offer them support whether in group activities or individual work.

The following tables show the current and proposed staffing levels.

Current Staffing Level

Post Title Grade Number fte

Senior Youth WorkerYPR

23 - 26 3

District Youth WorkerYPR

19 - 22 30.7

Youth Support Development WorkerYR2

14 -17 2.27

Youth Support Worker in Charge/Accreditation Worker

YR210 - 13 12.32

Youth Support WorkerYR13 - 6 10.46

Total - 58.75

Funding released from the above will enable the following new posts to be created on Derbyshire pay and grading and offered on Derbyshire Package terms and conditions of employment.

Proposed Staffing Level

Post Title Grade Number fte (based on top

of scale)

Youth Worker 9 23.6

Youth Support Worker 7 34.4

Total - 58.0

The current structure chart is attached at Appendix 3 and the proposed revised structure chart is attached at Appendix 4.

The staffing allocation by Locality is attached at Appendix 5.

The revised job and person profiles for the posts of Youth Worker and Youth Support Worker are attached at Appendix 7 and 8 for your information.

Contractual Arrangements

The current contracts do not allow the flexibility needed for securing aspects of the service delivery, such as weekend and holiday provision, that have been identified in the consultation as necessary to meet the current and future needs of young people. It is therefore now proposed to offer all contracts on a 52 week basis, and a minimum number of 16 hours per week, to ensure availability of services in the evenings, weekends and school holiday times.

The rationale behind offering contracts for a minimum of 16 hours per week includes benefits to young people by offering more consistency of staff working with individual young people. It will also raise the quality of provision by facilitating better support for staff, including time for regular supervision. A minimum of 16 hours would ensure that all staff have time, within their contracted hours for workforce development and for integration as full members of the MATs, and for partnership working with external organisations, such as schools and health providers, for the benefit of young people.

In order to increase the ability for Youth Support Workers and Youth Workers to respond flexibly to the needs of young people in the locality to which they are assigned, it is proposed that new contracts are locality based, with a nominal work base for administrative purposes.

Derbyshire Package

In order to achieve consistency and equality in terms and conditions of employment with other employees in the MATs and the wider Children and Younger Adult workforce, it is proposed to offer the new contracts on the Derbyshire pay and grading and Derbyshire Package terms and conditions of employment.

A table showing the comparison between the Derbyshire Package and JNC terms and conditions of employment is attached at Appendix 6.

Line Management

Under the new structure, to address previous inconsistencies in the line management arrangements, the MAT Manager will be responsible for the direct line management of the Youth Workers and the Youth Support Workers. However, the Youth Workers will co-ordinate the day to day work of the Youth Support Workers in their MAT area.

Workforce Development

On the 18 December 2012 Cabinet approved supporting Youth Workers and Youth Support Workers to access workforce development opportunities in order to improve their range and depth of competency in addressing the specific needs of these vulnerable young people.

Proposed Method of Selection

The proposed method of selection to the revised structures is to ring fence the new Youth Worker posts to the District Youth Workers, Senior Youth Workers and Youth Support Development Workers. It is proposed to ring fence the Youth Support Worker posts to the Youth Support Worker in Charge, Accreditation Workers and Youth Support Workers. The ring fence will operate on a countywide basis. The post holders will be invited to submit preferences for the role(s) and a selection process will take place. Appointments to posts in the new structures will be offered on 52 week, locality based contracts on Derbyshire pay and grading and Derbyshire Package terms and conditions of employment.

Following the selection process, any remaining vacancies will be considered for individuals who have not been appointed to the new structures. The authority would wish to explore all methods of resolving the situation without course to compulsory redundancy procedures including redeployment, voluntary redundancy/voluntary early retirement.

All employees included in this review were eligible to apply for the authority-wide voluntary early release scheme approved by Cabinet on 6 November 2012. The intention is to make this offer available again during the consultation period when staff have had the opportunity to consider the proposals for revised staffing and contractual arrangements.

If individuals are not appointed to the new structures or do not volunteer for voluntary redundancy/voluntary early retirement, the indicative timetable at Appendix 3 will be progressed to manage any potential compulsory redundancies and the Authority’s policy for Redundancy, Redeployment, Pay Protection and Buy Out of Hours Policy will be applied. We would wish to explore all methods of resolving the situation without recourse to compulsory redundancy procedures, including redeployment and the further opportunity to express an interest in voluntary redundancy/voluntary early retirement.

Selection Timetable

The proposed indicative time table is attached at Appendix 3 for consideration and comment.

The Service Partner – Human Resources will issue any redundancy notice on behalf of the authority. Any appeal will be heard by the Strategic Director or his nominee.

Redundancy Payments

Under the provision of the Employment Protection (Consolidation) Act 1978 as amended by the Redundancy Payments (Continuity of Employment in Local Government, etc) (Modification) Order 2004 as amended, continuous employment by two or more employers referred to in the Order shall be aggregated subject to a continuing maximum of 20 years. Any member of staff who is made redundant shall receive a redundancy payment based upon actual earnings.

Consultation Meetings

Meetings for staff have been arranged to give the opportunity for individual and/or group responses and to invite any written response to the contents of this letter and enclosures. The Authority would wish that there should be as

long a period of consultation as possible but I would ask that you let me have any written submissions by 9.00 am on Tuesday 28 May 2013 in order that I may consider the points raised during the initial consultation period.

Consultation meetings will be held in each locality and you are invited to attend. If you are unable to attend the consultation meeting in your own locality, you are welcome to attend a meeting in another locality. Similar information will be given at each meeting, so please only attend one session. The details, dates and times of the meetings together with the booking form are shown at Appendix 1.

Managers will be available immediately following the consultation meetings if you wish to discuss matters on an individual basis.

Yours sincerely

Mel MeggsAssistant Director – Universal and Targeted Services

DERBYSHIRE COUNTY COUNCIL

YOUTH SERVICE REVIEW

FORMAL CONSULTATION DOCUMENT

CONTENTS PAGE

APPENDIX PAGE NO

1) Consultation Meetings – dates and times 9

2) Indicative Timetable 10

3) Current Structure 11

4) Proposed Structure 12

5) Staffing Allocation by Locality 13

6) Derbyshire Package/JNC Comparison Table 16

7) Job and Person Profile – Youth Support Worker 18

8) Job and Person Profile – Youth Worker 23

9) Cabinet Report – 26 March 2013 29

Appendix 1

Youth Service Consultation Meetings – April/May 2013

Consultation meetings will be held in each locality. If you are unable to attend the consultation meeting in your own locality, you are welcome to attend a meeting in another locality. Similar information will be given at each meeting, so please only attend one session.

Please note that you need to book a place on a consultation meeting and you cannot attend without doing so due to fire regulations and room capacity.

The arrangements for the consultation meetings are as follows:-

Monday 22nd April (5.30pm – 6.30pm)Hunloke Adult Community Education Centre, Chesterfield (25 places)

Tuesday 23rd April (5.30pm – 6.30pm)The Hub, South Normanton (30 places)

Wednesday 24th April (5.30pm – 6.30pm)Gladys Buxton Adult Community Education Centre, Dronfield (30 places)

Monday 29th April (5.30pm – 6.30pm)Belper Adult Community Education Centre (20 places)

Tuesday 7th May (5.30pm – 6.30pm)Fairfield Adult Community Education Centre, Buxton (50 places)

Wednesday 8th May (5.30pm – 6.30pm) Ormiston Enterprise Academy, Ilkeston (30 places)

Thursday 9th May (5.30pm – 6.30pm)Swadlincote Adult Community Education Centre (32 places)

Please let me know if you have any special requirement that I need to take into account.

