Reducing Parental Conflict Lead

These posts are being offered on secondment until the end of March 2027 initially. Subject to future funding decisions, extension up to 2 years maximum may be possible. In order to be eligible for this role candidates will need to be employed for the duration of the secondment and for their employer to agree to the secondment.Reducing Parental Conflict (RPC) Lead

Parental conflict can be harmful to children’s outcomes. Behaviours such as shouting, arguing, and withdrawing affection that are frequent, intense and poorly resolved can adversely affect children of all ages. This is why Government sees parental relationship support as a significant part of its early help offer for families. By addressing parental conflict, we can improve the quality of relationships in the family and thereby improve children’s outcomes, providing the stable family foundation that allows children to thrive.

RPC policy seeks to address the negative factors caused by parental conflict by understanding it from the perspective of families and those working with them.

Reducing Parental Conflict Leads work with stakeholders and

Local Authorities across England to

• Champion and promote the development of service responses that reduce parental conflict to build capability in local areas. Post holders will work with local areas to help them understand the benefits of RPC interventions and support so it appropriately integrates into the existing offer to local families.
• Encourage, support and maximise the utilisation of DWP funding given to local areas with a focus on ensuring value for money and outcomes.
• Develop strategies, in partnership with local areas, DWP and OGDs that integrate services to reduce parental conflict and are tailored to meet local need.
• Create strong partnerships with stakeholders at all levels to understand and maximise local delivery channels for Programme objectives and to influence change.
• Gather quality management information and evidence to assess current levels of integration, measure local progress and target support appropriately to measure and support programme success.
• Support Local Areas to embed change.

We are looking for people with the following characteristics

• Excellent leaders with a proven record of influencing and motivating others.
• Outstanding written and verbal communication skills.
• Proven evidence of building effective and collaborative working relationships with stakeholders and multi-disciplinary teams to achieve change.
• Leading and facilitating group discussions and workshops to achieve change.
• Ability to think creatively to solve problems and inspire others to be innovative.
• Self-motivated with the ability to work independently but collaboratively, as part of a geographically dispersed team.
• Ability to collect, use and analyse data from a range of sources to generate insight and findings for reporting.

We particularly welcome people from ethnic minority backgrounds applying as they are under-represented groups in DWP.

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.