NHSCT Dementia Home Support Worker Band 5

Advertised role location: Northern Health & Social Care Trust
Official document: NHSCT - Dementia Home Support Worker - Band 5 (docx)
Dementia Home Support Worker
Band 5
Job Description

Dementia Home Support Worker
Band 5
Job Description


The Northern Health and Social Care Trust (NHSCT) is responsible for the delivery of safe and effective health and social care (HSC) services to the population of the Northern Trust area in Northern Ireland.
We provide compassionate care with our community in our community. In order to do this we require the commitment of a highly skilled and professional workforce that meets the need of the service.
The diagram below outlines our values and our objectives which support the delivery of compassionate care within our community.

The below diagram details the values and associated behaviours that we expect staff working within Health and Social Care (HSC) to display at all times;

HSC Value
What does this mean?
What does this look like in practice? - Behaviours

Working Together

We work together for the best outcome for people we care for and support. We work across Health and Social Care and with other external organisations and agencies, recognising that leadership is the responsibility of all.


I work with others and value everyone’s contribution
I treat people with respect and dignity
I work as part of a team looking for opportunities to support and help people in both my own and other teams
I actively engage people on issues that affect them
I look for feedback and examples of good practice, aiming to improve where possible

Compassion

We are sensitive, caring, respectful and understanding towards those we care for and support and our colleagues. We listen carefully to others to better understand and take action to help them and ourselves.


I am sensitive to the different needs and feelings of others and treat people with kindness
I learn from others by listening carefully to them
I look after my own health and well-being so that I can care for and support others


Excellence

We commit to being the best we can be in our work, aiming to improve and develop services to achieve positive changes. We deliver safe, high-quality, compassionate care and support.
I put the people I care for and support at the centre of all I do to make a difference
I take responsibility for my decisions and actions
I commit to best practice and sharing learning, while continually learning and developing
I try to improve by asking ‘could we do this better?’

Openness & Honesty

We are open and honest with each other and act with integrity and candour.

I am open and honest in order to develop trusting relationships
I ask someone for help when needed
I speak up if I have concerns
I challenge inappropriate or unacceptable behaviour and practice


JOB DESCRIPTION

JOB TITLE: Dementia Home Support Worker

GRADE: Band 5
Agenda for Change pay and terms and conditions will apply

DIRECTORATE/DIVISION: Mental Health, Learning Disability, Community Wellbeing & Psychological Services

INITIAL LOCATION: Dementia Home Support Team, Ferrard House, Station Road, Antrim BT41 4AB

REPORTS TO: Dementia Home Support Band 6 & Band 7 staff.

ACCOUNTABLE TO: Director of Mental Health, Learning Disability, Community Wellbeing Division
& Psychological Services

JOB SUMMARY:

To support Dementia Home Support Band 6 and Band 7 staff in the management of a specialist challenging behaviour service covering NHSCT area.

Work in partnership with Dementia Home Support Band 6 & Band 7 staff to establish an effective Dementia Home Support Service; providing dementia care in people’s homes, residential and nursing and in-patient settings.

Work to build confidence in care givers to manage the needs of people with dementia to remain living in their own homes for as long as possible.

Providing information on the impact of dementia to the service user and carers.

KEY RESULT AREAS / MAIN RESPONSIBILITIES

To contribute to the holistic assessment of individual service users with the aim of developing a person-centred care plan and assisting in the implementation under the supervision of Band 6 & Band 7 staff.

Monitor the quality of care delivered and service user and carer satisfaction with the service.

Assist in reviews of the service users on a systematic basis so as to ensure the continued need and effectiveness of Dementia Home Support provided by the Trust and maintain review records.

To provide additional support to enable sufficient time to implement therapeutic approaches to manage identified behaviours whilst managing the associated risks.

Adhere to and where appropriate ensure the implementation of relevant legislation, department and Trust policies and procedures.

Maintain accurate and up-to-date records as required by the Trust.

Participate in a formal programme of supervision.

Participate in regular staff meetings.

Participate in case conferences, and reviews and the submission of appropriate reports within the agreed timescales.

Participate in conferences, course and professional development opportunities, meetings, in-house training organised / arranged by the Trust.

To contribute to awareness raising regarding the role of Dementia Home Support Team and on-going partnership working.

The post holder will have or be expected to undertake in-service training as required and obtain QCF Level III or above within a period of 4 years of appointment.

Responsibility for maintaining good working relationships with colleagues and contributing to team.

Assist with student placements.

Assist in the induction of new team members.