Please contact Jina Hames/Laura Hewitt on 01629 539132/536426 to book or email [email protected] . Due to the capacity of each venue, numbers at each meeting will be restricted as indicated above. Places will be allocated in order of booking received.

Appendix 2INDICATIVE TIMETABLE

Youth Service Review

Action Date

Non-Schools DJC 27 February 2013

Cabinet 26 March 2013

Letter issued to employees and trade unions

w/c 8 or 15 April 2013

Completion of initial consultation with staff and trade unions

2 June 2013

Write to individuals w/c 3 June 2013

Completion of appointment process 19 July 2013

Affected individuals notified in writing and advised of right of representation

26 July 2013

Representation hearings w/c 12 August 2013

Individuals notified of outcome of representation

19 August 2013

Issue redundancy notice to staff and right of appeal (giving notice of dismissal)

21 August 2013

Final date for receipt of appeal notification

4 September 2013

Appeal hearings September 2013

Date of dismissal 14 November 2013

Appendix 3

CHILDREN AND YOUNGER ADULTS DEPARTMENT – YOUTH SERVICE

CURRENT STRUCTURE

Assistant Director – Universal and Targeted Services

Locality Manager x 6

MAT Manager x 33

Education Welfare Officer

Grade 8 (27.5 FTE)

Children’s Centre Co-ordinator

Grade 12 (28 FTE)

Family Resource Worker

Grade 8 (79.5 FTE)

Connexions Personal Adviser

Grade 9 (42.5 FTE)

Senior Youth WorkerDistrict Youth Worker

Youth Support Development WorkerAccreditation Worker

Youth Support WorkerVarious JNC Grades

(58.75 FTE)Connexions Assistant

PAsGrade 7 (19 FTE)

Children’s Centre Workers

Grade 8 (145.5 FTE)

Appendix 4 CHILDREN AND YOUNGER ADULTS DEPARTMENT - YOUTH SERVICE

PROPOSED STRUCTURE



MAT Manager x 33


Grade 8 (27.5 FTE)


Grade 12 (28 FTE)


Grade 8 (79.5 FTE)

Personal AdviserGrade 9 (52.2 FTE)

Youth WorkerGrade 9 (23.6 FTE)

Youth Support WorkerGrade 7

(34.4 FTE)


Grade 8 (145.5 FTE)

= Co-ordination of Service Delivery

- New posts

Appendix 5

Allocation of Youth Workers and Youth Support Workers by Locality

Each post will have a locality based contract. The location of each post indicated below is only indicative, and post holders may be asked to work in other areas of the locality.

Bolsover/North East 7 Youth Worker posts

19 Youth Support Worker posts

Please see below details of the hours for each post, and indicative location.Youth Worker(approx. 20% after 7pm)

Youth Support Worker(approx. 40% after 7pm)

Eckington and Dronfield 1 post @ 37 hours 4 posts @ 20 hours1 post @ 16 hours

Shirebrook 1 post @ 37 hours 2 posts @ 18.5 hoursBolsoverCresswell/Clowne

1 post @ 37 hours1 post @ 37 hours

4 posts @ 16 hours1 post @ 23 hours

South Normanton 1 post @ 37 hours 2 posts @ 18.5 hoursClay Cross 1 post @ 37 hours 5 posts @ 18.5 hoursTibshelf 1 post @ 37 hoursClay Cross 1 temporary post @

£15,500Total number of posts 7 19FTE 7 9.4

Chesterfield 6 Youth Worker posts


Please see below details of the hours for each post, and indicative location.Youth Worker(approx. 35% after 7pm)


Chesterfield South 0.6 2 posts @16 hoursStaveley 1.5 3 posts @16 hoursChesterfield North 1.0 3 posts @16 hoursChesterfield Central 1.0 2 posts @16 hours

1 post @ 18.5 hoursUnit 10/Town Centre 1.0 3 posts @18 hoursTotal number of posts 6 14FTE 5.1 6.28

Erewash 3 Youth Worker posts


Please see below details of the hours for each post.Youth Worker(approx. 30% after 7pm)


3 posts @ 37 hours 2 posts @ 37 hours8 posts @ 18.5 hours

Total number of posts 3 10FTE 3 6

Amber Valley 3 Youth Worker posts


Please see below details of the hours for each post.Youth Worker(approx. 27% after 7pm)


3 posts @ 37 hours 13 posts @ 18.5 hoursTotal number of posts 3 13FTE 3 6.5

South Derbyshire 5 Youth Worker posts


Please see below details of the hours for each post, and indicative location.Youth Worker(approx.30% after 7pm)


Wirksworth [email protected] hours 1 post @ 16 hoursEtwall 2 posts @ 18.5 hours 2 posts @ 16 hoursNewhall and Woodville 1 post @ 37 hours 3 posts @ 16 hours

1 post @ 20 hoursSwadlincote 0.5 post @ 18.5 hours 1 posts @ 16 hours

1 post @ 25 hoursTotal number of posts 5 9FTE 3 4.25

mailto:[email protected]

High Peak 3 Youth Worker posts


Please see below details of the hours for each post, and indicative location.Youth Workers(approx. 20% after 7pm)( each working 6 hours per week after 7pm)

Youth Support Workers(approx. 50% after 7pm)( each working 9 hours per week after 7pm)

Glossop 1 post @ 37 hours 2 posts @ 16 hoursChapel/ New Mills 2 posts @ 37 hours 1 post @ 16 hoursBuxton 1 post @ 16 hoursMatlock 1 post @ 16 hoursBakewell/Hope 1 post @ 16 hoursTotal number of posts 3 6FTE 3 2.59

Appendix 6 DERBYSHIRE COUNTY COUNCIL

CHILDREN AND YOUNGER ADULTS DEPARTMENT

YOUTH SERVICE REVIEW – DERBYSHIRE PACKAGE/JNC COMPARISON

Derbyshire Package JNCNormal Working Hours 37 hours over a 7 day week

TOIL hour by hour basis in excess of 37 hours with prior line manager approval

5 in 7 days

37 hours over 7 day week TOIL for anything in excess of 37 hours

Over Time After 37 hours paid time plus 1/3 – with prior line manager approvalBank Holidays double time

None

Enhancement Monday to Sunday – 7 pm to 7 am – plain time plus 1/3

None

Variations for additional responsibilities or additional duties

Increment Date On the anniversary of the new appointment April

Cost of Living April September

Annual Leave Employee Group Basic After 5 Years’ ServiceGrade 1-9 25 Days 30 DaysGrade 10-13 27 Days 32 DaysGrade 14+ 34 Days 34 Days

30/35 days

Bank Holidays 8 Statutory days 12 Statutory/Concessionary

Sickness Leave First Year of Service

Second Year of Service

Third Year of Service

Four and Fifth Year of Service

After 5 Years’ of Service

1 month on full pay and after 4 months service 2 months half pay

2 months on full pay and 2 months on half pay



6 months on full pay and 6 months half payNotice Period - Employee Grade 1- 9 1 Month

Grade 10 - 13 2 MonthsGrade 14 + 3 Months

2 Months

Notice Period - Employer 9 – 12 Years’ Service – 1 weeks for each yearOver 12 years – 12 Weeks

9 – 12 Years’ Service – 1 weeks for each yearOver 12 years – 12 Weeks

Pension Staff in the new Youth Worker and Youth Support Worker posts will be eligible to join or remain in membership of the Teachers’ Pension Scheme

Travel - current rates – subject to review and change

Per mile – first 10,000 miles 45pPer mile – after 10,000 miles 25pPer mile per approved passenger 5p

NJC Car Allowances

Appendix 7JOB PROFILE

Job Title: Youth Support Worker Ref:

Department: Children and Younger Adults

Section: Youth Service

Job Family: Social Care and Inclusion Job grade: 7

Purpose of this role:

To deliver high quality work with young people that facilitates opportunities for their personal, social and educational development.

