Job Description GB Head Coach

Size: px
Start display at page:

Download "Job Description GB Head Coach"

Transcription

1 Job Description GB Head Coach Responsible to: Responsible for: Office location: Term: Salary: Performance Director GB and England National Coaches The National Badminton Centre, Loughton, Milton Keynes, Bucks. MK8 9LA Permanent The role attracts an attractive salary and benefits package Hours: Full-time = hours per week (however it is expected that the candidates meets the hours required to fulfil the role) Competency 4 level: Job reference: 228 Application deadline: Interviews: Important notes for applicants: 12pm Monday 14 th November 2016 Interviews will take place on the 1 st and 2 nd December 2016 at the National Badminton Centre, Milton Keynes. To apply for this vacancy please: complete our Equality & Diversity Monitoring on-line survey Please note that all candidates applying for this role are asked to submit their cv with a covering letter detailing your motivation for the role. Please provide practical examples of your coaching experience where you have delivered medal success at the pinnacle of our sport Please also provide practical examples of how you have delivered the above aligned to the Job Description and our Values. The on-line survey, is available to download from our website by following this link: CV s and supporting covering letters should be returned by the closing date to: Sue Froud, HR Manager suefroud@badmintonengland.co.uk or Post: Badminton England, The National Badminton Centre, Bradwell Road, Milton Keynes, Bucks MK8 9LA Page 1 of 9

2 Role summary: Key information: The GB Head Coach leads the coaching elements of the GB World Class Performance Programme (WCPP) and England Performance Programme (EPP). In addition the GB Head Coach is responsible for directing through others the technical content of the England Talent Pathway and informing the technical content within the Coach Education system. Key Responsibilities The key management responsibility of the role is to direct a team of GB and England National Coaches in the planning and delivery of the training programme for GB and England funded players at the National Badminton Centre Key Deliverables Lead a team of National Coaches in the planning and delivery of the training and competition programme for GB and England players at the National Badminton Centre. Work closely with the Performance Director and the National Coaches to ensure the training, preparation and competition environment is conducive to being world class Direct the development of individual annual and longer term development plans for GB and England players, including establishing progressive development and performance goals. To give training, guidance and in co-operation with the National Coaches and support staff regularly assess the progress of each player on the GB and England performance programmes. Work closely with the designated Pathway Coaches to ensure that training and competition programmes for GB and England funded players, are well managed and reflective of progressive athlete development needs. Work closely with the Head of Sport Science to ensure that GB and England funded players are provided with an appropriate sport science support programme that reflects their customised development and performance objectives. In conjunction with designated Pathway Coaches and Home Country Lead Coaches provide technical guidance and support to indentify and nurture future World Class players. To gather, record and log intelligence about progress and trends amongst leading players and nations in the world to inform the ongoing development of the performance strategy for GB and England. As a member of the Senior Leadership Team, monitor and review the performance of the WCPP against the agreed annual targets and milestones and contribute towards the ongoing development of the programme. Together with the Performance Director, prioritise resources towards achieving competition results and other agreed performance targets Page 2 of 9

3 In cooperation with the Performance Director, provide mentoring support and create education and training opportunities for the National Coaches To manage teams and provide coaching at all major international championships and other identified international tournaments. Engage with and support the Head of Coaching to ensure the content of the Coach Education system is aligned to and informed by the WCPP and EPP. Other Duties To comply with the requirements of Badminton England s staff handbook. To undertake such other duties as may be appropriate to achieve the objectives of the post (or as may be allocated by the P erformance Director). General information: The post-holder shares with all colleagues the responsibility to: make suggestions to improve the working environment within their area of work and Badminton England as a whole; cooperate with measures introduced to ensure there is equality of opportunity in employment and sports equity and in addition for post-holders with a management responsibility to encourage their staff to ensure that they comply with all aspects of Equal Opportunities in Employment arrangements and sports equity policies and practices comply with all aspects of Health and Safety Policy and arrangements and for postholders with a management responsibility to ensure their staff also comply. This job description is not to be regarded as exclusive or exhaustive. It is intended as an outline indication of the areas of activity and will be amended in the light of the changing needs of the organisation. Page 3 of 9

4 Person Specification GB Head Coach The successful candidate will be: The successful candidate will need: An emotionally empathetic and business focussed Head Coach used to achieving results, whilst retaining full accountability for the outcomes. Highly driven and determined with a proven track record of delivering badminton players to the podium at the highest world level A Head Coach who understands the value, commitment and delivery of a World Class Performance Programme Someone who has genuine ambition and relentless drive to get the best from our current senior squad and coaches, combined with a commitment to support the establishment of a high performing talent system that can accelerate the development of or next generation of players successfully demonstrate their commitment to our values of Focus, Ambition, Courage and Teamwork To demonstrate significant class coaching experience and evidence of delivering medal success at the pinnacle of our sport. To have an in depth knowledge of the requirements of a world class environment and what it takes to win at the highest level. To be relentless in the pursuit of excellence with the energy and enthusiasm to influence and inspire those around them. To demonstrate they can develop and implement strategies including leading a team and utilising available resources. To be open minded and ambitious to personal learning and the development of others for the purpose of gaining competitive advantage. To understand the subtleties of the coach/player relationship including the boundaries required to maximise player potential whilst taking account of the philosophy of the world class system. To be analytical in approach for the purpose of ensuring, understanding and evidencing what works and why Page 4 of 9