Use Trust-wide and departmental computer technology in line with the Trust’s Information Management Technology Strategy.

Undertake any other duties that may be prescribed as the service develops.

GENERAL RESPONSIBILITIES
Employees of the Trust will be required to promote and support the mission and vision of the service for which they are responsible and:

At all times provide a caring service and to treat those with whom they come into contact in a courteous and respectful manner

At all times demonstrate practice the HSC values of Working Together, Excellence, Openness & Honesty and Compassion

Carry out their duties and responsibilities in a manner which assures patient and client safety

Comply with all instructions in regard to Infection Prevention and Control

Demonstrate their commitment by their regular attendance and the efficient completion of all tasks allocated to them

Comply with the Trust’s Smoke Free Policy

Carry out their duties and responsibilities in compliance with health and safety policy and statutory regulations

Adhere to equal opportunities policy throughout the course of their employment

Ensure the ongoing confidence of the public in service provision

Comply with HPSS Code of Conduct.

Registered with relevant professional body i.e. NISCC / NMC and comply with their code of practice

Adhere to the Code of Conduct for HSC Employees which aims to guide staff, managers and employers in the work that they do and the decisions and choices they have to make. Professional staff are expected to follow the code of conduct for their own professions as well as this code.

The post holder will promote and support effective team working, fostering a culture of openness and transparency. The post holder will ensure that they take all concerns raised with them seriously and act in accordance with the NHSCT Raising Concerns Policy and their professional code of conduct, where applicable.

RECORDS MANAGEMENT
All employees of the Northern Health & Social Care Trust are legally responsible for all records held, created or used as part of their business within the Northern Health and Social Care Trust, including patient/client, corporate and administrative records whether paper based or electronic and also including e-mails. All such records are public records and are accessible to the general public, with limited exceptions, under the Freedom of Information Act 2000, the Environment Regulations 2004, the General Data Protection Regulations (GDPR) and the Data Protection Act 2018. Employees are required to be conversant and to comply with the Northern Health and Social Care Trust policies on Information Governance including (for example) the ICT Security Policy, Data Quality and Data Protection Policy and Records Management Policy and to seek advice if in doubt.

SALARY
£31,049- £37,796 per annum (pro-rata for part-time)

RIGHT TO WORK IN THE UK
Please note this role may not meet the requirements for a Skilled Worker visa (including a Heath and Care Worker visa) and the Trust therefore would be unable to employ anyone that requires Sponsorship. For further information visit the UK Visas and Immigration website (https://www.gov.uk/government/organisations/uk-visas-and-immigration).

HOURS
Normal full-time hours of duty are 37½ hours per week, exclusive of meal times

MEDICAL
Appointment will be subject to a successful pre-employment health assessment.

HOLIDAYS
27 days each year; 29 days after 5 years’ service; 33 days after 10 years’ service and 10 statutory and public holidays.

PENSION
The post-holder can participate in the Health Social Care Pension Scheme.

NORTHERN TRUST BENEFITS
You can explore the benefits on offer to you in the Northern Trust by clicking here

PROBATIONARY PERIOD
You will serve a probationary period of normally six months.

WAITING LIST
A waiting list will be compiled for similar permanent / temporary, full / part time / bank > posts which may arise within the next 6 months in the Northern Trust CMHTOP Division

PAY PROTECTION
Legacy Trust Staff who apply for a promotion after 1 April 2011 should be aware that they will lose their legacy protection arrangements and will be entitled to pay protection in accordance with circular HSS (JNF)(1) 2011. This circular will also apply to legacy staff who are currently in receipt of protection and who move post on promotion.

Completed application forms should be returned to the BSO Recruitment and Selection Shared Services Centre, on or before the closing date as stated in the advertisement.

Canvassing, either directly or indirectly, will be an absolute disqualification.

We will review this Job Description and it may include any other duties and responsibilities we determine in consultation with the jobholder. We do not intend it to be rigid and inflexible but rather to provide guidelines within which the jobholder works.

(October 2026)

PERSONNEL SPECIFICATION

Title of Post: Dementia Home Support Worker

Band of Post: Band 5

Notes to applicants:
You must clearly demonstrate on your application form under each question, how you meet the required criteria as failure to do so may result in you not being shortlisted. You should clearly demonstrate this for both the essential and desirable criteria.
Shortlisting will be carried out on the basis of the essential criteria set out in Section 1 below, using the information provided by you on your application form.
Proof of qualifications and/or professional registration will be required if an offer of employment is made – if you are unable to provide this, the offer may be withdrawn.
Volunteering experience may be considered appropriate in particular for roles within the context of direct patient/client care.

