POSITION DESCRIPTION. Position Title: General Manager, North Division and CIRC* Position Purpose. Division: Reports to.

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1 Position Title: * (* Communication & Inclusion Resource Centre) Position Purpose As a member of the Executive Leadership Group the General Managers (NSEW) will be expected to drive Scope s enhanced service delivery model at the strategic and operational levels to enable Scope to achieve its transformational change, and in so doing build a strong, sustainable organisation. These roles also have the same responsibility towards Scope s Board of Directors, Government and other relevant industry groups. The also carries responsibility for the strategic direction of Scope s Communication & Inclusion Resource Centre and policy and overseeing the planning and operational delivery of its objectives. Division: North Division and CIRC Reports to CEO Note: In this document, in general Division includes CIRC. Direct Reports: 1-10 Internal Relationships: Scope Employees, General Managers, CEO & CFO, North Division and CIRC staff External Relationships Government, NDIA, DHHS, Service Providers, clients and families Delegation of Authority Level 3 Category Management Employment Contract ESA Executive Service Agreement Award Market Aligned Scope s Mission Scope s Vision Scope's mission is to enable each person we support to live as an empowered and equal citizen. Scope will inspire and lead change to deliver best practice. We will: support and listen to each person and their family. provide leadership to influence strategy and policy. deliver person driven, flexible & responsive services to build a sustainable future. build on our foundation for success through our expertise in service delivery, workforce development, quality improvement and research. We will deliver better outcomes. Version: Page 1 of 5 Date: 19/06/2017

2 Scope Approach Key Function Key Accountabilities, Responsibilities & Deliverables Service Provision Contribute to the strategic direction for Scope by being actively involved in the development and implementation of the long term strategic plan, especially in leading the expansion and sustainable performance of Scope services in the Division. Accountable for translating the Strategic Plan into operational key deliverables that deliver a high performing, growing and sustainable business meeting the needs of current and future customers Accountable for integrated cross regional customer focussed delivery of services through collaboration with General Managers C&SD and Innovation & Service Enhancement. Accountable for the development and implementation of customer engagement and retention strategies Accountable for the development of the CIRC Business Plan and associated budgets, and alignment with the North Division Business Plan, where appropriate. Responsible for achieving the key deliverables identified within the CIRC Business Plan. Responsible for the recruitment and development of the employee base of the Division Responsible, in conjunction with the Project Director for Scope 2020 and other Divisional GMs, to identify, prioritise and drive process improvements, service enhancement and product development provided to the people Scope supports Accountable for meeting all regulatory, legal and compliance commitments Represent Scope as an authoritative spokesperson with key stakeholders across the Division in order to advocate and shape outcomes for the people Scope supports Financial Outcome Responsible for the budgetary and operational expenditure of the Division to ensure its ongoing sustainability. Responsible for meeting the financial growth targets Ensure plans and actions optimise the use of Scope s assets and infrastructure to improve the efficiency and effectiveness of Scope s new business opportunities. Growth Delivery Grow the customer base by exploring, identifying and moving into new markets that align with Scope s capabilities and provide a solid basis for building a strong commercially viable Division that is integrated within the broader organisation Version: Page 2 of 5 Date: 19/06/2017

3 Build a strong commercially viable Community Inclusion & Resource Centre that is integrated within the broader organisation and with the capability to seize interstate/national growth opportunities. People Leadership Working closely with the CEO and fellow executives to develop an organisational culture that will support Scope to deliver on its strategic goals. Through effective leadership, team development and recognition of achievement, drive performance management across the Division to enable delivery of activities that support the organisations short and long term objectives. Support a people management culture that is underpinned by EEO and human rights, builds employee resilience and inclusion, and also recognises its Duty of Care responsibilities towards customers and employees. Workplace Health & Safety Responsible for ensuring that Scope complies with its legal requirements and strives for best practice in the provision of a safe workplace for all. SELECTION CRITERIA Qualifications & Knowledge/Experience Tertiary qualified, or equivalent in a discipline relevant to the objectives of Customer & Service Delivery, including business management capabilities. The incumbent must have proven leadership experience at the senior level in a service delivery environment preferably in the Health or Community Sectors. Ability to develop and evaluate a range of innovative service models along with demonstrated experience in capacity building and community development. Leading Change Organisational Change Leadership Works effectively with the Executive Leadership team to lead change Creates vision and influences progress towards that vision. Engages the values and goals of individuals and groups to get their personal commitment to driving the change effort themselves. Builds behind the scenes support for change; encourages champions of change to energise and reinforce the desired change. Introduces dramatic, high impact actions such as re-designing organisation structures, processes and systems to drive and re-enforce the desired change. Change Management Recognises organisational opportunity and encourages and rewards innovation. Handles a rapidly changing business environment. Thinks expansively and adapts to the environment. Challenges assumptions and frees up systems. Thinks about the external context of the organisation and understands key market drivers. Version: Page 3 of 5 Date: 19/06/2017

4 Professional Relationship Management Collaboratively develops relationships and seeks mutually beneficial outcomes. Acknowledges contributions and seeks agreement. Establishes external and internal networks in relevant areas and at influential levels. Influences at Board, executive and government levels and is a persuasive communicator. Leading People Team Leadership Leads by example models organisational beliefs and values; shows loyalty to the organisation and behaves with integrity. Generates excitement by persuading team members that their individual motives are consistent with the common goal. Removes barriers or provides resources to further grow progress. Motivates team members to make personal trade offs or subsume personal ambitions for the benefit of the team. People Management Supports people to gain a breadth of experience in different areas of the organisation, using specific assignments and/or projects with specific development targets that may take the person elsewhere for a short period of time. Committed to mentoring and coaching individuals. Works with individuals to set clear, specific, challenging but achievable development goals which are tailored specifically to the individual s level of competence. Collaboratively sets performance goals and measures, tracks and evaluates outcomes. Provides support without removing responsibility. Influencing/Collaboration Initiates specific projects, or systematically influences efforts, to foster collaboration with other parts of the organisation to deliver significantly improved results. Makes sacrifices at the cost of own part of the organisation for the greater good of the organisation. Overcomes significant cultural, historical or industry barriers to create teamwork amongst groups that are in opposition or in conflict. Business Acumen Operational Performance Implements sustainable customer focused strategies to deliver quality service to meet customer needs and build customer loyalty. Evaluates critical business activities in terms of value-added impact, and balances opportunities and risk. Benchmarks the performance of the organisation against local competition markets and metrics in the current business. Version: Page 4 of 5 Date: 19/06/2017

5 Results Orientation/Achievement Focus Introduces substantive improvements to processes, operations or practices, especially in the design and implementation of new business activities. Brings in or creates new solutions or methods to existing problems which have a significant impact on the organisations performance. Implements world class, best in class or leading edge performance standards relevant to the sector. Strategic Orientation Adds value to the strategic planning process and makes a material contribution to the organisation s strategy Raises relevant strategic issues beyond own area, potentially influencing the shaping of the ongoing strategy and direction of the organisation Licenses & Accreditations Cleared Police Check for disability within the last twelve months Working with Children s check Must satisfy all visa requirements for working in Australia. Drivers license (required for all roles where there is a requirement to travel to deliver services) Current registration to practice in Australia where required. Authorisation: This Position Description has been reviewed and approved by the CEO. People & Culture Authorisation Job Evaluation Completed: Position Created: Organisation Hierarchy Amended: Version: Page 5 of 5 Date: 19/06/2017