5 GB HEAD COACH NATIONAL BADMINTON CENTRE Level 4 Competency Profile (Grade 6/7) Our vision at Badminton England is to: To be one of the Nation s most popular sports and consistently win medals at World, Olympic and Paralympic level This statement is a way of expressing our ambition and every member of staff, regardless of what job role, grade or location they are engaged at, has a valuable part to play in helping us work towards delivering our vision. In order to guide staff in delivering our vision we have a set of values (F.A.C.T) which outlines the qualities and behaviours that we expect all staff to display and aspire to. Our values are: Focus Ambition Courage Teamwork Our values should be present every day in our work with our customers, partners, members and each other to drive our performance and growth to enable us to achieve our vision. The tables below clearly set out how we should behave in order to demonstrate how we live our values. The tables shaded in red set out the minimum standards that are applicable to All Staff to aspire regardless of job role, grade or location and underpin the required behaviours that unite Badminton England. KNOWLEDGE, SKILLS AND EXPERIENCE The successful candidate will: be able to evidence leading successful World Class Performance Programmes have played a key role in delivering badminton players to the podium at the highest level To demonstrate they can develop and implement strategies including leading a team and utilising available resources. To be open minded and ambitious to personal learning and the development of others for the purpose of gaining competitive advantage. To be analytical in approach for the purpose of ensuring, understanding and evidencing what works and why. have high integrity and openness combined with commitment to good governance successfully demonstrate their commitment to our values of Focus, Ambition, Courage and Teamwork Page 5 of 9

6 FOCUS We live FOCUS by pursuing our goals with clarity, drive and determination All Staff (All Grades) Level 2 (Grades 3 & 4) Level 3 (Grade 5) Ensures the company vision and objectives are always at the heart of decision making Prioritises time to concentrate on goals and plans work & resources accordingly Always looks for ways to make our operation more efficient and effective Always makes clear decisions and executes them with speed Works effectively and efficiently without constant supervision Regularly monitors and evaluates work to ensure that deadlines are met, proactively identifies issues which could affect progress Further develops and uses detailed plans, which set out what needs to happen, how, the required resources and by when Proactively plans, organises and monitors work not only for self, but others too Adjusts plans and schedules in good time to meet the changing priorities for themselves and others Level 4 Senior Management (Grades 6, 7 & 8) Develops, evolves and manages strategic plans to meet the vision, values and objectives of the organisation, agreeing clear responsibilities Continually evaluates self and teams progress to meet strategic aims, reviews and adjusts plans to meet changing priorities Encourages an environment where time is set aside for planning and review Makes logical, practical, and timely decisions based on sound analysis of facts and data, and knowledge of impact to the business Identifies and maintains a long-term big picture view of the future needs and opportunities for the company Develops and translates higher-level strategies into operational goals and tactics to achieve organisational objectives AMBITION We live AMBITION by striving to attain excellence with motivation and passion All Staff (All Grades) Level 2 (Grades 3 & 4) Aims high and never settles for less Constructively challenges existing procedures and practices to achieve better results Committed to going the extra mile to exceed expectations Determined and proactive to achieve outstanding results Maximizes opportunities to learn and develop new skills and proactively raises them with Line Manager Takes responsibility for training and continuous self assessment against the requirements of the role Page 6 of 9

7 Level 3 (Grade 5) Level 4 Senior Management (Grades 6, 7 & 8) COURAGE Actively seeks feedback on own performance and acts on it Applies learning from own and others' experience Actively identifies new areas for own personal development and regularly takes advantage of development opportunities Pursues learning in professional area of expertise, may seek knowledge in areas beyond own current area, attends professional meetings and conferences Drives execution; drives continuous improvement and delivers results We live COURAGE by having the confidence to evolve by making the right decisions for the right reasons All Staff (All Grades) Level 2 (Grades 3 & 4) Level 3 (Grade 5) Level 4 Senior Management (Grades 6, 7 & 8) Has the confidence to constructively challenge and voice opinions in pursuit of the organisations success Brings creativity and innovation to problem solving Is bold enough to modernise and make change when needed in order to improve services Looks ahead to see what could go wrong and takes preventative action Identifies causes of problems and produces new and practical solutions Accepts responsibility and responds promptly to a need for a decision Sees obstacles as challenges and enjoys overcoming them Exhibits personal commitment and acts as a role model in order to achieve team and business standards Gathers sufficient information from the most appropriate sources and evaluates options before acting Applies knowledge and anticipates important trends that could potentially impact on the company Devises and implements ongoing strategies that ensure the changing business requirements are met. Takes difficult decisions and measured risks Regularly addresses problems and successfully resolves them by clearly defining the problem, identifying the root cause and deciding on a solution which is effectively planned, implemented and measured for its success Recognises when it is time to shift strategic direction and how the company must adapt to these changes Tackles problems head-on and works to resolve them without delay; intervenes to address barriers Page 7 of 9

8 TEAMWORK We live TEAMWORK by understanding and respecting each others roles and being a supportive unified team All Staff (All Grades) Level 2 (Grades 3 & 4) Level 3 (Grade 5) Level 4 Senior Management (Grades 6, 7 & 8) Trusts in the knowledge and expertise of colleagues Takes every opportunity to learn about each other s roles; valuing their time and treating them with respect to maintain good working relationships Ensures our team is inspired to be the very best they can be Makes every effort to support someone when they seek assistance Communicates regularly using the most effective methods Speaks with one voice on all policies and decisions when communicating externally Always acts with integrity Influences others by communicating clearly, using facts and information available Listens, checks for understanding and uses effective questioning techniques Effectively shares ideas and information with colleagues to support their activities Delegates and/or encourages staff to make decisions to use their judgment/initiative Communicates clearly and persuasively; gains agreement and commitment from others before making decisions and recommendations Asks questions to learn more about what is being communicated, objectively considers others' views and is receptive to constructive feedback Fosters co-operation and collaborative approach. Adopts and regularly employs a range of effective impact strategies in order to persuade others through agreement and commitment that successfully meet required objectives Enhances own and company reputation by influencing decision makers inside and outside the company to achieve favourable outcomes Consults and negotiates with others when planning activities that will affect them Page 8 of 9