To ensure young people are kept as safe as possible.

To ensure vulnerable young people are identified and supported.

To support the engagement of young people in the planning, delivery and review of service delivery.

Key relationships:

Work closely with young people and families to ensure that the services provided meet their needs.

Contribute to good working relations with partnership organisations within the statutory and voluntary sectors, local schools and community groups.

Work as part of the Multi Agency Team to deliver a range of services and activities and to be aware of any new developments.

Accountable to the Multi Agency Team Manager.

Key result areas include:

Effectively deliver youth work with 11-19 year olds (giving priority to 13-19 year olds) and up to 25 years for young people with learning difficulties and/or disabilities consistent with the Children and Younger Adults Plan. The normal working pattern will include requirement for engagement with young people in the evenings, weekends and all year round.

18

Support the transition of vulnerable young people as directed by the Youth Worker or MAT Manager.

Ensure the consistent implementation of relevant safeguarding policies to protect young people.

Facilitate the personal, social and educational development of young people both within groups and 1:1 work which reflects the needs and enthusiasms of a group or individual, with may include or support accreditation where appropriate.

Understand the CAF processes and initiate/participate in the CAF process as directed by the Youth Worker or MAT Manager including being the CAF Key Worker.

Identify issues affecting young people and/or family well-being.

Meet the needs of young people through work that is building based and/or in a variety of “street based” environments including mobile, as agreed with the line manager and with due concern for all Health and Safety implications.

General Responsibilities:

Equality and DiversityAct in accordance with the authority’s Equality and Human Rights policy.

Health and SafetyEnsure own compliance with authority’s Health and Safety policy/procedures and that of any resources you have responsibility for.

Risk ManagementContribute to risk awareness in carrying out your duties and raise issues where appropriate.

19

PERSON PROFILE

Job Title: Youth Support Worker Ref:

Job Family: Social Care and Inclusion Job Grade: 7


Essential Desirable Evidence

Experience Experience of working with young people in a variety of settings and/or with specific target groups.

Supporting the planning and delivery of projects and initiatives for young people.

Delivering high quality services with young people.

Working with other agencies including voluntary sector.

Experience of driving a minibus.

Successful external funding applications.

Experience of working with young people on a 1:1 basis

Experience of contributing to monitoring and evaluating the outcomes of young people.

Working with vulnerable families/young people with challenging circumstances.

Working with CAF processes.

Skills and knowledge

Awareness of issues affecting young people.

Awareness and implementation of child protection and safeguarding procedures.

Knowledge of Children’s Services agenda.

Knowledge of current government initiatives for young people and

20

Understanding of Health and Safety responsibilities.

Understanding of planning and evaluation of learning programmes as a process of change.

The ability to proactively engage with young people.

Ability to develop and sustain relationships with young people, families and professionals from a range of backgrounds.

Ability to support families, young people and others working with them, to contribute effectively to positive outcomes.

Some knowledge and understanding of the risk factors present in young people and families with complex needs.

Proven ability to communicate effectively both verbally and in writing with adults and young people.

current trends issues and practice in youth work.

Theoretical knowledge of group work and proven ability to effectively deliver groups.

Ability to identify and liaise with other relevant agencies.

Personal Effectiveness

Responsible for improving the outcomes of young people.

Ability to deliver effective change with young people and families.

Commitment to supporting the development of new work.

Access to own transport.

21

Able to work as an effective member of a team.

Maintain appropriate confidentiality.

Ability to understand the needs of families and young people from differing backgrounds.

Ability to travel

Ability to work flexibly including weekends and evenings as required.

Commitment to self-development and training.

Ability to follow instructions, to work unsupervised and as part of a team.

Qualifications Level 3 in Youth and Community or relevant equivalent.

First Aid.

22

Appendix 8JOB PROFILE

Job Title: Youth Worker Ref:


Section: Youth Service

Job Family: Social Care and Inclusion Job grade: 9

Purpose of this role:

To develop and deliver high quality work with young people that facilitates opportunities for their personal, social and educational development.

To ensure young people are kept as safe as possible.

To ensure vulnerable young people are identified and supported.

To co-ordinate the work of youth support workers and volunteers in conjunction with the MAT manager.

To support the engagement of young people in the planning, delivery and review of service delivery.

Key relationships:

Work closely with young people and families to ensure that the services provided meet their needs.

Build good working relations with partnership organisations, within the statutory and voluntary sectors, local schools and community groups.

Work as part of the Multi Agency Team to deliver a range of services and activities and to be aware of any new developments.

Accountable to the Multi Agency Team Manager.

Responsible for the coordination of service delivery through the youth support workers.

Key result areas include:

23

Effectively develop and deliver youth work with 11-19 year olds (giving priority to 13-19 year olds) and up to 25 years for young people with learning difficulties and/or disabilities consistent with the Children and Younger Adults Plan. The normal working pattern will include requirement for engagement with young people in the evenings, weekends and all year round.

Responsibility for the transition of vulnerable young people.

Ensure the consistent implementation of relevant safeguarding policies to protect young people.

Facilitate the personal, social and educational development of young people both within groups and 1:1 work which reflects the needs and enthusiasms of a group or individual who may include those with challenging circumstances. This may include or support accreditation where appropriate.

Understand the CAF processes and initiate/participate in the CAF process including being the CAF Key Worker.

Identify issues affecting young people and/or family well-being.

Effectively lead and develop provision that meets the needs of young people through work that is building based and/or in a variety of “street based” environments including mobile, as agreed with the line manager and with due concern for all Health and Safety implications.

General Responsibilities:

People ManagementAllocate work and monitor the standard of team performance and ensure resolution of any issues.

Equality and DiversityActively support the authority's Equality and Human Rights policy.

Health and SafetyEnsure own compliance with authority's Health & Safety policy/procedures and that of any resources you have responsibility for.

Risk ManagementIdentify opportunities and risks associated with the service and escalate/report to management.

24

PERSON PROFILE

Job Title: Youth Worker Ref:

Job Family: Social Care and Inclusion Job Grade: 9


Essential Desirable Evidence

Experience Considerable experience of working with young people in a variety of settings and/or with specific target groups.

Effective planning and delivery of projects and initiatives for young people.

Efficient and effective use of resources to evidence best value.

Delivering high quality services with young people.

