Beacon Support Worker - Anti Social Behaviour

As a Beacon Support Worker working with Anti-Social Behaviour, you will ensure that victims of anti-social behaviour (ASB) are fully supported through both the Criminal Justice process and any Anti Social Behaviour resolution processes to enable them to provide evidence of offending behaviour and to seek a satisfactory resolution. This includes navigation, advice, guidance and advocacy through multi-agency partners to seek solutions to long-standing issues.

In addition to this, you will ensure referrals to appropriate agencies are completed to promote victim resilience, recovery and long-term wellbeing. You will represent us at community partnership meetings and forums, and will ensure the victims’ voice is amplified in the appropriate settings.

An important part of this role is helping victims navigate the ASB Case Review process if they are eligible to trigger it. This involves being an advocate for victims in multi-agency meetings, as well as explaining the process to them so they can engage as an informed participant. The post involves some other regular multi-agency meetings across the county, and attendance at community events to raise awareness of support available.

What does good look like for this role?

• The ability to act as an advocate for the rights of victims of ASB, delivering support to victims through a case managed approach and becoming the primary named contact throughout the service user’s journey.
• The ability to build and sustain high-quality relationships with service users and multi-agency professionals to devise and develop a problem solving approach to long-standing and on-going harms.
• Able to identify and advise on interventions that will support a cope and recovery strategy and ensure referrals made are reviewed with subsequent actions delivered to satisfaction.
• The ability to be agile, attending and working from partner agency offices and in the community.

Those interested in applying for this opportunity should review the Job Information Pack to find out more. If you have any questions about the role or recruitment process, please contact [email protected].

Additional Requirements: Successful post-holders will need to have a full UK Driving License and access to a personal vehicle for work purposes. The NPPV (non-police personnel vetting) check also requires that the post-holder has lived in the UK for the past 3 years with a few exceptions.

Salary: £29580 per annum

The salary shown reflects the band for this role, with the final offer taking account of experience and relevant skills.
Hours of work: Full Time, 37.5 hours a week
Contract: Permanent
Flexibility: Blended approach of office working, home working, and visiting clients across Hertfordshire. *Flexible working options available.
Vetting and Clearance Requirements: NPPV 2 (Police Vetting), Enhanced DBS check

Location: Hertfordshire Police Headquarters, Stanborough Road, Welwyn Garden City, Herts, AL8 6XF

Closing Date: 4th December 2026. Catch22 reserves the right to withdraw the vacancy at any time, for any reason before the stated closing date.

We aim to review applications as quickly as possible. However, due to the volume of interest we receive, we may not be able to contact all applicants individually. If you have not heard from us within two weeks of the closing date, please assume that your application has not been successful this time.

Screening: Successful admission to post subject to enhanced DBS check, police vetting check, and employer Right To Work in the UK check. The post-holder must have right to work in the UK. Catch22 does not currently provide a licence to sponsor visas but please see this register to see those that do.

To Apply: Please provide your CV and cover letter, along with the completion of the screening questions to express your interest in this opportunity. Please note, in the interest of safer recruitment and ensuring that applicants are a right fit for the role, submitted applications must contain a CV, satisfactory responses to the screening questions, and information detailing interest in the role, to be considered for this position.

Use of AI (Artificial Intelligence) should not be used to exaggerate skills & experiences, create generic responses that are not unique to the individual, and for any assessments used by the Hiring Team to measure an individual's natural abilities.

Catch22’s Commitment to Opportunity & Progression

At Catch22 we are proud of our commitment in supporting people develop in their careers and progress in our organisation. In 2024, within our Justice Hub, we have 68% of those in management roles that originally joined Catch22 in the frontline workforce and some worked across a number of roles and Leadership positions before joining management. This allows us to have a highly experienced management group and provides development opportunities for those in our much valued front-line.

Catch22’s Commitment to Ban the Box

Catch22 is proud to have “Banned the Box”. This means that we do not ask for candidates to disclose criminal convictions at the application stage. Instead, we invite disclosures at interview stage, and encourage them at the offer stage. Please see our statement of commitment on hiring people with convictions for more information.

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Social Media Search

Please note, we may conduct an online search as part of our due diligence checks for successful candidate(s). This will involve a search of all publicly available information online and in social media.

Vetting Requirements
This role is subject to the satisfactory completion of relevant pre-employment checks, which may include HMPPS vetting, NPPV, or other role-specific security clearances.

Any offer of employment will be conditional upon the successful outcome of these checks. Where clearance is not granted, or is subsequently withdrawn, Catch22 reserves the right to withdraw the offer of employment.

Catch22 Justice requests no contact from agencies or media sales

Benefits / Apply for Opportunities / recruitment process / Recruitment Policy / Set up Job Alerts

Catch22 is committed to rigorous safeguarding and safer recruitment practices; ensuring that every individual within the organisation has been safely and appropriately checked.

See the benefits of working for Catch22 here.

Unless otherwise stated, interviews will be arranged as suitable candidates are identified, so early application is strongly advised.

We aim to review applications as quickly as possible. However, due to the volume of interest we receive, we may not be able to contact all applicants individually. If you have not heard from us within two weeks of the closing date, please assume that your application has not been successful this time.

At Catch22 we value equality, diversity and inclusion. We are wholeheartedly committed to the principle of equality of opportunity, both as an employer and as a provider of services. Diversity and Inclusion is part of what we do every day, working to deliver our vision to build a strong society where everyone has good people around them, a purpose, and a good place to live.

Catch22 is committed to rigorous safeguarding and safer recruitment practices; ensuring that every individual within the organisation has been safely and appropriately checked.

Catch22’s Commitment to Ban the Box

Catch22 is proud to have “Banned the Box”. This means that we do not ask for candidates to disclose criminal convictions at the application stage. Instead, we invite disclosures at interview stage, and encourage them at the offer stage. Please see our statement of commitment on hiring people with convictions for more information.