APPOINTMENT OF ASSISTANT CHIEF EXECUTIVE ROLE CONTEXT

Transcription

1 APPOINTMNT OF ASSISTANT CHIF XCUTIV ROL CONTXT Background Rotherham Borough Council is currently managed by a team of five Commissioners, appointed by the Government in February 2015 after a number of reports highlighted serious failings across the authority. They have been appointed for a period of up to four years and could be in charge of the Council until March 2019, although an earlier exit is considered both achievable and preferable. Government intervention on this level is unprecedented in ngland, and it has had a significant impact on the democratic process. A new Advisory Cabinet has been established, comprising the Council s new Leader, Deputy Leader and three portfolio holders. Although Commissioners have broad and deep powers, Councillors have been encouraged to actively continue their engagement with their communities and bring forward their ideas and ambitions for the Borough. In practice, the relationships have been working well, with the Advisory Cabinet making a full and active contribution to the leadership of the Council, in conjunction with and with the support of Commissioners. Both the Commissioners and Interim Managers brought into key Chief Officer posts have identified significant areas of concern that require the complete transformation of the Council s culture and ways of working. Progress is being made, thanks in no small part to those staff who have remained with the Council but the scale of the challenge and the turnaround required should not be underestimated. Despite our difficulties we will do our very best for the people of Rotherham; we are actively and positively aspiring to excellence in everything that we do. Role objectives This is a new post for Rotherham Council and will play a critical role in delivering our improvement agenda. Reporting to the Chief xecutive, you will ensure that we not only aspire to excellence but actively deliver it. Your role will cut across all parts of Council life, working both with Members and Officers in transforming our organisation, our performance, our relationships with partners and our perception. You will lead a large, diverse team, through expert Heads of Service in the following areas: Communications and Marketing Democratic Services (incorporating Scrutiny) Human Resources Policy, Improvement and Performance (incorporating Partnerships). A key priority will be to work with the Chief xecutive to continue the process of rebuilding trust between Members and Officers, something that had been significantly eroded through a series of previous administrations. You will continue the work of rebuilding and developing relationships with our key partners. Assistant Chief xecutive September 21 st 2015

2 You will be joining at a time when a large part of the Council leadership team will also be newly appointed. You will need to approach your duties in a collegiate and corporate way, bringing people together to excite and inspire their enthusiasm for performance improvement, actively supporting the development of new delivery models and influencing the setting of targets that are both challenging and secure the continued pace of turnaround. The candidate In addition to the qualities and experience detailed in the person specification, the unique nature of our circumstances calls for a special blend of attributes to deliver the role objectives. You are likely either to be a Policy and Performance person with a strong interest in and strategic understanding of Human Resources and Democratic Services or you will be an experienced, modern Human Resources professional with a strong interest in Policy and Performance and Democratic Services. Whatever your experience you will need to convince us that you have what it takes to command the respect of councillors, the chief executive and fellow senior officers as well as partners. Our new Assistant Chief xecutive will be able to demonstrate: High levels of energy and the ability to work at pace in a sustained way Infectious and unwavering levels of enthusiasm Passionate about people you will be excited by the opportunity to build teams, constructively challenge performance and support the creation of a culture of customer focused excellence An honest and straightforward approach Personal accountability and integrity appropriate to rebuilding fractured relationships with both Councillors and partners Professional colleagueship - recognising there are appropriate ways to behave and modelling these behaviours in the conduct of all relationships with colleagues Imagination - the vision and innovation to imagine new and improved approaches mpathy - being able to understand somebody else s point of view Political sensitivity and judgement understanding how best to operate in a complex environment of Commissioners, Councillors and Officers Assistant Chief xecutive September 21 st 2015