Working with young people in groups and on 1:1 basis.

Co-ordinating the work of others.

Monitoring and evaluating the outcomes for young people.

Working with vulnerable families/young people with challenging circumstances.

Working with other agencies including voluntary sector.

Working with CAF processes.

Experience of driving a minibus.

Successful external funding applications.

Skills and Awareness of issues Knowledge of

25

knowledge affecting young people.

Awareness and implementation of child protection and safeguarding procedures.

Knowledge of current government initiatives for young people and current trends, issues and practice in youth work.

Understanding of Health and Safety responsibilities.

Understanding of planning and evaluation learning programmes as a process of change.

The ability to proactively engage with young people.

Ability to identify and liaise with other relevant agencies.

Ability to develop and sustain relationships with young people, families and professionals from a range of backgrounds.

Ability to negotiate and persuade families, young people and others working with them, to contribute effectively to positive outcomes.

In depth knowledge and understanding of the risk factors present in young people and families with complex needs.

Children’s Services agenda.

26

Proven ability to communicate effectively both verbally and in writing with adults and young people.

Theoretical knowledge of group work and proven ability to effectively deliver groups.

Personal Effectiveness

Accountable for improving the outcomes of young people.

Ability to deliver effective change with young people and families.

Commitment to development of new work.

Ability to work on own initiative and demonstrate commitment to team work.

Maintain appropriate confidentiality.

Ability to understand the needs of families and young people with differing backgrounds.

Ability to travel

Ability to work flexibly including weekends and evenings as required.

Commitment to development and training of self and others.

Ability to work unsupervised and as part of a team.

Ability to effectively co-ordinate and direct the work of others.

Commitment to further training.

Access to own transport.

Qualifications Level 4 in Youth and Community, or relevant

Degree in Youth and

27

equivalent First aid.

Community, or equivalent

28

Appendix 9

MEL MEGGS Agenda Item No

NOT FOR PUBLICATION. CONTAINS INFORMATION WHICH ISLIKELY TO REVEAL THE IDENTITYOF ANY INDIVIDUAL.

DERBYSHIRE COUNTY COUNCIL

CABINET

26 March 2013

REPORT OF THE STRATEGIC DIRECTOR FOR CHILDREN ANDYOUNGER ADULTS

RESTRUCTURINGYOUTH WORKER ROLES – (Young People)

1. Purpose of the Report

To approve restructuring arrangements in respect of all those employed in youth worker roles, subject to consultation with staff and trade unions.

To approve the resource allocation, provisionally agreed on 18 December 2012

To update Cabinet on progress following approval on 18 December 2012.

To approve the release of the Cabinet report to the Trade Unions and staff as part of the formal consultation process.

2. Information and Analysis

2.1 Review of Current Arrangements

A review of the current arrangements supporting the delivery of youth work has been necessary to address the following issues:

29

In June 2012, in response to the consultation, Cabinet agreed to target County Council resources to meet the needs of the most vulnerable young people in areas of disadvantage.

The consultation identified the need to ensure good quality provision for vulnerable young people, particularly for those with disabilities, those who have or are experiencing domestic violence and those who are, or who are at risk of being NEET (not in education, employment or training).

The consultation identified that council-run youth provision with qualified staff are particularly effective in areas of disadvantage and when working with young people at risk.

Young people requested activities during the school holidays and at weekends. Other stakeholders also identified the need for provision at the weekends and during school holidays, giving the reason that these times were when young people were more likely to be involved in risky activity such as drinking and anti-social behavior, unless they were offered something more constructive to do.

Staff who are currently contracted on part-time hours have identified a desire to be better integrated as part of the Multi Agency Teams. They have been frustrated by the lack of time to engage in fully understanding the priorities and day-to-day changes within the MATs and have experienced difficulties in identifying how their work contributes to the overall priorities of the MATs which, they feel, sometimes has resulted in a lack of acknowledgement of their role as part of the team.

Youth Support Workers currently tend to focus on facilitating group activities, though many have expressed a wish to engage in more targeted ‘case work’ with individual young people as well, and some have started to do this. The Youth Workers spend some of their time alongside Youth Support Workers, facilitating group activities and part of their time on ‘MAT case-work’ with individual young people and families.

The existing contracts have included variations such as the number of weeks per year that should be worked and the number of contracted hours per week, with a minimum of three hours per week offered in any one contract.

The existing contracts for Youth Workers are on JNC pay and conditions of service and therefore do not harmonise with colleagues in the MATs or in the wider CAYA workforce, who have

30

been subject to the Single Status exercise and the implementation of the Derbyshire Package.

Some of the current contracts require staff to be based at a particular venue rather than at a locality.

2.2 Proposed Changes to Improve Service Responsiveness to the Needs of Young People

It is proposed that new roles for Youth Workers and Youth Support Workers include both group work and work with individual young people. This will allow the flexibility needed for young people to have continuity of the same member of staff able to offer them support whether in group activities or individual work. It is therefore now proposed that the Youth Workers in the Multi-Agency Teams (MATs) are also included in the re-structure, which allows consideration of the total resource focused on activities for young people.

The current contracts do not allow the flexibility needed for securing

aspects of the service delivery, such as weekend and holiday provision, that have been identified in the consultation as necessary to meet the current and future needs of young people. It is therefore now proposed to offer all contracts on a 52 week basis, and a minimum number of 16 hours per week, to ensure availability of services in the evenings, weekends and school holiday times.

The rationale behind offering contracts for a minimum of 16 hours per week includes benefits to young people by offering more consistency of staff working with individual young people. It will also raise the quality of provision by facilitating better support for staff, including time for regular supervision. A minimum of 16 hours would ensure that all staff have time, within their contracted hours for workforce development and for integration as full members of the MATs, and for partnership working with external organisations, such as schools and health providers, for the benefit of young people.

It is proposed to simplify the current situation by disestablishing the current structure and introducing a revised two tier structure with two new types of post on flexible contracts, one of which will be for Youth Workers and the other for Youth Support Workers. Following Cabinet approval on 18 December 2012, job and person profiles were developed for the proposed new posts. Through the job evaluation process it has been determined that the posts be graded at Grade 9 (Youth Worker) and Grade 7 (Youth Support Worker).

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In order to achieve consistency and equality in terms and conditions of employment with other employees in the MATs and the wider Children and Younger Adult workforce, it is proposed to offer the new contracts on the Derbyshire pay and grading and Derbyshire Package terms and conditions of employment.

On the 18 December 2012 Cabinet approved supporting Youth Workers and Youth Support Workers to access workforce development opportunities in order to improve their range and depth of competency in addressing the specific needs of these vulnerable young people.

In order to increase the ability for Youth Support Workers and Youth Workers to respond flexibly to the needs of young people in the locality to which they are assigned, it is proposed that new contracts are locality based, with a nominal work base for administrative purposes. This would bring them in line with other staff in the MATs.

Under the new structure, to address previous inconsistencies in the line management arrangements, the MAT Manager will be responsible for the direct line management of the Youth Workers and the Youth Support Workers. However, the Youth Workers will co-ordinate the day to day work of the Youth Support Workers in their MAT area.