ESSENTIAL CRITERIA


SECTION 1: The following are ESSENTIAL criteria which will initially be measured at shortlisting stage although may also be further explored during the interview/selection stage. You should therefore make it clear on your application form whether or not you meet these criteria. Failure to do so may result in you not being shortlisted. The stage in the process when the criteria will be measured is stated below.

Factor
Criteria

Method of Assessment

Qualifications/ Registration/ Experience
Professional Qualification in Social Work recognised by NISCC plus one years’ paid experience caring for individuals with Dementia, be eligible and registered with NISCC on appointment,

OR

Nursing Qualification recognised by the NMC, plus one years’ paid experience caring for individuals with Dementia, be eligible and registered with NMC on appointment.

OR

QCF Level III in Care or above plus, have 1 years’ paid employment experience caring for individuals with a diagnosis of Dementia and be registered with the Northern Ireland Social Care Council

OR

NVQ/QCF Level II in Care, and be prepared to undertake and to obtain QCF Level III or above within a period of 2 years from appointment. Plus have 2 years’ paid employment experience caring for individuals with a diagnosis of Dementia and be registered with the Northern Ireland Social Care Council

OR

3 years’ paid employment experience caring for individuals with a diagnosis of Dementia and be prepared to undertake and to obtain QCF Level III or above within a period of 2 years from appointment. and be registered with the Northern Ireland Social Care Council

Equivalent qualifications considered

Shortlisting by Application Form

Other
Hold a current full driving licence which is valid for use in the UK and have access to a car on appointment. This criteria will be waived in the case of applicants whose disability prohibits driving but who have access to a form of transport approved by the Trust which will permit them to carry out the duties of the post.


Shortlisting by Application Form

SECTION 2: The following are ESSENTIAL criteria which will be measured during the interview/ selection stage:

Skills / Abilities
Good communication skills
Ability to prioritise work
Ability to identify risk
Ability to work as part of a multi-disciplinary team
Ability to use initiative and work flexibly
Ability to use supervision effectively

Interview / Test

Knowledge
Knowledge of services available for people with dementia and their carers
Understanding of the needs of people with dementia and their carers
An understanding of needs assessment, care planning and review process and ability to assist in same.
Knowledge of the role and other professionals and agencies and how to liaise effectively with them.
Understanding of multi-disciplinary team working and roles within the team.
Knowledge of departmental computer technology.
Interview / Test

Value Based Recruitment
Value Based Recruitment is a process adopted by the Northern Trust to attract and select employees on the basis that their individual values and behaviours align with those of the Trust.
It focuses on the ‘how’ and ‘why’ people do what they do.
Candidates who are short-listed for interview will need to demonstrate at interview that they have the required knowledge, skills, competencies and values to be effective in this new role.
In answering the value based questions you have the opportunity to share examples of when you have demonstrated values relevant to the Northern Trust.

Criminal Offences, Investigations and Charges
Having a criminal record will not necessarily debar you from working with the Trust. This will depend on the nature of the position, together with the circumstances and background of your offences or other information contained on a disclosure certificate. Where it is necessary to obtain an Access NI disclosure the Trust operates in line with the Access NI Code of Practice (www.nidirect.gov.uk/publications/accessni-code-practice).

If you require further information or a copy of the policy on the recruitment of ex-offenders or the policy on the Secure Handling, Use, Storage and Retention of Disclosure Information, please contact the Trust Human Resources Department.

THE NHSCT IS AN EQUAL OPPORTUNITIES EMPLOYER

Successful applicants:
may be required to attend for a Health Assessment
can expect to be placed at the minimum point of the pay scale, although a higher starting salary, within the range of the pay band may be available if the person appointed has experience relevant & equivalent to the post. If the successful candidate is an existing HSC employee moving to a higher band, AfC Pay on Promotion will apply.
have the right to request Flexible Working from the 1st day of their employment. A number of flexible working provisions are offered by all HSC Organisations including Full-time working, Fixed working patterns, Part-time working, Flexi-time, Compressed/elongated hours, Average hours working patterns, Term-time working, Job-share or Homeworking for some or all of the working pattern, depending on the role being undertaken. Successful applicants are encouraged to discuss with their manager what Flexible Working provisions may be available in the role they are taking up, prior to commencing employment, to help them achieve a positive Work/Life Balance.
(October 2026)

Official document: Dementia Home Support Worker Preference Pro-forma (docx)
Preference Pro-forma
Vacancy Title: Dementia Home Support Worker
Vacancy Reference:

Section One: Personal Details
NAME

ADDRESS

POST CODE

CONTACT NUMBERS please include all Std Dialling Codes
* Please note we will contact you via text message, therefore please ensure you provide an up to date mobile number.
Home

Mobile*

Daytime Landline

EMAIL ADDRESS
Please only provide if you check your emails regularly and are happy for us to contact you in this way

Section Two: Preference Geographical Area

PLEASE NOTE POSTS CAN ONLY BE OFFERED AS AND WHEN THEY BECOME AVAILABLE IN ANY OF THE AREAS DETAILED BELOW.


