SEND Officer

SEND Officer Salary - £44,075 - £49,282 (Grade 7) Hours - 37 hours per week. Working arrangements to be agreed upon offer of post. Contract type - full-time. Please note this is a fixed term post (until the end of March 2027). An exciting opportunity has arisen to join City of Wolverhampton Council’s SEND Assessment and Review Team (SENSTART) as a SEND Officer to cover a secondment. SENSTART is a supportive team of experienced officers and casework assistants. We are committed to working closely with children, young people and their families to ensure a person-centred approach to all aspects of EHC needs assessment and EHCP reviews. The team consists of 1 service manager, 3 team leaders, 11 FTE SEND Officers, 3 EHCP writers, 6 FTE SEND Casework Assistants, 2 SEN admin, as well as a SEND Funding & Finance Officer. SENSTART is part of Wolverhampton's SEND and Inclusion service, which includes the Educational Psychology Service, SEN Early Identification and Support team and Inclusion team. This is a forward‑thinking service which places best outcomes for children and young people at the heart of all we do. Key Requirements The new post holder will be either an experienced SEN Casework Officer or have substantial experience of working within SEND and vulnerable groups within a local authority or educational/social care context. They will have a strong understanding of relevant legislation, including the Children and Families Act 2014, SEND Code of Practice 0-25 years 2015 and Equality Act 2010. The successful candidate will be able to work to statutory timescales and prioritise a caseload of new assessments and annual reviews across the full age range. Candidates must possess excellent interpersonal and written communication skills and have a willingness to work proactively with other agencies to ensure the best possible outcomes within available time and financial resources. The role has been identified as a flexible post meaning the post holder will be required to be flexible on working location throughout a working week, based on business need. This post is subject to an Enhanced Disclosure and Barring Service (DBS) check. For full details of the responsibilities and requirements of this role please see the attached Job Description and Personal Specification. Should you wish to discuss this opportunity further, please contact Katie Staien (SEND Assessment & Planning Team Leader) via Katie.Staien @wolverhampton.gov.uk. Shortlisting tasks are scheduled to take place w/c 19th January 2026 and will be sent to shortlisted candidates by email. Interviews are scheduled to take place w/c 19th January 2026. Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for. Our working arrangements All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower 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. Diversity We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and under‑represented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents. 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. As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers - we offer a guaranteed interview as long as your application meets the essential criteria for the post. 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 Employment Information & Support If you are considering applying for an apprenticeship or a role where the salary is (Grade 2-5), and would like to visit us to learn about the application, interview process and what it is like to work for the council, please click Learn more here Attached documents Attached documents: Person Specification Job Description #J-18808-Ljbffr