2.3 Outcome of Informal Briefing and Information Sessions held with Staff

In accordance with the report submitted to Cabinet on 18 December 2012, those directly involved in the review have been invited to a series of informal briefing and information sharing sessions, giving staff the opportunity to contribute ideas to inform plans for future service delivery. The sessions were held in each locality in the early evenings, to encourage as many people to attend as possible. In total 117 people out of a possible 163 people attended (72%). Opportunity was given for people to submit comments and questions, which have been collated and distributed, with answers provided where appropriate, to all those whose posts will be directly affected by these proposals.

In response to Cabinet agreement to support Youth Workers and Youth Support Workers to assess workforce development, those attending the briefing sessions were specifically asked to contribute ideas to develop an induction programme and on-going workforce development plan for people who will be included in the new structure. Initial discussions have already taken place with the CAYA workforce development team to ensure that many of these suggestions can be included, pending the new structure.

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One of the significant changes that was discussed at the informal briefing sessions is the proposal for a minimum number of hours per week in each contract. The Cabinet report of 18th December proposed a minimum of 16 hours per week, with 52 weeks per year contracts and a percentage of the work taking place after 7pm.

At the briefing sessions, staff who currently work in part-time posts were specifically asked to volunteer information about their other significant commitments, including other paid employment, caring responsibilities and/or voluntary commitments. 41 out of 53 (77%) part time staff who attended the briefings gave some response indicating other commitments and of those 39 indicated other paid employment varying between 40+ hours per week and 6 hours per week, with an average of 23.5 hours paid employment in addition to their youth service contracts.

Some people who work outside their youth contract for a few hours per week or who work in less fulfilling jobs saw the proposal for a minimum number of hours as an opportunity to commit and make a career choice to work with young people.

There will however be a number of people who are currently employed on part time contracts with the Youth Service, which may be as little as 3 hours per week for 38 weeks per year, who may choose not to apply for these new posts because of other employment responsibilities, caring or other significant commitments which may prevent them from being able to commit to the additional time in order to fulfil the minimum hours required in the new contracts.

Traditionally, there has been a register of relief staff, who can be approached to work occasionally for particular events or sessions when there is a need for additional staff capacity. It is proposed that the register of relief staff be maintained and refreshed, offering opportunity to those staff who choose not to apply for full contracts to benefit from the availability of casual work. Those on the relief register would not accrue any rights of employment with the County Council.

2.4 Provision in the Voluntary, Community and Independent Sectors

Universal provision will continue to be provided by the voluntary, community and independent sectors. Cabinet agreed to support the voluntary community and independent sector providers with workforce development opportunities.

Cabinet has already agreed £250,000 to be allocated to Locality Planning and Commissioning Partnerships to commission youth provision from the voluntary, community or independent sector, which complements provision directly provided by the County Council.

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3. Human Resources Considerations

The proposal is to disestablish the current staffing structure. The details are as follows:

Post Title Grade Number fte

Senior Youth WorkerYPR

23 - 26 3

District Youth WorkerYPR

19 - 22 30.7

Youth Support Development WorkerYR2

14 -17 2.27

Youth Support Worker in Charge/Accreditation Worker

YR210 - 13 12.32

Youth Support WorkerYR13 - 6 10.46

Total - 58.75

Funding released from the above will enable the following new posts to be created on Derbyshire pay and grading and offered on Derbyshire Package terms and conditions of employment (please read in conjunction with appendix 4, page 13):

Post Title Grade Number fte (based on top

of scale)

Youth Worker 9 23.6

Youth Support Worker 7 34.4

Total - 58.0

In addition the current vacancies amount to a total of £107,391, which is suggested be used as a transition fund during 2013/14 for commissioning of provision through the Voluntary, community and independent sector. The additional provision that will be secured through this is likely to equate to a minimum of 200 hours per week, approximately 5fte posts.

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In accordance with the results of the consultation with young people and other stakeholders, Youth Workers and Youth Support Workers will be required to work in the evenings when some young people may be particularly vulnerable. The Derbyshire Package makes provision for this by rewarding those who are required to work after 7pm, with pay for those hours after 7pm at time and a third. This enhanced pay after 7pm was not included in JNC conditions of service. This difference accounts, in a large part, for the total number of full-time equivalent staff remaining approximately the same, despite a reduction in the basic pay of some of the proposed posts when compared with the basic pay of some of the existing posts.

Locality Managers have considered the needs in their areas and have included a percentage of pay after 7pm in the calculations of posts when working out the full-time equivalents detailed above.

The indicative allocation of new posts by locality is as follows:

LocalityYouth

Workers(fte)

Youth Support Workers

(fte)

Total fte (based on top of scale)

Amber Valley 3(27% after

7pm)

6.3(40% after

7pm)

9.3

Chesterfield 4.6(35% after

7pm)

6(60% after

7pm)

10.6

Erewash 3(30% after

7pm)

6(40% after

7pm)

9

High Peak/North Dales

3(20% after

7pm)

2.950% after

7pm)

5.9

NED/Bolsover 7(20% after

7pm)

9.4(40% after

7pm)

16.4

South Derbyshire/South Dales

3(40% after

7pm)

3.8(60% after

7pm)

6.8

Total 23.6 34.4 58.0

It is proposed to ring fence the new Youth Worker posts to the District Youth Workers, Senior Youth Workers and Youth Support Development Workers. It is proposed to ring fence the Youth Support Worker posts to the Youth

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Support Worker in Charge, Accreditation Workers and Youth Support Workers. The ring fence will operate on a countywide basis. The post holders will be invited to submit preferences for the role(s) and a selection process will take place. Appointments to posts in the new structures will be offered on 52 week, locality based contracts on Derbyshire pay and grading and Derbyshire Package terms and conditions of employment.

The employees included in this service review are within the Social Care and Inclusion Job Family and are eligible to apply for the authority-wide voluntary early release scheme approved by Cabinet on 6 November 2012. The individuals affected have received a letter inviting them to express an interest in early release along with other posts within the Job Family.

If individuals are not appointed to the new structures and do not volunteer for Voluntary Redundancy/Voluntary Early Retirement, the indicative timetable at Appendix 3 will be progressed, to manage any potential compulsory redundancies and the Authority’s policy for Redundancy, Redeployment, Pay Protection and Buy Out of Hours Policy will be applied. In the interests of best practice informal consultation has already commenced and subject to Cabinet approval, formal consultation will commence with staff and trade unions as soon as possible.

As the proposals contained in this report have been developed, papers outlining the proposals have been submitted for formal discussion with the Trade Unions at three non-schools Departmental Joint Consultation meetings. The Trade Unions have also identified a representative to be engaged in on-going informal consultation with officers leading these developments. To date three meetings have taken place between the officers and the Trade Union representative. This has given opportunity to informally discuss the proposals, and where appropriate, to incorporate the suggestions made by the Trade Unions.

4. Financial Considerations

On 12 June 2012 Cabinet agreed to maintain resources for youth provision at the current level for 2012/13 and the foreseeable future, and to focus the County Council resources in areas of disadvantage and on young people at risk. This would ensure that the most vulnerable young people receive the high quality support that they need in order to reduce the likelihood of problem development and escalation, resulting in a decreasing need for specialist costly services and increased opportunities for young people to fulfill their potential. On 18 December 2012 Cabinet agreed that the resource allocation should reflect this priority and agreed the following indicative allocation to be used as a basis for the developing future proposals.

