Supporter and Journey Planning Manager

Transcription

1 Supporter and Journey Planning Manager Fixed Term Contract (Maternity cover - up to 12 months) / Full time Greenpeace defends the natural world and promotes peace by investigating, exposing and confronting environmental abuse, and championing environmentally responsible solutions. 1

2 Thank you for your interest in applying for this role. We hope that this pack gives you an insight into us and our work, plus details of the job and the people you ll be working with. Everyone who works for Greenpeace is passionate about what we re trying to achieve. We have big ambitions for our work and we believe it s an immensely rewarding and inspiring place to work. WHO WE ARE Greenpeace stands for positive change through action. We investigate, expose and confront environmental abuse by governments and corporations around the world. We champion environmentally responsible and socially just solutions, including scientific and technological innovation. Greenpeace UK is part of a truly global campaigning movement. With almost 3 million financial supporters around the world, and a presence in 46 countries, we work where we will have the biggest global impact. From China to Brazil, Indonesia to the United States and uniquely on the high seas, Greenpeace works to defend the natural world and promote peace. Globally, our priority campaigns are the prevention of climate change, the protection of the world s ancient forests and defending our oceans from the threat of over exploitation. Right now we are running our most ambitious campaign for decades, the Protection of the High Arctic from over industrialisation. This is an exciting, but immensely challenging campaign. Greenpeace UK employs approximately 150 people at its offices in Canonbury Villas, Islington. Staff work in areas as diverse as campaigns, media, fundraising, mobilisation, administration, finance, Human Resources and direct actions. The Greenpeace office has been purposedesigned and aims to provide the best possible working conditions on an environmentally sound basis. We have a vegetarian café four days/week serving organic food for staff and visitors. Greenpeace currently has over 140,000 supporters in the UK and is funded by supporter subscriptions and donations from individuals. Greenpeace does not accept corporate or government donations, to maintain our independence and enable us to campaign without fear of compromise. THE JOB AND HOW TO APPLY Below is a job description for the role. To apply please send An up to date CV and a covering letter by the closing date of 02 nd February 2015 by to recruitment.uk@greenpeace.org If you are unable to , please post your application to Human Resources, Greenpeace, Canonbury Villas, London N1 2PN leaving sufficient time for it to arrive by the closing date. Please also complete and return the Equal Opportunities Monitoring Form. YOUR COVERING LETTER is the most important part of your application. Please use it to tell us how you meet the criteria listed in the person specification. Draw particular attention to experience, skills, achievements and knowledge gained in past employment or volunteering work you have done and/or other activities relevant to the role. You may wish to use headings relating to the requirements in order 2

3 to structure your covering letter and provide us with examples of how you meet them. Please ensure your covering letter is no more than 4 pages long (4 sides of A4). YOUR CV should be up to date, outline your skills and experience and include contact details of two referees. We will not take up references until a job offer has been made. All job offers are subject to receipt of satisfactory references. Please ensure you do not include any information such as age, nationality, ethni city or photographs on the covering letter or CV. THE EQUAL OPPORTUNITIES MONITORING FORM helps us to monitor the effectiveness of our Equal Opportunities Policy and is automatically separated from your application form. Greenpeace is an equal opportunities employer. We welcome applications from all sections of the community and selection is based on how well applicants meet the criteria for the role. APPLICANTS WITH DISABILITIES AND SPECIAL NEEDS If you have any specific requirements you would like us to accommodate during the recruitment process please tell us about this in your application. If you require the job pack in a different format, please contact Human Resources on RECEIPT OF APPLICATION We regret that we are currently unable to acknowledge receipt of your application. Should you require confirmation of receipt please telephone our HR team on We often receive high numbers of applications and regret we are unable to respond to those applicants who are not shortlisted. If you do not hear from us within two weeks of the closing date, please assume that you have not been shortlisted on this occasion. ELIGIBIITY TO WORK IN THE UK Under the Immigration, Asylum and Nationality Act 2006 all UK employers must ensure that successful applicants have the right to work in the UK prior to making a job offer. At your interview you will be required to prove your eligibility by supplying original copies acceptable documents (see end of document). The list of acceptable documents is laid down by the UK Home Office and we carry out these checks on all applicants at the relevant stage of the recruitment process. If you already work for Greenpeace in another country and aren t automatically eligible to work in the UK, it may be possible for us to sponsor you to work in the UK through an intra-company transfer. To be eligible for an intracompany transfer you must already have 12 months service with Greenpeace and still be employed by your national regional office. If you do not meet the criteria set out above we are unable to consider your application for this post. 3

