Level 3 Apprentice Public Engagement Officer

2 months ago

Wolverhampton, United Kingdom City of Wolverhampton Council Full time

Job Introduction
**Public Engagement Officer - **Level 3 Advanced Apprentice**

**Salary - £22,623 (per-annum from April 1st 2024)**

**Hours - 37 Hours per week**

**Contract type - x 1 fixed term contract for 20 months**

The City of Wolverhampton Council is looking for an Apprentice to promote and support the work and services of the council’s carers team. This fantastic opportunity that may be of interest to someone who has experience of working with young carers or young people.

The purpose of this role is to develop and maintain effective partnership working with young carers, adult carers and other agencies. With support, you will work directly with young carers to promote, strengthen and develop bespoke support. You will consider the caring role, peer support, education, career prospects and future aspirations. To assist in identifying ‘hidden’ young carers and referring them promptly to appropriate support.

City of Wolverhampton Council is a forward-thinking organisation that is passionate about the recruitment and development of apprentices within the organisation. The apprenticeship vacancies we provide here gives you the opportunity to join the largest employer in the borough, whilst gaining new skills with on-the-job training and recognised qualifications.

City of Wolverhampton Council hold a high retention rate of apprentices who go on to gain full time employment within the authority. Please use the following link to find out more about apprenticeships within City of Wolverhampton Council - Apprenticeships and Internships | Our Careers | WV Jobs | City of Wolverhampton Council

The successful apprentice will receive on the job training and will complete a Level 3 Customer service specialist apprenticeship standard - Customer service specialist / Institute for Apprenticeships and Technical Education

**Our working arrangements**

All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empowers 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 allocation 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.

For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies and much more please click **here**.

**Diversity**

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 Silver 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.

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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