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Locality Current budget

Proposed Budget

Variation

Amber Valley £297,113 £282,417 -£14,696Bolsover/North East £459,468 £500,509 +£41,041Chesterfield £364,804 £342,767 -£22,037Erewash £205,175 £274,828 +£69,653High Peak/North Dales £237,005 £185,026 -£51,979South Derbyshire/South Dales

£243,326 £221,344 -£21,982

Total £1,806,891 £1,806,891 0

Additional funding may be required from the CAYA base budget to cover redundancy costs and pay protection costs for the first two years following implementation of these proposals. The exact amount of funding necessary will not be known until the appointment process has been completed.

5. Legal and Human Rights Considerations

Formal consultation will be undertaken in accordance with Section 188 of the Trade Union and Labour Relations (Consolidation) Act 1992 (as part of the Council-wide consultation on redundancies) and will be covered by the Council’s corporate notification to the Secretary of State of potential redundancies under Section 193 of the Act.

6. Equality of Opportunity Considerations

The Council has conducted an Equality Impact Assessment (EIA) in respect of the proposals contained in this report in accordance with the duties set out in the Equality Act 2010. This is attached at Appendix 5.

Under this Act, local authorities are under a legal duty to pay “due regard” to the need to eliminate discrimination and promote equality with regard to race, disability and gender, including gender reassignment, age, sexual orientation, pregnancy and maternity, religion and beliefs. It is important that Cabinet considers carefully whether any issues identified in the EIA are of such significance to require the current proposals to be reconsidered or changed.

7. Other Considerations

In preparing this report the relevance of the following factors has been considered:- prevention of crime & disorder; health, environmental, property and transport considerations.

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9. Key Decision

Yes

10. Strategic Director’s Recommendation

That Cabinet approves:

The restructuring arrangements in respect of all those employed in youth worker roles and subject to consultation with staff and trade unions.

Appointments to the new structures to be on revised 52 week, locality based contracts with a minimum of 16 hours per week, on Derbyshire pay and grading and Derbyshire Package terms and conditions of employment, subject to consultation with staff and the trade unions.

To approve the resource allocation, as previously agreed on 18 December 2012

To approve the release of the Cabinet report to the Trade Unions and staff as part of the formal consultation process.

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Cabinet Paper APPENDIX 1

CHILDREN AND YOUNGER ADULTS DEPARTMENT – YOUTH SERVICE

CURRENT STRUCTURE

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MAT Manager x 33


Grade 8 (27.5 FTE)


Grade 12 (28 FTE)


Grade 8 (79.5 FTE)


Grade 9 (42.5 FTE)

Senior Youth WorkerDistrict Youth Worker

Youth Support Development WorkerAccreditation Worker

Youth Support WorkerVarious JNC Grades

(58.75 FTE)Connexions Assistant

PAsGrade 7 (19 FTE)


Grade 8 (145.5 FTE)


CHILDREN AND YOUNGER ADULTS DEPARTMENT - YOUTH SERVICE

PROPOSED STRUCTURE

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MAT Manager x 33


Grade 8 (27.5 FTE)


Grade 12 (28 FTE)


Grade 8 (79.5 FTE)


Grade 9 (42.5 FTE)

Youth WorkerGrade 9 (23.6 FTE)

Youth Support WorkerGrade 7

(34.4 FTE)

Connexions Assistant PAs

Grade 7 (19 FTE)


Grade 8 (145.5 FTE)

= Co-ordination of Service Delivery

- New posts


INDICATIVE TIMETABLE

Youth Service Review

Action Date

Non-Schools DJC 27 February 2013

Cabinet 26 March 2013

Letter issued to employees and trade unions

w/c 15 April 2013

Completion of initial consultation with staff and trade unions

2 June 2013

Write to individuals w/c 3 June 2013

Completion of appointment process 19 July 2013

Affected individuals notified in writing and advised of right of representation

26 July 2013

Representation hearings w/c 12 August 2013

Individuals notified of outcome of representation

19 August 2013

Issue redundancy notice to staff and right of appeal (giving notice of dismissal)

21 August 2013

Final date for receipt of appeal notification

4 September 2013

Appeal hearings September 2013

Date of dismissal 14 November 2013

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Proposed Adjustments to Establishment – Variations Schedule

GradingsCurrent Salaries Proposed Salaries

Service Area Post Title JustificationMin

PointMax Point Band

Min Point

Max Point Band

Youth Service Senior Youth Worker Service Review – posts to be deleted

£30219 £32847 YPR23-26

Youth Service District Youth Worker Service Review – posts to be deleted

£26975 £29352 YPR19-22

Youth Service Youth Support Development Worker

Service Review – posts to be deleted

£23485 £25574 YR214-17

Youth Service Youth Support Worker in Charge/Accreditation Workers

Service Review – posts to be deleted

£19636 £22489 YR210-13

Youth Service Youth Support Worker Service Review – posts to be deleted

£15324 £17100 YR13-6

Youth Service Youth Worker Service Review – posts to be created

£22879 £24547 9

Youth Service Youth Support Worker Service Review – posts to be created

£18431 £20099 7

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Derbyshire County Council

Equality Impact Analysis Record Form 2011

Department Children and Younger Adults

Service Area Youth Provision

Title of policy/ practice/ service of function Restructuring arrangements in respect of

youth work staff.

Chair of Analysis Team Mel Meggs

Stage 1. Prioritising what is being analysed

a. Why has the policy, practice, service or function been chosen? b. What if any proposals have been made to alter the policy, service or function?

a) Why has the policy, practice, service or function been chosen?

A review of the current arrangements supporting the delivery of Youth Service has been necessary to address the following issues:

Focus resources on most vulnerable young peopleIn June 2012 Cabinet agreed to maintain resources for youth provision at the current level for 2012/13 and the foreseeable future, and to focus the County Council resources in areas of disadvantage and on young people at risk. This would ensure that the most vulnerable young people receive the support that they need in order to reduce the likelihood of problem development and escalation, resulting in a decreasing need for specialist costly services and increased opportunities for young people to fulfill their potential. It is therefore proposed that the resource allocation should reflect this priority.

Provide a more responsive serviceIn June 2012 Cabinet outlined the need to re-structure the existing youth support workforce and to develop new flexible Youth Worker and Youth Support Worker contracts in order to provide a more responsive service, better able to meet the needs of young people. The Youth Support Workers currently tend to focus on facilitating group activities, though many have expressed a wish to engage in more targeted ‘case work’ with individual young people as well, and some have started to do this. The Youth Workers spend some of their time alongside Youth Support

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Workers, facilitating group activities and part of their time on ‘MAT case-work’ with individual young people and families.b) What if any proposals have been made to alter the policy, service or function?

There are currently six different types of post in the existing Youth Service structure with staff employed on a variety of different contracts which have developed over a number of years. The current contracts do not allow the flexibility needed for securing aspects of the service delivery, such as weekend and holiday provision, that have been identified in the consultation as necessary to meet the current and future needs of young people. New contracts are also needed in order to comply with equal pay legislation. The existing contracts have included variations such as the number of weeks per year that should be worked and the number of contracted hours per week, with a minimum of three hours per week offered in any one contract.

