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‘Our Place’ (No Wrong Door Hub) Edge of Care / Children's Residential Keyworker

Do you want to join us on our Journey to Excellence?

Salary £32,061 to £35,412 per annum + Potential Earnings of up to £3K per annum (made up of sleep-in allowances and bank holiday payments).

To apply please upload your CV together with a supporting statement that provides evidence of how you meet the essential requirements of the person specification.

We suggest that when completing your supporting statement, you use the person specification criteria as headings then give a specific for example, detailing information on relevant qualifications ensure you anonymise your CV and supporting statement.

CV’s will initially be accepted and shortlisted on a daily basis, however if successful for the role, you will need to complete a full application form, including full employment history.

Do you enjoy working with young people? Are you creative, flexible and willing to go the extra mile to ensure that you provide the support that would be good enough for your child? Are you a strong advocate who wants to ensure that young people have someone standing in their corner supporting and advocating for them?

‘Our Place’ is a creative and flexible Service that works with the most vulnerable young people and their families. Originally, North Yorkshire County Council developed the model known as ‘No Wrong Door’, but was renamed ‘Our Place’ by our young people.

The model drives our approach to provide multi-agency support to children & young people aged nine plus who are on the edge of care or edging towards care, with the goal of providing permanence in a family setting.

We use relational and restorative approaches to ensure we are working with young people, listening to be sure we understand and working at young people’s pace to support them to thrive and achieve their full potential. Therapeutic Parenting with PACE is embedded at the Hub and is the foundation of our ‘Model of Care’.

The Service is based in the ‘Our Place’ Hub and provides:

  • A responsive and flexible Outreach Support
  • Bespoke and creative packages of Care
  • A Residential component (rated Good by Ofsted in February 2024)

The role will involve working in the community and in family homes, to support, guide and help provide stability to young people and their families. You will also work shifts in the Residential Hub, which will include working unsociable hours, including evenings, weekends, Bank Holiday’s and sleep in duties.

The Service is delivered through a multidisciplinary team, managed by a Practice Manager and two Deputy Managers.

What makes the Service truly multi-disciplinary is that we have a Clinical Psychologist (Life Coach), Speech and Language Therapist (Communication Worker), Data Analyst and Business Support embedded in the Team.

You must be over 21 years of age and have at least 1 years’ experience working with Children and Young People. It is preferable that you are qualified to NVQ/Diploma Level 3 Working with Children and Young People or equivalent, but don’t worry if you don’t, as we will support you to obtain this qualification as part of your ongoing training and development.

We have 3 permanent (Full-time) 1 permanent (Part-time) position and 1 temporary (Full time for 12 months) position available.

For more information on the position of Edge of Care / Children's Residential Keyworker please contact:

Kyle Sykes - Deputy Manager - 07356111223

Casual User Car Allowance is payable

Appointment to this post is subject to an enhanced DBS including a barred list check child workforce




Supporting Documents

Keyworker - Job Description and Person Specification
Policy on Recruitment of Ex-Offenders

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Location

Smith Street, , Rochdale, OL16 1XU, United Kingdom

Job ID

2042

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This section brings together everything you need to succeed - from guidance on writing an authentic application to and understanding how to use AI responsibly.

You’ll also find information about our Greater Manchester commitments, including our inclusive employment schemes and standards, as well as tools to help you explore your potential pay, benefits and entitlements. We’re here to ensure you have the support you need at every stage.

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Applying Authentically With AI: Our Greater Manchester Approach

Across Greater Manchester’s local authorities, we want to hear your genuine experiences, skills and motivations, expressed in your own words.

To keep our recruitment process fair and inclusive, please complete your application personally and follow the instructions carefully. AI can be used to support you - for example, to help structure your answers or as a reasonable adjustment - but your application should still reflect your authentic voice. If you do use AI as a support tool, a brief explanation helps us ensure an equitable selection process.

Applications that depend too heavily on AI‑generated content may not progress to shortlisting.

This guidance outlines acceptable and unacceptable uses of AI, along with suggestions for using it in a way that supports you while keeping your application true to you.

  1. What Is AI and How Do We Use It Across Greater Manchester?

    AI refers to technology that can create or refine content, such as text, ideas, summaries, or planning. It can help improve productivity, problem-solving, and creativity.

    We’re open to using innovative digital tools where they can help us work smarter and deliver better services for our residents. However, every use of AI is carefully considered to make sure it is ethical, responsible, and aligned with public-sector values.

    When it comes to recruitment, we take a human-centred approach.

    This means:

    • A trained hiring manager reads every application

    • Shortlisting is based on objective criteria required for the job

    • Interviews are conducted in person or via teams by the hiring manager for the role

    • All hiring decisions are made by hiring managers, not algorithms

    AI does not make decisions in our recruitment process and our managers are being upskilled to spot AI in applications, particularly when this might have been used in a way that doesn’t feel genuine. If something in an application raises a question or concern, we will test this out with assessments or at the interview stage to confirm authenticity.

    Our aim isn’t to catch anyone out but to make sure we’re getting to know the real you, giving every candidate a fair chance and finding the right person for the role.

  2. Using AI in Your Application

    When it comes to job applications, what matters most to us is you. We want to see your personality, your experience, and what excites you about joining our team. 

    We recognise that AI can be a helpful tool to support accessibility during the application process. If you choose to use AI for support, please read the instructions carefully and make sure your application is written in your own words, reflecting your genuine skills, knowledge, experience and enthusiasm.

    We’re looking forward to hearing your story.

  3. How to use AI Effectively and Responsibly

    Your application is your chance to show us:

    • Who you are

    • What you can bring

    • The values you hold

    • Why you want to make a difference

    AI can help you organise your thoughts or improve clarity but it cannot express your unique voice, experiences, or motivations.

    AI is most helpful when used to:

    • Help you structure the information you are providing to evidence the criteria

    • Give examples of how to use STAR (Situation, Task, Action, Result)

    • Proof-read to highlight grammar or spelling errors

    • Provide inspiration if you're finding it difficult to find the right words to explain something

    But remember: your honesty, lived experience, and motivations are irreplaceable.

  4. Do’s and Don’ts for Using AI in the Recruitment Process

    Do:

    • Use AI as a supportive tool, not a replacement

    • Ask AI to help tidy up your writing or clarify structure

    • Use it to brainstorm examples, then rewrite them in your own voice

    • Reflect on AI suggestions and adapt them to match your experience

    • Use AI to help with research, but express your understanding yourself

    Don’t:

    • Copy and paste AI-generated content directly into your application

    • Let AI exaggerate or invent experience you do not have

    • Rely on generic statements that don’t reflect the specific role requirements

    • Remove your individuality, we want to hear your voice