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Care jobs in London

Purpose of Position

To share with other staff in meeting the personal care needs of service users in a way that respects the dignity of the individual and promotes independence. Care provided by care assistants is expected to include care that would reasonably be given by members of the service user’s own family and is not expected to include tasks that would normally be expected to be undertaken by a trained nurse.

Principal Responsibilities

-To assist service users who need help with getting up in the morning
-To help service users with mobility problems and other physical disabilities
-To care for service users who are temporarily sick and needing, for example, minor dressings, bed nursing, help with feeding, etc.
-To provide palliative care
-To help in the promotion of mental and physical activity of service users through talking to them, taking them out, sharing with them in activities such as reading, writing, hobbies and recreations.
-To set tables and trays; serve meals; feed service users who need help; prepare light meals and wash up; tidy and clear the dining room.
-To answer emergency bells, the door and the telephone and greet visitors.
-To read and write reports, and take part in staff and service users’ meetings and in training activities as directed.
-To perform such other duties as may reasonably be required.
-To comply with the agency’s guidelines and policies at all times.
-To report to the agency manager any significant changes in the health or circumstances of a service user.
-To encourage service users to remain as independent as possible.
Person Specification — Essential Criteria
The following personal attributes are considered essential to the post of care worker:(a) self motivated(b) organised(c) flexible(d) caring(e) sensitive to the needs of others and to the sick or infirm(f) an active team player but also able to work on own initiative(g) a good communicator.

Please email your CV to and a Rivendell representative will be in touch shortly

    Care workers work with vulnerable people and we take our responsibility to protect them very seriously. Your appointment will depend on the satisfactory completion of a criminal records disclosure (see policy statement below), but at this stage, we need you to answer the following questions truthfully and honestly:

    Have you received any convictions, cautions, reprimands or final warnings that are not ‘protected’ as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013 by SI 210 1198)?

    To your knowledge, are you currently the subject of any criminal proceedings (for example, charged or summoned but not yet dealt with) or any police investigation?

    If you answered ‘yes’ to either of the two previous questions, please provide details:

    Do you consent to our applying for an enhanced criminal records disclosure on you and to our retaining a copy of your disclosure certificate during the period of your employment or until a new disclosure is completed (whichever occurs first)?

    Note that if, once a criminal records disclosure has been completed, it is discovered that you have failed to accurately disclose the information requested above, the company reserves the right to terminate your employment without notice. Please be aware, however, that your having a criminal record will not necessarily mean we cannot employ you – if you would like to know more about our policy on the recruitment of ex-offenders, please ask.
    Criminal records disclosures – our policy
    As an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), we comply fully with the Code of Practice and undertake to treat all applicants for positions fairly. We will not discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed.
    We can only ask an individual to provide details of convictions and cautions that we are legally entitled to know about.
    Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended) and where appropriate Police Act Regulations (as amended), we can only ask an individual about convictions and cautions that are not protected.

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