WOMEN S HEALTH VICTORIA POSITION DESCRIPTION

Transcription

1 WOMEN S HEALTH VICTORIA POSITION DESCRIPTION Title Classification Team Work location Employment type Policy and Health Promotion Manager WHV Enterprise Agreement 2013 Level 5 Classification Policy and Health Promotion Team Based at 255 Bourke St, Melbourne Full Time Permanent(38 hours per week) Annual Salary $95,615 Position reports to Executive Director Date Approved April POSITION TITLE: Policy and Health Promotion Manager 2. Organisational Environment Women s Health Victoria (WHV) is an independent NGO focusing on statewide health promotion, health information and advocacy. WHV is one of the nine regional and three statewide services that make up the Victorian Women s Health Program. WHV works to improve the health and wellbeing of all Victorian women utilising a population based social model of health framework. The purpose of the Policy & Health Promotion Manager role is to manage a highly functioning Policy and Health Promotion team for the strategic and operational implementation of the Integrated Health Promotion Plan. 3. POSITION OBJECTIVES: 3.1 Provide team leadership and management for the WHV Policy and Health Promotion Team members 3.2 Provide organisational leadership in translation and implementation of health promotion principles into program planning, implementation and evaluation 3.3 Provide leadership in the development and maintenance of relationships and partnerships to achieve WHV s Health Promotion Plan goals 3.4 Facilitate the application of knowledge translation into a range of activities to influence others and achieve WHV s Health Promotion Plan goals 4. KEY RESPONSIBILITIES 4.1 Team leadership Performance management of the Policy and Health Promotion Team, including implementation of annual cycle of Staff Development Scheme and team development Provide leadership in the Policy and Health Promotion Team, including the translation of WHV Strategic Directions Page 1 of 5

2 4.1.3 Ensure active involvement of team members in program evaluation and quality improvement processes Coordinate the review and updating of all Policy and Health Promotion Team related policies and procedures Ensure active involvement of team members in the maintenance and continued development of a positive team culture 4.2 Planning, implementation and evaluation Manage the development, implementation, evaluation and reporting of WHV s Integrated Health Promotion Plan Manage active identification of funding opportunities for projects that advance WHV s strategic priorities, and develop initial project plans including liaison with potential partners Oversee the continued development and implementation of WHV s project to prevent violence against women Contribute to the co-ordination of WHV s Strategic Plan development and review Ensure the team s contribution to WHV s knowledge management systems 4.3 Relationships and partnership development Undertake appropriate relationship analysis to inform priority setting and ways of working Develop networks and relationships across the WHV community of interest which facilitate understanding about the ways WHV can assist their work Liaise with the WHV community of interest to increase uptake of evidence based practice and application of a gender in health framework 4.4 Knowledge translation and influencing Facilitate opportunities that demonstrate and promote the use of women s health information to inform Victorian practice, policy and service development within a social view of health Ensure the provision of an active annual program of skills development and training within WHV s community of interest in utilising WHV s products to improve evidence based health policy and service delivery Provide leadership in external environmental scanning to inform WHV s strategic planning and health promotion priority setting and the Policy and Health Promotion Team members contribution to WHV s knowledge management systems Manage the development and implementation of a range of women s health activities to influence the take up of a gender and health framework Monitor and amend strategies to influence as needed through discussion across WHV and build the capacity of the organisation s effectiveness in this area Maintain an organisational understanding of the intersection between the role and operations of the WHV Clearinghouse and other organisations providing women s health information 4.7 Responsibilities carried out by all staff: Participate in the Staff Development Scheme including setting of performance measures, skills development plan and performance appraisal feedback system Collect activities data within agreed frameworks to inform funding agreements and planning processes. Page 2 of 5

