Volunteering Development Manager, Greater London and Central Regions

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1 Job Information Pack Volunteering Development Manager, Greater London and Central Regions February 2014 Alzheimer s Society, Devon House, 58 St Katharine s Way, London E1W 1LB. Telephone +44 (0) Fax Website Registered Charity No Company Limited by Guarantee Registered in England No

2 Dear Applicant Volunteering Development Manager, Greater London and Central Regions Thank you for your interest in the above position with Alzheimer s Society. Please find enclosed an information pack as requested. Please fill in your application carefully, giving all relevant information and in particular, setting out the ways in which you meet the competencies outlined in the job description and person specification. You should provide clear and concise examples of a time when you have had to use the necessary skills. Your application should be typed or completed in black ink. The panel will consider the presentation of your application during the selection process. Your completed application should be returned to us by 9 am on 24 March Late applications will not be accepted. Interviews will be held on 9 April 2014 (subject to confirmation). Please send your completed application form to: CV's will not be accepted. Thanks again for your interest in this post. Yours faithfully Nikki Squelch Head of Volunteering Development February of 13

3 Alzheimer s and Dementia Dementia is caused by disease of the brain; symptoms include loss of memory, confusion and problems with speech and understanding. It is progressive and eventually terminal. Dementia can happen to anyone and there is currently no cure. But with the right support, people can live well with dementia throughout the condition. 800,000 people live with dementia in the UK today with nowhere near enough services provided to meet their needs. There are over 17,000 people under 65 with dementia in the UK and 1 in 14 people over 65 have dementia. One in three people over 65 develop dementia. About Alzheimer s Society Alzheimer's Society champions the rights of people living with dementia and the millions of people who care for them. We are the leading support and research charity for people with dementia, their families and carers, with over 2000 employees and over 7000 volunteers across England, Wales and Northern Ireland. Alzheimer s Society provides over 2,000 services across England, Wales and Northern Ireland. We provide information, education, support and care to help people live their lives to the full. We spent nearly 58 million on charitable activities in 2012/13, almost 80 per cent of which continued to be on providing care services and direct services to people with dementia and those who care for them. We also spent 5.8 million on research into the causes and treatment of dementia. February of 13

4 The Volunteering Development Team In 2012/13 we had 6,600 committed volunteers who contributed close to one million hours of service. The number of volunteers supporting us and committed to making life better for people affected by dementia continues to grow. Volunteers are involved in everything we do and we aim to lead the way in harnessing the potential of this growing active citizenship base. The Volunteering Development Team is part of the People and Organisational Directorate. The role reports to the Head of Volunteering Development and is one of five Volunteering Development Managers. The Volunteering Development Managers are regionally based and facing, working closely with national and regional colleagues to enhance our volunteers experience. The London and Central Regions includes Greater London, the West Midlands, The East Midlands and East Anglia. The Volunteering Development Manager will also support the development of volunteering in other Directorates and with areas of new business and innovation. The Volunteering Development Managers work closely with POD Colleagues to ensure we provide an exceptional business partnering service. This role involves line managing a small team to help us achieve our ambitions and the Society s strategy. We would prefer for this role to be based in London, but as it is a regional role we would be willing to consider alternative office locations for suitable candidates. Please state your preference in the application. February of 13

