Cessation of Duty (COD) Officer (SO2)

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JOB ROLE PROFILE AND PERSON SPECIFICATION

Post Title and Number: Cessation of Duty (COD) Officer
Present Grade: SO2
Department: Housing & Regeneration
Service/Section/Team: Housing Advisory Service – Cessation of Duty Team
Reports to (title): COD Team Leader
£24.70 paye

Purpose of the Role:

The Cessation of Duty (COD) Officer is responsible for managing complex homelessness cases and making legally robust decisions regarding the discharge and cessation of statutory housing duties in accordance with Part VII of the Housing Act 1996, the Homelessness Reduction Act 2017, the Homelessness Code of Guidance, and relevant case law.

The post holder will undertake detailed enquiries, review complex evidence, assess affordability, suitability, intentional homelessness and other statutory considerations, and prepare legally compliant decision letters capable of withstanding Section 202 Reviews, Ombudsman investigations and legal challenge.

The role requires excellent decision-making, analytical and decision-writing skills together with the ability to work independently, manage risk, and ensure the Council's statutory obligations are met whilst maintaining a fair and person-centred approach.

Specific accountabilities of the role include:

1. Managing a caseload of complex homelessness cases requiring a decision on the continuation or cessation of statutory housing duties.
2. Conducting detailed investigations into affordability, suitability, intentional homelessness, refusal of accommodation, loss of temporary accommodation, and other cessation grounds. Producing legally robust decision letters supported by evidence, legislation and case law.
3. Ensuring decisions comply with the Housing Act 1996, Homelessness Reduction Act 2017, Equality Act 2010, Children Act 1989 and relevant guidance.
4. Reviewing and analysing evidence including rent accounts, welfare benefits, medical information, safeguarding concerns, financial assessments and housing records.
5. Identifying and managing legal, financial and reputational risks associated with homelessness decisions.
6. Liaising with Housing Coordinators, Income Recovery, Temporary Accommodation providers, Reviews Officers, Legal Services and external agencies.
7. Making safeguarding referrals where required and ensuring vulnerable households are appropriately considered.
8. Maintaining accurate case records and ensuring a clear audit trail for all decisions.
9. Contributing to service improvement initiatives, policy development and quality assurance activities.
10. Supporting the reduction of temporary accommodation pressures an

Dimensions including Structure Chart:

Budgets
No direct budget responsibility.
Structure Chart
· Housing Advisory Service
o Director Homelessness & Supported Housing
§ Head of Homeless Casework
· COD Team Leader / Cohort Lead
o Cessation of Duty Officer
Number of Direct Reports
None
Nature of Reporting Relationship
Direct reporting relationship to the COD Team Leader / Cohort Lead. Post holder and line manager

Key Accountabilities:

Insert the most important and frequent accountabilities first.

(You are not restricted to eight accountabilities)


Accountabilities
Anticipated level of time  
H = High
M = Medium
L = low
1. 1
Manage a caseload of complex cessation and discharge of duty cases.
H
2.
Conduct detailed investigations and make legally robust statutory decisions.
H
3.
Complete affordability, suitability and intentional homelessness assessments.
H
4.
Draft comprehensive decision letters capable of withstanding Section 202 Reviews and legal challenge.
H
5.
Liaise with internal and external partners to obtain evidence and progress cases.
M
6.
Ensure compliance with homelessness legislation, case law and guidance.
H
7.
Consider Equality Act duties and safeguarding responsibilities in all decisions.
H
8.
Maintain accurate case records and update housing management systems.
H
9.
Contribute to service improvement and quality assurance activities.
M
10.
Participate in team meetings, training and continuous professional development.
M


Key Relationships (Internal and External):

A collaborative style of working is required to support the development of a wide range of relationships within and outside the Council.

