Clinical Psychologist

Clinical Psychologist Part-time/Full-time permanent post The Galtee Clinic Ltd runs an innovative, socially pedagogically informed therapeutic community for children and young people, based in South Tipperary, near Mitchelstown. We have three registered childrens homes, each with a capacity of four children. Our young people typically stay with us for a minimum of one year but are, on average, with us for over two years. We take children up to 18 years of age and currently we have children between 7 and 17. We are seeking a clinical/counselling psychologist to join our team to provide clinical guidance, leadership and governance. The role demands a minimum of three days a week but a full time role is available for the right candidate. The role might be of particular interest to those wishing to work systemically with a team of social pedagogues/social care workers and desiring to be part of a team that genuinely makes a difference to those in our service. Supervision can be provided in-house from the Clinical Director. Essential Criteria: An Irish post-graduate professional psychology qualification accredited by the Psychological Society of Ireland in Clinical or Counselling Psychology or an equivalent qualification in Clinical or Counselling Psychology from another jurisdiction validated by the Department of Health. Must be interested in providing direct care and working in the milieu Experience of working with children/young people and families Full Clean Driving Licence Must be eligible to work in Ireland Desirable Criteria: Experience of working with children in care Interest in research Salary:Competitive with good benefit package. Hours of work:Minimum of 24 hours per week up to Full Time depending on interest/needs of successful candidate Please note partial remote working options available. (Hybrid) Clinical Psychologist Reporting to the Service Manager and Clinical Director Purpose of Role The team Clinical Psychologist is responsible for supporting the emotional and psychological wellbeing and development of young people throughout all stages of the treatment programme at Galtee Clinic. They have a responsibility to aid in creating an attachment and trauma-aware culture and promoting Galtee Clinics therapeutic model of care both within the service and through liaison with external stakeholders. This role also involves providing evidenced-based psychological support based on the individual needs of young people where appropriate. This typically includes supporting the milieu treatment, working directly with young people or by providing supervision and support through other staff members as appropriate. Main Tasks and responsibilities To safeguard the psychological and emotional wellbeing of young people at Galtee Clinic by contributing to the maintenance of an emotionally safe, therapeutic, caring and stable environment. To liaise appropriately with young people, their families, team members and external professionals, including schools, to ensure safe and appropriate care. To chair and document Clinical Management Meetings on each of the young people on a monthly basis. To provide governance and oversight on the treatment programme provided to the children. To contribute to a supportive culture of acceptance and non-judgement within the Galtee Clinic team. To contribute input to referral assessments and placement suitability based on identified individual psychological needs and current home dynamics. To provide attachment and trauma-informed perspectives and formulations for teams. This may be achieved through individual discussions with staff or through team meeting contributions. To attend regular meetings in order to promote therapeutic perspectives and provide advocacy for young people. These may include, but are not excluded to, team meetings, clinical management meetings and reviews. To ensure appropriate communication and information sharing through clear and concise note keeping, adhering to GDPR, data protection legislation and individual preferences regarding privacy where appropriate. This also involves adhering to local reporting requirements for risk management, SENs and complaints. To provide staff training in attachment theory and its applications in order to promote adherence to the therapeutic model. To avail of training and learning opportunities relevant to the role, including those relating to evidence-based psychological therapies or social pedagogy. To avail of regular supervision with a clinical psychologist on at least a monthly basis. To avail of external supervision where appropriate, i.e., when using in regard to use of particular therapy models. To provide in-direct psychological support for young people through liaising with Activity Therapists and pedagogues and sharing formulations and attachment perspectives. To provide informal emotional support and create therapeutic relationships with young people. Where and when appropriate, to engage in formal evidence-based psychological therapies with young people to aid in their emotional development and improve resilience. These may include CBT, DBT, EMDR, ACT and CFT or other relevant models. Interventions will be adapted to the developmental and idiosyncratic needs of the young person. To create and share regular reports of therapeutic activity with social workers, GALs and other stakeholders where appropriate. To contribute to individual supervision for staff in relation to work-related challenges and dynamics To report to the Clinical Director and Service Manager To contribute to a positive working environment and engage in team building Any other duties, within the competence of the postholder, that may be required, reasonably, from time to time. Please see below benefits, entitlements and retention measures available to team members in the Galtee Clinic. They are categorised into two sections, those that have been in place since inception and additional ones that have been added since. Previously in place: Annual Leave: People start off on 22 days AL in their first year of employment, 23 in the second year, 24 in the third year and 25 in the fourth year. The equivalent is worked out on an hourly basis if this applies to you. Sick Leave: We offer 60 hours paid sick leave in a rolling calendar year. Medical certificate required Parents Leave: This is a leave intended to support new parents. It is seven weeks additional leave (unpaid) which needs to be applied for in advance and needs to be used within the childs first two years. Flexible Parental Leave: this is leave intended to provide a more flexible working time for those with children. One is entitled to up to 26 weeks unpaid leave which can be taken at any time up until the childs 12th birthday. We have and will continue to make every effort to have those wishing to avail of this be able to do so in an as flexible manner as is possible. Health & Safety Leave: this is a leave to provide additional support to new mothers. It is full pay for the three weeks prior to the date that one would normally take off for a new baby. Adverse Weather Conditions Leave: this leave is in place to give people the opportunity