5 Job Description Job title: Location: Salary Grade: Actual Salary: Hours: Contract Type: Volunteering Development Manager (London & Central Region) Greater London Regional Office, Thomas More Square, London EC1 (preferred, but optional) G1 44,496 per annum (including Inner London Weighting) 35 per week Permanent Reports to: Head of Volunteering Development Main Purpose of Job: This post will support the delivery of the Society s strategy and business plans through the development and delivery of an excellent volunteering experience for all, championing the Alzheimer s Society as a volunteering involving organisation. As the functional specialist lead the post holder will promote and develop volunteering internally and externally, both across the Society and in the Society s Directorates and Regions. The London and Central Regions includes Greater London, the West Midlands, The East Midlands and East Anglia. Position in Organisation: Reports to a Head of on the People and Organisational Directorates Leadership Team Member of the Volunteering Development Team Member of the Society s corporate Management Team Matrix management relationship with the Regional Operations Directors for Greater London and Central regions Member of the Regional Management Team Close collaboration with National and regional specialists including Community Fundraising, External Affairs and Service Improvement Managers Line management responsibility for Volunteering Development team members (Devon House Volunteering Officer and Volunteering Data Administrator) Line management responsibility for volunteers in the Volunteering Development team Matrix management to specialist Volunteering Officers in regions. Scope and Authority: The post holder is responsible for contributing to and delivering the volunteering development plans in the Greater London and Central Regions and the development and delivery of an excellent volunteer journey. They are the lead manager in the London & Central Regions on volunteering development and best practice, collaborating and supporting colleagues across Directorates to harness the potential of volunteers. February of 13

6 The post holder matrix manages a team of Volunteering Officers who support volunteers and volunteering across the London & Central regions and will matrix manage volunteering specialists in other directorates. Overall budget responsibility is held by the Head of Volunteering Development. The Volunteering Development Manager has a limited authorised signatory for financial spending against the Volunteering Development Budget. They are also responsible for ensuring consistent and transparent advice to budget holders on their volunteering related budgets that help inform plans and new service development. The post holder will maintaining effective internal and external networks, influence and advanced knowledge of developing and implementing volunteering policy, procedure and learning to enhance best practice and direction. Duties and key responsibilities Society Wide Volunteering Development: Planning and Advice 1. Support the Head of Volunteering Development as well as other key customers in designing and delivering the volunteering development strategy, associated change programmes and infrastructure, working to support consistency across the Society 2. Ensuring the delivery, monitoring and evaluation of the volunteering / people plans and action plans, supporting all directorates to effectively involve volunteers 3. Actively contribute to the organisation wide Volunteering Development team planning and budgeting process, and be responsible for effective budget management including contributing to income generation and fundraising work 4. Actively contribute to the business planning and budgeting processes at central, national, regional, locality levels to support the development of volunteers and volunteering best practice 5. Provide professional management advice at all levels around the complete volunteering journey; encompassing recruitment and selection, induction, management and support, ongoing development, retention and engagement, reward and recognition, communication, problem solving (including complex case handling), individual impact assessments/evaluations and exit strategies 6. Develop, implement and maintain the suite of volunteer management policies, procedures and tools to address the identified requirements of the organisation, ensuring best practice in the volunteer journey 7. Actively promote volunteering both internally across all directorates and externally; inspire colleagues about involving volunteers and the business benefits of doing so February of 13

7 8. Provide professional advice and embed best practice, ensuring quality and managing risks Regional Volunteering Development and Planning 9. Take a lead role in the delivery of the volunteering development annual business and action plan, and in collaboration with teams and managers ensure volunteers and staff implement the plan effectively 10. Liaise closely with all directorates to develop effective volunteering plans which respond to identified need, that deliver quality and cost effectiveness 11. Provide a professional functional matrix management lead to volunteering specialists across the Regions, and specialists in other directorates (for e.g. Community Fundraising) 12. Influence, and negotiate with local stakeholders to develop the volunteering culture including innovations in volunteering and improvements to the volunteer journey 13. Build capacity and skills of area and functional teams to embed best practice in volunteer management and the promotion of volunteering 14. Take the lead advisory and oversight role in complex volunteer problem solving cases and/or appeals, supporting difficult situations 15. Develop and deliver learning interventions, including mentoring, coaching, training, to support the skill and knowledge development of volunteers and employees to deliver excellent volunteer management and service 16. Develop the effectiveness of volunteer data collection, evaluation and reporting; ensuring compliance with internal policy and external legislation, in conjunction with the People Data team 17. Lead the information gathering and sharing on volunteering activity at all levels to all audiences; including Board of Trustees, senior management, central and regional management and operational teams across all directorates 18. Maintain up to date external knowledge around excellence in volunteer management, professional development and innovations in volunteering development 19. With the volunteering development team take part in major promotional events and conferences with the aim of influencing external organisations and promoting the Society to new and established audiences 20. Ensure that inclusion and diversity are embedded throughout all the Society s volunteering activity February of 13

