Oxford Diocesan Board of Finance

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1 JOB TITLE: GRADE: EMPLOYER: DEPARMENT: LINE MANAGER: ACCOUNTABLE TO: RESPONSIBLE FOR: LOCATION: JOB TERM: Programme Manager Band I Oxford Diocesan Board of Finance Oxford Archdeaconry Archdeacon of Oxford Archdeacon of Oxford Administrative Assistant Church House Oxford, Langford Locks, Kidlington, OX5 1GF Three-year fixed term, with the possibility of extension, subject to funding... Christian vision, ethos and principles underpin all aspects of the way the Oxford Board of Finance (ODBF) runs. The post-holder must be committed to ODBF s principles and values. Becoming A Christ-like Church for the sake of God s world is a working title for the process by which the Diocese of Oxford is exploring together what it would mean for our Church to be more like Christ - more Contemplative, Compassionate and Courageous. Background information on the process to date is available at: JOB PURPOSE: To ensure the successful delivery of the change programme of growing new churches and congregations through successful bidding, co-ordination of the programme's projects and management of their inter-dependencies within scope, time and budget. CONTEXT: The Programme Manager will be the Executive Officer for the Committee for Growing New Churches and Congregations. As one of the six strategic areas arising out of Common Vision, a committee has been set up to oversee the development of 750 fresh expressions, church plants and new congregations over the next 12 years. Specifically, the Programme Manager will develop and manage Phase One of the project, a 5 million programme over five years, including a Strategic Development Fund (SDF) bid. PRINCIPAL ACCOUNTABILITIES 1. To develop the programme in line with the diocesan strategic vision for growing new churches and congregations. 2. To ensure the programme delivers the set objectives to the right quality, on time and within budget by effectively using monitoring and evaluating tools. 3. Working with others, encourage Christian life and discipleship to flourish by promoting the understanding that every church is the result of a planting programme through an effective change process and effective communication. 30% 25% 20% 1

2 4. To identify and manage resources that enable successful delivery of the programme. 5. To undertake wider agreed tasks that support the work of the New Churches and Congregations Committee and their own professional development. 20% 5% DUTIES AND RESPONSIBILITIES 1. To develop the programme in line with the diocesan strategic vision for growing new churches and congregations Lead the process of an SDF bid with Stage 1 application in April 2019 and Stage 2 bid in October 2019, including preparation and submission of the bid on behalf of the diocese. In line with the five-year outline, plan and design the programme confirming the outputs and outcomes to be delivered, alongside the appropriate lead and lag measures. In conjunction with the Committee, define the programme s governance framework, including the approach to effective planning, monitoring and delivery of the programme s outcomes. Creatively identify new missional opportunities as the programme moves to implementation and evaluate their impact through an effective change control process. Ensure the overall integrity of the programme by focusing inwardly on the internal consistency of the programme, and outwardly on its coherence with infrastructure planning and interfaces with other work streams of the Common Vision strategy. Encourage and support church planting across the diocese whilst leading on certain church planting projects, including identification and development of ministry teams. Implement the mechanisms by which lead and lag measures can be tracked. 2. To ensure the programme delivers the set objectives to the right quality, on time and within budget through effectively using monitoring and evaluation tools Create and deliver work plans and revise as appropriate to meet changing needs and requirements. Manage and resolve any risks and issues that arise, initiating corrective action as appropriate in consultation with the Committee and respective Area Teams. Coordinate and facilitate effectively different strands of work required including all projects and their interdependencies both within and external to the programme. Work closely and manage the relationship with partners, other agencies, consultants and others to ensure their contributions to the programme adds value. Be accountable and report progress of the programme at regular intervals to the Committee for Growing New Churches and Congregations, including tracking the delivery of outputs and outcomes. 3. Working with others, encourage Christian life and discipleship to flourish by promoting the understanding that every church is the result of a planting programme through an effective change process and effective communication Assess the influences, interests and attitudes of the key stakeholders and align the communication and engagement plan accordingly. 2

3 Proactively engage with stakeholders, building on positive feedback and identifying and barriers / resistance to change. Promote good practice on fresh expressions, church planting and pioneer ministry. Help new forms of church who are missionally active through their lifecycle from initiation to sustainable congregations. Guide the conversation between Bishop/Archdeacon, Diocesan staff and prospective planters aiming for clarity and a capacity to bring together: i. the intentions of church planters ii. the process by which churches become available for planting iii. co-ordination of planting efforts. Envision senior leaders and local clergy via effective communication of the programme objectives and deliverables. Track how well changes are being delivered and monitor the capacity of the organisation to cope with the level of change being introduced. 4. To identify and manage resources that enable successful delivery of the programme resource Identify resources and assign responsibilities to ensure delivery of the various aspects of the programme. Manage the programme budget, monitoring expenditure and costs against the outcomes to be realised as the programme progresses, across all areas: small scale fresh expressions, pioneer ministry in areas of new housing, enabling some larger churches to become resourcing hubs. Recruit and line manage a part-time administrative assistant as part of the team. DIMENSIONS The Programme Manager will ensure that deadlines are met and project milestones which are fully outlined in Working Group 3 s report are reached. The Programme Manager will report to the Committee and through them to Bishop s Council and Diocesan Synod. The role will have use of Church House Oxford (CHO) as a networking base whilst allowing for field work alongside Area Teams. For the first five years, a total spending of 5m is projected for this programme, including initiation and support of two resource hubs; seven new 100+ churches and creation of fifty-five fresh expressions of church or congregations PLANNING & ORGANISATION Complete the 2019 SDF Bid Plan and design the programme Manage the programme on a day-to-day basis Coordinate all projects within the programme DECISIONS Day to day decisions made by the Programme Manager in accordance with policy agreed at the Growing New Churches and Congregations Committee and Bishop s Council. Considers project grants bids and brings recommendations to the Committee for decision. 3