to either take unpaid leave or annual leave for days in which they feel they are unable to come to work due to adverse weather conditions. There needs to be an associated weather warning in place. Force Majeure Leave: this is a statutorily protected entitlement for people to take paid time when there are certain urgent family reasons. It is for three days in a consecutive 12 month period or five days in a consecutive 36 month period. There are clearly defined persons for which people can use this leave - if they need to care for: a child or adoptive child; their spouse or partner; a person to whom they are in loco parentis; a brother or sister; a parent or grandparent; and relationships of domestic dependency. Bereavement Leave: unlike the previous leave this is not a statutorily protected entitlement but we offer three days paid leave for the death of any of those above described people. Jury Service Leave: this is a statutorily protected entitlement for people to take paid time off during the period of serving as a Juror. Wedding Day Leave: 1 extra days annual leave that we offer for those getting married. Pension: we encourage all employees to start saving towards their pension. Therefore, for all those employed, the Clinic will match their contribution into a pension fund of up to 5% of their annual salary. Death in Service: this is an entitlement for contracted employees. It is essentially an insurance policy that will be paid to ones estate upon ones death. It is four times ones salary. Income Protection Insurance: this is to support those who have a long-term illness or injury and are unable to work. It can be applied for after a period of being off work for a minimum of 13 weeks consecutively and it pays 75% of ones salary (after social welfare payments are taken into account). Exit Bonus: this is an additional bonus that we pay to those who have been working closely with a child who has a planned discharge from our service. To be entitled to this someone must have been working with the child for at least six months prior to their discharge. However, it can be split up if there has been more than one person involved. For example, if a child has had more than one Primary Activity Therapist, the sum will be split up based on the length of time previously working with the child. This bonus is €500 for each of the pedagogues in the house; €1000 for the childs Primary Activity Therapist; €500 for the House Leader, €1000 for the Centre Manager, the Service Manager and the Clinical Psychologist. Length of Service Increment: For full time employees this is a bonus of 5% of salary after 3 years of consecutive service. For those not working full-time one needs to have averaged 20 hours per week during the previous 12 months to avail of this benefit. Performance Based Bonus: this is a bonus that we offer all those working in GC. It is based on ones performance throughout the year and is up to 5% of annual salary calculated on the outcome of the appraisal completed in November/December of that year. PERX cards: we pay up to €1,000 of your end of year bonus in a Perx card which is not restricted re where you can use it, used like a credit card anywhere. One of its advantages is that the amount is tax free. Continuous Professional Development: we offer €250 in each calendar year to all employees to put towards CPD. In House Training: we provide and pay for attendance at both mandatory and non-mandatory trainings. Mandatory training includes but is not limited to fire training, CPI, child protection and CSE, first aid, medication administration and manual handling. In addition, we provide clinical supervision, attachment training, therapeutic activity training and social pedagogy training, amongst many other ad hoc training courses throughout the year. These are usually needs or interest based. Social care Ireland (SCI) Membership: we offer paid annual membership to this organisation for the contracted team. It is dependant on being in the role at the time of renewal (August) Added in the past two years: Refer a Friend bonus which is €1000 for any role filled. Maternity leave which is paid in full for 26 weeks. This means that we will top up the social welfare payment to keep your salary at same amount for the 26 weeks. Paternity leave for two weeks full pay. Adoptive leave which is 24 weeks full pay. Employee Assistance Programme (EAP) allows for regular access to external counselling services. This is a professional and confidential service unless under other specific circumstances agreed prior with the team member. Career breaks offered to full time contracted employees. You need to be employed in this capacity for a minimum of 5 years to be eligible to apply. The time period of the break is for a minimum of 6 months and a maximum of 12 months and is dependent on GC being able to fill your role at the time. One can avail of the break and reapply for another break after another 5 years. Team building days 1 paid day per year for the core team working in each house. If other people are available to go, for example members of the management team or consistent relief people working in that house, they are also encouraged to go. Team building is to take place in the month of May or September when the children are still in school. A team building day typically involves a group activity off site with lunch and an afternoon activity. If people would like to go out after the day, we will try and cover the house if we have enough notice of same, however, if people are due to work that night, they will have to take annual leave hours to cover their night off. Health insurance - €1,000 (before tax) annually to a health insurance policy of your choosing. Paid on a receipt/expense basis. Extra AL allowance granted in year 6 it goes up to 26 days, in year 7 it is 27 days and in year 8 it is 28 days. It is calculated on years of service from the 1st of January every year. Holiday raffle contribution every January two names are pulled out of a hat and each person will win a €2,500 (before tax) contribution towards a holiday of their choosing. They have the year to use it and like the health insurance it is paid on a receipt/expense basis. The money has to be used for a holiday. If you win, your name does not go into the hat thereafter! Paid Special Leave - Reproductive support 40 paid hours annually for each individual undergoing fertility treatment or experiencing a miscarriage NOTE: It is important to say that it is difficult to document every detail in relation to the above. For example, some of the above benefits only come into effect after the person has finished their probation period, some of the above is only applicable to contracted employees and so on. We tried to give enough detail to give people a good sense of what GC offers but is hard to detail every possible minutia. We would finish by saying that there are of course terms and conditions and a process for most things, so please speak to a member of management to get a full picture of anything above that you are unsure of or anything you would like to find out more about. Benefits: Partial Remote Working Hybrid Working