8 21. Recognise this is a wide ranging specialist post that will evolve over time, and to carry out reasonable additional tasks commensurate with the level of post. This job description is not exhaustive and serves only to highlight the main requirements of the post holder. The line manager may stipulate other reasonable requirements. The job description will be reviewed regularly and may be subject to change. Person specification Volunteering Development Manager All of the following requirements are essential, unless marked with a * when they are desirable and will be assessed from a combination of information provided from the application form, extended interview process, panel interview and references: Education and qualifications 1. Educated to degree level or demonstrate equivalent experience 2. Volunteering Management qualification* Skills and experience 3. Significant experience of developing and delivering volunteering strategies and plans to meet volunteering principles 4. Significant experience of developing and delivering volunteer engagement plans and activities 5. Significant experience of managing volunteers and advising others on the best practice of volunteer management 6. Knowledge of current best practice and external networks to enable the Society to access and improve volunteering development and best practice information 7. Gathering, evaluation and analysis skills to use (volunteer) data to determine organisational priorities and enhance our offers / services 8. Ability to develop a wide range of flexible strategic volunteer tools to support the volunteer journey, including recruitment and retention February of 13

9 9. Significant experience of designing and delivering inspiring learning and development interventions for volunteers and employees 10. Experience of researching, preparing and testing policies, procedures and effective systems of work 11. Experience of planning, budgeting and managing budgets 12. Experience in successfully resolving complex volunteer issues 13. Experience of taking a lead project management role and working across departments 14. Knowledge of relevant legislation, such as, Equality and Data Protection 15. An understanding of the needs of people with dementia and their carers* Qualities and Attributes 16. Passion and commitment for involving volunteers and working with volunteers and staff to build a volunteering culture 17. Strong planning, prioritisation and delivery skills and the ability to manage multiple tasks with confidence 18. Strong interpersonal and influencing skills, including presentation, promotion and communication skills 19. Pragmatic, hands-on and highly professional with strong relationship building skills at all levels of the business 20. Strong team working skills and ethos 21. Strong organisational skills and good working knowledge of Microsoft Office 22. Evidence of a commitment to quality, inclusion and diversity 23. Willingness and able to travel independently across the Society s offices and locations, including England, Wales and Northern Ireland 24. Willingness and able to undertake some evening work and occasional overnight stays February of 13

10 Value Based Behaviours Alzheimer s Society has a value-based behavioural framework which brings our values to life in everything we do. The framework is applied across the full employment (and volunteering) life-cycle. This includes individual objectives, appraisals, performance management, reward and recognition and personal and professional development. You will be given a full copy of the framework if appointed, as part of your induction. For this role, the key value based behaviours you will need to evidence in your application and which will be assessed during the recruitment process are: Promotes partnership and collaboration within and across the teams Identifies potential barriers to, and the risks of, change and seeks ways to overcome and manage these Engenders a customer focused culture in the team and area of expertise Makes the time to explain how decisions that affect individuals are being made, treating people with dignity and respect at all times Empowers people to perform to the best of their ability, sharing knowledge, skills, information and giving appropriate authority to enable others to make decisions Consider and communicate the wider organisational and external context Create an environment in which all our people can deliver high quality work Celebrate the contributions and achievements of individuals. February of 13