9 Line Managers: People Management This section is applicable to all Line Managers, at any grade and is in conjunction with the Values outlined in the boxes above Recruitment Attracts and hires talent, places the right people in the right roles at the right time Development Effectively develops talent to the greatest benefit of the individual and the company by: o assessing employee s learning & development needs, translating into actionable plans and providing opportunities that improve employee s capabilities to contribute to the achievement of company goals o developing others through coaching and mentoring Delegates tasks effectively to stretch and develop others by: o sharing power and authority o giving employees the responsibility and authority to achieve individual and organisational objectives Management Sets, agrees and clearly communicates responsibilities, objectives and expectations to deliver results Regularly monitors progress and holds people to account Provides timely constructive feedback to ensure that the individual and/or team remains focussed and on track Ensures that individuals get the time, resources and support needed to do their job effectively Confronts difficult people/performance issues when they occur and takes appropriate action to resolve Recognition Uses creative approaches and available resources to most effectively motivate and recognise individuals and/or teams Praises achievements and celebrates success Page 9 of 9

Recruitment pack LEWISHAM HOMES TWITTER LINKEDIN ONLINE PHONE. lewishamhomes.org.uk/ careers. bit.

Recruitment pack LEWISHAM HOMES TWITTER LINKEDIN  ONLINE PHONE. lewishamhomes.org.uk/ careers. bit. Recruitment pack LEWISHAM HOMES PHONE 0800 028 2 028 or 020 8613 4000 ONLINE lewishamhomes.org.uk/ careers EMAIL hr@lewishamhomes.org.uk TWITTER # lewishamhomes LINKEDIN bit.ly/lhlinked RECRUITMENT PACK

More information

COMPETENCY FRAMEWORK

COMPETENCY FRAMEWORK COMPETENCY FRAMEWORK Version Produced by Date 1.0 Claire Salter 15.02.2016 MESSAGE FROM THE BOARD The key to success within any organisation is how we recruit, retain and develop our staff. How each individual

More information

NSWIS ROLE DESCRIPTION

NSWIS ROLE DESCRIPTION NSWIS ROLE DESCRIPTION Role title: NSWIS Men s Water Polo Coach Reports to: NSWIS Water Polo Head Coach Area: High Performance - Coaching Organisation: NSW Institute of Sport Location: Sydney Olympic Park,

More information

JOB DESCRIPTION. Five direct reports and responsible for 26 members of staff organised in four key functions (see organogram) JOB SUMMARY

JOB DESCRIPTION. Five direct reports and responsible for 26 members of staff organised in four key functions (see organogram) JOB SUMMARY JOB DESCRIPTION POST: GRADE: DEPARTMENT: RESPONSIBLE FOR: RESPONSIBLE TO: Director of Engagement: 6b External Affairs: Engagement Five direct reports and responsible for 26 members of staff organised in

More information

Highways England People Strategy

Highways England People Strategy Highways England People Strategy 1. Accountable Leadership 2. Capable Employees We require positive, proactive and engaging leadership to be demonstrated at all levels of the organisation, through all

More information

NSW INSTITUTE OF SPORT ROLE DESCRIPTION

NSW INSTITUTE OF SPORT ROLE DESCRIPTION NSW INSTITUTE OF SPORT ROLE DESCRIPTION Role title: Senior Coordinator Sport Reports to: Manager High Performance Sport and Excellence Area: Sport and Excellence Organisation: NSW Institute of Sport Location:

More information

Delegated Authority Level 5. Human Resources Department. Job Purpose

Delegated Authority Level 5. Human Resources Department. Job Purpose Post: Delegated Authority Level 5 Team: Responsible to: Responsible for: Human Resources Department Director of HR & OD Recruitment Administrators X Job Purpose To take a lead role in managing and developing

More information

NSWIS ROLE DESCRIPTION

NSWIS ROLE DESCRIPTION NSWIS ROLE DESCRIPTION Role title: Reports to: Area: Organisation: Location: Roles that report to this role: Sport partners: NSWIS Netball Head Coach NSWIS Sport Partners through NSWIS Sport Leader High

More information

Chief Constable of Cleveland Police

Chief Constable of Cleveland Police Chief Constable of Cleveland Police JOB DESCRIPTION Job Title Service Unit Team Responsible to Salary Range Vetting Status Chief Constable Cleveland Police Cleveland Executive Team Police and Crime Commissioner

More information

Our purpose, values and competencies

Our purpose, values and competencies Our purpose, values and competencies Last updated October 2013 The work we do and how we behave and carry out our work at The Pensions Regulator are driven by our purpose, values and competency framework.

