About The Role

As a Practice Manager, you will be responsible for promoting excellent practice by supporting the delivery of services that aligns with the service-wide vision and objectives which includes:

Equity, diversity and inclusion

You will have, and demonstrate a clear understanding of inequities, how they affect different sections of our community, and the role that strategy and improvement can play in supporting better equality, diversity, and inclusion outcomes.

You can influence the development of services, support and/or practice by:

effectively interacting, working with, and developing meaningful relationships with people of various cultural backgrounds
interpreting issues and concerns from a cultural perspective and addressing situations or challenges from the points-of-view of multiple cultures
recognising and advancing equity, diversity and inclusion in your team through your actions

Supporting children achieving their best through access and education attainment

You will have and demonstrate a clear understanding about how children’s education impacts on all areas of children and young people’s development.
You will be instrumental in developing practice within your team that promotes children’s attendance at school and promotes children’s learning opportunities outside of school.
You will be able to identify and support families in being able to prioritise children’s relationship with learning.
You will work to create conditions for excellent practice in a safe, calm and well-ordered environment for all staff and utilise reflective spaces such as coaching and supervision where the welfare and the safety of children and young people are paramount.

What is Motivational Practice?

Motivational Practice is Islington’s Practice Model. There are core elements that underpin the practice framework that provide a set of skills around how to communicate in a helpful way with workers that you supervise, the professional network as a whole and families we work with, supporting a process of change.

Main duties of the job

The Practice Manager is responsible for the case monitoring and supervision of all cases in their supervision group and will play a crucial role in developing a reflective and supportive supervision environment. You will ensure the delivery of high-quality assessments, care planning and case progression for children in need and child protection cases whilst assisting the team manager build effective and meaningful relationships with key partners. You will be accustomed to employing social work principles such as dignity, respect, empathy, and strength based, collaborative approach to service delivery.

Motivational interviewing skills with a Trauma Informed lens are the cornerstone of social work practice in the Children in Need Service. In order to help us select the best candidate’s Islington have developed a two-stage interview process with the first stage being an opportunity to test out applicants Motivational Interviewing (MI) compatibility.

Candidates are not required to have advanced MI skills, rather we are seeking to identify those who have the capacity to develop these skills with the advanced training and coaching. Further details will be provided to all candidates who are shortlisted and offered an interview.

We are looking for two practice managers: 1 maternity cover and 1 fixed term up to 12 months.

Those candidates who are successful following Motivation Interview will have a written test and panel interview.

What Islington Offers:

Protected caseloads and reduced bureaucracy will allow more intensive work with families, more frequent visits and the opportunity to build transformative relationships and undertake more direct work,
A specially designed core training package to deliver goal-based interventions, use evidenced based tools, develop reflective and thoughtful risk assessment, and to measure progress,
Availability of an intensive multi-disciplinary service to enhance social work intervention where the concerns for the child are high risk,
Social workers and managers receive regular reflective supervision and practice development opportunities to enhance the effectiveness of their interventions and develop their skills.
Zone 1 & 2 Annual Travelcard Payment
Retention bonus scheme
Comprehensive Employee Benefits Scheme
Modern office facilities located on Islington’s Upper Street N1.
Generous annual leave and flexible working opportunities

We take pride in providing a learning environment where staff can develop, with controlled caseloads, safe working practices, a culture of strong supervision and excellent training opportunities enables a supportive working environment for all staff. What makes Islington a great place to work (youtube.com)

For further information or for an informal conversation about the post, please contact:

Marc Mathison by Email: [email protected]

Closing Date of application, Sunday 20 July 2025

Interviews Planned for: Week Commencing 11th August 2025

Working for the team, service and our organisation

Islington is a place rich with diversity and culture. As a council our sense of purpose couldn’t be clearer: we serve. It’s in the logo. We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Together we can change the future.

We are determined to create a more equal Islington, where everyone who lives here has an equal chance to thrive.

To do this, everyone who works at Islington Council lives by a set of values which guide us in everything that we do: collaborative, ambitious, resourceful, and empowering. They spell out ‘CARE’, which is what we think public service is all about.

Our offer to you

We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Our staff benefits include:

Up to 31 days leave per year, increasing to 36 days after five years of local government service
A range of flexible working arrangements to maintain a healthy work-life balance, as well as a 35-hour working week
Learning and development opportunities to maximise your potential
Competitive pay and a commitment to paying all staff the London Living Wage at minimum
Excellent local government pension scheme
Cycle to Work scheme and discounted gym memberships
Local discounts from restaurants, shops, health and beauty therapists, and more!

Please note: Priority will be given to those at risk of redundancy within Islington Council. Current employees who are part of the redeployment pool must meet the essential criteria for shortlisting to be prioritised.

Workforce Equality, Equity, Diversity and Inclusion Statement

We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity, and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environment where all colleagues feel they belong and can safely express their thoughts, ideas, and challenges, without fear of judgement or discrimination.

We maintain a zero-tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.

We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage.

We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace.

Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity, and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.

Safeguarding

We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.

The post is subject to a enhanced DBS check with children list, Social Work England/HCPC registration, qualifications check and 3/5 years referencing.

Disability Confident Scheme

Islington Council operates a guaranteed interview scheme for candidates with disabilities who meet the minimum criteria and we are committed to providing support to applicants who request reasonable adjustments to be made during the recruitment process and throughout their career with us.