Programme manager Recruitment pack

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1 Programme manager Recruitment pack July 2013

2 1. Introduction Welcome to the recruitment pack for programme manager at Local Trust, the charity running Big Local and maybe in the future, other programmes too. Local Trust s mission is to enable people to make their communities even better places to live in by helping them develop and use their skills and confidence to identify what matters most to them, and to take action to change things for the better, now and in the future. We have a small staff team managing Local Trust and Big Local, operating through a group of partners. As a relatively new charity (we were established at the end of 2011) delivering a large scale programme across ngland we rely on energetic, committed and above all, flexible staff to drive our work forward. One of our programme managers is moving on and we are looking to recruit an experienced programme manager with a background in community development based programme management and learning / evaluation to work with our staff team and partners in an enabling capacity to help us reach our aims. This pack is designed to give you background information about our work, our organisation and our future ambitions, as well as what we are looking for in terms of our new programme manager. If you think you can work collaboratively with a dedicated staff team and are keen to be part of our ground breaking journey, we d like to hear from you. This is a unique opportunity and I very much look forward to your application. Debbie Ladds Chief executive 2

3 2. Big Local Big Local is a long term community based programme that will achieve lasting change in 150 areas in ngland. Funded through an expendable endowment from the Big Lottery Fund, it will provide a mixture of funding, finance and support. This will enable people locally to build on local talents and aspirations and identify and act on their own needs to make their areas even better places to live, now and in the future. Residents and local communities drive Big Local. Big Local will support, challenge, train and encourage people to develop and take ownership of Big Local in their areas. There is a unique programme of activity in each area based on local needs but sharing the Big Local outcomes. Big Local aims to achieve the following outcomes: communities will be better able to identify local needs and take action in response to them people will have increased skills and confidence so that they can continue to identify and respond to local needs in the future the community will make a difference to the needs it prioritises people will feel that their area is an even better place to live. Big Local areas have been chosen by the Big Lottery Fund on the basis that they are disadvantaged and overlooked rural and urban areas where people face complex, interrelated problems, and which have historically received less Big Lottery Fund funding than other similar areas. At least 1 million will be available to each of the 150 areas over the next 15 years. Our funding model supports flexibility and innovation in local spending including grant-making, social investments and procurement. Big Local supports residents and people in local communities in each of the Big Local areas to run the programme themselves so that it is community driven, responds to local needs and builds on local strengths. The funding from Big Local is held by Big Local Trust, a charitable trust established in 2012 by the Big Lottery Fund and Local Trust with a National Lottery grant of 196,873,499, registered charity number

4 3. Local Trust In July 2011, the Big Lottery Fund (BIG) appointed the Community Development Foundation (CDF) to establish Local Trust, the new charity responsible for Big Local. CDF and the partners (Capacity Global, CCLA, the Institute for Voluntary Action Research (IVAR), the National Association of Neighbourhood Management (NANM), Renaisi, and UnLtd the Foundation for Social ntrepreneurs) did an excellent job in starting to set up Local Trust and delivering the first stages of the programme, Big Local. As the corporate trustee of the Big Local Trust, Local Trust s first and major responsibility is to deliver Big Local. In line with our mission: to enable people to make their communities better places to live in by helping them develop and use their skills and confidence to identify what matters most to them, and to take action to change things for the better, now and in the future. This is why we describe Big Local as resident driven ; we place people locally at the heart of what we do. We support them to identify their own needs so for Big Local we have developed a structure that allows them to own the process, to develop their own inclusive Big Local vision, profile and plan for their Big Local area, and we support people in each area to decide how that plan can be realised and how the funding can be used. Local Trust s objects allow us to run other programmes, and where that happens community development will be at the heart of our approach to delivery. Local Trust is a registered charity (charity number: ), and a company limited by guarantee (co. number: ). 4

