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Counsellor - Gwent Police

Job Title: Counsellor - Gwent Police
Contract Type: Permanent
Location: Wales
Industry:
Salary: £32,778 - £35,451
Job Published: July 27, 2017 16:31

Job Description

Gwent Police have an opening for an experienced Counsellor to join the Occupational Health team on a permanent basis to deliver a professional counselling service to police officers and staff. Candidates must be on the BACP Register of Counsellors & Psychotherapists; be an accredited member (or be eligible for accreditation) with the BACP, BPS, BABCP, UKCP or equivalent.  This role will provide treatment of moderate, severe and complex psychological presentations, including traumatic stress / PTSD and comorbid conditions, as well as identifying and analysing potential risk of psychological trauma to those working in specialist roles.

GWENT POLICE - ROLE PROFILE

Role: Counsellor

Department:   People Services

Service Area: Occupational Health

Responsible to: Senior HR Business Partner

Responsible for: N/A

Role Purpose: To provide confidential counselling and specialist trauma interventions to Gwent Police staff and Officers

Date role last reviewed: November 2016

 

Main Activities: 

1. Undertake psychological assessments and develop effective treatment plans based on empirical evidence which are monitored and evaluated for their effectiveness. 

2. To provide counselling for the treatment of moderate, severe and complex psychological presentations, including traumatic stress / PTSD and comorbid conditions.

3. Identify and analyse potential risk of psychological trauma to those working in specialist roles, providing evidence-based psychological treatment including TF-CBT and evaluate treatment outcomes. 

4. Adhere to professional guidelines regarding ethical practice, clinical supervision and CPD; preserving client confidentiality and maintain accurate records in accordance with data protection. 

5. Lead complex case discussions of counselling clients within a multi-disciplinary team whilst adhering to professional guidelines regarding confidentiality, to ensure a coordinated, consistent approach to case management. 

6. Provide psychological consultation/supervision and guidance to managers and those with responsibility for providing first-line emotional support, particularly following traumatic incidents.

7. Develop and maintain systems of health surveillance to ensure that individuals are psychologically fit for their respective roles and that sickness absence is minimised.

8. Identify and analyse mental health ‘hot spots’ within the organisation, generating original ideas and leading innovative solutions to be implemented and evaluated to meet the needs of the Force.

9. Research, review and contribute to policies and guidelines to improve business processes and best practice, as well as contributing to strategies and policies that promote the wellbeing of employees.

10. Represent the counselling service at meetings / events (both internal and external) present a positive image and provide a high quality standard of service. 

11. Keep abreast of current developments and research within the counselling field to develop procedures and promote services within the Force. 

12. Actively participate in mental health steering groups and meetings to support the organisation and promote the psychological wellbeing of employees. 

13. Prepared to undertake such additional duties which may result from changing circumstances.

14. To deliver a customer-focussed service.

15. To promote and adhere to Gwent Police's Equal Opportunities Policy to support the development of a diverse workforce.

16. To take reasonable care of own and others' safety; to co-operate with managers / supervisors in complying with statutory health and safety duties; to report incidents, accidents, faults etc.

17. To undertake a PDR 

 

Special Circumstances:

1.   Gwent Police is a non-smoking organisation. 

2.  All potential staff to Gwent Police must display the qualities to be able to work in an organisation with minority groups and provide a service to minority groups in communities. They must show that they are able to contribute to an open, fair working environment where inappropriate behaviour is not permitted. They must display no evidence of the likelihood to contribute in any way to workplace bullying or sexist or racist behaviour.

3. Must have the ability to travel independently in and around the Force area to attend meetings and conferences as required. 

Note: This job description is provided to give a broad outline of the job activities of this post. Gwent Police may require other duties to be undertaken which are not necessarily specified on the job description but which are commensurate with the scale of the post. As an employee of Gwent Police you may be required to serve in any position as appropriate to your grade or at any establishment within Gwent Police boundaries in order to ensure the efficient and effective operation of the organisation.

Job Specific Criteria Areas 

1. Attainments

Must have a minimum of a Postgraduate Diploma in Counselling. Will preferably have a first degree in counselling or psychology or equivalent. 

Must be on the BACP Register of Counsellors & Psychotherapists; be an accredited member (or be eligible for accreditation) with the BACP, BPS, BABCP, UKCP or equivalent.

Must demonstrate engagement in CPD and have attained the specified number of hours stipulated by professional body.