Staff who are currently contracted on a part-time hours have identified a desire to be better integrated as part of the MATs. They have been frustrated by the lack of time to engage in fully understanding the priorities and day-to-day changes within the MATs and have experienced difficulties in identifying how their work contributes to the overall priorities of the MATs which, they feel, sometimes has resulted in a lack of acknowledgement of their role as part of the team.

It is proposed to simplify the current situation by restructuring the service and developing two new types of post on flexible contracts, one of which will be for Youth Workers and the other for Youth Support Workers. It is proposed to offer all contracts on a 52 week basis, and a minimum of 16 hours per week. In their response to the consultation young people requested activities during the school holidays and at weekends, and the new contracts will provide the flexibility to enable this. Other stakeholders also identified the need for provision at the weekends and during school holidays, giving the reason that these times were when young people were more likely to be involved in risky activity such as drinking and anti-social behavior, unless they were offered something more constructive to do. The rationale behind offering contracts for a minimum of 16 hours is to ensure that all staff have the time for workforce development and regular supervision. This should benefit young people by offering more consistency of staffing and raise quality of service by better supporting all staff.

The consultation identified the need to provide specialist services for vulnerable young people, particularly for those with disabilities, those who have or are experiencing domestic violence and those who are, or who are at risk of being NEET. Cabinet therefore agreed to supporting Youth Workers and Youth Support Workers to improve their range and depth of competency.

Staff in the Youth Service are currently employed on JNC pay and terms of employment. It is proposed as part of this service review that new posts in the revised structure are evaluated and revised contracts be offered on the new pay and grading structure and on the Derbyshire Package terms and conditions of employment.

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In addition the current contracts require staff to be based at a particular venue. In order to increase the ability for Youth Support Workers and Youth Workers to respond flexibly to the needs of young people in the locality to which they are assigned, it is proposed that new contracts are locality based, with a nominal work base for administrative purposes. This would bring them in line with other staff in the MATs.

The consultation identified that Council-run youth centres with qualified staff are particularly effective in areas of disadvantage and when working with young people at risk. In June 2012, in response to the consultation, Cabinet agreed to target County Council resources to meet the needs of the most vulnerable young people in areas of disadvantage. Calculations for proposed resource allocation have therefore been made based on the number of young people living within the 50% most disadvantaged MAT areas of Derbyshire, weighted for the severity of disadvantage. This redistribution is likely to mean that some staff have to change their work base, and possibly their locality base.

c. What is the purpose of the policy, practice, service or function?

To provide a service for young people, particularly those at most risk of not fulfilling their potential.

To secure services at times when young people want them, primarily in the evenings and at weekends.

To offer both group work and individual work with vulnerable young people. To ensure that all youth work is integrated as part of the MAT purpose and

function. To provide flexible provision according to the needs across a locality area.

Stage 2. The team carrying out the analysis

Name Area of expertise/ role(Chair) Mel Meggs Assistant director – Universal and Targeted

ServicesHelen Smythe MAT Manager - ChesterfieldIan Stevens MAT Manager - ErewashElaine Mc Donald MAT Manager – High PeakJulie Connah Senior HR Consultant CAYANaomi Compton Service Improvement Manger CAYA

In addition, the panel has sought the advice of the trade union representative who has been tasked to work with those involved in leading this change.

Stage 3. The scope of the analysis

The scope of the analysis is to consider the main impacts of these proposals on the staff who will be affected by the changes. (A previous EIA assessment focussing on the effects of changes on existing and potential service users was submitted to Cabinet in June 2012).

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In particular: The disestablishment of existing posts and the introduction of

two new posts, namely Youth Worker and Youth Support Worker.

The introduction of revised contracts on Derbyshire pay and grading and the Derbyshire Package.

All new contracts to be issues on a 52 week a year basis. A minimum of 16 hours to be used for all new contracts New contracts to be Locality based. Contracts to be issued on a 7 day a week basis, requiring staff to

work up to five days out of 7, which may include weekend work. A requirement for a percentage of work to take place after 7pm. The MAT Managers to be responsible for direct line-management of

all those appointed to the new structure. Both Youth Workers and Youth Support Workers will be expected to

work with both groups of young people and on a 1:1 basis. Resource allocated according to need as well as population. The introduction of a structured workforce development plan to

support all staff working with more vulnerable young people.

Discussions and planning have taken place with Locality Managers, MAT Managers, and all those who will be directly involved in this restructure; to consider how to improve the responsiveness of the service and to drive service improvement whilst maintaining the capacity required to deliver frontline services.

There has also been a close eye on continuing to improve services within the context of limited resources.

There have been discussions with Locality Managers to explore areas for improvement and development; contributing to the analysis of how services are used and potential impact of any change.

There has been analysis of the key data sets available for young people and particularly for those young people who are at risk of not fulfilling their potential without additional support.

Human Resources advice and input into planning has been made available to consider the staff group primarily affected.

Stage 4. Data and consultation feedback

a. Sources of data and consultation used

Source Reason for usingDiscussions with each individual Locality Manager and MAT Managers

To ensure all key factors are included in planning

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Source Reason for usingManagement Information, particularly regarding population data for young people aged 13-19 in each of the most disadvantaged five deciles.

Provides information on the distribution of the most vulnerable young people and as a basis for resource allocation.

Budget Information To provide analysis of current resource allocation

Audit reports Use of audit reports identifying the need to better target resources in order to meet the needs of the more vulnerable young people.

Consultation with service users, staff and other stakeholders

Provides a robust justification for changing the existing arrangements.

Specific staff briefing and information sessions

All those involved in youth work have been invited to take part in informal briefing and information sessions, giving staff the opportunity to contribute ideas to inform plans for future service delivery.

Stage 5. Analysing the impact or effects

a. What does the data tell you?

Protected Group FindingsAge 0-19 year olds - 0

20-24 year olds - 2.5%25-34 year olds - 23%35-49 year olds – 43%50-57 year olds – 26%58-64 year olds – 4.5%65+ years old – 1%

Disability 1.2% (2 employees) are registered disabled.

Gender (Sex) 77% of the workforce are female and 27% male. Of those in full-time employment within the youth service, 61% are female and 39% male. Of those in part-time employment within the youth service 81% are female and 19% male. Of those women who responded to a request for information about any paid employment outside their youth worker role, the average number of hours of ‘other paid employment’ is 26.4 hours per week, compared with men who responded to the same question averaging 18.6 hours per week of ‘other paid employment’. 25% of both

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males and females volunteered that they had caring responsibilities including ‘family commitments/full-time Mum/caring for parent’. When asked if they were willing to share information about commitments to volunteering 26% of women who responded said that they did some voluntary work compared with 50% of men who responded to the same question.

Gender reassignment No impact identified

Marriage and civil partnership

No impact identified

Pregnancy and maternity


Race 6% of the workforce identify themselves as non-white British.

Religion and belief including non-belief


Sexual orientation No impact identified

Non-statutory

Socio-economic A number of part-time staff employed in this service have other employment, including a number of people with full-time contracts in other parts of DCC or other organisations.

Rural No impact identified

b. What does customer feedback, complaints or discussions with stakeholder groups tell you about the impact of the policy, practice, service or function on the protected characteristic groups?

Protected Group FindingsAge No impact has been raised. However, this staff group are

part of the Social Care and Inclusion job family, and as such, have been offered opportunity to express an interest in voluntary redundancy or voluntary early retirement. During the informal briefing sessions for staff some people have expressed an interest in finding out more about how these options.