Please only tick areas
WHERE YOU WISH TO BE OFFERED A POST.

Location

Location

Antrim/Ballymena

Causeway

Larne/Carrickfergus

Magherafelt/Cookstown

Newtownabbey

Section Three: Hours of Work

I am interested and available to work the following hours (please tick those that apply):
Full Time
(37.5 hours per week)

Part Time



If Part Time selected please specify max and min hours below:-

Maximum Hours:

Minimum Hours:

Section Four: Employment Status

Please indicate which types of posts you wish to be considered for (you should tick the contract type which you wish to be considered for)
Permanent

Temporary

If Temporary selected please specify the minimum duration you would accept:-

Minimum Duration of Temp post:

Section Five: Additional Information
Please detail below any additional information you feel would be helpful to the recruitment team when matching you to any available posts.





Declaration: Print Name: Date:

Use of and Operational Arrangements for Waiting Lists – What Applicants Need to Know

Introduction
The HSC Recruitment & Selection Framework makes provision for the use of ‘waiting lists’ as part of its approach to managing recruitment in a timely manner. There are two main types of waiting list:

Cyclical Waiting lists – these are waiting lists which are identified by the HSC organisations as requiring ongoing maintenance (an example of which is Band 3 Admin) and will therefore be advertised on a planned cycle to ensure that applicants who have been deemed suitable for appointment are available on a waiting list to offer posts to as posts arise.

In most instances these are basic grade entry posts to the various job families in the HSC where typically there is high turnover and therefore high volumes of posts to be filled. It can be for a single HSC organisation or across a number of organisations. In all instances the process will provide applicants the opportunity to state their preferences for the hours or location of the post they are interested in.

This type of waiting list will normally be created and held for a maximum period of 12 months. From time to time these lists may be supplemented mid cycle with ‘top up’ lists which will normally expire at the same time as the initial advertised list. Occasionally this 12 month period may be extended until the new list is available.

Bespoke Waiting lists – these are waiting lists for a specific post or band of post in a specific Department or Directorate (group of Departments) within one of the HSC organisations. The waiting list will last for a maximum period of 12 months and will not be routinely replenished.

The remainder of this document sets out how waiting lists will be created and operate.

How are Cyclical Waiting Lists Created?
Cyclical waiting lists will be created for a range of basic grade entry posts with the aim of ensuring the ongoing availability of applicants deemed suitable for appointment as posts arise. This will be determined by assessing applicants through the use of an appropriate selection process such as interview, occupational based assessment or a combination of these approaches.
As part of the application process, applicants will be asked to state which posts they are interested in being offered. This will be referred to as ‘preferences’. A pro-forma to record applicant ‘preferences’ will be provided for applicants to complete during the application process. An outline sample pro-forma can be seen at Appendix 1 of this document.

Following the selection process, those deemed suitable for appointment will be placed on the waiting list in rank order and the preferences provided by applicants recorded on a spreadsheet to facilitate offer management.

Applying for and being successful in being placed on a waiting list does not guarantee employment. The use of those deemed suitable for appointment is entirely dependent on the vacancies which arise and how they match to the posts of interest (preferences) expressed by the Applicant.

How are Posts offered from Cyclical Waiting Lists?
When vacant posts are notified to the Recruitment team, the correct waiting list will be selected and those on the waiting list will be filtered for a ‘match’ to the post. The highest ranked applicant whose preferences match the details of the post will be contacted with a job offer.

For example: if the post is temporary, part time, 25 hours per week, the highest ranked applicant on the waiting list who said they were interested in temporary part time work of 25 hours per week, will be contacted with a job offer.

Due to service needs to fill posts promptly, if the recruitment team are unable to contact you immediately, they will leave a voicemail and / or send you an email / text message (text messages cannot be sent to ROI mobile numbers) giving you until 10am the following morning to respond. Failure to respond within the specified timeline will result in the Recruitment Team moving on to the next person on the waiting list.