More information

CAPABILITY MATRIX FOR PROFESSIONAL STAFF HANDBOOK

CAPABILITY MATRIX FOR PROFESSIONAL STAFF HANDBOOK CAPABILITY MATRIX FOR PROFESSIONAL STAFF HANDBOOK INTRODUCTION TO THE CAPABILITY MATRIX This handbook is intended to help you understand the Capability Matrix and how it will be used at UoN. The Capability

More information

Role and person profile

Role and person profile Role and person profile Post title: Director of Regulation Location: Manchester Business Area: Research and Compliance Department: Compliance Reports to: Director of Research and Compliance Responsible

More information

NZ POLICE CORE COMPETENCIES. Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop HOW WE DO THINGS: OUR CORE COMPETENCIES

NZ POLICE CORE COMPETENCIES. Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop HOW WE DO THINGS: OUR CORE COMPETENCIES NZ POLICE CORE COMPETENCIES Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop 1 INTRO These are behaviours that are important to achieving our goals. They describe how we work as opposed to

More information

Deputy Manager (Complex Needs) Islington Mental Health Services. Frontline Staff, Volunteers & Peer Mentors

Deputy Manager (Complex Needs) Islington Mental Health Services. Frontline Staff, Volunteers & Peer Mentors Post: Deputy Manager (Complex Needs) Delegated Authority Level 6 Team: Responsible to: Responsible for: Islington Mental Health Services Service Manager Frontline Staff, Volunteers & Peer Mentors Job Purpose

More information

NZ POLICE CORE COMPETENCIES. Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop HOW WE DO THINGS: OUR CORE COMPETENCIES

NZ POLICE CORE COMPETENCIES. Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop HOW WE DO THINGS: OUR CORE COMPETENCIES NZ POLICE CORE COMPETENCIES Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop 1 INTRO These are behaviours that are important to achieving our goals. They describe how we work as opposed to

More information

BEST Director of Education Bedfordshire Schools Trust

BEST Director of Education Bedfordshire Schools Trust BEST Director of Education Bedfordshire Schools Trust Application Pack CONTENTS 1 Welcome from our CEO, Alan Lee 2 BEST Vision, Values and Beliefs 3 Job Description 4 Person Specification 5 How to Apply

More information

Assistant Director Major Infrastructure Programmes Role Profile

Assistant Director Major Infrastructure Programmes Role Profile Assistant Director Major Infrastructure Programmes Role Profile A Role Profile provides key information relating to the current focus and objectives of the role and a brief description of the main responsibilities

More information

Job Description: National Talent Pathway Coach

Job Description: National Talent Pathway Coach About us: GB Taekwondo is responsible for the preparation and performance of Britain s elite taekwondo athletes at major championship events including the Olympic Games. The GB Taekwondo Academy is based

More information

FRAMEWORK MANAGER (BUILDING) THE COMPANY

FRAMEWORK MANAGER (BUILDING) THE COMPANY THE COMPANY Farrans Construction is a long established UK Building and Civil Engineering company operating in various sectors within the UK and wider Europe. A subsidiary of CRH plc, Farrans Construction

More information

Behavioural Attributes Framework

Behavioural Attributes Framework Behavioural Attributes Framework There are eight attributes in the University of Cambridge Behavioural Attributes Framework: Communication; Relationship Building; Valuing Diversity; Achieving Results;

More information

STRATHCLYDE PEOPLE STRATEGY 2020

STRATHCLYDE PEOPLE STRATEGY 2020 STRATHCLYDE PEOPLE STRATEGY 2020 1 INTRODUCTION Strathclyde People 2020 is driven by the knowledge that the engagement, development, and motivation of all University staff is critical to the ongoing success

More information

Key Competences Which behaviours should you be looking for?

Key Competences Which behaviours should you be looking for? Key Competences Which behaviours should you be looking for? www.bucksandberks.co.uk Key competences: Which behaviours should you be looking for? When carrying out employee reviews, it can be hard to know

More information

CGMA Competency Framework

CGMA Competency Framework CGMA Competency Framework Leadership skills CGMA Competency Framework 1 Leadership skills : This requires a basic understanding of the business structures, operations and financial performance, and includes

More information

Creative Scotland Job Information Pack Youth Music Initiative (YMI) Manager

Creative Scotland Job Information Pack Youth Music Initiative (YMI) Manager Creative Scotland Job Information Pack Youth Music Initiative (YMI) Manager Who we are 02 Creative Scotland is the national development agency for the arts, screen and creative industries. We support the

More information

NS&I Consolidated Competency Framework. Setting Direction Engaging People Delivering Results. Communication. Team Working

NS&I Consolidated Competency Framework. Setting Direction Engaging People Delivering Results. Communication. Team Working NS&I Consolidated Competency Framework Setting Direction Engaging People Delivering Results Leading Others Acting as a positive role model for NS&I s values and behaving with integrity by reinforcing positive

More information

BBC Finance Competencies. BBC Finance Competencies June 2012 Page 1 of 8

BBC Finance Competencies. BBC Finance Competencies June 2012 Page 1 of 8 BBC Finance Competencies BBC Finance Competencies June 2012 Page 1 of 8 Purpose The Finance Competency framework has been designed to provide a basis for assessing individuals during recruitment, development

More information

Chief Executive. Group Manager: People, Performance and Policy

Chief Executive. Group Manager: People, Performance and Policy JOB DESCRIPTION Job Title Reports to Line Management responsibilities Organisational chart Director of Resources Chief Executive Financial Services Manager Legal and Democratic Services Manager IT Manager

More information

Policy & Procedure : Job Banding & Competency Framework

Policy & Procedure : Job Banding & Competency Framework Policy & Procedure : Job Banding & Competency Framework Document owner: Personnel Manager Document version: V1 Document status: Agreed SMT Date: 1 September 2008 1. Background This Policy & Procedure is

More information

Head of HR & Organisational Development. Social Work England

Head of HR & Organisational Development. Social Work England Reference number: SWECS11 Head of HR & Organisational Development Social Work England Sheffield Information Pack for Applicants Closing date 12 noon 25 June 2018 Interviews w/c 9 July 2018 1 Contents About