· Housing Advisory Service – COD Team Leader, Cohort Leads, Housing Coordinators, Reviews Team, Income Recovery Team, TA Access Team, Housing Supply Team, Market Management Team, Quality Assurance Team and other officers as appropriate.
· Head of Service, Service Managers, Team Managers (Assessment Hub, Sustainable Housing, Relief & Move-On, Market Management, Temporary Accommodation and Allocations) and other officers as appropriate.
· Children's Services, Adult Social Care, Early Help and Safeguarding Teams in relation to vulnerable households and safeguarding concerns.
· Legal Services – both internally and externally, regarding Section 202 Reviews, legal challenges, case law and statutory decision-making.
· Central Teams – Complaints & MEQ Teams, Organisational Learning and Development, Equalities and Information Governance.
· Knowledge and Insights Team – supporting performance monitoring, reporting, data quality and H-CLIC compliance.
· Temporary Accommodation Providers, Managing Agents, Registered Providers and Landlords regarding tenancy management, arrears, suitability and possession matters.
· Department for Work and Pensions (DWP), HMRC, Local Authorities and other statutory agencies to obtain and verify information relevant to homelessness decisions.
· Health Professionals, NHS Services, Mental Health Teams and other support services where medical or vulnerability considerations form part of investigations.
· Advice Agencies, Advocacy Services and Solicitors acting on behalf of applicants or providing housing advice and support.
· MPs, Councillors and Senior Officers – responding to enquiries and providing information regarding complex casework where appropriate.
· Representatives of public, private and voluntary sector organisations with whom the Council works in partnership to deliver homelessness and housing services.
· Applicants, household members and their representatives, ensuring decisions are communicated clearly, professionally and in accordance with statutory requirements

Equality and Diversity:

The Council has a strong commitment to achieving equality in its service to the community and the employment of people and expects all employees to understand, comply with and promote its policies in their own work.

Health and Safety:

The post holder shall ensure that the duties of the post are undertaken with due regard to the Council’s Health and Safety Policy and to their personal responsibilities under the provisions of the Health and Safety at work Act 1974 and all other relevant subordinate legislation.

For a more detailed definition of these responsibilities, refer to the current versions of the Corporate Health & Safety Policy, Group Safety Policy and employee information leaflet entitled "Health & Safety Policy; Guidance on Staff Health & Safety Responsibilities".

Corporate Health and Safety Responsibilities
All employees have personal responsibilities to take reasonable care for the health and safety of themselves and others. This means:

1. Understanding the hazards in the work they undertake;
2. Following safety rules and procedures;
3. Using work equipment, personal protective equipment, substances, and safety devices correctly; and
4. Working in accordance with the training provided and only undertaking tasks where appropriate training has been received.

Employees shall co-operate with the Council by allowing it to comply with its duties towards them. This requires employees to:

· take part in safety training and risk assessments and suggest ways of reducing risks; and
· take part in emergency evacuation exercises.

Employees shall report all accidents, ‘near miss’ incidents and work related ill health conditions to their manager/supervisor/team leader.

Employees shall read the Corporate Health & Safety – Organisation Part B Policy to ascertain and understand their responsibilities as an employee, line manager, Assistant Director or Director of the Council.

Information Security:

In order to protect the confidentiality, integrity and availability of Council information, including information provided by customers, partner organisations, and other third parties, where applicable, employees will comply with the Council’s Information Security Policy.

Statement of Commitment to Safeguarding of Children and Vulnerable Adults through safer employment practice:

Enfield Council is committed to safeguarding and promoting the welfare of children and vulnerable adults. Safe recruitment of staff is central to this commitment, and the Council will ensure that its recruitment policies and practices are robust, and that selection procedures prevent unsuitable people from gaining access to children, young people and vulnerable adults. All staff employed to work with or on behalf of children and young people in the Council must be competent.

All staff working with Children & Vulnerable Adults should be aware of, and share the commitment to safeguarding and promoting the welfare of children, young people and vulnerable adults when applying for posts at Enfield Council.





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Job Role Profile and Person Specification v.01 15/07/2026


PERSON SPECIFICATION

Job Title: Quality Performance Manager Grade: P01

Department: Place Team: Service Development Team

HOW TESTED
Application – A
Test – T
Interview – I
Job Specifics – Skills, Experience, Knowledge & Abilities

(Management information; In this section you should list between 4 and a maximum of 6 essential recruitment and selection criteria and 2 desirable criteria). Criteria number 1 should only be used if a regular and intrinsic part of the role is customer facing- please check here for further information. The information you provide in this section will be used in the recruitment application process to assess the suitability of job applicants.

