Job Description. Pollution Prevention Team Leader (Tauranga) Environmental Management. Pollution Prevention

Transcription

1 Job Description Job title Group Section Pollution Prevention Team Leader (Tauranga) Environmental Management Pollution Prevention Responsible to Responsibility for employees Date March 2014 Pollution Prevention Manager Pollution Prevention Officers x5 Water Administration Officer x1 Job purpose This job exists to coordinate and provide support to the Pollution Prevention team and to provide efficient and proactive Pollution Prevention services to Council. Aspects of the Pollution Prevention programme that fall under this role are: Enforcement investigations and prosecution action. Compliance monitoring consented and unconsented activities. 24 hour complaint and incident response. Implementation and compliance monitoring of National Environmental Standards and Regulations. To effectively lead the Tauranga based pollution prevention officers. To instigate, co-ordinate and evaluate scientific investigations on a variety of complex discharge issues (water pollution, contaminated land, on-site wastewater, air quality). To actively participate in the Enforcement Decision Group of Regional Council that is responsible for recommending when prosecutions should take place under the RMA and local government bylaws. To assist with the development and implementation of a robust section 36 Charges policy. Regional plan implementation and review. Functional relationships (relating to others) External Consent Holders. Regional Councils - Enforcement/Compliance Managers. Territorial authorities Managers/Technical staff. Industry. Purpose and frequency of contact Facilitating, motivating, influencing and persuading. A

2 Complainants. Alleged Offenders. Consultants and contractors. Technical or legal professionals. General public/landowners. Legal counsel. Media. Central Government Managers and advisors (key agencies are MfE, EPA, MPI, MNZ). District Health Boards Medical Officer of Health. Bargaining, mediation, negotiation in contentious forum. Facilitating, motivating, influencing and persuading. Basic cooperation, courtesy, exchanging routines information. Daily Daily Internal Councillors. CEO. General Managers. Consents Manager. Science, Land Management, Engineering Managers. Land Management Officers. Scientists. Engineers. Comms advisor. Governance. HR. Finance. Planners. Staff at all levels. Purpose and frequency of contact Basic cooperation, courtesy, exchanging routine information. Daily Key result areas A

3 The job encompasses the following major functions or key result areas: Operational management Project management People management Relationship management Corporate contribution The requirements in the above key result areas are broadly identified below: Key accountabilities Key accountabilities (jobholder is responsible for) 1 Operational management Contribute to the development of policy, rules, procedures and consent conditions. Provide advice and reports on consent issues and conditions. Present information on technical environmental issues. Contribute to the development of annual charging policy in conjunction with the Manager Pollution Prevention. Assist the Manager Pollution Prevention to ensure that an appropriate level of enforcement is carried out and that Pollution Prevention staff receive the support and training necessary to effectively carry out this function. Represent the Council on the Hazardous Substances Technical Liaison Committee. Undertake any other relevant duties as directed by the Manager Pollution Prevention. 2 Project management As project leader, provide leadership and direction to projects. Ensure contributors know what they are required to do and by when. As project leader, prepare and oversee relevant project budgets. Monitor external contracts, ensuring satisfactory performance. 3 People management Provide supportive leadership, motivating and directing employees as they work. Effectively communicating current activities and policies. Conducting the performance management process working with employees to develop, monitor, and review employees work Key accountability measures (jobholder is successful when) All activities and provisions are within legislative and statutory requirements and Council objectives are met. Best practice and benchmarked performance targets for Pollution Prevention are developed and implemented. Proactive solutions to legislative amendments and policy are developed on time and provided to an accurate standard. Project contributors understand the objectives. The project is effectively managed; work is completed on time and within budget. Project appropriately funded and managed. Contract outputs successfully achieved. Employee turnover is within acceptable level. Appropriately skilled employees are on the job. Employees are professional in approach and can contribute individually and collectively to the organisation s success. Conduct actively contributes to the building of A

4 Key accountabilities (jobholder is responsible for) performance. Managing external contractors, consultants, projects, project teams, and managing the quality and timeliness of outputs. 4 Relationship management Establish and maintain close working relationships with internal and external contacts including Local Authorities, ratepayers, landowners, suppliers, consultants, and contractors. Negotiate partnerships with organisations to support the environmental programmes. Represent Council at appropriate local government conferences and seminars, other events held within the region and on interagency research collaborations. 5 Corporate contribution Promote the implementation of the Corporate Culture Statement, Leadership Model and Health and Safety Systems. Recognise individual responsibility for Workplace Health and Safety under the Health and Safety in Employment Act Meet the statutory responsibilities detailed in the Information Management Policy and Procedures standard. Meet Bay of Plenty Regional Council s statutory responsibilities for civil defence and emergency management. Key accountability measures (jobholder is successful when) a motivated and successful team. The performance review process is carried out on time with all employees. Employees have a learning and development programme. Identifying staff skill deficiencies and ensuring appropriate training is provided. Effective, professional relationships and partnerships are developed and maintained with internal and external contacts. Professional image is conveyed in public forums. Corporate responsibilities are undertaken and completed accurately, meeting specified standards and within agreed timeframes. Hazards are identified and all incidents and accidents are reported. Participate in any wellness programmes, such as stress management training and health monitoring. Council records are created and maintained in corporate information systems, meeting specified information management standards. Participate in any civil defence and emergency management training initiatives and assist with any civil defence emergencies, as part of Bay of Plenty Regional Council s responsibilities for civil defence and emergency management. Delegations In accordance with the Council s Delegation Instrument(s) this job: Does not control a budget Amount $N/A Can spend money from other s budget Amount $20,000 Jobholder can spend unbudgeted capital Yes No Amount $N/A Jobholder is responsible for committing the organisation to long term contracts Yes No Jobholder signs correspondence on behalf of the Council Yes No Freedom to act A

