Occupational Therapist (Integrated Discharge Service)
London Borough of Islington
Islington, LondonAdvertising SalarySalary Details:£42,912 - £51,228 (SO2/PO3)
About The Role
This role is based in Islington’s Integrated Discharge Service (IDS). We are part of Islington Adult Social Services and the Integrated Front Door service which is an exciting new integrated service of health and social care.
IDS is a dynamic and fast paced team supporting residents of Islington being supported home from hospital
over 7 days a week. Our team is a multidisciplinary one, comprising currently of 7 therapists (OTs and PTs) plus a rehab assistant, a Senior therapist and a Social Worker and a business support officer. We work closely together with the Social Work based parts of the Integrated Discharge team.
The Occupational Therapy role is key in supporting assessing risk and designing interventions for Islington Residents at various stages of the Hospital Pathway to support people using their strength and achieving their outcomes.
This could
include:
- Supporting the Discharge to Assess pathway through the screening of referral documentation and decision making around how to plan and support people home.
- Post discharge assessment of people in their homes by providing therapy interventions, to support independence, recovery or prevent admission. This could include consideration of the environment, provision of equipment and minor adaptations, alternative ways to manage daily activities or manual handling recommendations.
- Work with people on discharge pathways to design Reablement Plans and Goals, focused on strength-based practice and achievement of outcomes.
The role incorporates flexible working - home and office based. You would typically be on Screening around 2-3 days a week (either from the office or home) and visit service users for assessment in the community on the remaining days.
This is what we'd request from you:
- be an experienced and proactive OT who is used to working autonomously and in a time pressured environment; to work thoroughly and use your professional judgement.
- be able to work proactively alongside your team colleagues and colleagues from health care agencies.
- to participate in duty rotas covering 7 days a week as required (this usually means covering one weekend day in 3 weeks), screening referrals and dealing with visits and assessments.
- confident in using IT equipment to adequately record your visits via case notes, assessments and support plans on our system LAS. (Training to be provided.)
- have profound knowledge on equipment assessment and provision.
- be registered with a professional body.
For further information or for an informal conversation about the post, please contact:
Kristina Suberg-Sethi, Senior Practitioner (SW)
0207 527 7510
Note to Recruitment Agencies:
We kindly ask that recruitment agencies do not contact us regarding this vacancy. We are managing the recruitment process internally and will reach out directly should we require external support. Thank you for your understanding.
We kindly ask that recruitment agencies do not contact us regarding this vacancy. We are managing the recruitment process internally and will reach out directly should we require external support. Thank you for your understanding.
Working for the team, service and our organisation
Islington is a place rich with diversity and culture. As a council our sense of purpose couldn’t be clearer: we serve. It’s in the logo. We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Together we can change the future.
We are determined to create a more equal Islington, where everyone who lives here has an equal chance to thrive.
To do this, everyone who works at Islington Council lives by a set of values which guide us in everything that we do: collaborative, ambitious, resourceful, and empowering. They spell out ‘CARE’, which is what we think public service is all about.
Our offer to you
We are committed to challenging inequality in the borough and as one of the largest employers we know that to look after the place and the planet, we have to look after our people. Our staff benefits include:
- Up to 31 days leave per year, increasing to 36 days after five years of local government service
- A range of flexible working arrangements to maintain a healthy work-life balance, as well as a 35-hour working week
- Learning and development opportunities to maximise your potential
- Competitive pay and a commitment to paying all staff the London Living Wage at minimum
- Excellent local government pension scheme
- Cycle to Work scheme and discounted gym memberships
- Local discounts from restaurants, shops, health and beauty therapists, and more!
Please note: Priority will be given to those at risk of redundancy within Islington Council. Current employees who are part of the redeployment pool must meet the essential criteria for shortlisting to be prioritised.
Workforce Equality, Equity, Diversity and Inclusion Statement
We are dedicated to creating an inclusive and equitable workforce, where everyone is treated with dignity and respect. Our workforce strategy places equality, equity, diversity, and inclusion at the heart of everything we do, reaffirming our commitment to fostering a culture of inclusion. We strive to create an environment where all colleagues feel they belong and can safely express their thoughts, ideas, and challenges, without fear of judgement or discrimination.
We maintain a zero-tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.
We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage.
We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace.
Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity, and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.
We maintain a zero-tolerance approach to any unlawful discrimination, harassment, or victimisation on the grounds of any protected characteristics under the 2010 Equality Act, including but not limited to race, disability, sexual orientation, sex, religion and belief, age, gender reassignment, marriage and civil partnership, pregnancy, and maternity. Any incidents of discrimination will be promptly investigated and addressed in line with our HR policies to ensure a safe and inclusive environment for all colleagues.
We use data to identify and address disparities, ensuring that our policies and practices are transparent and impactful in promoting a diverse representation of backgrounds and perspectives at all levels of the organisation. We look at inequality through an intersectional lens, recognising that different aspects of someone’s identity can combine to create unique experiences of discrimination and disadvantage.
We know that advancing diversity and inclusion is a continuous journey, and we must listen to our colleagues and learn where we can further improve. We work closely with our Colleague Forums and Trade Unions, supported by active allies from our Corporate Management Team, to monitor and evaluate our practices, identify barriers, and empower colleagues to promote equality and inclusion in the workplace.
Every one of us has a role to play in making Islington Council a truly inclusive workplace. By living out our CARE (collaborative, ambitious, resourceful, and empowering) values every day and embedding the principles of equality, equity, diversity, and inclusion in our work, we can all actively contribute to empowering people and creating a more equal Islington.
Pre‑Employment Checks
Any offer of employment will be subject to the successful completion of required pre‑employment checks. These may include:
- Proof of address
- Evidence of any name changes (if applicable)
- Right to work in the UK
- Overseas criminal record check (if applicable)
- Satisfactory references
- Occupational Health clearance
- Evidence of professional qualifications or registrations
- DBS check at the appropriate level (if applicable)
Safeguarding
We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff, and volunteers to share this commitment. Some posts are subject to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020 and it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service.
The post is subject to a enhanced DBS check with adult barred list, Social Work England/HCPC registration, qualifications check and 5 years referencing.
Disability Confident Scheme
Islington Council operates a guaranteed interview scheme for candidates with disabilities who meet the minimum criteria and we are committed to providing support to applicants who request reasonable adjustments to be made during the recruitment process and throughout their career with us.
