THE ROLE
In the context of a whole of community approach, Child Protection Practice Leaders have a specific statutory role in protecting children and young people from harm and promoting their rights and healthy development. The Aboriginal Child Protection Navigator is a newly established Practice Leader Position dedicated to the Aboriginal Response of the Family Preservation and Reunification Response, and to ensuring Aboriginal families whose children are involved with Child Protection are supported to engage with services.
The Aboriginal Child Protection Navigator will support activation of the Aboriginal Response at the right time, with the right people and in the right place to promote and protect the rights and best interests of Aboriginal children and young people. The Aboriginal Child Protection Navigator will also a key role in supporting Aboriginal parents and families to access and engage with services and supports. The Aboriginal Child Protection Navigator will model and enhance trauma informed, culturally safe and responsive practice that is child and family centred, relational and evidence-informed and integrated to improve outcomes of child safety, wellbeing, and development.
The Aboriginal Child Protection Navigator provides a unique opportunity to make a positive difference in the lives of Aboriginal vulnerable children and families and has a strong focus on developing a connected and coordinated practice culture with practitioners within Aboriginal Community Controlled Organisations and Child Protection practitioners.
ACCOUNTABILITIES INCLUDE
Critical Assessment and Reflection
Risk assessment and analysis - gathers information through a variety of sources and technologies in order to identify, articulate, and plan for the risks relating to each situation. Applies a robust forensic lens, and professional judgement, to analyse the available evidence.
Critical enquiry - uses evidence-based frameworks to investigate issues and can understand the root cause of each issue as well as the potential implications.
Standardised reporting - uses standardised reporting frameworks when recording case data, and when documenting care solutions provided.
Reflective practice - critically reflects on what they are doing in their role and uses this reflection to influence their practice.
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.
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.
This is an NDIS Risk Assessed Role / This is a Key Personnel Role.
Staff appointed to this role at the Department of Families, Fairness and Housing may not commence in role until they have an NDIS Worker Screening Clearance and have provided this detail for recording.
For more information on what this means, and all other requirements, please see the Position Description.
This role requires a Working with Children Check.
Further advice on obtaining this check can be found here: https://www.vic.gov.au/working-with-children-check
For more information on what this means, and all other requirements, please see the Position Description.
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.
For more information on working with us and our recruitment process, please visit Department of Families, Fairness and Housing Victoria | Jobs (www.dffh.vic.gov.au/jobs)
Please apply to submit your interest in this position.