Embrace a role that makes a difference!

DVNQ are contracted to lead the High-Risk Team and Integrated Service Response to domestic and family violence for the Townsville District. We have two incredible opportunities within our Domestic and Family Violence (DFV) High-Risk Team.

Passionate about transforming lives and creating positive change? We are looking for full time and part time (0.6FTE) team members who want to make a real difference to the lives of those impacted by DFV in our local communities.

The position will provide case coordination of high and imminent risk to domestic and family violence cases associated with the High-Risk Team (HRT). This will include direct support to HRT clients, providing immediate assistance, risk assessment, safety intervention and planning as well as urgent referrals and ongoing support.

The role works collaboratively with team members, HRT core members and other organisations to increase DFV understanding and accountability to build a consistent and timely response to DFV across the Townsville Region.

About us

Our charity has operated for over 30 years in Townsville. Throughout this time, we have been at the forefront of supporting communities with evidence-based, trauma-informed practices. We care deeply for the communities we work with and the rights and safety of victim survivors.

We strongly uphold our values when working with client, stakeholders and each other. Our values are: Integrity, Compassion, Advocacy, Innovation and Collaboration. We invest in professional development and provide a supportive culture because we recognise and value our staff working in this sector.

About you

The successful candidate will demonstrate they are able to meet the following Key Capabilities:

• Tertiary qualification in social work, psychology, or human services (or 5 years’ experience in a similar field will be considered).
• Demonstrated experience and comprehensive knowledge of Domestic and Family Violence, including the principles of trauma-informed practice, crisis intervention, case management, application of appropriate risk assessment and response and understanding of high-risk indicators and protective factors.
• Thorough understanding and experience working with current legislation (Domestic and Family Violence Act 2012, Child Protection Act 1999), Common Risk Assessment Framework and DFV Information Sharing Guidelines.
• Able to bring knowledge of intersectionality and diversity to develop and maintain respectful relationships with clients and across the service system and community.
• Proficient at building and fostering respectful relationships and partnership, sharing knowledge, and delivering training to build the capacity of the sector.
• Provides information about the organisation and the service system in a way that is sensitive, simple, clear, transparent, and appropriate in language and level of information.
• Highly organised, able to plan, prioritise, be flexible, and manage competing tasks, with a positive, can-do, and resourceful approach.
• Emotionally intelligent and aware, with a keen sense of critical self-reflection, able to keep a sense of perspective about the stories heard and remain connected as part of a resilient approach.

Required Screening

• Current QLD C Class Driver’s License which must remain current during the term of employment.
• Working with Children Check (Blue Card) which must remain current during the term of employment.
• Australia: National Police Check Clearance – at organisation expense.

Salary and Benefits

• SCHADS Level 5.1
• Relocation package subject to negotiation
• Salary packaging options up to $15,900 greatly increasing your take home pay (superannuation can be paid in addition to this, subject to any ATO limit where applicable) https://www.smartsalary.com.au/calculator/ 
• Christmas leave granted in addition to 4 weeks annual leave (pro rata basis).
• 17.5% annual leave loading.
• Monday to Friday working pattern with only occasional out of hours work.
• Flexible working hours.
• A supportive induction process and in-house training
• Regular external professional supervision.
• Employee Assistance Program.
• Annual flu injections.
• Supportive work environment with a commitment to staff wellbeing and professional development and generous training opportunities.

Under section 25 of the Anti-Discrimination Act 1991, there is a genuine occupational requirement for the incumbent to be female so applications from female candidates are encouraged. Aboriginal and Torres Strait Islander People are always encouraged to apply.