5 4. Staffing There is a small Local Trust staff team, based at our office near the Angel, Islington, in London. We commission or grant fund suitably experienced organisations for the majority of Big Local delivery, nationally and locally. Using this approach, we aim to make the best use of skills in other organisations, growing and building the capacity of others whilst delivering the programme. Please note the following staff structure has recently been revised and may change as Local Trust develops over time to reflect our changing business needs. Local Trust staff structure: Programme co-ordinator Programme co-ordinator Programme manager Communications and learning co-ordinator Temporary programme administrator / data inputter Chief executive Programme manager Research and learning co-ordinator Communications and public affairs co-ordinator Key Blue: staff Orange: temporary posts Green: posts we are or will be recruiting to Finance manager Office administrator / PA Temporary finance administrator Bookkeeper / finance administrator 5

6 5. Organisational values Having the right experience, skills and knowledge as defined in the person specification is important; but so too is how you go about your work. These are the key drivers that define our aspirations and guide our organisational behaviour. 1. local areas at centre of our work - our efforts support residents and people locally in improving their own communities 2. all staff working as one team working towards same end goal... doing what it takes (to high standards) to help local areas improve their communities 3. significant personal accountability for own work and significant collaboration with colleagues 4. fast-paced, entrepreneurial requires adaptability and willingness to take on the challenge of establishing Local Trust and Big Local 5. technology used to help us work more efficiently, effectively given limited staff resources. Staff are expected to demonstrate the following core organisational behaviours as part of their day-to-day work: manages colleague relationships, supports teams, works co-operatively and shows respect for others demonstrates self-awareness and emotional intelligence to managing own goals and constantly improve performance innovative and embraces change, approaching problems proactively and creatively brings enthusiasm, energy and a positive attitude to Local Trust - is proud to be part of the organisation ensures equality and promotes diversity. 6

7 6. Job description Job title Accountable to Responsible for Programme manager Chief executive ach programme manager has direct line management responsibility for several coordinators as shown in the staff chart Purpose of the role To develop, manage and monitor the strategic and day-to-day aspects of the Big Local programme with peers and the chief executive, enabling effective delivery, evaluation, learning and development of the programme, including via partners and through directly supporting Big Local areas. NB due to the size of the programme there are two programme managers. While the duties below are expressed generically, we will agree a split of duties that allows each programme manager to specialise in specific areas of the programme. However, it is expected that both post holders will work closely together and assist/cover each other s duties as necessary. Job description (key duties) 1 Guide, develop, support and oversee the management of Big Local working with the chief executive and peers to maximise the potential and benefits across ngland 2 nsure the effective and efficient delivery of Big Local in line with the Big Local Trust deed, contract, grant, loan and finance offer letters and terms and conditions and approved Big Local area plans 3 Develop and support Local Trust and Big Local communication and dissemination strategies, using appropriate methods and formats 4 Develop contacts and maintain communication with external partners, Big Local areas, funded organisations, the Big Lottery Fund, wider stakeholders and the general public to provide appropriate support and guidance for the programme 5 Maintain an overview of, and contribute to, external activities/programmes devised and delivered at local, regional and national levels that support the use of community development methods and values in supporting Big Local areas 6 stablish, develop and maintain appropriate administration and reporting systems and procedures to ensure the smooth running, support and performance management of delivery partner contracts and grants, effectively managing any issues that may arise 7 Using learning from the programme, contribute to the strategic development of Big Local 8 Support and manage staff performance on an ongoing basis as required, helping to ensure that all staff contribute to Local Trust s aim of supporting communities 9 Attend and speak at conferences and external events, as appropriate 10 Attend relevant training courses and maintain awareness of external affairs relevant to Big Local and Local Trust 7

8 6. Job description We expect you, as a member of the Local Trust staff team, to: a b c d Demonstrate Local Trust s vision and values in your daily work Take a proactive role in promoting equality and anti-discriminatory practice Help Local Trust deliver its environment and sustainable development policy and environmental management system Be aware that you have a duty of care for the health and safety of yourself and others Local Trust job descriptions are subject to amendment from time to time, in consultation with the individual concerned and in line with the organisation s needs.. 8

