Head of Equality and Human Rights Candidate Information Pack

Transcription

1 Head of Equality and Human Rights Candidate Information Pack 1

2 Contents Page Section 1 Background and Context 3 Section 2 The Equality and Human Rights Function 5 Section 3 Job Description 7 Section 4 Person Specification 10 Section 5 Terms and Conditions of Appointment 12 Section 6 Recruitment and Selection Process 14 Section 7 Equal Opportunities 17 2

3 1. Background and Context The Education Authority (EA) wants every child to have an outstanding education. The EA was established under the Education Act (Northern Ireland) 2014 and became operational on 1 April It is a non-departmental public body sponsored by the Department of Education and the Department for the Economy. The EA is responsible for ensuring that high quality primary and secondary education services are available to meet the needs of children and young people, and for support for the provision of efficient and effective youth services. These services were previously delivered by five Education and Library Boards (ELBs). The organisation employs over 39,000 people across Northern Ireland in a wide variety of roles including teachers in controlled schools, school-based support staff and staff in administrative headquarters. The organisation is responsible for a budget of approximately 1.5 billion recurrent, 300 million capital, 100 million annually managed expenditure and for services to over 1000 schools. The EA will also have responsibility for the funding of the Voluntary Grammar School / Grant-Maintained Integrated sector and is expected to takeover operations responsibility for this from April This would add around a further 300million to the funding which the EA manages, and just under 100 schools. The work we do impacts the lives of tens of thousands of children, young people and their families every day. The services we provide are essential in supporting, encouraging and facilitating learning within our communities to develop generations of young people who are equipped to succeed in life and work in the modern world. As a public sector organisation, we must continue to deliver these vital services in a challenging environment of increasing financial pressure and under intense public scrutiny. Future Challenges and Opportunities Recent focus has been on transition from the former ELBs to a single authority. Looking forward, this focus moves from transition to transformation. Emerging from the five ELBs our aim is to build a new organisation which is focused on meeting the needs of all our young people equally, removing barriers to learning and ensuring equality of access to excellent education services so that every child can develop to his or her full potential. Work is underway to develop a strategic plan for the period This will provide a framework for the authority s activities and will guide the organisation through its transformation journey. The next number of years will be challenging as the education resource budget has been reduced by 72.1m in cash terms with other pressures such as pay and price having to be funded from EA resources. In addition expectations are that recurrent budgets will continue to decline 3

4 over the incoming spending review period. This financial situation creates substantial challenges for the EA as demand for our services continues to grow and as it undertakes its major transformation we can no longer continue to provide all of the same services in the same ways. As a result, difficult decisions will have to be made about which services are provided and how these are delivered but our focus, as always, will be on the young people whose lives are directly or indirectly affected by the services we provide. The EA in all its activities will endeavour to support the Programme for Government to improve educational outcomes; reduce educational inequality; improve the quality of education and the skills profile of the population. The EA also recognises the fundamental role it has in other NI Executive priorities such as the economy and the wider success of Northern Ireland. These are exciting and challenging times for EA as we continue the process of transformation and seek fundamentally to transform education administration for the benefit of future generations of children and young people. 4

5 2. The Equality and Human Rights Function The high level structure for the Chief Executive s office is under development and will include the provision for an Equality and Human Rights function. Vision EA will become a leading organisation for the promotion of equality of opportunity; good relations, disability equality and compliance with human rights. It will ensure that its statutory equality requirements are visibly addressed in all decision-making affecting the delivery of services, its employment of staff and procurement of both goods and services. Objectives To establish a common understanding of the role of leadership in driving forward the promotion of equality of opportunity, good relations, disability equality and human rights; To provide accessible advice and guidance to all EA Directors, managers and employees to enable them to effectively carry out their roles and responsibilities under the legislative framework; To develop internal competence in terms of the necessary skills and knowledge to ensure the effective implementation of EA s equality scheme and its associated action plan; To facilitate and develop effective methods of communication and engagement with the community, voluntary and trade union sectors, and other relevant stakeholders on the implementation of EA s statutory equality duties; To ensure comprehensive monitoring and reporting of progress on EA s implementation of its statutory equality duties to its Board, employees, trade unions and the community and voluntary sectors. Services to be delivered To assist EA in the achievement of its objectives in relation to matters connected with the promotion of equality of opportunity and good relations, disability equality and human rights. To facilitate the fulfilment of EA s Section 75 statutory duties and its disability duties across all of its functions (including service provision, employment and procurement) through the effective implementation, monitoring and review of its equality scheme and its associated equality action plan. To develop, implement, monitor and review a programme of communication and training with the aim of ensuring that Board members and employees are made fully aware of EA s statutory equality and disability duties and understand the commitments and obligations of EA s equality scheme and its associated action plan. To develop, implement, monitor and review a programme for EA s consultees, to raise awareness of its statutory equality and disability duties and commitments, as specified in the equality scheme. 5