 

2. Experience 

Must have a minimum of 3 years supervised, post-graduate counselling practice consisting of at least 460 hours per year.

Must demonstrate post-qualification engagement in clinical supervision with an accredited supervisor at a minimum rate of 90 minutes per month.

Must be able to develop a strong therapeutic alliance with a variety of individuals presenting with a range of issues, to engender engagement in the therapeutic process and enable them to achieve their therapeutic goals.

Must have experience of working within a challenging organisation and adhering to ethical framework of professional body and best practice identified by empirical evidence.

Must demonstrate experience of delivering training / workshops to groups. 

 

3. Knowledge 

Must have knowledge and experience of working within an integrative framework with a range of presenting issues.

Must have knowledge and experience of providing evidence-based treatments

Must have working knowledge of NICE guidelines for the treatment of mental health presentations.

Must have knowledge of appropriate psychometrics for use in assessment, treatment and evaluation of client work.

Must have knowledge of dealing with challenging situations and how to manage them.

Knowledge of working within time-limited and longer-term therapeutic frameworks.

Must have understanding of the human response to stressful situations and knowledge and experience of methods of stress management.

 

4. Serving the Public Interview

Demonstrates a real belief in public service, focusing on what matters to the public and will best serve their interests. 

Ensures that all staff understand the expectations, changing needs and concerns of different communities, and strive to address them.  

Builds public confidence by actively engaging with different communities, partners and stakeholders. 

Identifies the best way to deliver services to different communities.  

Understands partners' perspectives and priorities, and works co-operatively with them to deliver the best possible overall service to the public.

 

5. Leading Change 

Positive about change, adapting to changing circumstances and encouraging flexibility in others.  

Identifies and implements improvements to service delivery, engaging people in the change process and encouraging them to contribute ideas. 

Finds more cost-effective ways to do things, taking an innovative approach to solving problems and considers radical alternatives.  

Asks for and acts on feedback, learning from experience and continuing to develop own professional skills and knowledge.

 

6. Leading People 

Inspires people to meet challenging goals, maintaining the momentum of change. 

Gives direction and states expectations clearly.  

Talks positively about policing, creating enthusiasm and commitment. 

Motivates staff by giving genuine praise, highlighting success and recognising good performance. 

Gives honest and constructive feedback to help people understand their strengths and weaknesses. 

Invests time in developing people by coaching and mentoring them, providing developmental opportunities and encouraging staff to take on new responsibilities.

 

7. Managing Performance

Translates strategy into specific plans and actions, effectively managing competing priorities with available resources. 

Takes a planned and organised approach to achieving objectives, defining clear timescales and outcomes. 

Identifies opportunities to reduce costs and ensure maximum value for money is achieved. 

Demonstrates forward thinking, anticipating and dealing with issues before they occur. 

Delegates responsibilities appropriately and empowers others to make decisions. 

Monitors progress and holds people to account for delivery, highlighting good practice and effectively addressing underperformance.

 

8. Professionalism

Acts with integrity, in line with the values and ethical standards of the Police Service.

Acts on own initiative to address issues, showing energy and determination to get things done.  

Takes ownership for resolving problems, demonstrating courage and resilience in dealing with difficult and challenging situations.  

Upholds professional standards, acting as a role model to others and challenging unprofessional conduct or discriminatory behaviour.  

Asks for and acts on feedback, learning from experience and continuing to develop own professional skills and knowledge.  

Remains calm and professional under pressure, defusing conflict and being prepared to make unpopular decisions or take control when required.

 

9. Decision Making 

Gathers, verifies and assesses all appropriate and available information to gain an accurate understanding of situations. 

Considers a range of possible options, evaluating evidence and seeking advice where appropriate. 

Makes clear, timely, justifiable decisions, reviewing these as necessary. Balances risks, costs and benefits, thinking about the wider impact of decisions.

Exercises discretion and applies professional judgement, ensuring actions and decisions are proportionate and in the public interest.

 

10. Working with Others

Builds effective working relationships with people through clear communication and a collaborative approach.  

Maintains visibility by regularly interacting and talking with people.  

Consults widely and involves people in decision-making, speaking to people in a way they understand and can engage with. 

Treats people with respect and dignity regardless of their background or circumstances, promoting equality and the elimination of discrimination.  

Treats people as individuals, showing tact, empathy and compassion. 

Sells ideas convincingly, setting out the benefits of a particular approach, and striving to reach mutually beneficial solutions. 

Expresses own views positively and constructively, and fully commits to team decisions.

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