Job Purpose. Responsibilities

Transcription

1 Job Title: Locality Manager Reporting to: Service Delivery Manager (SDM) Job Purpose i. To manage a varied portfolio of WRVS services across the locality i.e. Community Services, Resilience, Response and Recovery, Retail and Commercial Food, through ongoing management of a number of Service Managers ii. To develop the reach of WRVS services by taking initiatives to support more older people through the work of more volunteers iii. To ensure that all services are delivered in line with WRVS brand values: Personal, Practical, Professional and Positive iv. To work with the SDM to create and implement a development plan for the Locality. v. To ensure that all aspects of WRVS work is run in accordance with the appropriate internal and external frameworks, within budget and with routine monitoring of specific performance indicators. Responsibilities a. Inspire and enthuse teams of volunteers to help more older people to be able to be independent and to be as active in their communities as they wish. b. All of the responsibilities set out in this document remain within the accountability of the role, but it is expected that the delivery of each will be delegated as appropriate to volunteers, or if that is not feasible, to direct reports. Managing Change 1. Integrate existing stand alone services with a view to developing a new service offering. 2. Review existing arrangements within stand alone services with a view to introducing new seamless roles where staff and volunteers are able to work across traditional boundaries 3. To develop new services throughout the locality engaging with external partners to identify new and different opportunities to improve outcomes for older people 4. Introduce non traditional volunteering opportunities aimed at involving volunteers in areas such as volunteer recruitment, mentoring, and training, fundraising, advocacy, communications etc. Managing Information 5. Ensure that all WRVS operations within the locality are fully embedded with OHIO (WRVS internal operational management system), that all aspects of that system are kept up to date and that it is used as the means of co-ordinating all aspects of activity.

2 6. To use the OHIO information system to ensure the best match of suitable skilled volunteers and staff to meet the needs of older people in the community 7. Maximise the potential of the OHIO management information system to produce accurate and timely as hoc and standard management information as required by the Service Delivery Manager and Head of Service and to maintain ongoing monitoring of key performance indicators. Managing Resources 8. To maximise the potential of all available resources to ensure the provision of high quality services and enhancing our ability to deliver effective outcomes for older peoples in the community. 9. To effectively manage and control income and expenditure. It is expected that high quality services are maintained within budget parameters to ensure that at least a break even position is achieved at the end of the financial year 10. Establish and maintain suitably skilled teams of volunteers and volunteer outcome coordinators who are fully equipped to work with older people to identify their key outcomes. Utilise the guidance contained in The WRVS Way of managing volunteers. 11. Monitor trends and patterns in volunteer recruitment and resignation across business areas i.e. Community Services, Resilience, Response and Recovery, Retail and Commercial Food, and take action to improve, particularly through use of volunteer-led volunteer recruitment activity, meet and greet and team discussions about enhancing the volunteer experience. 12. To ensure that adequate resources are deployed between local services to ensure continuity and consistency of service delivery 13. To manage the full range of people management issues including recruitment induction learning and development and performance management Managing Learning and Development 14. To undertake an annual training needs analysis for staff and volunteers in an aim to identify and implement training needs to meet the needs of the service. 15. To ensure that all volunteers and staff are appropriately trained in key compliance areas including food hygiene and health and safety as appropriate. Managing Communication 16. Devise and implement routine processes to ensure that all members of WRVS workforce in the locality receive regular news and information, and that they spread this around. Gather and collate feedback / ideas and ensure this is moved through WRVS. 17. Act as an ambassador for WRVS by networking and partnering with other organisations in the community hub area to ensure that our services are complemented by other services thus meeting the needs of older people in the community 18. To introduce volunteer led communication networking ensuring the provision of e- communication and social networking Managing Quality and Compliance 19. Implement service standards and key performance indicators to demonstrate continuous improvement and service excellence

3 20. To ensure that all service level agreements (SLA) and /or funding schemes are regularly monitored and evaluated against agreed performance criteria alerting the service delivery manager as soon as potential concerns are identified 21. To ensure that all WRVS policies and procedures are adhered to by the staff and volunteers in the community hub ensuring compliance with statutory legal and corporate requirements including but to exclusive to the areas of finance health and safety and employment. WRVS Community Resilience, Response and Recovery WRVS work in supporting older people in their communities can be particularly important in times of crisis: fire, flood, etc. A nation-wide arrangement is in operation to ensure that wherever and whenever a crisis occurs, mechanisms will be used within WRVS to provide the help that is required. The Locality Manager, will ensure that the following support mechanisms are in place: a) An organised team of trained volunteers b) An effective telephone cascade-call system to ensure volunteers can be brought in when required. c) Training and familiarity with the particular needs of older people in crisis situations and preparation for WRVS volunteers to cover those. Remuneration: 25K Full time: 35 hours (suitable for job share)

4 Candidate Profile Successful candidates will need to be able to evidence /demonstrate the following experience, skills and competencies: Essential Relevant Practical Experience: Able to demonstrate a proven track record of managing services or operations. Able to demonstrate an ability to communicate with and influence people. Computer literacy including the ability to read data from excel spreadsheets and to carry out basic tasks on those. Desirable Project management skills Track record in service user or volunteer engagement WRVS Leadership Competencies Framework : Level 4 Locality Manager Key Area Key behaviours Leadership Delivers the service in line with the vision Understands and delivers the service in line with WRVS aims, purpose and beliefs Makes decisions in a clear and transparent way Is accountable for delivering services and achieving objectives Demonstrates continuous improvement Leads by example and is a great role model Adapt behaviour and style to different situations and individuals Earns the trust of others motivate and engages with people at all levels Communication Demonstrates professionalism when communicating internally and externally Supports WRVS aims and beliefs and strategy Presents information concisely and persuasively Communicates using appropriate channels and in a timely manner Listens and provides constructive feedback Is approachable open and encourages discussion Change Management People Engagement and Delivery Effectively delivers required change Encourages others to embrace change Implements and manages change Minimises risks Positively manages resistance to change Demonstrates behaviours which encourage the engagement of people Is aware of the level of engagement within the function and seeks to improve engagement on an ongoing basis Encourages people to develop to their full potential Seeks to coach, mentor and develop others Manages the engagement and progress of the team and individual development Provides regular constructive feedback on individual performance Seeks constructive feedback on performance Encourages individual to learn from experience

5 Personal Effectiveness Positively deals with change and complexity Demonstrates positive behaviour Works on achieving agreed objectives Acts in a calm and considered manner when under pressure Takes responsibility for making decision Is optimistic and demonstrates a positive approach to work Listens to feedback and takes action to continually develop and achieve individual and organizational objectives Team Work Encourages team working within function service related areas Inspires engages and promotes team spirit within function service related areas Manages the team to achieve function service related areas aims and objectives Delivers a consistent message within function Values and respects individuals their contribution and expertise Manages conflict quickly and effectively