6 To ensure that equality screening, equality impact assessments and consultations are conducted in accordance with the guidance published by the Equality Commission for Northern Ireland. To develop partnership arrangements with community, voluntary, trade unions and other public bodies to ensure the effective implementation of the legislative framework. To ensure that fora and mechanisms exist to sustain open engagement with the community, voluntary and trade union sectors on the implementation of EA s statutory equality and disability duties. To contribute to the development of models of good practice in the promotion of equality of opportunity and good relations, disability equality and human rights through partnership working with statutory equality bodies. To develop innovative and dynamic approaches to mainstreaming equality at all levels within EA. To establish internal mechanisms to drive and monitor progress on the implementation of EA s statutory equality and disability duties and its diversity and human rights programmes of work. To monitor progress, and conduct reviews as appropriate, on the implementation of the statutory equality and disability duties, including submitting to the Equality Commission for Northern Ireland an annual progress report and five year review of EA s equality scheme. To ensure arrangements are in place to facilitate public access to information and services provided by EA in accordance with its equality scheme. This will include the management of information related to the implementation of EA s statutory equality and disability duties on its website. To ensure that arrangements are in place to deal with complaints under EA s equality scheme. To monitor, review and implement legislative development, as appropriate. 6

7 3. Job Description Job Title: Responsible to: Responsible for: Head of Equality and Human Rights Chief Executive The post holder will be responsible for the function s budget allocation Location: As this role has regional responsibility, the working location is flexible, and will be agreed with the Chief Executive Job Purpose: The post holder will be responsible for the development and establishment of an Equality and Human Rights function, and for leading the design, implementation and continuous development of a policy framework that will ensure that EA meets its statutory duties under the: Northern Ireland Act 1998; Disability Discrimination Act 1995, as amended; Human Rights Act A key focus of the role is to promote and embed an equality culture that places equality of opportunity and good relations at the core of EA s policy making, policy implementation, policy review and service delivery. The post holder will support the Chief Executive and the Board as lead equality advisor, ensuring compliance with EA s statutory equality and disability duties and its Human Rights legislative framework. The post holder will also share corporate responsibility with the EA Directorates for providing strategic direction and leadership to ensure the achievement of EA s corporate equality objectives. 7

8 Context The mainstreaming of equality is part of the public policy agenda, which is ultimately aimed at developing policies and services that address the needs of all people, especially those experiencing inequalities. The successful development, implementation and review of a comprehensive equality strategy will be a critical factor in the successful establishment of a fit for purpose organisation capable of delivering high quality services for children and young people and improving educational outcomes. Strong leadership is necessary to ensure that EA s statutory equality and disability duties are integrated into core business activities and put into effective and visible practice. Main Duties and Responsibilities: To develop and lead on the implementation of EA s equality scheme and supporting action plans, whilst ensuring alignment with wider organisational strategies and service delivery plans. To facilitate the fulfilment of EA s Section 75 equality duties and its disability duties across all of its functions (including service provision, employment and procurement) through the effective implementation, monitoring and review of its equality scheme and its associated equality action plan and the corporate planning process. To advise and assist directorates on the implementation of the equality scheme, particularly in respect of: policy formulation, equality screening, equality impact assessments, consultations and on-going monitoring and review procedures ensuring this work is conducted in accordance with the guidance published by the Equality Commission for Northern Ireland and EA s equality scheme. To develop, implement, and embed a communication and training programme to ensure awareness within EA of its statutory equality and disability duties and understanding of the commitments and obligations within its equality scheme and action plans. To lead, facilitate and encourage the (re)organisation, improvement, development and evaluation of policy and processes, so that an equality perspective is incorporated into all policies at all levels of the policy-making process. To develop effective working relationships in order to coordinate the corporate management and implementation of EA s work in equality and diversity, through participation in meetings of senior officers and other working and consultative groups or project teams as necessary. To develop effective relationships and maintain a network of contacts with a range of external and partner organisations including statutory equality bodies, the community, voluntary, trade unions and other public bodies to ensure the effective implementation of EA s equality, good relations, disability equality and human rights obligations. 8

