ROLE PROFILE & PERSON SPECIFICATION. Manchester Aquatics Centre Facilities Manager

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1 Page 1 of 5 ROLE PROFILE & PERSON SPECIFICATION Manchester Aquatics Centre Facilities Manager 1. RESPONSIBLE TO: Manchester Aquatics Centre General Manager 2. RESPONSIBLE FOR : Developing schedules for planned preventative and lifecycle maintenance for submission to Manchester Partnership Facilities Manager, Manchester Aquatic Centre General Manager, Partnership Manager. Monitoring of R&M, LCM and PPM expenditure. 3. ROLE OVERVIEW: The Manchester Aquatic Centre is an elite international sporting venue which has technically complex plant with substantial bespoke systems. Ideally you must have in depth knowledge and experience of working in a building of similar criteria and must have strong and established relationships with staff, client and external contractors. 4. SPECIFICALLY Assist the General Manager in the development, communication and implementation of maintenance and technical functions relating to pools, plant and leisure operation. Monitor and liaise with the corporate Health and Safety Manager on technical health and safety issues, keeping the General Manager informed. Monitor developments in technology and best practice in relation to building plant operation. Ensure all centre environments are running at optimum performance including air and water treatment systems and plant. Identify faults and recommend safe, rapid and economic solutions. Work with the centre teams to implement and continue to support until satisfactory completion. Assist the Partnership Manager as required in the technical functions relating to leisure operations including technical procedures and training. Be instrumental in the training of technical staff. Evaluate technical competency, monitor and instigate additional training so staff obtain required level of knowledge. Management of the Facilities Supervisor and technician team.

2 Page 2 of 5 Monitor and review duty staff technical competency. Make recommendations to the Partnership Manager on future technical training required. Recommendations to the General Manager to ensure GLL s service contracts are appropriate, compiles with legislation, is safe and economic. Formulate tendering documentation, evaluate returns, propose awards to contractors and monitor performance against scope of works. Be instrumental in the implementation of GLL S Energy Efficiency Policy through supporting the centre. Assist the Partnership Manager in the development, communication and implementation of GLL s Maintenance Policy through the training of the centre team, monitoring and auditing the technical functions at the leisure centre and making recommendations that are safe, economical and sustainable within GLL s operation. Implementation of GLL s Technical Training Policy through the training of centre technical staff. Monitor performance and make recommendation for future training on an individual and group basis. Test and record competency. Assist in the recruitment of centre technical staff. Monitor expenditure for your area of responsibility, being PPM or service contracts against budget and report on deviations and overspends were appropriate. Work with the General Manager to prioritise R&M items and allocate against budget available. 4.3 Personal Development Keep abreast of trends and developments within management, facilities management and the leisure industry in general. To keep own development needs under review and regularly discuss with the Partnership Manager. Maintain all qualifications requisite to the post. 4.4 Other To act in accordance with, and actively promote, GLL s policies and standards. To undertake any other duties commensurate with the post s level of responsibility. 5. KEY WORKING RELATIONSHIPS Partnership Manager management support MAC General Manager direct line management

3 Page 3 of 5 Manchester Partnership Facilities Manager management support There will also be close working relationships with colleagues Group / Partnership Managers and staff in Strategic and Corporate Support. 6. PERSON SPECIFICATION THE AIM OF GLL IS TO RECRUIT PEOPLE NOT JUST FOR JOBS BUT FOR LONG TERM CAREERS. WE WANT BETTER PEOPLE WITH THE RIGHT GLL BEHAVIOURS TO SUPPORT OUR BUSINESS AND WHO WILL GROW WITH US AND ACHIEVE MORE FOR THESE REASONS, WE LOOK FOR EVIDENCE OF THE FOLLOWING BEHAVIOURS IN ALL POTENTIAL AND EXISTING STAFF LOOKING FOR APPOINTMENTS OR PROMOTIONS: 6.1 Skills PASSIONATE Demonstrates self-belief Shows integrity Is committed to service excellence Cares about customers, colleagues and our social agenda ACTIVE Is continuously developing Is results driven Has a positive can-do attitude Demonstrates high energy INCLUSIVE A team player A great communicator Leads and inspires Is involved and committed The Job demands the following blend of knowledge, skills, experience and behaviour (all are essential, unless shown otherwise, and will be assessed by Application Form and / or Interview / Assessment): The proven ability to effectively lead, manage, motivate, develop staff and build effective teams.

4 Page 4 of 5 The ability to analyse technical issues and prepare technical plans. The ability to research, prepare, justify and present project reports. The ability to persuade and influence staff at all levels. The ability to produce results to demanding deadlines and work on a number of key issues simultaneously. Excellent written and verbal communication skills and be IT literate. The capability to contribute to the wider strategic development of the organisation, to think analytically and to utilise high level implementation skills. Ability to innovate and find creative and practical solutions to complex problems and to exploit new opportunities. 6.2 Knowledge A relevant degree or equivalent and appropriate professional qualifications. Knowledge of key performance indicators and their application and how they can be used to effect improvement. Up to date knowledge of developments in leisure / leisure management, technical and environmental developments, procedures, initiatives and systems. Knowledge of Health and Safety legislation and other legislation, such as Employment, DDA etc, that affects the running of a large and complex centre. 6.3 Experience Evidence of effective leadership and management of projects and budgets equating to 1m+ per annum. Evidence of substantial experience in creating, developing and implementing strategies to effect change and improve service quality. Evidence of success in working and consulting with a wide range of organisations and partners to achieve agreed objectives. An ability to communicate in a highly effective manner to varied audiences, including providing accurate information on centre & organisational performance to the relevant stakeholders. Evidence of achieving results and making change happen through leadership, influence, training and partner liaison. Extensive experience in concept to completion in project management, corporate service contracts and maintenance programmes. Experience of promoting equality of opportunity in terms of access to services and employment. Experience and training in water hygiene and management of large PPM contract. Experience in maintain and managing moveable floors and booms, Automated pool filtration systems, compressors, plate heat exchanges, chemical dosing controls and BMS systems, CHP units, Chiller plant, Boiler and gas heated systems, Fire, life safety systems, Aquatics timing and event display systems, Air handling units, Flumes, diving, water polo and leisure water systems 6.4 Behaviours A dynamic individual with a result driven approach and attitude. An appreciation of, and commitment to, the distinctive culture and philosophy of the organisation. Demonstrate trust, openness and respect in dealings with people. Flexible approach to tasks and workload.

5 Page 5 of 5 Actively seeks to keep professional expertise up to date, to acquire new skills and knowledge and to work flexibly to meet the needs of the business. Collaborative style that empowers others and that secures the respect, trust and support of colleagues, client, customers and external contacts. November 2014

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