Inquiries and Decision Team Leader

**About The Role**:
**The Role**
An exciting opportunity has arisen for two Inquiries and Decisions Team Leader to join the Inquiries and Decisions team for a period of 12 months.
- This is a full-time post
- To support the Inquiries and Decisions team Manager with the provision of detailed information in response to Councillor enquiries, complaints and Local Government and Social Care Ombudsman (LGSCO) enquiries.
- Supervise the backlog team.

You must also possess an awareness of the wider challenges face by Local Authorities in delivering a service towards homeless applicants.

**About you**

You must also possess excellent organizational, written and verbal skills as you will be required to work effectively across the department and with partners to achieve successful outcomes that bring the Council’s vision and values to life, ensuring residents satisfaction is at the heart of continuous service improvements

If this sounds like a role you will thrive in and you relish a challenge to assist the service in reducing a backlog of decisions, we look forward to hearing from you.

For further information or for an informal conversation about the post, please contact:
Carmen Marcantonio Inquiries and Decisions Team Manager

**Note to Recruitment Agencies**:
We kindly ask that recruitment agencies do not contact us regarding this vacancy. We are managing the recruitment process internally and will reach out directly should we require external support. Thank you for your understanding.

**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