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Safeguarding Lead

Please Note: The application deadline for this post has now passed.

Post Introduction

The National Church Institutions comprises a wide variety of teams, professions and functions that support the mission and ministries of the Church of England in its vision to be a church, centred on Jesus Christ, for the whole nation - a church that is simpler, humbler, bolder.

We Include. You Belong.
Our Belonging and Inclusion Strategy aims for everyone in the National Church Institutions (NCIs) to feel that they belong, and are valued for who they are and what they contribute. Together, our people contribute in different ways towards our common purpose, whichever NCI they work in and whatever their background.
Living out our values in all that we do, we:
  • Strive for Excellence
  • Show Compassion
  • Respect others
  • Collaborate
  • Act with Integrity
We believe our commitment to belonging and inclusion fuels our progress and drives us forward. The NCIs are a safe, inclusive workplace for people of all backgrounds and walks of life. We welcome applications from people of all faiths and of no faith. We want to encourage applications from a diverse group of people who share our values.  Even if you have never thought about working for us before, if you have the skills and experience we’re looking for then we would like to hear from you.

About the Department
The Church of England is on a journey to put the safeguarding of children and adults at the heart of all it does. To progress on our journey, we need to provide a range of enhanced support to dioceses and cathedrals in respect of their safeguarding functions in order to deliver positive outcomes for children and vulnerable adults. To implement these changes (based on Recommendation 1 of the report of the Independent Inquiry into Child Sexual Abuse on the Anglican Church), we have created three Safeguarding Lead roles. Each will work with a small number of dioceses and cathedrals. The pilot phase of these changes will be 18 months in duration. We are currently ten months into this pilot. On completion of the pilot, a final model will be agreed to be rolled out across the whole Church.

What you'll be doing

As Safeguarding Lead, you will implement the model with a designated group of dioceses and cathedrals on a pilot basis. Subsequently, you will support the roll-out of the model across the Church to onboard dioceses and cathedrals that were not involved in the pilot. You will also provide the ongoing support to a specific group of dioceses and cathedrals. 

Northern Region Safeguarding Lead (hybrid work arrangement) You will work with individual dioceses and cathedrals in the North of England. This role offers hybrid working options, working from home and from our office in Central London. This group of dioceses and cathedrals for the pilot includes Blackburn Cathedral, York Minster, the diocese of Newcastle, and both the Cathedral and diocese of Lincoln. 

Attached alongside the  job description below is the draft job description for the period following the conclusion of the Pathfinder Pilot Project (Likely from September 2024). Please note that proposals for the national rollout are presently under consultation, meaning that the draft job description may undergo revisions before implementation. Following national roll-out, it is anticipated that the post-holder would agree to take on the role of Regional Safeguarding Lead for either the North West region or North East region. The question of national roll-out will be explored further with candidates at interview.

Main Duties and Responsibilities:  

Working in partnership with a group of dioceses and cathedrals, the roles are responsible for co-ordinating and leading the operational implementation of the four work streams which comprise the overall IICSA Recommendations 1 & 8 and Regional Model Pilot Project:  

1.    IICSA Recommendation 1: the introduction and operation of the DSO (Diocese Safeguarding Officer) and the CSO (Cathedral Safeguarding Officer) roles, including the wider system changes required.  
This will include the professional supervision and quality assurance of the work of the DSO/CSO roles, which will include: 


  • Advice and guidance on individual cases and safeguarding-related situations and developments  

  • Encouragement of curiosity about different hypotheses for understanding cases and safeguarding situations  

  • Reflection on self, exploring what influences the CSO/DSO’s perspectives and what impact safeguarding situations have on the CSO/DSO  

  • Analysis, making connections with relevant research findings and theory  

  • Quality assuring the work of the CSO/DSO, providing feedback and identifying professional development and support needs  

[NB: A model of professional supervision has been selected and the Safeguarding Leads will be trained in the model]. 

 

2.        Regional support model / Northern Region 

            For Regional Safeguarding Leads:  

  • Development and piloting of a regional model of support  

 This will involve working with a cluster of dioceses and cathedrals collectively to enhance positive outcomes through, for example:  


  • Joint working, sharing of resources and other mutual support arrangements  

  • Joint commissioning of specific services  

  • Peer auditing  

  • Development of survivor engagement arrangements  

  • Sharing of best practice  

  • Group as well as individual supervision  

  • Strengthening connections with other Church bodies and relevant services in the region  

 

For Northern Safeguarding Leads:  

  • Development and piloting of forms of support customised to the needs of individual dioceses and cathedrals  

The Safeguarding Lead will be expected to promote creative approaches to practice development to achieve good safeguarding outcomes.  


3.        Quality Assurance development  

Working with the Research and Evaluation Lead roles in the NST to support dioceses and cathedrals with the introduction and further development of the Church’s draft national safeguarding standards and quality assurance framework. This will include contributing to the design of the independent auditing arrangements as required by IICSA Recommendation 8.  