9 7. Person specification xperience Criteria Significant experience of managing and delivering large, complex community funding programmes in the voluntary and community sector, eg via contracts and grants ssential/ Desirable Significant experience of using a community development approach to programmes or related practice including experience of monitoring, evaluation and learning frameworks within this approach xperience of managing partnerships and multi-agency or consortium working (including performance management of contracts) at a local, regional, sub-regional or national level xperience in financial planning, monitoring and review xperience of people management, including staff, consultants and organisations operating on delivery contracts or grants ducation/ training/previous work experience Competencies/technical skills Relevant degree/professional qualification or equivalent work experience Ability to develop and coordinate communications and dissemination strategies with consortia, partnerships and people in local areas (including community groups and residents) xcellent communication skills (including writing skills) and the ability to produce reports and other dissemination materials for a wide range of stakeholders, to a high standard An understanding and knowledge of some or all: corporate social responsibility, sustainable development, environmental justice, environmental management systems and climate change/carbon emission reduction initiatives Thorough understanding of community development policy development and implementation 9

10 7. Person specification Criteria Ability to prepare, monitor and review budgets and work plans of funded and contracted organisations and partners and to subsequently manage performance ssential/ Desirable Competence in the use of information technology, social media and software (including MS Office and grant/funding management software) and an understanding of its potential uses in managing and communicating about the organisation and its programmes Knowledge of relevant legislation and practice appropriate to managing the partners and the programme (e.g. health and safety, data protection, confidentiality, etc.) D Soft skills Ability to build and maintain professional relationships across a wide sector with credibility and confidence Significant personal accountability, with the ability to work on your own initiative with a high level of autonomy at a strategic level, as well as to work as part of a small team of peers and within a team with complex relationships and diverse responsibilities Ability and willingness to do things differently, including clear critical thinking and willingness to challenge conventional, or to suggest new, ways of working Ability to maintain high standards in your work, through selfevaluation, seeking feedback from others, and self-initiated professional development A flexible, entrepreneurial approach to your work Able to travel, as required, throughout ngland and to stay away from home 10

11 8. Terms and conditions Salary The salary for this post will be 45,000 per annum. Salary will be paid monthly in arrears. The following other benefit schemes will be available to staff: childcare voucher scheme, cycle scheme, time off for volunteering (two days per annum) and interest-free season ticket loan. Pensions We operate a group personal pension run by Scottish Widows using a salary exchange scheme. We will pay a contribution of 10% of basic salary into a pension scheme with a 3.5% contribution from the individual being required. Hours The hours of work for this post are 36 per week (excluding lunch breaks). Fixed hours are not appropriate to this position. The actual hours worked will be determined by the duties and responsibilities of the post but will usually be during normal office hours, Monday to Friday. You are not eligible for overtime pay, but you may take time off in lieu of extra-long hours worked.. Holidays In addition to public holidays, there are 25 days leave per year. Probation This is a permanent post subject to the successful completion of a six month probationary period. During this time your performance will be reviewed. At the end of the period, you will either be confirmed in post, the probationary period extended (up to 12 months in total) or in the case of unsatisfactory performance your employment will be terminated. Notice During the probationary period, notice is one month on either side. After satisfactory completion of the probationary period, this will be three months notice on either side. Location of post This post is based at our office near the Angel, Islington, London. Some ngland wide travel will be required, at times this may be frequent. 11

12 9. How to apply This appointment is being made by Local Trust, which has enlisted the support of Tank Consulting for the recruitment process. If you are interested in applying, you should read this pack carefully in the first instance. If you have any queries about the work of Local Trust or the recruitment process, then please contact Graham Finegold at Tank on or If you decide to apply, then please send the following: Your latest CV A personal statement that uses clearly referenced and numbered points to show how you meet the areas of the person specification. It is not expected that your personal statement should exceed four sides of A4 A completed equal opportunities monitoring form Please send this by to: All applications MUST be received by 5pm Friday 16 August Any applications received after this time will not be accepted. An initial long list of candidates will be drawn up and they will be asked to undertake a short telephone interview with Tank between 20 to 22 August. Following the telephone interviews we will decide a shortlist. Shortlisted candidates will be invited to attend an assessment centre on 29 August and final panel interviews will be held on 4 September. We do understand that this is a prime time for holidays and will be flexible with dates where we can. Please indicate in your application if you need flexibility on any of these dates. Disabled candidates should contact Graham Finegold if there are any reasonable adjustments that need to be made to the recruitment process to accommodate your disability. 12

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