Short Breaks Coordinator
Salary - £42,708 - £47,754 (Grade 7)
Hours - 37 hours per week
Contract type - full time, permanent
City of Wolverhampton Council is seeking to appoint a committed and experienced professional to support the delivery of Short Breaks for Children with SEND, enabling their families to have respite, sustain caring for their children and ensuring it is of high quality.
This role will sit within the Children’s Commissioning Service and link in with other department across education and social care.
The postholder will
- Ensure that council delivers on the statutory duty to provide short breaks for children and young people with Special Educational Needs and Disabilities (SEND) and their families.
-
Ensure effective processes and interventions are in place to continue support for
children with SEND. - To build and lead a cross-sectoral city-wide partnership to develop relationships which deliver a high-quality Short Breaks Offer across the spectrum of need.
- To provide operational leadership, influencing partners to engage with the development of the short break offer, reporting to senior managers on its delivery and outcomes.
The successful candidate will be able to work flexibly in response to the needs of the service.
This post is subject to a Disclosure and Barring Service (DBS) check.
The closing date is 22 June 2025 and interviews will take place on week commencing 7 July 2025.
Further information please contact Alice Vickers on 01902 553010.
For full details of the responsibilities and requirements of this role please see the attached Job Description and Person Specification.
Should you wish to discuss this opportunity further, please contact
Our working arrangements
All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocated where employees are required to be out working in the community with a minimum requirement for 'touch down' space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements.
Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for.
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Diversity
We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.
Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential.
We've received the Stonewall Gold Award, emphasising our dedication to the LGBT+ community by nurturing an inspiring, inclusive, and equal workplace.
As of March 2023, the RACE Code Quality Mark signifies our active engagement with racial equality. These recognitions validate our continuous efforts towards fostering an inclusive work environment that respects and values our diverse employees.
As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers - we offer a guaranteed interview as long as your application meets the essential criteria for the post.
We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect - Learn more about the staff equality forums here
Recruitment of Ex-Offenders
We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure - Learn more here
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