Youth Justice Service Officer - Wolverhampton Youth Justice Service Salary - Grade 6 PP 17-22 - £36,363 - £40,777 Hours - 37 Contract type - 2 Full time, Fixed term contract posts Work Style - Flexible This is a Ministry of Justice grant funded post for 3 years up to March 2029, with potential continuation subject to future funding. We are seeking 2 YJS Officers for the Ministry or Justice Turnaround Programme which is a national early intervention initiative which has been extended for an additional 3 years (April 2026 - March 2029). This programme aims to deliver targeted preventative support to children aged 10–17 who are involved in anti-social behaviour or at risk of offending. This is a voluntary programme informed by child first principles, strengths‑based and whole‑family practice, which focuses on early diversion, prevention and community‑based support. Wolverhampton YJS places children and victims at the heart of its service, we work collaboratively, bringing together professionals from diverse backgrounds to form holistic support networks around each child. Our priorities are to: Reduce anti-social behaviour and offending Deliver creative, evidence-based interventions tailored to individual needs. Promote safety, wellbeing, and resilience within the community. Reduce harm and the potential of harm for victims. Engage families and community networks to foster sustainable change. Champion child first, trauma-informed and restorative practices at every stage. The successful person will be experienced and capable of forming and sustaining trusted relationships with children and their families at risk of anti-social behaviour and/or offending. You will require excellent assessment and written skills with the ability to creatively develop and deliver a range of interventions. The YJS is a multi-disciplinary team, and you must have the ability and attitude to work collaboratively, proactively contributing to the delivery of positive outcomes for children, families and victims. Skills & Experience Required: Minimum of 5 GCSEs or NVQ Level 3 in a relevant discipline. Significant experience working with children, especially those vulnerable or involved in offending, with evidence of understanding a trauma-informed approach to practice. Be able to manage effectively your own caseloads and work priorities. Demonstrate the skills and knowledge required in managing significant risks and safety concerns in the community. Excellent assessment, written, record keeping and report-writing skills. Experience forming and sustaining positive relationships with children and their family networks. Ability to design, deliver, and evaluate creative, evidence-based interventions. Proven initiative and confidence in taking responsibility for specific areas of practice and project development. Be able to recognise the uniqueness of each child and ensure that your practices promote inclusion. A flexible response and attitude to work is necessary and there will be a requirement to work outside of core office hours and some weekends in line with the child’s need and service provision. For your valued contribution, we offer: A career development pathway and substantial training offer. Over 85% of our workforce are happy with the learning and development offer and 90% say there is a positive learning culture. Reimbursement of Blue Light card membership costs and Social Work England renewal fees Four vibrant and active employee networks including four staff equality forums (Race Religion and Belief; Disability and Age; Gender Maternity and Paternity and LGBT) Well embedded strengths-based practice framework which supports us to build strong relationships and connections A commitment to eliminating discrimination and supporting employee wellbeing to ensure a good work/life balance, which includes a strong employee assistance scheme and access to numerous wellbeing resources. Supportive and flexible working arrangements, which includes some home working. Retail, leisure, legal and ethical savings and loans through our competitive rewards portal For more information: Working for us | WV Jobs | City of Wolverhampton Council This post is subject to a satisfactory Disclosure and Barring Service (DBS) check. As part of the interview process you will be required to attend a formal panel interview which will be held at the Youth Justice Service offices at Retreat Street. You will be asked to complete a written exercise and participate in an activity with children. All details and guidance on the process will be shared with the shortlisted candidates. Closing date: 15 May 2026. For further information on these posts please contact Stephanie Howell (Service Manager ) on Stephanie.Howell@wolverhampton.gov.uk/or Toni Finlayson on toni.finlayson@wolverhampton.gov.uk For full details of the responsibilities and requirements of this role please see the attached Job Description and Person Specification. Our working arrangements All council roles are allocated to either a fixed, field or flexible work style. Some roles are agile which enable and empower employees to maximise their performance and productivity, whilst maintaining a healthy work life balance. Roles with a fixed workstyle work in a fixed permanent council location. Roles with a field workstyle are usually allocated where employees are required to be out working in the community with a minimum requirement for 'touch down' space at any council location. Roles with a flexible workstyle have a flexible base location to meet the needs of the business and employees can work from a mixture of home or any council office, partner/client, or external location, as required to meet service requirements. Please refer to the Job Description for further information on the workstyle assigned to the role you are applying for. For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies and much more please click here. Diversity We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents. Our status as a Disability Confident Employer showcases our commitment to people with disabilities or health conditions, advocating for their opportunities and potential. We've received the Stonewall Gold Award, emphasising our dedication to the LGBT community by nurturing an inspiring, inclusive, and equal workplace. As of March 2023, the RACE Code Quality Mark signifies our active engagement with racial equality. These recognitions validate our continuous efforts towards fostering an inclusive work environment that respects and values our diverse employees. As part of our commitment as a Disability Confident employer, a Gold Award Armed Forces employer and our commitment to supporting care leavers - we offer a guaranteed interview as long as your application meets the essential criteria for the post. We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our employees have a voice, they feel empowered to speak up and where everyone is treated with respect - Learn more about the staff equality forums here Recruitment of Ex-Offenders We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure - Learn more here Employment Information & Support If you are considering applying for an apprenticeship or a role where the salary is (Grade 2-5), and would like to visit us to learn about the application, interview process and what it is like to work for the council, please click on this link to find out more - Learn more here These posts are subject to an Enhanced Disclosure and Barring Service (DBS) check. To find out more about us why not take a look at our website: www.wolvessocialworkjobs.com NJC Pay Award for 2026 / 2027: The annual pay increases for 2026/27 for NJC Local Government Employees are currently being negotiated and, once agreed, will be effective from 1 April 2026. For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies and much more please click here. Attached documents Youth Justice Service Officer JDPS updated Sept 25.pdf