4 CONTACT WITH OTHERS Internal: Archdeacon of Oxford Director of Mission Diocesan Secretary Members of the Committee for Growing New Churches and Congregations Members of other working groups of the Common Vision project PA to the Archdeacon of Oxford External Diocesan and Area Bishops, Archdeacons, Parish Development Advisers Area Deans and Lay Chairs Director of Strategic Development Unit PROFESSIONAL STANDARDS - KNOWLEDGE, SKILLS AND EXPERIENCE Essential A desire to serve the church in the Diocese of Oxford and passionate about enabling spiritual/numerical growth, especially through enabling new churches and congregations. Understanding of the organisational structure, breadth and dynamics of the Church of England, and how church plants, grafts, partnerships and fresh expressions might add to its strength and vitality. Experience of enabling organisational change through programme management and embedding these changes firmly in an organisation. Ability to command respect and to create a sense of community amongst the members of the project teams. Strong leadership and influencing skills, with the ability to bring order to complex situations and find innovative ways of solving or pre-empting problems. Proven ability to lead large scale engagement programmes featuring a diverse range of stakeholders from different disciplines and with differing viewpoints. Good knowledge of techniques for planning, monitoring and controlling programmes and projects, including risk and issue management. Ability to promote good practice, deal with conflict and address any barriers or resistance to change. Ability to think strategically and act pragmatically; able to produce plans and deliver results without losing sight of the strategic context. Strong written and verbal communication skills, including the ability to tailor words and pictures to different audiences and present credibly to senior leadership teams. A person who shares our values and, whilst not necessarily an Anglican, is a practising Christian. Educated to degree level or equivalent. Programme and project management certifications or substantial experience of managing programmes and projects in a complex environment. Demonstrable experience of managing budgets and other project resources 4

5 GENERAL INFORMATION Genuine Occupational Requirement Band Remuneration Type of contract Hours of work Place of work Holidays There is a Genuine Occupational Requirement for the post holder to be a committed practicing Christian in the Anglican tradition or a church that is a member of the Churches Together in Britain and Ireland. We take the view that this is a Genuine Occupational Requirement (GOR) under Part 1 Schedule 9 of the Equality Act This is a senior leadership role within the Diocese of Oxford and the successful applicant must be passionate and prayerful about enabling numerical and spiritual growth. They will be committed to delivering work within the diocesan Common Vision strategic priorities one of which is growing new churches and congregations. The post-holder will be accountable to the Bishop s Council while partnering with clergy in ministrybased projects to promote church planting. Salary Band I Salary 42,905 per annum Three-year fixed term contract, with the possibility of extension, subject to funding. 37 hours per week with regular agreed hours and days. Your working pattern should be agreed with your line manager; however, it is recognised that this role requires the ability to work flexibly, and with that some evening and weekend work may be required for which time off in lieu may be taken on agreement with your line manager. Church House Oxford, Langford Locks, Kidlington, Oxford, OX5 1GF. Your annual leave entitlement is broken down as follows: - During the first year of your employment with us you are entitled to 22 days annual leave per annum. - During the second year, up to and including the fifth year of employment, you will be entitled to 25 days leave per annum. - During the sixth year, up to and including the 10th year of employment, you will be entitled to 1 days extra annual leave per consecutive year. - Thereafter, you will be entitled to 30 days annual leave per annum. The above annual leave entitlement is calculated on pro rata basis for part time employees. In addition, you are entitled to the usual United Kingdom public holidays. Furthermore, the Board gives three discretionary holiday days to its employees, namely: Ascension Day, Maundy Thursday and Christmas Eve. It is recognised that some roles may be required to work from home on these days as and when the Board requires it. 5

6 Pension Provision Probation period Notice period It is a statutory requirement for ODBF to automatically enrol employees into an appropriate Pension scheme of our choice. In our case this is the Church of England Pensions Board Pension Builder 2014 scheme. Information can be sought from the Church of England website: booklet-v-11.pdf Six months, during which time progress is regularly reviewed and the period may be extended. During probation, 1 month and thereafter, 3 months from either side, or the statutory minimum (whichever is greater). NOTE: The current main duties and responsibilities of this post are outlined in this job description. The list is not meant to be exhaustive. The need for flexibility, shared accountability and team working is required. The post-holder is expected to carry out any other related duties that are within the employee's skills and abilities, commensurate with the post s banding and whenever reasonably instructed. It is the practice of the ODBF to review job descriptions annually to ensure that they relate to the role as then being performed or to incorporate whatever reasonable changes that have occurred over time or are being proposed. This review will be carried out by the line manager in consultation with the post-holder before any changes are implemented. The post-holder is expected to participate fully in such discussions and implementation. Review Date: 6