Practice Leader, Transitioning Aboriginal Children to ACCOs, Child Protection

THE ROLE THE CHILD PROTECTION PRACTICE LEADER, TRANSITIONING ABORIGINAL CHILDREN TO ACCOs provides expert advice and supports the Aboriginal Community Controlled Organisations (ACCO) to expand either their case contracting program or their Aboriginal Children in Aboriginal Care program. This role is pivotal to support the department's commitment that all Aboriginal children are managed by an ACCO and work to increase the number of Aboriginal children able to have case management and decision making to an ACCO. ACCOUNTABILITIES INCLUDE Risk assessment and analysis : provides support, guidance and advice to the broader sector and community partners / stakeholders. Further develops and coach's others in their understanding of risk assessment and analysis. Case planning review and case management : directly supports and inputs into cases where there is unacceptable risk to the child. Child-centred and family-focused relationship-based practice : leads and articulates the department's position at meetings and forums using a conciliatory approach, focusing on client safety and wellbeing Problem solving : understands the broader issues and political dimensions of a problem. Creates an environment that allows for proactive and shared problem solving, supporting the team to use their strengths to resolve issues. Encourages staff to use reflective practice and theoretical frameworks when analysing problems. Understands the breadth and scope of problems and can identify when consultation is necessary. Understands the broader issues and political dimensions of a problem. Developing others : facilitates staff coaching, mentoring and practice development and provides leadership; encourages a learning environment for team members, promoting the need for gaining new knowledge, insights and skills.System leadership : uses formal and informal relationships to build buy-in and support from key internal and external clients or stakeholders Please open the position description to read more. WORKING IN RURAL VICTORIA INCENTIVE External applicants relocating to a regional area could be eligible for up to $20,500 worth of incentives. Internal applicants relocating to a regional area could be eligible for up to $15,500 worth of incentives. If you live and work in an area classified as ‘remote' by the Australian Tax Office, you may also be eligible for additional salary packaging arrangements, such as mortgage interest, rental costs, and residential utilities. COVID-19 VACCINATION The department strongly recommends (but does not mandate) that employees maintain their COVID-19 vaccination status in accordance with current , given their individual circumstances. As of June 2023, DFFH does not require evidence of COVID-19 vaccination status. A SPECIAL MEASURE PROVISION APPLIES TO THIS ROLE The Equal Opportunity Act 2010, provides for lawful 'Special Measure' provisions, therefore the following has been applied to this role. This is a Designated role - Only Aboriginal and / or Torres Strait Islander people are eligible to apply. HOW TO APPLY Applicants are encouraged to apply online. Attachments can be uploaded in .doc, .docx, .pdf, .txt or .rtf formats. Applicants are required to submit a CV and Cover Letter (max 2 pages) outlining their suitability to the role in line with the Key Selection Criteria. Applicants must be an Australian Citizen, Permanent Resident or hold a valid work permit or visa. Work eligibility will be checked as part of the recruitment process. Preferred candidates will be required to complete pre-employment screening, including a national police check and misconduct screening. Please apply to submit your interest in this position. #J-18808-Ljbffr