Common use of Advanced Practitioners Clause in Contracts

Advanced Practitioners. Key Principles The key focus of Advanced Practitioner posts would be: • the leadership and coaching of face-to-face work; • the development of initiatives; and • the continual raising of standards in the service. The establishment of these posts is discretionary. Employers would, accordingly, determine whether Advanced Practitioner Grade posts were required to fill the needs of the service and would create such posts as and when appropriate. If after attaining an Advanced Practitioner post, the youth or community worker left the employer, there would be no automatic right to Advanced Practitioner status in any new employing organisation. Core Characteristics of Advanced Practitioners Applicants would need substantial experience in youth and community work. The JNC does not, however, prescribe minimum criteria for the length of experience, since experience would form only part of the criteria for appointment. Employers will determine the level of experience necessary to carry out the duties required of these posts. The JNC anticipates applicants would have to be able to demonstrate high calibre expertise in the field. Applicants might also be required to hold additional qualifications related to the type of work to be undertaken. Core Duties of Advanced Practitioners This description of duties is not intended to be a prescriptive or exhaustive list. Each post holder's job description would be drawn up by the employing organisation according to the needs of the service. This description is, however, intended to indicate the essential features of the work the JNC envisages would be carried out by post holders bearing the designation of Advanced Practitioner. A continuing substantial involvement in face-to-face work should be an essential element of any Advanced Practitioner's duties. The JNC does not, however, prescribe an appropriate proportion of the working week to be taken up by face-to face work. This is best left to the employer to determine. Other duties could include: • Mentoring, coaching, supporting and inspiring other youth and community workers in order to help raise standards. • Making a significant contribution to the improvement of an employing organisation's curriculum development and innovation, training, teaching and best practice issues. • Contributing to and ensuring implementation of equal opportunity policies. Developing authority wide initiatives. • Developing youth and community work specialisms. • Research with young people or client groups to develop the employing organisation's policy on key areas. Pay and Grading The JNC recommends that Advanced Practitioner posts are graded within the Professional Range at a minimum starting point of 22. Employers have discretion to grade these posts at a minimum starting point above point 22. Appendix XI APPEALS AGAINST SALARY GRADINGS Introduction The following procedure shall apply for hearing appeals against the gradings of staff within the remit of the JNC Agreement. Procedures for local appeals may, at the employer’s discretion, provide for appeals against either the range to which the post is allocated or the four point salary scale for the post. National appeals may, however, be pursued only against the range to which the post is allocated. Local Grading Appeals It is obviously most desirable if an appeal can be resolved at local level. Thus it is most important that a formal and fair local appeals procedure is adopted. The employer shall arrange to hear a local appeal within the prescribed time limit through its local procedure and appellant, accompanied if she/he wishes by a representative, shall have an opportunity to appear and for her/his case to be presented.