More information

JOB DESCRIPTION. Talent Coaches. World Class Programme (WCP) Performance Team

JOB DESCRIPTION. Talent Coaches. World Class Programme (WCP) Performance Team JOB DESCRIPTION JOB TITLE: Performance Pathway Manager REESPONSIBLE TO: RESPONSIBLE FOR: MEMBER OF: TYPE OF CONTRACT: HOURS OF WORK: SALARY: Performance Director (PD) Performance Pathway Co-Ordinator Talent

More information

LEADERSHIP COMPETENCY FRAMEWORK

LEADERSHIP COMPETENCY FRAMEWORK LEADERSHIP COMPETENCY FRAMEWORK 1 Introduction to the Leadership Competency Framework The Leadership Competency Framework focuses on three levels of management: Team Leaders/Supervisors responsible for

More information

Assistant Director Community Operations Role Profile

Assistant Director Community Operations Role Profile Assistant Director Community Operations Role Profile A Role Profile provides key information relating to the current focus and objectives of the role and a brief description of the main responsibilities

More information

Assistant Director Strategic Infrastructure & Planning Role Profile

Assistant Director Strategic Infrastructure & Planning Role Profile Assistant Director Strategic Infrastructure & Planning Role Profile A Role Profile provides key information relating to the current focus and objectives of the role and a brief description of the main

More information

Procurement Business Partner. Service Manager Procurement Business Partnering. Grade: Type of position: Hours per Week: Full Time

Procurement Business Partner. Service Manager Procurement Business Partnering. Grade: Type of position: Hours per Week: Full Time Job Description Job Reference 710014 Job Title Procurement Business Partner Service Commercial Services Team Procurement Business Partnering Location Reports to Shute End Service Manager Procurement Business

More information

PEOPLE STRATEGY

PEOPLE STRATEGY PEOPLE STRATEGY 2016 2020 INTRODUCTION We delight in creating, sharing and applying knowledge to make a difference to individuals and society. This People Strategy builds on the vision and values described

More information

Overall, competencies are a set of behaviours that an individual must possess in order to perform to the optimum level within that role.

Overall, competencies are a set of behaviours that an individual must possess in order to perform to the optimum level within that role. Introduction What are Competencies and how are they used? A competency is an ability, skill, knowledge or trait that is needed for the successful performance of a job. It is often defined in terms of behaviours.

More information

DEAF DIRECT: Performance Management Policy: April Performance Management Policy

DEAF DIRECT: Performance Management Policy: April Performance Management Policy Performance Management Policy 1 Contents Introduction Aims of the Performance Management Process Benefits of the Performance Management Process Key Principles of the Process Job Descriptions Planning Performance

More information

Reference number: SWES10. Social Work England. Head of Policy. Sheffield. Information Pack for Applicants. Thursday 18 October, Sheffield

Reference number: SWES10. Social Work England. Head of Policy. Sheffield. Information Pack for Applicants. Thursday 18 October, Sheffield Reference number: SWES10 Social Work England Head of Policy Sheffield Information Pack for Applicants Closing date Interviews Midday 8 th October Thursday 18 October, Sheffield 1 Contents About Social

More information

Respect Innovate Support Excel

Respect Innovate Support Excel SRUC Shared Values The work of every employee at SRUC contributes to the achievement of our strategic outcomes, it is therefore important that we all have a clear understanding of what our role is and

More information

Head of Regulatory Policy Social Work England

Head of Regulatory Policy Social Work England Reference number: SWESP10 Head of Regulatory Policy Social Work England Sheffield Information Pack for Applicants Closing date 12 noon 2 July 2018 Interviews w/c 16 July 2018 1 Contents About Social Work

More information

Evenings and weekends - the candidate will be required to have a flexible approach to working hours subject to the demands of the role

Evenings and weekends - the candidate will be required to have a flexible approach to working hours subject to the demands of the role Department Job Title Salary Contract type Hours Responsible for Responsible to Location Regular working hours Academy Part-Time Academy Coach To be discussed at interview Part-Time Contract Evenings and

More information

JOB DESCRIPTION & PERSON SPECIFICATION

JOB DESCRIPTION & PERSON SPECIFICATION JOB TITLE: REPORTS TO: SALARY: Head of Sports Science and Sports Medicine World Class Swimming Programme (WCSP) National Performance Director Swimming (NPD) 60,000-75,000 per annum (dependent on experience)

More information

CHARACTER ELSEVIER COMPETENCY FRAMEWORK

CHARACTER ELSEVIER COMPETENCY FRAMEWORK CHARACTER ELSEVIER COMPETENCY FRAMEWORK CHARACTER: DISPLAYS INTEGRITY AND HONESTY DEFINITION: Leads by example; walks the talk ; models core values; follows through on promises; trusted by others; honest

More information

HEAD OF RESEARCH AND INSIGHTS

HEAD OF RESEARCH AND INSIGHTS HEAD OF RESEARCH AND INSIGHTS BRANCH/UNIT TEAM LOCATION CLASSIFICATION/GRADE/BAND POSITION NO. Communications and Marketing Research and Insights Optional TM5 TBA ANZSCO CODE 132511 PCAT CODE TBA TAFE

More information

Creative Scotland Job Information Pack Media Relations and PR Officer - Screen

Creative Scotland Job Information Pack Media Relations and PR Officer - Screen Creative Scotland Job Information Pack Media Relations and PR Officer - Screen Who we are 02 Creative Scotland is the national development agency for the arts, screen and creative industries. We support

More information

Competency Framework

Competency Framework Competency Framework Revised June 2014 Page 2 of 12 Introduction What are Competencies and how are they used? A competency is an ability, skill, knowledge or trait that is needed for the successful performance

More information

Policing Professional Framework Personal qualities

Policing Professional Framework Personal qualities Policing Professional Framework Personal qualities Executive (ACPO / Force Command Team) Promotes a real belief in public service, focusing on what matters to the public and will best serve their interests.