3 JOB DSCRIPTION FOR TH POST OF ASSISTANT CHIF XCUTIV MTROPOLITAN BOROUGH OF ROTHRHAM The post holder will provide the strategic lead for the services in the Assistant Chief xecutive s Directorate and as a member of the Senior Leadership Team (SLT); will work corporately with Officer s and lected Members to ensure the Council s vision, priorities and values are actively promoted and made a reality. Key Areas of Responsibility: 1. Provide strong leadership, energy and inspiration to ensure the efficient and effective delivery of a portfolio of services within the resources available and in line with priorities and financial targets agreed by lected Members 2. nsure lected Members are equipped to carry out their roles through appropriate training, development and support services 3. nsure active scrutiny support is provided to lected Members utilising the Council s performance management arrangements 4. Develop and foster effective working relationships with partners and stakeholders including the voluntary sector to ensure the provision and delivery of joined up services 5. Lead, support and encourage innovative and creative approaches to service delivery, translating into challenging and ambitious targets that ensure best practice/required outcomes 6. Lead on all aspects of People Management including mployee Relations, Organisational Development, Human Resource Policy and Transactional Services, including shared service with Doncaster Metropolitan Borough Council 7. Lead on key corporate policy development, corporate reviews, organisational development (including people) and borough wide/cross departmental strategies, projects and policies 8. Lead on improvement of the corporate performance management framework and ensure performance and development of others is managed effectively, including delegation and levels of accountability 9. Provide the corporate drive for the breadth of equalities and diversity work within the borough, ensuring the Council meets legislative requirements and contributes to appropriate service provision across the boroughs diverse communities 10. nsure an effective communication strategy both internal and external to the organisation is in place that develops and maintain good relationships with the public and media 11. Provide clear, high quality advice and guidance to lected members on political agendas/strategic issues and service impact and assist them to formulate and review corporate and service policies 12. Develop and support relationships with government and professional bodies to represent and promote the borough s interests and influence on national policy on the services within the portfolio of the post Assistant Chief xecutive September 21 st 2015

4 13. nsure a risk management culture, which does not stifle innovation, is embedded within the directorate and involve lected Members in determining key risks and responses 14. Take overall responsibility for Directorate responses to Borough emergencies including participation in a stand by rota for the role of Borough mergency Co-ordinator 15. Lead, manage and develop heads of the directorate s services, ensuring delivery of management accountabilities through appropriate delegation 16. Contribute to the Council s budget process, advising SLT and lected members on service priorities and implications of budgetary options Specific Portfolio Democratic Services; Human Resources; Partnerships; Corporate Policy, Improvement and Performance; qualities; Communications The post is politically restricted (Local Government and Housing Act 1989, as amended). Assistant Chief xecutive September 21 st 2015

5 Person Profile Assistant Chief xecutive /D Assessment Rating = ssential D = Desirable * indicates shortlisting criterion 1. Key Areas of Knowledge and xperience Significant experience of leading a senior management team which comprises of a diverse group of professionals in a comparable and complex organisation Successful and consistent achievement in corporate management and strategic policy formulation at least as a Chief Officer/Senior Officer/Senior Manager in a local authority or other large complex organisation Able to demonstrate a track record of delivering necessary or desirable whole service change xtensive experience of the management and control of large complex budgets within tight financial limits, and of reducing costs and reducing budgets Substantial and successful direct management experience in one or more of the services within the portfolio of this post, including policy development, corporate/strategic planning and managing change Working successfully in a political environment and of developing effective working links with lected Members Thorough understanding of the legislation, issues and agendas facing local government, including inspectorate regimes, frameworks, policy direction etc. Proven track record of achievements in partnership and joint working with business, the community and statutory or non-statutory bodies xperience of applying risk management in setting strategy and in identifying and managing principal risks to achievement of objectives Significant and successful involvement through the media in the promotion and maintenance of the corporate reputation of an organisation 2. Qualifications NQF Level 7 qualification e.g. Post Graduate Certificates and Diplomas with extensive experience in the relevant specialist area and other related areas of work, or a wider range of areas Or vidence of the equivalent level of knowledge gained through work experience Management/Leadership qualification vidence of continuing professional development * * * * * * * * * * D Assistant Chief xecutive September 21 st 2015