11 Job Application Guidelines Alzheimer's Society is an equal opportunities employer. We aim to treat every applicant fairly. The information you provide in your application form is the only information we will use in deciding whether or not you will be invited for interview, so it is important that you complete it with care. To help you, please follow these guidelines. 1. Please complete all sections of the form. 2. Please type the application form where possible. If you are filling in by hand please use black ink, as it may be photocopied. Do not stick or glue paper to the back of the form as it may get caught in the photocopier. Please add a separate piece of paper instead. 3. After reading the person specification and job description, think carefully about your application and consider to what extent you have the skills and experience necessary to meet the requirements of the post. 4. Your last and present post allows you the opportunity to tell us about the work you are doing or have done in the past. Be as brief as you can, and use the personal statement at the back of the form to describe in more depth your skills, knowledge and experience relevant to the job. 5. Under the section Education, qualifications and training you are asked to state your qualifications or name a course that you attended. It is sufficient to state that you have a specific number of A levels and GCSEs, or equivalent qualifications, unless you are asked for a specific qualification on the person specification, such as GCSE English. You should mention qualifications or training relevant to the post you are applying for. 6. The personal statement is an important part of the application form and should be used to tell us how you meet the person specification and what experience you have that is relevant to the job description. Always remember to specify your personal responsibilities rather than those of your section or department. Remember to explain how your current or previous experience relates to the job you are applying for. Your statement should ideally be no longer than 2 sides of A4 paper. 7. Please ensure that your completed application form is returned by the date and time stated at the beginning of this information pack, to the specified or postal address. Do not attach any other documentation. Your completed equal opportunity form must be sent to as stated on the equal opportunities form. Any attachments, such as CVs, references or photocopies of your qualifications will be disregarded and will not be seen by the selection panel. 8. We frequently receive a large number of applications for each role. In order to make good use of the charity s money we are unfortunately unable to acknowledge your application unless you are selected to attend an interview. February of 13

12 Information for Candidates Terms and Conditions of Employment Outlined below are some of the main terms and conditions of employment relevant to all employees of the Society. Probation All posts are subject to a probationary period of 12 weeks unless otherwise stated in your contract, during which your performance will be reviewed from time to time. During this probationary period, either party may terminate the contract by giving the appropriate notice. After satisfactory completion of the probationary period, the notice stated on your contract of employment will apply. Location Your main place of work will be detailed in your contract of employment. You may be required to work in other locations from time to time. You will not be required to work outside the United Kingdom for a continuous period of more than one month. Salary Payment All new employees are placed on a set grade based on the Society s salary scheme, which is normally reviewed in April of each year. The commencing salary will be as stated in the contract of appointment. Salaries are paid in arrears on or around the 25th of each calendar month, by direct credit transfer into a bank or building society account. Annual Leave The holiday year runs from 1 April to 31 March. In each holiday year, in addition to bank and statutory holidays, the holiday entitlement in the first full year will be 25 days, pro-rated according to hours of work and start date. This increases in line with service as follows: during the first full leave year and up to 2 leave years 25 days, third leave year 26 days, fourth leave year 27 days, fifth leave year 30 days. Holiday will be calculated on a pro-rata basis for part-time workers. Pension Scheme All employees under the age of 75 may join the Society s nominated pension scheme subject to the rules of the scheme as amended from time to time. In accordance with the Pensions Act 2008 we must automatically enrol all employees who meet the eligibility criteria into our pension scheme. Further details about what this means for you, and about our pension scheme, are available on the Society s intranet. The Society currently operates a Group Personal pension scheme provided by Zurich. Employees may contribute a percentage of their salary to the scheme and the Society will double the employee s contribution up to 8% of the employees gross salary. This will mean that a 1% employee contribution will attain a 2% contribution from the Society and a 4% contribution will attain the maximum 8% from the Society. Alzheimer s Society will not pay into a personal pension scheme. February of 13

13 Sick Leave The Society operates an occupational sick pay scheme that is based on length of service with the Society. Dignity at Work We are committed to creating and fostering a culture that promotes respect for each other and values individual differences. In line with our Dignity at Work policy, we will not condone, tolerate or ignore any form of discrimination (including discrimination by way of association) or unacceptable behaviour in our recruitment or employment practices. Benefits The Society offers a range of benefits to its employees including Life Assurance, a Cash Health Plan and Childcare Vouchers. No Smoking The Society operates a no smoking policy. February of 13

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