Save Souls, Grow Saints and Serve Suffering Humanity

Transcription

1 "the love of Christ compels us.." which comes from 2 Cor 5:14. POSITION DESCRIPTION Leadership and Management Development Manager CORPS/CENTRE/DEPT: Human Resources DIVISION: TSAACP REPORTS TO: Executive Manager Human Resources DIRECT REPORTS: POSITION PURPOSE & DESCRIPTION: To develop the leadership and management capability of Aged Care Plus for the future. Design and implementation of management, leadership, talent management and performance management processes and programs to attract, retain and develop the overall leadership capability of the organisation. ARMY MISSION STATEMENT: All employees are expected to demonstrate empathy for, and actively support, the mission of The Salvation Army, which is an international movement and is an evangelical branch of the universal Christian Church. Its message is based on the Bible and its ministry is motivated by love of God: the love of Christ compels us 2 Cor 5:14. The mission is both spiritual and practical, encompassing the preaching of the Gospel of Jesus Christ and the alleviation of human suffering and distress without discrimination. Employees are required to ensure their performance and behaviour upholds and reflects the principles of the Army s mission. AUTHORITY: CLASSIFICATION: 10 SOCIAL/GENERAL: Social Page 1 of 5

2 STATUS: Full Time (38 hours) MAIN ACCOUNTABILITIES Leadership and Management Competency Framework Develop competency frameworks for a successful management leadership levels within Aged Care Plus Leadership and management Development Programs Develop programs based upon the 70/20/10 principle for management development and leadership programs that will develop the future leadership talent. Deliver leadership programs. Design a development library for leadership and management development initiatives based upon the competency frameworks that leaders can access to develop personal development plans. Talent Management Development Develop and manage the Talent Management review process and design the leadership development program for the different talent pools Performance Management Process Design, implement and maintain a performance management process that aligns with the strategic initiatives, values and capability development of leadership. Design a development library for leadership and management development initiatives based upon the competency frameworks that leaders can access to develop personal development plans. Maintain the performance management system People Engagement Manage and Co-ordinate The Voice engagement survey design and administration. Design overall feedback strategy of results. Design the feedback workshops for action planning and train facilitators. Participate in facilitating workshops for actions. Support the Executive strategic engagement actions PERFORMANCE MEASURES Design a leadership competency frame work for three levels of leaders Design a functional management competency framework of ACP functional know how Design a development library for leadership and management development initiatives based upon the competency frameworks that leaders can access to develop personal development plans Develop leadership programs for each talent pool for implementation Develop the Talent Management review process Conduct the first round of talent reviews Review eperform and make a recommendation on a future system Align the performance management system with the financial performance year and goal alignment to the strategic initiatives of the organisation Implement the next Engagement survey and feedback process Page 2 of 5

3 MAIN ACCOUNTABILITIES Management Induction Design management induction programs in collaboration with Executive requirements as part of the onboarding process. Manage the implementation of management training and induction delivery in collaboration with the different Support Service functions Team Support (If not included in the Accountabilities then this is the Minimum wording that is required) Participates in team activities, attends staff meetings when scheduled and demonstrates a supportive approach to other staff members which contributes to the overall team effectiveness. PERFORMANCE MEASURES Lead the project to develop a n induction program for Centre managers and Care managers in collaboration with line managers Conduct induction program Evidence of strong relationships with other team members, which assists in building a cohesive workplace. Demonstrates on a continual basis, a commitment to assisting and supporting colleagues in all workplace activities. Minimum of 80% attendance at all staff meetings. Work Health & Safety To meet Work Health and Safety obligations in line with TSA Policy & Procedures & relevant legislation. Professional Development & Continuous Improvement Maintain and develop personal knowledge in area of expertise and meets core values and behaviours of TSA.Act in the position of Executive Manager Human Resources as and when required. Appropriate behaviour is evidenced in day to day work activities which does not endanger oneself or fellow workers. Participation in communication meetings and any organised WH&S training events. No defective tools or equipment are used. Reports all unsafe conditions, practices and hazards to the appropriate manager. Undertakes professional supervision (if this is a requirement of the position). Attends training as required. Participates in regular performance appraisal, consistent with TSA policy. Evidence of continuous improvement activities in (list here either in area of responsibility or be specific with the program) Always searching for better ways and strives for best practice. Seeks new ideas and embraces, adapts to change. Page 3 of 5

4 ESSENTIAL REQUIREMENTS & QUALIFICATIONS: An appreciation of and the ability and willingness to promote and support the values and ethos of The Salvation Army. Two years leadership and management development specialist experience Degree in HR with an emphasis on learning and development. DESIRABLE REQUIREMENTS & QUALIFICATIONS: Masters in Learning and Development Internal consulting skills OTHER RELEVANT INFORMATON: SKILLS & BEHAVIOURS: EXPERIENCE: L&D Networking experience Accreditation in competency development, leadership programs, change management and project management skills and coaching skills Two years leadership and management development specialist experience KEY RELATIONSHIPS/INTERACTIONS: Relationship with: Manager Administrator Why: Accountable, providing reports and feedback on a regular basis Support and consultation as required Support and consultation as required Page 4 of 5

5 We have carefully reviewed the Position Description and are satisfied that it fully and accurately describes the requirements of the position. Manager/Officer: Date: I have read this document and agree to undertake the duties and responsibilities as listed above. I acknowledge that:- This Position Description details the accountabilities of the role and provides an indication of the current duties and task that I may be required to undertake. Additional or other duties may from time to time be allocated in order to fully meet the responsibilities of the role. The measures where included in this document are indicative and will be reviewed with me on an annual basis and that my performance will be assessed against these measures. Employee: Name: Signature: Date: Page 5 of 5