Job Description: Social Carer
1. Purpose and Scope
To provide support and practical help to Service User to enable them to maintain their independence within
their own environments.
To work alongside colleague, other agencies and Health Care Professionals to achieve a high standard in
delivery of service whilst promoting dignity and respect in meeting the individuals needs.
2. Organisational Relationships
Responsible to the Directors Mr D. Evans, Mrs H. Evans and Mrs A. Walter.
3. Principal Duties and Responsibilities
To encourage Service Users to maintain maximum independence taking into account their emotional and
To communicate with our Service Users, their relatives, friends or other professional people to maximise
their well being.
To assist our Service Users with getting up, putting to bed, dressing/undressing, changing, washing, bathing,
showering, bed bathing, oral hygiene, hair care and shaving which could include Manual Handling, hoisting
and transferring Service Users.
To assist our Service Users with feeding (including preparation of meals).
To assist the service user / Carer administer prescribed drugs within an individual framework agreed with the
Toileting / emptying commodes.
To assist or undertake general housework in order to keep the house clean and tidy for the Service User.
To assist with or undertake washing, drying, mending, ironing and storage of clothing and household linen.
To assist with or undertake the care of children and, if necessary, to prepare them for school.
If required, to light coal fires, clear grates and refill coal buckets.
To provide general support to the service user, liasing with other services as necessary.
To share in the service users social activities, including talking to service user, helping in attempts to make
and maintain contact with family, friends and the community and assist with shopping and Recreation.
To identify changes on our Service Users condition both physically and mentally and report these to the
To attend training, meetings and supervisory sessions as required.
To be responsible for maintaining and improving your own knowledge and skills through experience &
To ensure, as far as is reasonably practical, observance of and adherence to the provisions of the Health &
Safety at Work Act 1974/1993, Manual Handling Operations Regulations 1992 & Equality Act 2010.
To comply with all Policies and Procedures.
To perform such other duties, of a like nature, as may from time to time be required by Mr D. J. Evans.
NVQ II and above trained staff are paid £8.00 per hour for evenings* and weekends, Daytime** work is
£6.65 per hour.
Care staff training towards and who also do not hold recognised qualification are paid £7.23 per hour for
evenings and weekends and Daytime work is £6.37 per hour.
Night Sit : Awake - £7.23 Sleep - £6.37 Induction Training Rate - £6.08
(*Evening working hours are between 4.00pm and 11.00pm and **Daytime working hours are between 6.00am and 4.00pm)
Person Specification: 'Social Care Assistant'
Essential: Good General Education. Willingness to obtain NVQ II in care or equivalent. Willingness to attend
and undertake required training including updates.
Desirable: NVQ Level II or above in Care.
No experience necessary. Previous care experience in Social or Health Care Services desirable.
Essential Skills and Knowledge
To communicate with Service Users and colleagues clearly and appropriately.
Car Driver (desirable)
To record information accurately and legibly.
To follow instruction from written care plan in Service Users home.
To confidently complete all tasks as identified in the job description.
To work without supervision and use own initiative.
To be able to react in an emergency, if required.
To maintain professional working relationships.
To monitor, evaluate and report.
Essential Personal Qualities
Ability to work within a team.
Good interpersonal skills.
Good Communication skills.
Other Essential Factors
Ability to be flexible in working hours subject to negotiation.
The work for which you are applying involves substantial opportunity for access to children and/or vulnerable
adults. It is therefore exempt from the Rehabilitation of Offenders Act 1974. You are therefore required to
declare any prosecutions or convictions you may have, even if they would otherwise be regarded as “spent”
under this Act, and any cautions or bind-overs.
The information you give should be supplied in a sealed envelope clearly marked ‘Strictly Private and
Confidential’ and be addressed to Mrs A. Walter; Managing Director. This information will be treated in
the strictest confidence and will only be taken into account in relation to an application where the exemption
We are also entitled, under arrangements introduced for the protection of children and vulnerable adults, to
carry out an enhanced Disclosure and Barring Service (DBS) check of the successful applicant. Information
received from this check will be kept in strict confidence. We comply fully to the DBS Codes of Practice and
a copy is available upon your request.
The disclosure of a criminal record, or other information, will not debar you from appointment unless the
selection panel considers that the conviction renders you unsuitable for appointment. In making this decision
we will consider the nature of the offence, how long ago and what age you were when it was committed
and any other factors which may be relevant, including appropriate considerations in relation to our published
Equal Opportunities Policy.
Failure to declare a conviction, caution or bind-over may, however, disqualify you from appointment, or
result in summary dismissal if the discrepancy comes to light.
If you would like to discuss what effect any conviction you might have on your application, you may
telephone (Mrs A Walter, Managing Director on 01485 570 611) in confidence, for advice.
DISCLOSURE AND CRIMINAL CONVICTIONS: RECRUITMENT OF EX-OFFENDERS POLICY
As an organisation using the Disclosure and Barring Service to assess applicants’
suitability for positions of trust, Extra Hands of Heacham Ltd. complies fully with the DBS Code of Practice
and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against
any subject of a Disclosure on the basis of a conviction or other information revealed.
Extra Hands of Heacham Ltd. is committed to the fair treatment of its staff, potential staff or users of its
services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age,
physical/mental disability or offending background.
We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome
applications from a wide range of candidates, including those with criminal records. We select all
candidates for interview based on their skills, qualifications and experience.
A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate
and relevant to the position concerned. For those positions where a Disclosure is required, all application
forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the
event of the individual being offered the position.
Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview
to provide details of their criminal record at an early stage in the application process. We request that
this information is sent under separate, confidential cover, to Anita Walter, Managing Director of Extra
Hands. and we guarantee that this information will only be seen by those who need to see it as part of the
Unless the nature of the position allows Extra Hands of Heacham Ltd. to ask questions about your entire
criminal record, we only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act
We ensure that all those in Extra Hands of Heacham Ltd. who are involved in the recruitment process have
been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that
they have received appropriate guidance and training in the relevant legislation relating to the employment
of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the
subject of any offences or other matter that might be relevant to the position. Failure to reveal information
that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
We make every subject of a DBS aware of the existence of the DBS Code of Practice and make
a copy available on request.
We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before
withdrawing a conditional offer of employment.