4 JOB DESCRIPTION Job Title: Unit: Responsible to: Supporter Journey Planning Manager Data, Planning and Insight, Fundraising Head of Data, Planning and Insight Overall Purpose of the Role: To develop supporter journey plans for Greenpeace s priority financial supporter segments, and ensure systems and processed are in place to enable these plans to be enacted, monitored and evaluated. In addition to developing the strategy for these priority segments, the role will also be responsible for managing the scheduling of , telephone and postal communications with supporters, to ensure: Fundraising targets are achieved Supporter retention and loyalty is maintained and enhanced The plan for supporter communications is visible and accessible to colleagues In order to achieve this, the post-holder will work closely with: Colleagues in Fundraising, to understand their objectives, activities and targets. The Head of Supporter Development, to agree optimum scheduling for short term ROI and long term LTV objectives. Colleagues in the Mobilisation Unit, to ensure integration with campaign communications planning. Colleagues in the Planning and Insight Team, to develop processes for activities to be planned, scheduled and delivered to optimum effect with best use of team resources. Main areas of responsibility: Strategy: Conduct a review of existing donor journeys in order to understand the dynamics of the current programme and identify, in collaboration with the Head of Supporter Development, our priority segments. Develop supporter journey plans for these priority segments, defining objectives and key performance metrics for each of the segments, along with testing plans to be agreed by the Fundraising leadership team. Ensure supporter journey strategies are updated to ensure they align with the outcomes of the Growing Greenpeace project, which is seeking to clarify and define our external priority audiences. Process: Working closely with colleagues in the Fundraising and Mobilisation teams, ensure that the new supporter journey plans are implemented and that mechanisms for testing them and monitoring and evaluating their effectiveness are in place. 4

5 Manage the process whereby activity owners add their planned activities to an overall communications calendar. Manage, and where necessary develop this calendar to ensure it encourages the positive engagement of colleagues. Working with the Head of Supporter Development, and consulting Fundraising and Mobilisation Unit HODs, coordinate the process for resolving potential conflicts and clashes. Working with the Supporter Services team, ensure that this team is fully briefed by activity owners on new activities, and that supporter feedback from activities is reflected in activity reviews and forward planning. Ensure that current and new staff are aware of and inducted into the process. Communications: Be the key point of contact between Fundraising and Mobilisation Unit: o Attend the weekly steering group and the weekly testing group. o Be aware of all Fundraising needs and resolve any clashes between Fundraising s before the meetings. o Share outcomes of the meetings with relevant staff. o Identify opportunities for fundraising areas and share with relevant staff. Be the key point of contact for scheduling activities between Fundraising and Programmes Departments: o o o Attend weekly Programme Schedule Update. Ensure any major fundraising activities are highlighted at the Programme schedule Update, either by the activity owner or self. Feedback information from the meeting to Fundraising department. Contribute knowledge of best practice and learnings to campaign supporter journey planning as required. Keep Fundraising colleagues updated on schedules and progress on system developments. Other: Contribute to whole-department initiatives as required. Be a positive advocate for the fundraising department internally, and for Greenpeace as a whole externally. 5

6 PERSON SPECIFICATION Job Title: Department: Responsible to: Supporter Journey Planning Manager Data, Planning and Insight, Fundraising Head of Data, Planning and Insight Experience Developing and implementing supporter journey strategies across a range of offline and digital channels in a Fundraising context. Managing complex multi-channel communications schedules Developing and implementing structured testing plans Skills Fundraising Strategy Project planning Monitoring, evaluation and learning Communication / Working with others Ability to interact effectively with individuals at all levels of the organisation, and to convey complex information clearly to a range of audiences Ability to build strong working relationships across teams and disciplines Personal qualities High degree of initiative and ability to work unsupervised Excellent co-worker, with a collaborative mind-set Support for, and belief in, the aims of Greenpeace WORKING FOR GREENPEACE STAFF TERMS AND CONDITIONS AND BENEFITS SALARY It is our standard practice to offer a starting salary at the first point of the grade. This post has a salary range of 35,700 to 41,796 if you work full time. Part time roles will be pro-rated according to the hours worked per week. Increments are awarded each January subject to satisfactory service and the postholder having been a minimum of six months in post and spinal point in the grade until the maximum point of the grade has been reached. Any agreed cost of living increases are normally applied, subject to Board approval, in January each year. Salaries are paid on the 19 th of each month monthly via bank credit transfer. 6

