About the role: The Direct Payment Advisor supports individuals in Powys to make informed choices about Direct Payments by assessing suitability before application and six weeks after implementation. Working closely with workers, individuals and families, the role ensures safe, personalised arrangements. Advisors use professional judgement to provide evidence-based recommendations, support continuous improvement, contribute to projects. About you: Ability to assess suitability, risk, and sustainability of Direct Payments in line with legislation and safeguarding duties. Confidence in explaining complex responsibilities to vulnerable adults, carers, and professionals in an accessible way. Skill in evaluating information, identifying patterns, and producing clear, evidence-based recommendations. A genuine passion for person-centred practice and empowering people to manage their own support safely. Enjoyment of working across teams and agencies to resolve barriers and improve Direct Payment pathways. What you will do: As a Direct Payment Advisor, you will: • Carry out structured discussions before application and at six weeks to determine whether Direct Payments are appropriate, safe, and sustainable. • Produce clear, evidence-based guidance and written reports for allocated workers and the Care Practice Forum. • Explain responsibilities, compliance requirements, and processes to Direct Payment recipients, and Suitable Persons. • Record outcomes in WCCIS, monitor trends, and use data to inform service improvements. • Identify barriers, support improvement projects, and work collaboratively with colleagues across Adult Services, Finance, and Commissioning. Enhanced DBS Check required (regulated activity under the Safeguarding of Vulnerable Groups Act 2006 as amended by the Protection of Freedoms Act 2012). Proud member of the Disability Confident employer scheme Disability Confident About Disability Confident A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident .