Staff Wellbeing & Practice Development Manager

The closing date for completed applications for this post is 12noon on Friday 30 October 2026 and it is anticipated interviews will take place on Thursday 05 November 2026.

Hours: 37 hours per week. Monday to Friday 09.00-17.00

Salary: £49,386 - £52,714 (SCP 40-43)

JOB DESCRIPTION:

The Staff Wellbeing & Practice Development Manager is Rossie’s organisational lead for physical intervention, restraint reduction, de-escalation, post-incident reflection and learning, and associated staff welfare and debrief arrangements.

The postholder will provide professional leadership, oversight and assurance for the design, development, implementation, delivery, evaluation and continuous improvement of Rossie’s Physical Intervention Model. The role will ensure that approaches to prevention, de-escalation and physical intervention are safe, proportionate, rights-respecting, trauma-informed and consistently understood and applied across the organisation.

The postholder will lead the development of the model’s theoretical framework, practical skills, training resources, instructor development, employee assessment and evaluation arrangements. They will ensure that training translates into practice and contributes directly to reducing restrictive practice and improving outcomes for young people.

The postholder will maintain oversight of incidents involving physical intervention and restrictive practice, including analysis of the incident database and, where appropriate, CCTV, debrief information, reflection and learning outcomes and training information. Findings will identify trends, emerging risks, variations in practice, training needs and opportunities for individual, team and organisational improvement.

Main Tasks:

• Lead and maintain Rossie’s Physical Intervention Model, including prevention, de-escalation, restraint reduction, physical skills and post-incident learning.

• Design, develop, deliver, assess and evaluate all theoretical and practical training associated with the model.

• Provide oversight and quality assurance of PI instructors, training delivery, staff competence and consistency of practice.

• Lead Rossie’s restraint-reduction approach and use incident learning to strengthen preventative and relational practice.

• Review and analyse the incident database and relevant supporting evidence to identify trends, risks, practice issues and organisational learning.

• Coordinate and quality assure staff welfare, debrief, reflection and learning arrangements following incidents.

• Provide professional challenge, advice and assurance to operational managers and senior leadership.

ACTIVITIES

1. Physical Intervention Model and Professional Leadership

• Act as Rossie’s organisational professional lead and custodian for its Physical Intervention Model.

• Lead the design, development, documentation, implementation, evaluation and continuous improvement of the model.

• Ensure that physical intervention is situated within a wider framework of preventative, relational, trauma-informed and rights-respecting practice.

• Develop and maintain relevant strategy, policy, procedures, practice guidance, training materials, assessment processes and systems.

• Maintain current professional knowledge of developments in physical intervention, restrictive practice, restraint reduction and de-escalation, and assess their relevance to Rossie.

• Provide professional advice and assurance to managers and senior leadership.

• Maintain appropriate links with relevant national groups and professional networks, including SPRAG and RRPN.

2. Restraint Reduction, Prevention and De-escalation

• Lead Rossie’s organisational approach to restraint reduction and promote prevention, relationships, communication, co-regulation and de-escalation as the first response to distress

• Analyse the circumstances and patterns associated with restrictive interventions and identify opportunities for preventative action and practice improvement.

• Work with care, education, clinical, operational and L&D colleagues to translate learning into changes to individual approaches, team practice, training, environmental factors or organisational systems.

• Identify recurring themes or areas of concern, make evidence-informed recommendations and evaluate whether actions have achieved the intended impact.

3. Training Design, Delivery and Evaluation

• Lead the design, development, delivery and evaluation of Rossie’s physical intervention, restraint-reduction and de-escalation training.

• Develop an integrated curriculum covering theory, prevention, de-escalation, decision-making, practical physical skills, professional accountability and post-incident responsibilities.

• Set learning outcomes, competency standards, assessment requirements, refresher arrangements and evaluation methodology.

• Deliver theoretical and practical training and assessment directly where appropriate.