7 WORKING HOURS The full time working hours are 37.5 per week. There may be occasions when these hours are exceeded and unsocial or additional hours may be required. Overtime is not paid, but time off in lieu can be negotiated with your line manager. LEAVE Annual leave is 25 days per year plus one additional day for every full year of employment up to a maximum of 7 additional days. Leave is calculated on a pro-rata basis for part time staff. We also offer generous parental and special leave. PENSION SCHEME Greenpeace runs a contributory Pension Scheme held with Aviva for the benefit of its employees, with optional Salary Sacrifice. Greenpeace contributes 8.5% of your basic salary, provided the employee contributes at least 3%. From 1 st August 2014 the government requires employers to automatically enroll eligible workers into a workplace pension scheme. Further details about the Pension Scheme, the option of Salary Sacrifice plus the government autoenrolment scheme will be made available to the successful candidate. PROBATIONARY PERIOD All new employees are required to undertake a period of probation for six months, in which time you will be expected to establish your suitability for the post. At the end of this period and subject to a satisfactory performance you will be transferred to the established staff. RELOCATION EXPENSES Greenpeace offers assistance towards relocation expenses in certain cases. If you think you might require such assistance you should raise this with the HR unit if you are offered the position. LOANS Greenpeace offers an interest free season ticket loan. Loans can also be obtained for the purchase of a bicycle to be used for travel to and from work. LIFE ASSURANCE Greenpeace offers a life assurance scheme covering death incurred during employment. Further details about these benefits will be provided if appointed. TRADE UNION MEMBERSHIP Greenpeace recognises the Unite Union. The Union has sole consultation rights within Greenpeace for terms and conditions of employment and other matters concerning staff. Greenpeace encourages all employees to join the union. FLEXIBLE WORKING Greenpeace will consider applications for flexible working arrangements. For further information please ask the Human Resources department for the policy. 7

8 LEARNING AND DEVELOPMENT Greenpeace is committed to the learning and development of all staff members. Training needs are highlighted through the annual PDR and development needs are reviewed as part of on-going performance management. Greenpeace also offers study leave in certain circumstances where the study is related to your work. Further information can be obtained from Human Resources CHILDCARE VOUCHERS Greenpeace provides childcare vouchers as part of a salary sacrifice scheme to eligible employees offering tax and National Insurance savings on monthly salaries. Full details will be provided upon request if appointed. CYCLE TO WORK SCHEME Greenpeace runs a Cycle to Work Scheme through which offers eligible staff a tax-effective method of obtaining a bicycle for travel to work. Full details will be provided upon request if appointed. POLITICAL REPRESENTATION Greenpeace is a non-party political organisation and it is important for its future that this should remain the case. It is, therefore, a condition of employment that employees shall not normally stand for any official position within a political party. 8

9 ASYLUM & IMMIGRATION CHECKS (Guidance for Applicants) Before anyone starts work with Greenpeace we have a legal obligation to confirm that they are eligible to work in the United Kingdom. This check must be carried out on every potential new employee, regardless of their nationality. In order for us to determine whether you are eligible to work in the U.K. You will need to produce either of the following documents at the interview: 1 Document from list 1 any original document or; 2 Documents from list 2 (combination 1) A document listed in group A confirming your national insurance number plus any B-H or; 2 Documents from list 2 (combination 2) A document listed in group A from Work Permits UK Plus and either document from list B-C (Please do not bring photocopies as they are not acceptable forms of evidence) List 1 Any one of these documents will confirm eligibility to work in the UK A passport showing that you are a British citizen, or have a right of abode in the United Kingdom. A national passport or national identity card showing that you are a national of a European Economic Area country or Switzerland A residence permit issued by the Home Office to a national from an EEA country or Switzerland. A passport or other document issued by the Home Office which has an endorsement stating that you have a current right of residence in the United Kingdom as the family member of a national from an EEA country or Switzerland who is resident in the UK. A passport or other travel document endorsed to show that you can stay indefinitely in the UK, or have no time limit on your stay. An Application Registration Card issued by the Home to an asylum seeker stating that you are permitted to take employment. List 2 Documents that confirm eligibility to work in the UK. They must be produced in combination. You must produce document A and one other document from either the first or second box. We cannot accept one document from the first combination and one from the second. 9

10 First combination A. A document giving your permanent National Insurance Number and name. This could be a P45, P60, National Insurance card, or a letter from a Government agency. Along with producing a document giving your National Insurance Number, you must also produce one of the following documents listed in section B-H: B. a full birth certificate issued in the United Kingdom, which includes the names of your parents C. a birth certificate issued in the Channel Islands, the Isle of Man or Ireland D. a certificate of registration or naturalization stating that you are a British citizen E. a letter issued by the Home Office to you which indicates that you can stay indefinitely in the United Kingdom, or have no time limit on your stay F. an Immigration Status Document issued by the Home Office to you with an endorsement indicating that you can stay indefinitely in the United Kingdom, or have no time limit on your stay G. a letter issued by the Home Office to you which indicates that you can stay in the United Kingdom, and this allows you to do the type of work you have applied for H. an Immigration Status Document issued by the Home Office to you with an endorsement indicating that you can stay in the United Kingdom, and this allows you to do the type of work you have applied for. Second combination A. work permit or other approval to take employment that has been issued by Work Permits UK Along with a document issued by Work Permits UK, you should also check and copy one of the following documents listed at B-C: B. passport or other travel document endorsed to show that you are able to stay in the United Kingdom and can take the work permit employment in question C. letter issued by the Home Office to you confirming that you are able to stay in the UK and take the work permit employment in question. 10