3 4.7.3 Develop, review and implement WHV policy and procedures, including compliance with legal requirements Involvement in a learning organisation including continuous quality improvement and accreditation processes Maintain environmental waste management practices Support and participate in risk management and emergency management processes Project development and management as required within the scope of the job Develop and expend budget within extent of authority Develop and maintain networks across scope of position Promote WHV. 5. ORGANISATIONAL RELATIONSHIPS: 5.1 Internal: Works in close collaboration with the WHV Executive Director As Policy and Health Promotion Team Leader provide day to day direct supervision of staff within the team Relationships related to agreed service delivery Contribute to the culture of the decision making processes incorporating cooperation, collaboration and shared accountability with other staff and Council members. 5.2 External: Relevant federal, state and local government departments, other health information service providers, funding bodies, national, state and regional research, service delivery and policy bodies, media and community organisations Active contribution to establishing and maintaining the good reputation of WHV 6. ACCOUNTABILITY: Accountable to the Executive Director for delivery of the position objectives, agreed priorities, funding related elements relevant to the position, position performance measures as agreed annually, and performance of staff within the team. 7. EXTENT OF AUTHORITY: 7.1 Within the scope of the position engage and supervise staff within the team, including relief or project staff and volunteers/students as required from time to time. 7.2 Expenditure within agreed budget. 8. SALARY, POSITION HOURS AND TERM WHV Enterprise Agreement 2013 conditions and salary apply. The position is classified as a Level 5 with a salary of $95,615 p.a. In addition, employer superannuation guarantee and access to salary packaging applies. The position is full time and based at Level 8, 255 Bourke St, Melbourne. 9. WHV ENTERPRISE AGREEMENT CLASSIFICATION LEVEL AND DEFINITION: WHV Enterprise Agreement Level 5 Classification definition is as follows: 9.1 Work is likely to be in accordance with a broad plan, budget or strategy. Responsibility and broad ranging accountability for the structure, management and output of the work of others and/or functions may be involved. Page 3 of 5

4 9.2 Work involves the exercise of significant delegated authority with decisions and actions taken having a significant effect upon the programmes or work areas being managed. The selection of methods and techniques is based on sound judgement. 9.3 Competency at this level involves the self-directed development and mastery of broad and/or specialised areas of knowledge with a range of skills. Application is to major, broad or specialised functions in highly varied and/or highly specialised contexts. 9.4 Competencies are normally used independently and are non-routine. Significant high level judgement is required in planning, design, operational, technical and/or management functions. 10. WHV ENTERPRISE AGREEMENT LEVEL FIVE COMPETENCIES FOR THIS POSITION: Level 5: Core competencies of this level are: 10.1 Ability to link the Service s corporate strategy and the effectiveness of its program delivery. This requires constant scanning of the Service s internal and external environment for significant changes likely to affect either the original strategy or its subsequent delivery. Possible modifications would then be assessed to ensure that services remain effective, through input from users, management and staff 10.2 Ability to achieve work area objectives while monitoring and improving where possible financial management. Ability to focus on clients needs by matching the Service s program objectives with present priorities and expected results 10.3 Ability to continually promote work area objectives which are set in conjunction with staff, feedback which is given on staff performance and team work 10.4 Ability to effectively represent the Service through liaison and negotiation, plus developing and maintain networks to share expertise 10.5 Ability to manage for results by allocating and monitoring resources to balance competing priorities and respond to changing ones. This requires work loads to be assessed, staff to be involved and targets to be reviewed. Significant liaison would also be required with management and other resource allocation bodies 10.6 Ability to ensure that effective change management strategy is drawn up, assessed and evaluated in consultation with staff and implemented through them 10.7 Recognition of personal abilities and ways these could be enhanced, through feedback from others in the immediate work environment and a strategy for self development. Application of effective time management techniques 11. SELECTION CRITERIA: 11.1 Demonstrated experience in leadership and effective management of a highly skilled team undertaking a range of complex projects 11.2 Demonstrated understanding of a gendered approach to health and application of the social determinants of health within a feminist framework 11.3 Demonstrated experience in statewide systemic advocacy and the application of health promotion principles Evidence of highly developed interpersonal, communication, negotiation and consultative skills with experience in developing and maintaining collaborative partnerships and stakeholder relationships Strong understanding of the political environment, government structures, policy and processes Proven experience in identifying emerging policy issues and highly developed critical analysis skills across policy, research and evaluation Page 4 of 5

5 11.7 Highly developed organisational skills and experience in the supervision of multiple projects 11.8 Demonstrated ability to proactively respond to changing organisational needs, manage competing priorities and to work within deadlines 11.9 Highly developed writing skills, with demonstrated experience writing reports, briefing papers, submissions and grant applications Post-graduate qualifications and demonstrated experience in health promotion, social policy, public health or related fields Page 5 of 5