More information

Creative Scotland Job Information Pack Head of Dance

Creative Scotland Job Information Pack Head of Dance Creative Scotland Job Information Pack Head of Dance Who we are 02 Creative Scotland is the national development agency for the arts, screen and creative industries. We support the creative community across

More information

Hafan Cymru Job Description

Hafan Cymru Job Description Job title Grade / Salary Scale Location Contract hours Working Pattern Responsible to Responsible for (staff / finance / Service Users /Customers Job Purpose Competency and Level required Project Manager

More information

AHRI Model of Excellence

AHRI Model of Excellence AHRI Model of Excellence The AHRI Model of Excellence is a graphic representation that combines what HR practitioners should know, what they are expected to do and what their peers expect them to be in

More information

Competency framework wea.org.uk

Competency framework wea.org.uk Competency framework 2018 wea.org.uk Competency Framework 2018 Welcome to the WEA competency framework The WEA competency framework supports our overall goals and sets out how we want people in the WEA

More information

Viridor Core competencies edition

Viridor Core competencies edition Viridor Core competencies 2014 edition Giving the world s resources new life Challenge for change The world is changing. Once there was waste. Now there are valuable resources society must challenge itself

More information

Creative Scotland Job Information Pack Dance Officer

Creative Scotland Job Information Pack Dance Officer Creative Scotland Job Information Pack Dance Officer Who we are 02 Creative Scotland is the national development agency for the arts, screen and creative industries. We support the creative community across

More information

Head of Information Technology and Data Management. Social Work England

Head of Information Technology and Data Management. Social Work England Reference number: SWECS10 Head of Information Technology and Data Management Social Work England Sheffield Information Pack for Applicants Closing date 12 noon 25 June 2018 Interviews w/c 9 July 2018 1

More information

SUCCESS FACTORS THE WAY WE WORK TEAM MEMBERS

SUCCESS FACTORS THE WAY WE WORK TEAM MEMBERS SUCCESS FACTORS THE WAY WE WORK TEAM MEMBERS 2 It s people like me and my colleagues who can make a difference through what we do, every day. Contents Our Success Factors 3 Introduction to our values 4-5

More information

GENERAL COMPETENCIES. Feb 2018 Revision

GENERAL COMPETENCIES. Feb 2018 Revision GENERAL COMPETENCIES Feb 2018 Revision Revisions 2018: Security mindedness added to GEN 01B, GEN 02A, GEN 03D, GEN 09B and GEN 10D GEN01 Competency The civil engineering industry, Chartered ICES, and the

More information

Job Description. Institute Manager (Institute of Coding) Department/School: Computer Science/Faculty of Science Grade: 8

Job Description. Institute Manager (Institute of Coding) Department/School: Computer Science/Faculty of Science Grade: 8 Job Description Job title: Institute Manager (Institute of Coding) Department/School: Computer Science/Faculty of Science Grade: 8 Location: Department/Faculty Job purpose To lead on the establishment

More information

2. Ofqual level 6 descriptors

2. Ofqual level 6 descriptors Learning Outcomes and Assessment Criteria The learning outcomes and assessment criteria for the Chartered Manager Degree Apprenticeship have been based upon the following: 1. DfEdefinition - level 6 descriptor

More information

Interim Head of Internal Communications (Fixed Term)

Interim Head of Internal Communications (Fixed Term) About The Job. Department of Corporate Affairs Professional Services Interim Head of Internal Communications (Fixed Term) Pursue the extraordinary Overview About the Department Corporate Affairs is a key

More information

Creative Scotland Job Information Pack Creative Industries Officer (Fixed Term Contract)

Creative Scotland Job Information Pack Creative Industries Officer (Fixed Term Contract) Creative Scotland Job Information Pack Creative Industries Officer (Fixed Term Contract) Who we are 02 Creative Scotland is the national development agency for the arts, screen and creative industries.

More information

Head of Education, Continuous Professional Development and Standards. Social Work England

Head of Education, Continuous Professional Development and Standards. Social Work England Reference number: SWESP11 Head of Education, Continuous Professional Development and Standards Social Work England Sheffield Information Pack for Applicants Closing date 12 noon 2 July 2018 Interviews

More information

Project Manager Business Planning and Improvement. Social Work England

Project Manager Business Planning and Improvement. Social Work England Reference number: SWECS13 Project Manager Business Planning and Improvement Social Work England Sheffield Information Pack for Applicants Closing date 12 noon 25 June 2018 Interviews w/c 9 July 2018 1

More information

Role Description Director Asset Management - Building and Facilities

Role Description Director Asset Management - Building and Facilities Role Description Director Asset Management - Building Cluster Agency Division/Branch/Unit Location NSW Health Health Infrastructure Asset Management North Sydney Classification/Grade/Band HSSE Band 1 Senior

More information

02 August 2017 Final

02 August 2017 Final Non-Executive Director Application Pack 2017 02 WE ArE on A mission to help more people play football in the capital can you help us? introduction Thank you for your interest in becoming part of our Board.

More information

Head of Registration Social Work England

Head of Registration Social Work England Reference number: SWERQA10 Head of Registration Social Work England Sheffield Information Pack for Applicants Closing date 12 noon 2 July 2018 Interviews w/c 16 July 2018 1 Contents About Social Work England...