 

4.        The safeguarding function and resource assessment 

Clarifying the range of the safeguarding responsibilities of dioceses and cathedrals, what this means for different roles, and the structure and skill sets required for diocesan and cathedral safeguarding services. From this, developing an objective methodology for determining the resources that dioceses and cathedrals need to deliver safeguarding to a good standard.

 

 5.        Relationships with internal stakeholders in dioceses and cathedrals  

The Safeguarding Lead will establish effective relationships with key stakeholders within the dioceses and cathedrals they are working with – in particular, their senior leadership teams and Diocesan Safeguarding Advisory Panels or equivalent in cathedrals. This will include providing evidence-based feedback in respect of the quality and capacity of safeguarding functions within the diocese and/or cathedral. This will highlight areas of strength, as well as areas needing development, including systemic vulnerabilities.

  

 6.        Relationship with external stakeholders   

The Leadership teams of dioceses and cathedrals are responsible for the development of effective partnerships with external statutory and non-statutory bodies. The Safeguarding Lead will support the leadership teams within dioceses and cathedrals in the strengthening of relations with statutory and non-statutory organisations where necessary, including providing help to identify and remove obstacles to effective partnership working.  

The roles will evolve during the course of the pilot stage. 


About You
The Church of England is for everyone and we want to reflect the diversity of the community the Church serves across the whole country. Therefore, while of course we welcome all applications from interested and suitably experienced people, we would particularly welcome applicants from UK Minoritised Ethnicities (UKME)/Global Majority Heritage (GMH) and other under-represented groups.

Essential 

 

Skills/Aptitudes: 

 

  • Able to apply safeguarding theory and good practice models in a way that delivers positive outcomes for children and / or vulnerable adults 

  • Able to identify and assess risk, and to develop plans which keep people safe and promote positive well-being 

  • Able to work collaboratively to influence improvements to safeguarding practice  

  • Able to communicate clearly and effectively, engaging diverse stakeholders with authenticity and expertise  

  • Able to build effective relationships with victims, survivors and alleged perpetrators in safeguarding situations and to use the relationships to keep people safe and promote well-being  

  • Able to quality assure safeguarding practice and organisational change  

  • Able to hold a position of authority and lead by example Able to develop the professional potential of individuals  

  • Able to provide feedback and hold difficult conversations  

  • Able to mediate and resolve different perspectives  

  • Able to develop new ways of working for an organisation 

 

Knowledge/Experience: 

 

  • Case worker lead responsibility in cases involving the protection and safeguarding of children and / or vulnerable adults  

  • Up-to-date knowledge of research and evidence-based practice models relevant to safeguarding  

  • Experience of providing professional supervision in respect of safeguarding  

  • Proven experience working at a strategic level, at least at middle management level, influencing decision-making and implementation  

  • Expertise of working with and engaging victims and survivors Leading organisational change and development, including cultural change and creative practice development, that results in improved outcomes for relevant stakeholders  

  • Working with statutory and non-statutory organisations in managing safeguarding allegations and assessing risk  

  • Understanding of the aims, nature and structure of the Church of England 

 

Personal Attributes: 

 

  • Able to inspire trust, confidence and commitment of others 

  • Personal authority, gravitas and confidence, able to influence and persuade at all levels and with a range of stakeholders  

  • Expert in valuing and managing relationships with others as the means of delivering change; emotionally intelligent  

  • Politically astute – understanding, and managing successfully, organisational politics Principled – strong value base and commitment to doing the right thing  

  • Brave – willing to challenge others (including those with power) constructively  

  • Good understanding of self; understands how their personal history, life experiences and characteristics inform how they understand and respond to safeguarding situations  

  • Self-reflexive – welcomes feedback from others  

  • Personal resilience – working effectively in a pressured environment and under scrutiny Can-do approach to leadership and change – clear vision, engages people, able to overcome obstacles, finds solutions, remains optimistic 

  • Proven ability to maintain the highest standards of confidentiality and work sensitively around those affected by safeguarding issues  

  • Strong commitment to equality and diversity  

  • In sympathy with the aims of the Church of England 

 

Education / Professional qualifications 

  • Relevant professional qualification (e.g. social work or probation qualification), or equivalent experience relevant to safeguarding. 

 

Circumstances: 

 

This role will include extensive national travel and the possibility that the locations you supervise may change as the pilot progresses into business as usual.   

 


What we offer 
Our benefits include:
  • A salary of £66,186 per annum plus age-related pension contributions between 8-15% of salary. We will also match any pension contributions you make up to an additional 3% of salary.
  • 30 days annual leave plus three additional days
  • Flexible working hours and location, with an expectation of just 1-2 days per week in our office in Westminster
  • Structured induction programme and access to a range of development opportunities including apprenticeships
  • Access to Occupational Health, and an Employee Assistance Programme 
  • Opportunity to the Civil Service Sports & Social Club, and get involved in a range of staff networks, groups and societies
We try to be as flexible as we can in your work pattern to support you with other commitments, and to give a good work-life balance.

The closing date for applications is 4 April 2024
Interviews will be held on 22 & 23 April 2024 at Church House, Westminster

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