Essential:

1. As a regular and intrinsic part of this role requires you to speak to members of the public in English, the ability to converse at ease with customers and provide advice in accurate spoken English is essential and consistent with the requirements of this role. This role also requires you to be polite and courteous when conversing with the public.
2. Detailed knowledge of Homelessness Reduction Act and associated legislation. Knowledge and experience of what good looks like in homelessness prevention, advice and relief services
3. Experience of establishing and running systems for quality, casework management, performance reporting and data accuracy.
4. Experience of developing and delivering training plans and coaching to staff to deliver quality services
5. Experience of successfully dealing with Members, MPs enquiries, complaints and complex solicitors enquiries etc. with a high degree of quality and attention.
6. Experience of working effectively within a multi-disciplinary environment and in partnership with other staff and agencies to ensure that the needs of the customer are met.

Desirable:
1. Experience of carrying out statutory reviews









A/I





A/I
Behaviours

Appropriate behaviours are key to the delivery of our vision for Enfield.

We want staff who will work collaboratively, flexibly and constructively, and exhibit this ethos in all their dealings with residents, colleagues and partners. Our leaders will be exemplars of the following behaviours and encourage them in staff at all levels; 

Take Responsibility
We want staff who are willing to make decisions and be accountable for them. Staff should have a positive can-do attitude where they see problems as challenges which can be overcome. They should accept responsibility for service delivery, be clear about their service offer and deliver what they promise.

Open, Honest and Respectful
We want staff who are comfortable and confident to acknowledge the difficulties and the barriers they face. They should also be able to constructively challenge the way things are done where there is evidence that it impedes service delivery. Challenge should be conducted in a professional, courteous manner with the aim of reaching a mutually agreeable resolution.

Listen and Learn
We want staff who are prepared to actively listen and reflect on customer concerns with a view to understanding the customer’s point of view. Staff should be able to receive constructive criticism and be prepared to adapt the way they operate and deliver services where appropriate.

Work Together to find solutions
We want staff who can work collaboratively with other departments and partners, freely sharing their knowledge and skills to identify solutions to address customer concerns.

Candidates: Please ensure you address these behaviours in your responses to the essential (and desirable if applicable) criteria above.



A/I

Competencies:

Candidates: Please ensure you address these competencies in your responses to the essential (and desirable if applicable) criteria above.

1. Customer focus
2. Deliver service performance
3. Focus on continuous improvement
4. Political awareness and context


A/I
Qualifications & Professional registration criteria

Candidates: Please ensure you address these qualifications in your responses to the essential (and desirable if applicable) criteria, you will be expected to meet these requirements of the role and they will be explored with you at interview.

1.
2.

I

Special requirements

Candidates: Please note you will be expected to meet these requirements of the role and they will be explored with you at interview.

1.
2.
3.


I

The Cessation of Duty (COD) Officer is responsible for managing complex homelessness cases and making legally robust decisions regarding the discharge and cessation of statutory housing duties in accordance with Part VII of the Housing Act 1996, the Homelessness Reduction Act 2017, the Homelessness Code of Guidance, and relevant case law.
Given the complexity of the role, we need an experienced officer who can hit the ground running, manage cases with minimal supervision, and demonstrate strong decision-writing skills from the outset.
The roles requires the officer to Determines whether the Council can lawfully end its statutory homelessness duties. Conducts detailed legal enquiries before making a decision.
Identifies gaps in evidence and directs further investigations.
Reviews complex evidence from multiple professionals before reaching a decision. Interprets legislation, case law and statutory guidance. Applies legal tests to determine whether duties continue or cease.
Drafts robust minded-to and final decision letters capable of withstanding review or court scrutiny. Makes decisions that may end an applicant statutory housing right. Makes defensible decisions for the council. * Investigates information.
* Challenges inconsistencies.
* Identifies missing evidence.
* Requests further enquiries.
* Weighs conflicting evidence.
* Assesses credibility.
* Makes findings of fact.
* Applies legislation to those findings.A COD Officer makes legal decisions that can:
* End the Council’s homelessness duty.
* End temporary accommodation.
* Result in eviction proceedings.
* Determine intentional homelessness.
* Determine suitability.
* Decide whether statutory duties continue.
* Be subject to Section 202 Reviews.

Knowledge required
A COD Officer must have a detailed understanding of:
* Housing Act 1996 (Part VII)
* Homelessness Code of Guidance
* Equality Act 2010
* Public Sector Equality Duty
* Human Rights considerations
* Relevant case law
* Local authority policies
* Statutory guidance
Hybrid working with expectation of 1 day per week office based.
please see JD attached