More information

Recruitment pack LEWISHAM HOMES TWITTER LINKEDIN ONLINE PHONE. lewishamhomes.org.uk/ careers. bit.

Recruitment pack LEWISHAM HOMES TWITTER LINKEDIN  ONLINE PHONE. lewishamhomes.org.uk/ careers. bit. Recruitment pack LEWISHAM HOMES PHONE 0800 028 2 028 or 020 8613 4000 ONLINE lewishamhomes.org.uk/ careers EMAIL hr@lewishamhomes.org.uk TWITTER # lewishamhomes LINKEDIN bit.ly/lhlinked RECRUITMENT PACK

More information

SUCCESS PROFILE TELSTRA BAND 2 PEOPLE LEADER

SUCCESS PROFILE TELSTRA BAND 2 PEOPLE LEADER Business Unit Human Resources Band 2 Work Code HRTEAMMR People Mgr/Ind Contrib PM Direct Expense n/a Generic Role Title Delivery Manager Strategic Sourcing CAPEX n/a Market Role Title Strategic Sourcing

More information

Success Profiles. Civil Service Strengths Dictionary. Success Profile Framework

Success Profiles. Civil Service Strengths Dictionary. Success Profile Framework Success Profiles Success Profile Framework What are Success Profiles? The Success Profile Framework is being introduced to attract and retain people of talent and experience from a range of sectors and

More information

JOB DESCRIPTION. Head of Internal Communications and Engagement

JOB DESCRIPTION. Head of Internal Communications and Engagement JOB DESCRIPTION Job Title: Department: Section: Reports to: Head of Internal Communications and Engagement Strategy and Performance Policy and Communications Director of Policy and Communications Line

More information

JOB DESCRIPTION. Part time Children & Families Manager. 30 hours per week 44 weeks per annum. Senior Playleader, Therapists and Volunteers

JOB DESCRIPTION. Part time Children & Families Manager. 30 hours per week 44 weeks per annum. Senior Playleader, Therapists and Volunteers JOB DESCRIPTION First Step is committed to working with children, parents, staff, volunteers and the community to safeguard and promote the welfare of children and vulnerable adults. We have a duty to

More information

City of Cardiff Council Behavioural Competency Framework Supporting the Values of the Council

City of Cardiff Council Behavioural Competency Framework Supporting the Values of the Council City of Cardiff Council Behavioural Competency Framework Supporting the Values of the Council 1.CM.250 Issue 3 Nov-2014 Process Owner: Organisational Development Team Authorisation: Deborah Morley Page

More information

Creative Scotland Job Information Pack Literature Officer (Part Time)

Creative Scotland Job Information Pack Literature Officer (Part Time) Creative Scotland Job Information Pack Literature Officer (Part Time) Who we are 02 Creative Scotland is the national development agency for the arts, screen and creative industries. We support the creative

More information

Position Description

Position Description Position Title: Division: Direct Reports: Area Manager Western NSW Operations Coordinators, Corporate Staff ABOUT NORTHCOTT: Who is Northcott? Northcott is a not-for-profit disability service provider

More information

Headteacher Job Description and Person Specification

Headteacher Job Description and Person Specification Headteacher Job Description and Person Specification Educating our children together Thinking about how we learn Job Description Main Purpose The Headteacher of Hillcross Primary School is a visionary

More information

Organisational Development Manager

Organisational Development Manager POSITION DESCRIPTION Position Title Group Branch Reports to (Title) Position Type Organisational Development Manager People and Culture People and Culture Branch Manager, People and Culture Full Time -

More information

DORSET AND WILTSHIRE FIRE AND RESCUE AUTHORITY JOB DESCRIPTION: OPERATIONAL BRIGADE MANAGER (ASSISTANT CHIEF FIRE OFFICER)

DORSET AND WILTSHIRE FIRE AND RESCUE AUTHORITY JOB DESCRIPTION: OPERATIONAL BRIGADE MANAGER (ASSISTANT CHIEF FIRE OFFICER) DORSET AND WILTSHIRE FIRE AND RESCUE AUTHORITY JOB DESCRIPTION: OPERATIONAL BRIGADE MANAGER (ASSISTANT CHIEF FIRE OFFICER) Job Purpose The Operational Brigade Manager supports the Chief Fire Officer in

More information

BC Assessment - Competencies

BC Assessment - Competencies BC Assessment - Competencies This document provides a list and description of all of BC Assessment s core competencies, as well as the level of competency required for a given position, as defined in each

More information

Service Managers have a key role with their Heads of Service to ensure their services are inspection ready and drive change following inspections

Service Managers have a key role with their Heads of Service to ensure their services are inspection ready and drive change following inspections 1 Job Title Salary: Service Manager CSRA Hours per week: 36 Reports to: Head of Service Role Purpose: A Service Manager has operational management responsibility for a number of teams. The focus of this

More information

Introduction - Leadership Competencies

Introduction - Leadership Competencies Introduction - Leadership Competencies The leadership framework is closely linked to the Centrica values - trust, pride, challenge, support and passion for customers. The behavioural indicators for each

More information

HEALTH & SAFETY BUSINESS PARTNER

HEALTH & SAFETY BUSINESS PARTNER Job Description HEALTH & SAFETY BUSINESS PARTNER This job description provides an indicative outline of the purpose and accountabilities of the role. Specific performance requirements and expectations

More information

The Power of People. Our University Our Future Our People

The Power of People. Our University Our Future Our People The Power of People Our University Our Future Our People 2016-2021 The Power of People The Power of People builds on the significant achievements of Talent First, the University s People Strategy 2013-2015,