Advanced Practitioners. Key Principles The key focus of Advanced Practitioner posts would be: • the leadership and coaching of face-to-face work; • the development of initiatives; and • the continual raising of standards in the service. The establishment of these posts is discretionary. Employers would, accordingly, determine whether Advanced Practitioner Grade posts were required to fill the needs of the service and would create such posts as and when appropriate. If after attaining an Advanced Practitioner post, the youth or community worker left the employer, there would be no automatic right to Advanced Practitioner status in any new employing organisation. Core Characteristics of Advanced Practitioners Applicants would need substantial experience in youth and community work. The JNC does not, however, prescribe minimum criteria for the length of experience, since experience would form only part of the criteria for appointment. Employers will determine the level of experience necessary to carry out the duties required of these posts. The JNC anticipates applicants would have to be able to demonstrate high calibre expertise in the field. Applicants might also be required to hold additional qualifications related to the type of work to be undertaken. Core Duties of Advanced Practitioners This description of duties is not intended to be a prescriptive or exhaustive list. Each post holder's job description would be drawn up by the employing organisation according to the needs of the service. This description is, however, intended to indicate the essential features of the work the JNC envisages would be carried out by post holders bearing the designation of Advanced Practitioner. A continuing substantial involvement in face-to-face work should be an essential element of any Advanced Practitioner's duties. The JNC does not, however, prescribe an appropriate proportion of the working week to be taken up by face-to face work. This is best left to the employer to determine. Other duties could include: •  Mentoring, coaching, supporting and inspiring other youth and community workers in order to help raise standards. •  Making a significant contribution to the improvement of an employing organisation's curriculum development and innovation, training, teaching and best practice issues. •  Contributing to and ensuring implementation of equal opportunity policies. Developing authority wide initiatives. •  Developing youth and community work specialisms. •  Research with young people or client groups to develop the employing organisation's policy on key areas. Pay and Grading The JNC recommends that Advanced Practitioner posts are graded within the Professional Range at a minimum starting point of 22. Employers have discretion to grade these posts at a minimum starting point above point 22. Appendix XI APPEALS AGAINST SALARY GRADINGS Introduction The following procedure shall apply for hearing appeals against the gradings of staff within the remit of the JNC Agreement. Procedures for local appeals may, at the employer’s discretion, provide for appeals against either the range to which the post is allocated or the four point salary scale for the post. National appeals may, however, be pursued only against the range to which the post is allocated. Local Grading Appeals It is obviously most desirable if an appeal can be resolved at local level. Thus it is most important that a formal and fair local appeals procedure is adopted. The employer shall arrange to hear a local appeal within the prescribed time limit through its local procedure and appellant, accompanied if she/he wishes they wish by a representative, shall have an opportunity to appear and for her/his case to be presented.

Advanced Practitioners. Key Principles The key focus of Advanced Practitioner posts would be: • the leadership and coaching of face-to-face work; • the development of initiatives; and • the continual raising of standards in the service. The establishment of these posts is discretionary. Employers would, accordingly, determine whether Advanced Practitioner Grade posts were required to fill the needs of the service and would create such posts as and when appropriate. If after attaining an Advanced Practitioner post, the youth or community worker left the employer, there would be no automatic right to Advanced Practitioner status in any new employing organisation. Core Characteristics of Advanced Practitioners Applicants would need substantial experience in youth and community work. The JNC does not, however, prescribe minimum criteria for the length of experience, since experience would form only part of the criteria for appointment. Employers will determine the level of experience necessary to carry out the duties required of these posts. The JNC anticipates applicants would have to be able to demonstrate high calibre expertise in the field. Applicants might also be required to hold additional qualifications related to the type of work to be undertaken. Core Duties of Advanced Practitioners This description of duties is not intended to be a prescriptive or exhaustive list. Each post holder's job description would be drawn up by the employing organisation according to the needs of the service. This description is, however, intended to indicate the essential features of the work the JNC envisages would be carried out by post holders bearing the designation of Advanced Practitioner. A continuing substantial involvement in face-to-face work should be an essential element of any Advanced Practitioner's duties. The JNC does not, however, prescribe an appropriate proportion of the working week to be taken up by face-to face work. This is best left to the employer to determine. Other duties could include: •  Mentoring, coaching, supporting and inspiring other youth and community workers in order to help raise standards. •  Making a significant contribution to the improvement of an employing organisation's curriculum development and innovation, training, teaching and best practice issues. •  Contributing to and ensuring implementation of equal opportunity policies. Developing authority wide initiatives. •  Developing youth and community work specialisms. •  Research with young people or client groups to develop the employing organisation's policy on key areas. Pay and Grading The JNC recommends that Advanced Practitioner posts are graded within the Professional Range at a minimum starting point of 22. Employers have discretion to grade these posts at a minimum starting point above point 22. Appendix XI APPEALS AGAINST SALARY GRADINGS Introduction The following procedure shall apply for hearing appeals against the gradings of staff within the remit of the JNC Agreement. Procedures for local appeals may, at the employer’s discretion, provide for appeals against either the range to which the post is allocated or the four point salary scale for the post. National appeals may, however, be pursued only against the range to which the post is allocated. Local Grading Appeals It is obviously most desirable if an appeal can be resolved at local level. Thus it is most important that a formal and fair local appeals procedure is adopted. The employer shall arrange to hear a local appeal within the prescribed time limit through its local procedure and appellant, accompanied if she/he wishes by a representative, shall have an opportunity to appear and for her/his case to be presented.