On some occasions when the Recruitment Team have multiple posts to offer, they may contact the next batch of 10 or 20 applicants whose preferences match the posts available. In this circumstance, a text message (text messages cannot be sent to ROI mobile numbers) will be sent to the full batch of applicants identified providing a deadline for response. Following the deadline the posts available will be matched to the top ranked applicants who responded. You should therefore be aware that if you are simply registering your interest this is not a job offer. Those expressing interest will be aligned to posts available in rank order.

What if my preferences change during the life span of the waiting list?
From time to time, applicants may find their preferences change during the life span of the waiting list. If this happens it is the applicants responsibility to contact the HSC Recruitment & Selection Shared Service Centre (RSSC) to advise of the required changes. This can be done by email to selection.ssc@hscni.net or by post to Business Services Organisation, Rosewood Villa, Lower Longstone Hospital, 73 Loughgall Road, Armagh, BT61 7PR. Please state the waiting list reference number which you will find on the letter confirming you had been placed on the waiting list. You must include your name, address and [unique identifier] on any correspondence or we may not be able to process the information provided. Telephone requests to change your preferences will not normally be accepted.

What if my contact details change during the life span of the waiting list?
It is the applicant’s responsibility to maintain accurate information on their profile pages of HSCRecruit and contact the Recruitment Officer to confirm any changes to ensure they can be contacted when a vacancy arises. The RSSC cannot be held responsible for any incorrect information.

What happens if I turn down a job offer?
It is normally expected that you will accept a post offered from a waiting list which matches your preference(s), however please note the following with regard to the type of waiting list you may be on.

Permanent Waiting list: If an applicant refuses to accept one permanent post which matches preferences then they will be moved to the bottom of the list. If they refuse 2 permanent posts that match preferences then they will be removed from the list. When an applicant has accepted a permanent post they will be taken of the waiting list.

Temporary Waiting List: If an applicant refuses to accept one temporary post that matches preferences then they will be moved to the bottom of the list. If they refuse 2 temporary posts that match preferences then they will be removed from the list. When an applicant accepts a temporary post from a temporary only waiting list then they will be taken of the list.

Permanent/Temporary waiting list: If an applicant refuses to accept one permanent post which matches preferences then they will be moved to the bottom of the list. If they refuse 2 permanent posts that match preferences then they will be removed from the list. When an applicant has accepted a permanent post they will be taken of the waiting list. Applicants can be offered temporary posts from a permanent/temporary waiting list, if they refuse a temporary post a note should be made on the waiting list but they will retain their rank order. Where an applicant accepts a temporary post they will remain on the list for a permanent post and will not be offered any further temporary work until they have advised that the original temporary post has come to an end or is due to end within four weeks. It is the responsibility of the applicant to notify Recruitment Shared Services Centre 4-6 weeks before the end of the current temporary contract to advise their contract is coming to an end. They will then be considered in rank order for any further temporary work arising.

What happens if I fail to respond?
Whilst you will remain on the waiting list if you fail to respond within the required timelines this will be considered as refusal of an offer and will be recorded as such on the waiting list, the RSSC will move on to the next person on the waiting list due to the urgency to fill posts.

Can I remain on the waiting list after I accept a post?
No. The only instance when you will remain on the waiting list is when you accept a temporary post and the waiting list is also for permanent posts. In this instance you will remain in your original rank order until you are offered a permanent post.
Once you have accepted a permanent post you will be removed from the waiting list. Candidates who withdraw following verbal acceptance of a post will not normally be added back onto the waiting list for future offers.

If you accept a temporary post, you will not be removed from the waiting list. It will be noted that you have taken up a temporary contract and through the duration of this employment you will not be offered a further temporary post. It is your responsibility to contact RSSC at least 4 – 6 weeks before the end of your temporary contract to advise RSSC that you are in a position to be considered for a further temporary offer.

What if I am unavailable for work due to Maternity Requirements?
When an offer of employment has been made and accepted however you advise you are unavailable for a period of time due to maternity requirements, you will be asked when you expect to be available.

For permanent posts RSSC will align you to the post asking you to confirm 6-8 weeks prior to your anticipated available date. RSSC will commence the pre-employment checks 6-8 weeks prior to your availability.

For temporary posts, RSSC will discuss with the Manager your availability in light of the expected duration of the temporary post. Considering its short term nature, and service requirements, the manager, following appropriate advice from their local HR team if required, will confirm to RSSC the latest start date they can accept. This will be communicated to you to allow you to make an informed decision whether to accept or decline the post.