9 To contribute to the development of models of good practice in the promotion of equality of opportunity and good relations, disability equality and human rights through partnership working with statutory equality bodies. To develop innovative and dynamic approaches to mainstreaming equality at all levels within EA. To monitor progress, and conduct reviews as appropriate, on the implementation of the statutory equality and disability duties, and submit to the Equality Commission for Northern Ireland an annual progress report and five year review of EA s equality scheme. To ensure arrangements are in place to facilitate public access to information and services provided by EA. This will include the management of information related to the implementation of EA s statutory equality and disability duties on its website. To ensure that arrangements are in place to deal with complaints under EA s equality scheme. To monitor, review and implement legislative developments to ensure on-going compliance, and to drive a future-focused Equality and Human Rights function. To manage and ensure the operational effectiveness of the Equality and Human Rights function. To benchmark the EA Equality function with best practice ensuring the continued provision of an effective, efficient and economic service. This job description is intended to indicate the broad range of responsibilities and requirements of the post. It is neither exhaustive nor prescriptive. EA reserves the right, in consultation with the post holder, to amend the job description to meet the changing needs of the organisation. 9

10 4. Person Specification Essential Criteria: Applicants must, by the closing date for applications, meet the following essential criteria: 1. A bachelor s degree (UK Qualification and Credit Framework Level 6) or an equivalent or higher qualification. 2. A minimum of two years experience of the development, implementation and review of equality and diversity policies, practices and procedures, under the equality and/or human rights legislation* for specified public authorities in Northern Ireland. * This relates to the statutory equality duties under Section 75 of the Northern Ireland Act 1998 and the disability duties under the Disability Discrimination Act 1995, as amended and the Human Rights Act Experience of working in at least four of the following specialist areas: Development, implementation and review of an equality scheme, under Section 75 of the Northern Ireland Act Implementation of the Disability Duties under the Disability Discrimination Act 1995, as amended. Assessment of the equality impacts of policies adopted or proposed to be adopted by a public authority, on the promotion of equality of opportunity and good relations through equality screening and equality impact assessment. Development of strategies and policies to ensure service users and consultees have access to information and services. Engagement in consultation with the public or external service users and analysis of the outcomes. Implementation and roll out of an efficient on-line training programme for a large body of staff including mechanisms to validate learning and its application. 4. A full understanding of all aspects of equality and diversity management, and awareness of its relevance for education policy, and its implications for the delivery and development of public services. 5. Proven effective stakeholder engagement and influencing skills to successfully bring about organisational change and achieve strategic outcomes. 10

11 6. Proven ability to manage an extensive programme of work across a multi-disciplinary, geographically dispersed organisation, driving new and innovative ways of working and excellence in service delivery. 7. The post-holder must have access to a form of transport to meet the requirements of the post. Desirable Criteria If it is necessary to further shortlist those candidates who meet the essential criteria, the following desirable criteria will be applied in the order listed: 1. Management of organisational change projects. 2. Demonstrable experience of drafting and implementing policies which have an impact on schools, children and young people and the general public. 11

12 5. Terms and Conditions of Appointment Length of Contract This is a permanent appointment. The first 26 weeks of appointment are probationary, at the end of which, subject to a satisfactory performance report the appointment will be confirmed. Salary 51,899-54,613 NJC Education Officer Points Hours This is a full-time role. The normal hours of work are 36 per week however the post-holder will be required to work the necessary hours to successfully carry out the duties of the job. Annual Leave The annual leave entitlement for the post is 27 days per annum increasing to 33 days after 5 years service. In addition, there are normally 12 public and extra statutory holidays in any leave year. The annual leave year runs from 1 April to 31 March. Pension Scheme Membership of the Local Government Pension Scheme for Northern Ireland is available. The EA will enrol you in the Scheme on a contractual basis and contributions from the Scheme will be deducted from your pay. Further information is available on the NILGOSC website at Location A base location may be discussed and agreed with the Chief Executive. As the role carries regional responsibility, travel across Northern Ireland (and on occasion further afield) will be required in order to attend meetings and fulfil the full range of duties and responsibilities. 12