• Ensure training accommodates different learning needs while maintaining consistent safety and competency standards.

• Use incident data, staff feedback, observed practice, debrief outcomes and evaluation evidence to improve training content and methods.

• Develop targeted or bespoke learning interventions where individual, team or service needs are identified.

4. Instructor Development and Quality Assurance

• Provide professional oversight and quality assurance of all persons authorised to deliver or support Rossie’s Physical Intervention Model.

• Ensure instructors maintain theoretical knowledge, practical competence, professional judgement and consistent delivery standards.

• Implement arrangements for observation, feedback, coaching, continuing professional development and reassessment.

• Identify and address inconsistency, practice drift, poor delivery or unsafe training practice and ensure remedial action is completed

5. Incident Review, Data Analysis and Organisational Assurance

• Maintain systematic oversight of information relating to physical intervention, restraint, violence and aggression, de-escalation and other relevant restrictive practices.

• Regularly interrogate Rossie’s incident database to identify patterns, trends, recurring themes, emerging risks and variations in practice at individual, team, service and organisational levels.

• Where appropriate, triangulate incident data with CCTV, debrief records, reflection and learning outcomes, training records and other relevant evidence.

• Identify effective practice, training requirements, possible practice drift and matters requiring further scrutiny, escalation or organisational action.

• Produce regular analytical reports for management and senior leadership setting out themes, risks, learning, recommendations, agreed actions and evidence of impact.

• Maintain oversight of actions arising from incident review and escalate significant concerns or delays through the appropriate governance arrangements.

6. Post-Incident Reflection, Learning and Staff Welfare

• Lead and coordinate Rossie’s approach to formal reflection and learning following incidents.

• Ensure significant incidents are considered for individual, team, service and organisational learning.

• Facilitate reflection and learning sessions where appropriate and support managers and designated colleagues to undertake effective processes.

• Translate learning into recommendations for practice, coaching, reassessment, refresher training, guidance or organisational improvement.

• Lead the coordination and quality assurance of staff welfare and debrief arrangements following significant incidents.

• Maintain a clear distinction between immediate staff welfare support, practice reflection and organisational learning.

• Ensure debriefs are timely, appropriately recorded and followed through, with relevant welfare, practice or training matters escalated.

• Review relevant CCTV footage where appropriate to support incident understanding, quality assurance and learning.

7. Professional Challenge and Practice Improvement

• Observe and evaluate practice where appropriate to determine whether training and organisational expectations are being applied.

• Provide constructive professional challenge where practice is inconsistent with Rossie’s model, policy, training or professional standards.

• Escalate concerns regarding unsafe, inappropriate, inconsistent or potentially unnecessary restrictive practice.

• Recommend and monitor remedial action, including coaching, observation, refresher training, competency reassessment, revised guidance or wider organisational improvement.

8. Collaborative Working

• Work closely with Service Head of Care, operational managers, L&D colleagues and other relevant professionals to maintain an integrated organisational approach.

• Build appropriate external relationships to identify emerging good practice, benchmark Rossie’s approach and support collaborative learning.

• Represent Rossie professionally at relevant forums and contribute to external learning where appropriate.

Please note this job description is to provide a clear and concise statement of the main tasks and activities of the post, and it is not intended as an exhaustive list of every aspect of the post holder's duties.  All the above duties will be carried out in line with Rossie policies and procedures. 

PERSON SPECIFICATION:

Qualifications (Essential):

• Relevant professional, training or higher-level qualification, or demonstrable equivalent professional experience directly relevant to the role.

• Recognised training / teaching qualification or substantial demonstrable experience of designing, delivering and evaluating professional learning.

• Appropriate physical intervention/restraint training and demonstrable competence relevant to the role.

• Evidence of continuing professional development relevant to restrictive practice, physical intervention, de-escalation, training or residential/social care practice.

Qualifications (Desirable):

• Assessor and/or verifier qualification.

• Relevant qualification in social care, residential childcare, education, learning and development or a related discipline.