More information

Candidate Information Pack Director of External Affairs and Partnerships March 2018

Candidate Information Pack Director of External Affairs and Partnerships March 2018 Candidate Information Pack Director of External Affairs and Partnerships March 2018 Welcome letter Thank you for your interest in joining Optivo as Director of External Affairs and Partnerships. This is

More information

Botswana Power Corporation (BPC)

Botswana Power Corporation (BPC) Botswana Power Corporation (BPC) Operations Job Specification Position: Template: Technical Services: Senior Engineer (Telecommunications) Business Unit: Print Date: 25 Oct 2017 Page 1 of 8 Position Particulars

More information

Job Description. Department

Job Description. Department Job Description Job Title Business Change Manager Department Corporate Portfolio Management Grade (if applicable) Location Riverside Head Office Job Purpose Undertake the role of Business Change Manager

More information

SCHOOL: Barclay Secondary School, Waltham Forest, London, E5 Opening L13 L17 additional allowance for an exceptional candidate

SCHOOL: Barclay Secondary School, Waltham Forest, London, E5 Opening L13 L17 additional allowance for an exceptional candidate SCHOOL: Barclay Secondary School, Waltham Forest, London, E5 Opening 2017 POST: SCALE ALLOWANCE: Deputy Head Teacher L13 L17 additional allowance for an exceptional candidate RESPONSIBLE TO: Advisory Body

More information

Team Facilitator Job Description

Team Facilitator Job Description Team Facilitator Job Description Post: Salary: Responsible to: Accountable to: Team Facilitator 24-26K Services Manager Regional Manager The post of Team Facilitator is an exciting and rewarding role which

More information

Wales Millennium Centre Behavioral Competencies Framework 1

Wales Millennium Centre Behavioral Competencies Framework 1 Wales Millennium Centre Behavioural Competencies Framework Be Reflective Ensuring we understand who our customers are Taking time to listen to customers Proactively engaging with customers to find out

More information

Purpose of the Role: JOB DESCRIPTION. Head of Quality Assurance

Purpose of the Role: JOB DESCRIPTION. Head of Quality Assurance JOB DESCRIPTION Job title: Department: Responsible to: Salary Head of Quality Assurance Quality Chief Operations Officer Competitive About the Company Brompton wants to transform cities. By providing the

More information

NSWIS ROLE DESCRIPTION

NSWIS ROLE DESCRIPTION NSWIS ROLE DESCRIPTION Role title: Reports to: Area: Organisation: Location: Roles that report to this role: Senior Athlete Wellbeing and Engagement Manager - Performance Support Performance Support NSW

More information

NSW Touch Association, Canterbury Velodrome Bayview Avenue Earlwood

NSW Touch Association, Canterbury Velodrome Bayview Avenue Earlwood Position Description POSITION TITLE: DEPARTMENT: REPORTS TO: DIRECT REPORTS: LOCATION: PRIMARY OBJECTIVE: Game Development Officer Sport Sport Manager Nil NSW Touch Association, Canterbury Velodrome Bayview

More information

Senior Human Resources Manager Business Support Team EHA

Senior Human Resources Manager Business Support Team EHA It is important to note that this job description is a guide to the work you will be required undertake. It will be changed from time to time to meet the needs of the service. It does not form part of

More information

RECRUITMENT INFORMATION PACK VICE PRINCIPAL. Education House, Spawd Bone Lane, Knottingley, WF11 0EP

RECRUITMENT INFORMATION PACK VICE PRINCIPAL.   Education House, Spawd Bone Lane, Knottingley, WF11 0EP VICE PRINCIPAL RECRUITMENT INFORMATION PACK 0345 196 0033 www.deltatrust.org.uk info@deltatrust.org.uk Education House, Spawd Bone Lane, Knottingley, WF11 0EP CONTENTS Letter from Chief Executive Officer

More information

Marketing & Audiences

Marketing & Audiences Job title Brand Manager, BBC Children s (please refer to Appendix) Job family Marketing & Audiences Proposed Band D / Grade 9 Job purpose You will help manage relationships with senior internal and external

More information

Commissioning Director, Children and Young People (DCS)

Commissioning Director, Children and Young People (DCS) Job Role: Commissioning Director, Children and Young People (DCS) Role Type: Commissioning Role Level: 3 Function: Commissioning Group Accountable to: Strategic Director for Commissioning Budgetary Responsibility:

More information

british council behaviours

british council behaviours british council behaviours Mat Wright Mat Wright Mat Wright CREATING SHARED PURPOSE I gain the active support of other people so they are fully engaged and motivated to contribute effectively. I do this

More information

University of Birmingham Guild of Students

University of Birmingham Guild of Students University of Birmingham Guild of Students Director of Support & Development Candidate Pack July 2017 University of Birmingham Guild of Students Director of Support & Development Candidate Pack July 2017

More information

IML 360 O Feedback Survey

IML 360 O Feedback Survey IML 360 O Feedback Survey MANAGE AND LEAD OTHERS PREPARED FOR Steven Smith Smith Enterprises 1 August 2017 Page 0 Institute of Managers and Leaders (Group) Limited ACN: 163 376 921 Reproduction of this

More information

Job Description. Launched in May 2011 the Bristol Music Trust is an exciting independent charity with two distinct aims.

Job Description. Launched in May 2011 the Bristol Music Trust is an exciting independent charity with two distinct aims. Job Description Job Title: Responsible to: Responsible for: Head of Finance Chief Operating Officer Finance Manager (Bristol Music Trust) Finance Manager (Creative Learning and Engagement) Bristol Music

More information