Disability No impact has been raised

Gender (Sex) The current workforce is predominantly female (77%) and of those working part-time 81% are female. Whilst it is not

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possible to extract the exact impact, by gender, of the introduction of contracts on a 52 week a year basis, with a minimum of 16 hours and a requirement to work a percentage of time after 7pm, given the current make-up of staff women are likely to be more affected than men. This may be either by giving opportunities to apply for posts with additional hours or by requiring a choice between pursuing a career in youth work or prioritising other commitments.

One of the impacts of increasing the minimum number of hours may be to increase the attraction of a career in youth work for men. This would provide positive role models for young men, particularly those who are at risk of poor outcomes. Some young men, particularly those would benefit most from targeted youth work may not be willing to identify and address issues (such as concerns about relationships, sexual health, domestic violence and others) with a female youth worker, but may do so with a male youth worker who they may perceive as having a better understanding of their situation and being able to relate to them as men.

Gender reassignment No impact has been raised.

Marriage and civil partnership

No impact has been raised.

Pregnancy and maternity

Two members of staff who are currently pregnant have asked for, and received reassurance, that arrangements will be made to ensure that they will be included in any consultation and appointment process.

Race No impact has been raised.

Religion and belief including non-belief

No impact has been raised.

Sexual orientation No impact has been raised.

Non-statutory

Socio-economic Of those in part-time youth work, approximately 73% have other paid employment, averaging an additional 23.5 hours per week. In addition, approximately 6% of those who responded to a request for information said that they had significant caring responsibilities. Some of those

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currently working part-time

An increase to a minimum of 16 hour contracts will ensure that those staff who are eligible for in-work benefits will be able to benefit from them.

The minimum 16 hour contracts will result in fewer posts, but will provide substantial posts for those who do secure one. Currently there are a number of people who have other employment outside their youth contract who may choose, either to prioritise their youth work and apply for posts in the new structure, or may choose to prioritise other commitments and will therefore be unable to apply for the new posts.

Part-time workers, as well as full time workers, will have access to supervision and work force development opportunities making their professional development profile more attractive to potential future employers, and increasing their employment prospects.

Rural Although the locality based contracts will allow flexibility for staff to be asked to work in venues throughout the county, each member of staff will be allocated an administrative base and will usually be asked to work in or near to that venue. Travel allowance will be calculated from their allocated base to cover costs when they are asked to work in other venues.

The isolation that has been identified by some part-time staff working in more rural areas, will be reduced by the integration of all part-time, as well as full-time, staff into the MATs.

c. Are there any other groups of people who may experience an adverse impact because of the proposals to change a policy or service who are not listed above?

As a result of Locality based contracts some people may on occasions have to travel further to work as a result of a change in work base.

As a result of the indicative resource allocation, agreed by Cabinet on 18th December 2012, there are likely to be more posts available in some localities than in others, which may result in a need for some Youth Workers and Youth Support Workers to change their work base.

Some staff may not initially feel confident working on a 1:1 basis with those young people most at risk. A workforce development plan is being developed to ensure that the staff have the necessary knowledge, skills and on-going support to work effectively with these young people in order to improve their outcomes.

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There will be some staff who currently have a part-time contract for paid youth work, who will not be able to fulfil the minimum of 16 hours, because of other commitments, such as commitment to another full-time job. These people will be supported if they wish to continue on a voluntary basis.

d. Gaps in data

What are your main gaps in information and understanding of the impact of your policy and services? Please indicate whether you have identified ways of filling these gaps.

Gaps in data Action to deal with this

Formal consultation with all staff will take place once Cabinet approval has been gained and the authority’s restructure processes start.

Stage 6. Ways of mitigating unlawful prohibited conduct or unwanted adverse impact, or to promote improved equality of opportunity or good relations

Derbyshire County Council is currently vulnerable to challenge under the Equal Pay legislation, because youth workers are currently the only people employed in the MATs who are not receiving the Derbyshire Package.

There will be an increased equality of opportunity to supervision and workforce development for all part-time staff, as well as full-time staff.

All staff appointed will be evaluated against a consistent person specification for all roles they are in the ring fence for.

Any bias against staff on the basis of race, gender, age or any other discriminating factor will be mitigated by a fair and robust process for recruitment.

The total resource to this service is protected within the proposals.

The proposals also contribute to the necessity to improve services within limited resources.

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Stage 7. Do stakeholders agree with your findings and proposed response?

Initial discussions have been held with Locality Managers who have overall management responsibility for the services, and with MAT Managers who will have direct line-management responsibility, have been positive.

The initial discussions with those employed in a youth worker role have shaped these proposals. Some regard these proposals as a positive opportunity for career development, and others see the proposals as a challenge to their current way of working.

Stages 8 and 9. Objectives setting/ implementation

Objective Planned action Who When How will this be monitored?

Ensure all staff directly affected by the proposals are consulted

Staff meetings.1-1 meetings with those directly effected

Mel MeggsJulie Connah

During formal consultation period ( April to June 2013)

Via senior management overview and by Trade Unions

Job descriptions and person specifications for new posts to be completed

Job descriptions and person profiles to be agreed and evaluated

MAT ManagersLocality ManagersMel MeggsJulie Connah

CompletedPosts have now been evaluated

Posts advertised accordingly

Ensure all stakeholders are fully informed about the impact of the proposals.This includes provider services.

Stake holder meetings to be confirmed

Mel MeggsChris Campbell?Locality Managers?

By the time the new structure is introduced (November 2013)

Via senior management overview

Recruitment processes for appointments to be developed to ensure appropriate action is taken to prevent any discrimination on

Arrangements for recruitment panels to be confirmed

Mel MeggsJulie ConnahJohn Cowings?

By July 2013, following formal consultation on the proposals.


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grounds of race, age, gender or any other factor.

The ring fence for key posts to be confirmed.

The ring fence will operate on a countywide basis. The post holders will be invited to submit preferences for the role(s) and a selection process will take place.

Mel Meggs Proposal included in the report to Cabinet of the 26th March 2013


Stage 10. Monitoring and review/mainstreaming into business plans

Please indicate whether any of your objectives have been added to service or business plans and your arrangements for monitoring and reviewing progress/ future impact?

The objectives will be included in the Locality Plans and any changes to service delivery arrangements will be monitored for impact on staff or on service users.

Stage 11. Publishing the completed analysis

Completed analysis approved by on

Where and when published?

The completed analysis will be published in accordance with usual council procedures.

Decision-making processes

Where linked to decision on proposals to change, reduce or withdraw service/ financial decisions/ large-scale staffing restructures

Attached to report (title):

Date of report:

Author of report:

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Audience for report e.g. Cabinet: Cabinet

Outcome from report being considered

To approve restructuring arrangements in respect of Youth Workers

To seek approval to consult with staff and trade unions in relation to these restructuring proposals.

Details of follow-up action or monitoring of actions/ decision undertaken

Via senior management overview and service plans

Updated by:

Date:

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Documents

· Web viewBelper Adult Community Education Centre (20 places) Tuesday 7 th May (5.30pm – 6.30pm) Fairfield Adult Community Education Centre, Buxton (50 places) Wednesday 8 th