The SEN Inclusion case worker role is to ensure that all relevant and appropriate interventions have been put in place to enable Children and Young People (CYP) who require SEN support to achieve their expected learning outcomes. To liaise effectively with parents and young people, schools, and other services to ensure appropriate interventions are in place, and to quality assure the effectiveness of the graduated response within schools and to raise awareness of, and signpost to, relevant local authority guidance. The role involves:

• Meeting with families and schools to discuss the effectiveness of the SEN Support Plan and opportunities for any additional support, working alongside the Inclusion service, developing innovative and creative solutions to enable the child or young person to achieve their potential. The role involves proactively working with families, schools and agencies to ensure that children and young people are appropriately supported with SEN support.
• Working directly with families, schools and other agencies to determine whether an EHCP needs assessment request is appropriate and to assist with the collation of evidence towards the request.
• Considering cases at Request to Assess meetings and to complete any follow-up required to fully inform a decision.
• Under the guidance of the SEND Officer to consider, interpret and analyse requests for Education Health and Care needs assessment in line with legislation and local policy to ensure robust and consistent decisions are made.
• Providing advice to parents, schools and other agencies about SEN Assessment, EHCP processes, Annual Review and LA SEN Policy.
• Promoting Inclusion in all education settings and work in partnership with all agencies to ensure that children and young people with special educational needs are effectively safeguarded, and to take action to refer to appropriate services when necessary.
• Having a thorough understanding of and commitment to personalisation and person-centred approaches and a focus to preparing for adulthood
An enhanced DBS check is required for this post. For information on our approach to the recruitment of ex-offenders, please see our policy statement., We are keen to support employees to balance their working life with other commitments. Therefore, wherever possible, we will consider working arrangements that suit an individual's personal circumstances whilst still meeting the needs of the Council. If you would like to discuss the possible flexible working options that might be applicable to this role, please contact the person named below. This may include requests for term-time working, part-time hours, compressed hours, flexible start and finish times, home/remote working, etc.


• NVQ Level 4 qualification in relevant subject or demonstrable experience within a special needs context or Local Authority.
• Evidence of ability to extract relevant information from a range of data/ variety of sources, and to present in different formats as appropriate.
• The ability to present information in clear written form for a variety of audiences and respond to changing demands.
• The ability to work in partnership with parents and staff from other agencies and enter dialogue and negotiation to ensure positive outcomes for children and young people with SEND.
• To be highly motivated, flexible, and able to use initiative, dependable and able to meet deadlines when under pressure.
• The ability to inspire confidence in the public and colleagues and be committed to providing high quality public service.
• To be able to work on own initiative and as part of a team and have a strong working knowledge of the SEN Code of Practice.
You must also have an understanding of, and commitment to, equality, diversity and inclusion. In addition, we also expect you to share our commitment to our values and will ask you to evidence when you have demonstrated them as part of the selection process., 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 .