5 Guidelines and support available to assist the jobholder to make decisions e.g. policy documents, standard procedures, reference to team leader or senior employees. If jobholder can make decisions without approval from anyone else, please note that authority. Various corporate policies e.g. CEA, Health and Safety, Code of Conduct, Vehicle Use, Harassment Policy, etc. Local Government Official Information Act. Consents and Pollution Prevention Delegations Manual. Various Regional Planning documents. Guided by the requirements of the relevant legislation, rules in regional plans, case law (precedents) and the attorney general guidelines on prosecution when assessing cases with regard to enforcement. Responsible for assisting with the development of, and implementing, operational strategies and policies, including the s36 Charging Policy, Compliance and Impact Monitoring Policy and the Compliance and Enforcement Strategy. Ensuring operational Guidelines (such as the Dairy shed Guidelines, Forestry Guidelines, Erosion and Sediment Control Guidelines, Stormwater Guidelines) are kept relevant and that they are followed. Unique and/or complex issues cannot be addressed using guidelines, instructions, policies and procedures. The ability to take action to solve these problems is only constrained by legislative requirements. The position is responsible for the development or contribution to the development of, the guidelines (or policy) to which the Pollution Prevention team works. Also provide input to national development of guidelines and policy. Work complexity Most challenging duties typically undertaken: Providing leadership and mentoring to ensure that the Pollution Prevention ethic is embraced and delivered by the Pollution Prevention team. Required to handle difficult face-to-face negotiation situations with landowners, iwi groups, community groups or other affected parties. Dealing with pollution emergency response. Assessment of complex technical pollution and compliance issues and determining appropriate solutions. Assessing non-compliance situations and developing appropriate enforcement solutions (i.e. the EDG process). Other aspects Note any significant aspects of this job that have not been captured elsewhere in this document. Person specification A

6 Minimum academic qualifications and experience required: Essential A relevant tertiary qualification. A minimum of five years relevant postqualification experience involving a range of compliance issues and environmental projects. A valid driver s licence required* 1 Desirable (for recruitment purposes only) Project management qualification. Knowledge / experience (indicate years of experience required as appropriate) Essential Experience in a supervisory capacity or management role. Desirable (for recruitment purposes only) Experience in a local government environment. Knowledge of toxic substances and their environmental effects. Knowledge of waste treatment options and processes. Key skills / attributes / job specific competencies The following indicates what would typically be expected for this role at a competent level: Advanced knowledge Consent conditions, consent and compliance issue knowledge. Professional and technical knowledge in relevant areas of environmental and resource management and sustainable management principles. Resource management legislation. People supervision skills. Working within the political environment of local government. Persuasion and influencing skills. Environmental initiatives. Knowledge of the rural and natural environment of the Bay of Plenty region. Working knowledge Project and time management skills. Computer skills. Awareness Community, cultural and political awareness. Personal attributes / Key behaviours Excellent judgement and initiative. Proven negotiation skills with the ability to resolve conflict situations. A high level of listening, courtesy and communication skills. Decision making skills. Report writing skills. 1 Driving record free of driving suspensions or convictions (excluding demerit points and infringement fees). Requirement for valid Driver s Licence may be waived if applicant has a driving-related disability. A

7 Excellent problem solving skills. Other requirements May require frequent travel within or outside Bay of Plenty region. A reasonable level of fitness required for conducting site inspections. Four wheel drive skills. First aid skills. A

8 Change to job description From time to time it may be necessary to consider changes in the job description in response to the changing nature of our work environment. Such changes, including technological requirements or statutory changes, may be initiated by the manager of this job with due consultation with the position holder. This job description should be reviewed as part of the preparation for performance planning for the annual performance cycle. Recommended: Manager Date Approved: Manager Date Discussed with incumbent: Employee Date A

9 Our values - our journey A tatou haerenga Our values reflect who we are and what is important to us. Te Pumanawa 'the beating heart of the organisation'. Our organisational values have been woven together following input from staff across the organisation, now it's up to each of us to bring these values to life in the work that we do every day. TRUST INTEGRITY COURAGE We trust each other and work to build trust We do what we say we will do We act with purpose to achieve results We act boldly to lead and do the right thing for our region MANA (manaakitanga) KOTAHI (kotahitanga) WHĀNAU (whanaungatanga) Mana Leadership Unity Strong focus on relationships. Having strength and courage Strong emphasis on collaboration Having fun and being happy Being a positive influence Being proud and courageous Professionalism Manaakitanga Trust and respect Reciprocity (sharing) Being inclusive Nurturing a positive team spirit Sense of ownership Kotahi means as one. Adding the tanga accentuates the word, giving it a wider meaning, bringing us together strength in unity. Socialising, including the importance of friends Supporting each other Whānau means family. Adding the tanga extends the word to a wider whānau context. It has a very strong focus on relationship within the organisation. Nurture/support Mana has many meanings such as integrity, charisma and prestige. Manaaki means to nurture and support and help each other grow. When you add the tanga the word is enhanced. A