6 Person Profile Assistant Chief xecutive /D Assessment Rating = ssential D = Desirable * indicates shortlisting criterion 3. Key Skills Communication (Level 6) xchanges wide ranging complex and contentious information with different sets of people, orally and in writing in an effective, engaging and persuasive manner Delivers well-structured communication to different people and uses a range of influencing skills effectively Uses effective negotiation skills and deals with potential conflict Produces highly complex reports/documents to suit the needs of the audience Decision Making (Level 8) Makes decisions on a very wide range of issues which may involve several work areas and where a number of options exist Deals with complex decision making involving high risk consequences Problem Solving (Level 6) Uses an analytical approach to solve very complex situations or problems Analyses and interprets very varied and highly complex information from several sources Uses lateral or creative problem solving where there is little precedence to draw on or a high level of uncertainty exists Develops long-term solutions and strategies 4. Manager Competencies Strategic Awareness: Works corporately in a joined up way with others internally and externally. Operates democratically, transparently and accountably and understands external and political influences and develops longer term strategy and outcomes in this context Leadership: Inspires and motivates others with energy and drive to deliver their full potential and achieve goals. Demonstrates honesty, integrity and calmness under pressure. Proactively manages risk and change, including unpopular decisions Dignity and Respect: Champions equality, and treats all people fairly and with dignity and respect Managing With and Through People: Demonstrates self-awareness, persistence and resilience and makes best use of the skills and potential of individuals and teams. Generates an environment of trust and inspiration Assistant Chief xecutive September 21 st 2015

7 5. Transformational skills Managing Finances Plans finances effectively to deliver strategic priorities and make sure the organisation is financially sound Corporate Governance Applies the principles of good governance to partnership working to deliver better outcomes for local people Managing Resources Makes effective use of natural resources, physical assets and people to meet current and future needs Commissioning Uses needs analysis to plan, design, secure, monitor and review outcome focussed services to meet people s needs at a strategic level, and which achieve value for money Partnership & Shared Services Jointly provides with partner organisations quality services, for either internal or external customers, [that were previously delivered by the Council] to achieve mutual benefit Business Process Improvement Achieves and sustains measurable improvements in core processes through innovation and change Programme Management Creates a managed work environment through well-defined projects and performance management reporting systems Agile Working Makes best use of property and technology matched against what employees and teams need to do their jobs Customer Insight Uses a range of information about customers to better understand their needs, wants and expectations Performance Assessment nsures robust and effective arrangements for governance and accountability at Council and partnership level Sub-regional Relationships Works collaboratively with others in the city region to unlock the potential for faster economic growth A copy of the Manager Competencies can be accessed via the Council s website Assistant Chief xecutive September 21 st 2015

8 Person Profile Assistant Chief xecutive /D Assessment Rating = ssential D = Desirable * indicates shortlisting criterion 6. General Requirements Able and willing to work flexible hours when necessary Able to travel to various locations throughout the Borough within a reasonable timescale No serious health problem which is likely to impact upon job performance (that cannot be accommodated by reasonable adjustments) Good attendance record in current/previous employment (not including absences resulting from disability) NB: Health and attendance criteria will only be assessed following an offer of appointment. (quality Act 2010) 7. Statements Applicable to all Jobs All duties and responsibilities should be carried out in accordance with agreed Council policy and procedures, in particular those relating to: nvironmental; Health and Safety; qual Opportunities; Risk Management; Data Protection; Safeguarding and Financial Regulations. The job profile is an outline only and may vary from time to time without changing the character of the job or level of responsibility. The post holder must be flexible to meet the operational needs of the Council. The person profile covers key areas of competence and methods of assessment other than interview may be used (as appropriate to the job) to assess what a candidate can do and how they act in a specific area or situation. These include: ability test; work-related task; occupational personality questionnaire and presentation. Where this is the case, shortlisted candidates will receive details in advance of the selection process. The Manager Competencies outlined in the person profile are the minimum standards of behaviours required for working at Rotherham MBC in any management level post and are assessed as part of the selection process. They are not required to be addressed in the application form. This job and person profile has been prepared in accordance with the requirements of the Council s qual Opportunities in mployment Policy. We undertake to make any reasonable adjustments to a job or workplace to counteract any disadvantages a disabled person may have. Disabled applicants who meet the essential shortlisting criteria will be guaranteed an interview. In the event of a large number of applicants meeting the essential criteria, desirable criteria or occupational testing may be used as a further shortlisting tool. Political Restriction applies to this post in accordance with the terms of the Local Government and Housing Act 1989 (as amended). There is no right of appeal against this restriction. Assistant Chief xecutive September 21 st 2015