• Advanced professional development relating to physical intervention, restrictive practice or restraint reduction.

Skills & Abilities (Essential):

• Ability to provide credible professional leadership in physical intervention, restraint reduction and de-escalation.

• Ability to design, deliver and evaluate engaging theoretical and practical training.

• Ability to demonstrate, teach, observe and assess practical physical intervention skills safely and consistently.

• Strong analytical ability, including interrogation of incident information, identification of patterns and translation of findings into recommendations.

• Ability to facilitate sensitive post-incident discussions and distinguish staff welfare, practice reflection and organisational learning.

• Ability to critically evaluate practice, provide constructive challenge and address poor or inconsistent standards.

• Excellent written, verbal, presentation, planning and report-writing skills.

• Ability to communicate effectively with employees, managers, senior leaders and external stakeholders.

• Competent use of Microsoft 365 and organisational information systems for analysis, reporting and presentation.

Experience (Essential):

• Substantial relevant experience within residential childcare, secure care, social care or another appropriate complex care environment.

• Significant practical experience of physical intervention, restrictive practice, prevention and de-escalation.

• Experience of delivering physical intervention or associated practice training.

• Experience of designing theoretical and practical training programmes and learning materials.

• Experience of evaluating training effectiveness and modifying programmes in response to evidence.

• Experience of analysing incidents and practice data and translating findings into improvement.

• Experience of facilitating or coordinating post-incident reflection, learning or debrief processes.

• Experience of identifying individual, team and organisational learning needs.

• Experience of supporting and constructively challenging staff and managers.

• Experience of producing analytical reports and recommendations for management or senior leadership.

Experience (Desirable):

• Experience of developing an organisational physical intervention or restraint-reduction model.

• Experience of quality assuring physical intervention instructors or trainers.

• Experience of structured CCTV review as part of incident analysis or practice learning.

• Experience of policy development relating to restrictive practice.

• Experience within secure care.

• Experience of representing an organisation in professional or national networks.

Knowledge (Essential):

• Substantial knowledge of physical intervention, restrictive practice, restraint reduction and de-escalation.

• Strong understanding of trauma-informed, relational and rights-respecting practice.

• Understanding of factors contributing to distress, escalation and restrictive intervention.

• Knowledge of relevant legislation, regulation, professional standards and national guidance.

• Knowledge of training design, adult learning, practical skills instruction, competency assessment and evaluation.

• Understanding of post-incident learning, reflective practice and staff welfare/debrief principles.

• Understanding of risk management, professional accountability and organisational learning.

• Knowledge of quantitative and qualitative analysis used to identify trends, risks and improvement priorities.

Personal Attributes (Essential):

• Strong commitment to improving outcomes, experiences and wellbeing for children and young people.

• Demonstrable commitment to restraint reduction and preventative and de-escalation approaches.

• High levels of professional integrity, credibility and personal accountability.

• Confidence to challenge poor, unsafe or inconsistent practice.

• Objective, reflective and evidence-informed approach.

• Ability to build constructive relationships while maintaining professional challenge.

• Ability to motivate, engage, coach and develop others.

• Collaborative, inclusive, flexible and committed to continuous improvement.

• Commitment to Rossie’s values and rights-respecting, relationship-based and trauma-informed practice.

Additional Requirments (Essential):

• Ability and willingness to undertake the practical components of physical intervention training and assessment, subject to appropriate occupational requirements.

• Full driving licence where driving is an operational requirement of the post.

• Commitment to maintaining relevant instructor/trainer competence and continuing professional development.

• Ability to work flexibly where significant incidents require timely professional input.

• Evidence resilience in the workplace,

Full Clean Driving Licence (Essential)

Sponsorship - Please note that Rossie do not hold a licence to sponsor any visa applications at present.

We acknowledge that AI can support applications, but we ask that yours reflects your true self. By applying, you confirm that all information is accurate and represents your own knowledge, skills and experience.