Communication Support Worker – Children, Education and Justice Services, Additional Support for Learning Service – The City of Edinburgh Council

Children, Education & Justice Services

Communication Support Worker
Additional Support for Learning Service

Salary: £26,788 – £30,751 (pro-rata for sessional)
Hours: 36 per week, 39 weeks sessional

Communication Support Workers will provide bespoke communication support to deaf children/young people with complex additional support needs throughout their time in educational establishments. This may include interpreting/translating information in British Sign Language (BSL) and/or other agreed communication methods e.g. English, Sign-Supported English, lip speaking and scribing/note taking as necessary, using Augmentative and Alternative Communication ( communication devices, systems, strategies and tools that replace or support spoken language) as part of an inclusive communication approach.

Applicants should hold Level 3/ SCQF level 6 in British Sign Language or be able to demonstrate equivalent skills/experience in order to support deaf children and young people with complex additional support needs.

The postholders will assist teaching and support staff in schools, to ensure that deaf pupils allocated to them can access the curriculum fully and achieve the best possible learning outcomes. They will support pupils by advising school staff on adapting learning materials to make them more easily understandable, using a range of equipment and ICT where appropriate. They will take a lead role in facilitating communication with peers and the wider school community, promoting deaf awareness.

This post will be based at Braidburn School but the postholder will be managed by the central Deaf Support Team and applicants must be willing to work anywhere in the city as required.

This post is considered Regulated Work with Vulnerable Children and/or Protected Adults, under the Protection of Vulnerable Groups (Scotland) Act 2007. Preferred candidates will be required to join the PVG Scheme or undergo a PVG Scheme update check prior to a formal offer of employment being made by the City of Edinburgh Council.

Our salary range typically reflects the initial starting salary and annually increases until it reaches the top of the range. For roles in grade 5 or above, annual increments in our contribution zones are dependent on achieving agreed performance goals.

We’re committed to creating a workplace culture where all our people feel valued, included and able to be their best at work, and we recognise the benefits that a diverse workforce with different values, beliefs, experience, and backgrounds brings to us as an organisation.

Requirements

As part of our goal to improve our organisational culture and create a great place to work together for the people of Edinburgh, we want to make sure that we’re bringing the best people into our roles, not just in their skills and experience but also in their approach to work.

To help achieve this, we’re changing the way we interview and assess candidates by moving from a competency-based interview approach to a behavioural and technical (skills for the job) based approach. This new way of interviewing will allow us to assess how you think and how you would bring Our Behaviours of Respect, Integrity and Flexibility into your ways of working.

You can find out more on Our Behaviours web page Our Behaviours – The City of Edinburgh Council

Our salary range typically reflects the initial starting salary and annually increases until it reaches the top of the range.