13 Pre-Appointment Checks Appointment is subject to the completion of satisfactory pre-appointment checks which include: Confirmation of eligibility to work in the UK. Access NI screening (if required for the post). Completion of satisfactory pre-employment health screening. Receipt of two satisfactory references references will only be taken up for the preferred candidate following final interview. Provision of documentary evidence of qualifications as listed in the person specification. Contract A contract of employment containing full terms and conditions will be issued to the appointed candidate. 13

14 6. Recruitment and Selection Process Submission of Completed Applications Completed application forms must be submitted 2pm on Tuesday 28 March Completed applications can be ed to Applications can also be submitted by post or hand delivery to the Chief Executive s Recruitment Unit, 40 Academy Street, Belfast, BT1 2NQ. It is the applicant s responsibility to ensure that the form is received by the closing date. Late applications will not be accepted unless there are extenuating circumstances. Applications must bear the correct amount of postage as any shortfall may lead to a delay in delivery and the closing date may be missed. Candidates are reminded that the application form must be fully completed. Incomplete application forms will not be considered. Faxed applications will not be accepted. CVs, letters or any other supplementary material will not be accepted in place of, or in addition to, completed application forms. Additional information received after the closing date will not be considered. It is therefore essential that applicants indicate on their application form how and to what extent their qualifications, skills and experience are relevant to the selection criteria outlined in the person specification. Any candidate experiencing difficulties completing their application form because of a disability should contact the recruitment team via (recruitmentunit@eani.org.uk) or by telephone on Applications will normally be acknowledged by . If you do not receive an acknowledgement within three working days of submission please contact the recruitment team. Enquiries Please or call the Chief Executive s Recruitment Unit on (028)

15 Guidance for Applicants It is imperative that applicants demonstrate on their application form how and to what extent they meet the selection criteria outlined in the person specification. If you do not provide sufficient satisfactory evidence, including any appropriate dates needed to meet the requirements, your application will not be shortlisted. Only those whose responses meet the high standard expected for this role will be shortlisted. Do not use acronyms or complex technical detail. Write for the reader who may not know your job, service or function. Write down clearly your personal involvement in any experience you quote. Write I statements e.g. I planned meetings, I managed a budget, I prepared a presentation. It is how you actually carried out a piece of work that the panel are interested in. Identify examples which showcase your achievements, for example where you have responded to challenging circumstances or delivered business impact. Provide tangible evidence where possible. The examples you provide should be concise and relevant to the criteria. It is your unique role the panel are interested in, not that of your team or division. Only the employment history and selection criteria sections of the application form and the organisation chart will be made available to the selection panel. In preparing your application form you may wish to think about having a clear structure for each of your examples, such as STAR : Situation briefly outline the situation; Task what was your objective, what were you trying to achieve; Action what did you actually do, what was your unique contribution; and Result what happened, what was the outcome, what did you learn. Remember that the panel will be most interested in what you actually did and what happened. The selection panel reserves the right to shortlist for assessment and interview only those candidates that it believes best meet the selection criteria. 15

16 Selection Process 1. Initial Screening All applications received by the closing date will initially be screened by the Recruitment Unit to check they have been properly completed. Any applications which have not been properly completed will be deemed invalid. 2. Shortlisting The selection panel will meet to review the completed application forms in relation to the essential criteria. The information you provide in relation to these criteria will be assessed to determine to what extent you meet these requirements. Only those applicants whose responses meet the high standards expected for this role will be invited to the next stage. In the event of an excessive number of applicants, EA reserves the right to apply the desirable criteria in the order specified. It may not be necessary to use any or all of the desirable criteria. 3. Interview and Assessment Shortlisted candidates will be invited to attend a panel interview. This will include an unseen presentation designed to assess the selection criteria as set out in the person specification. Further details will be provided with the invitation to attend interview. Anticipated dates for the selection process are as follows: Closing Date: Tuesday 28 March 2017 Shortlisting: Wednesday 10 May 2017 Interview and Presentation: Wednesday 24 May 2017 Please note that it may not be possible to reorganise any stage of the selection process because of unavailability of applicants. 16

17 7. Equal Opportunities The Education Authority as an employer is fully committed to the promotion of equality of opportunity in employment to all, irrespective of sex, marital status, pregnancy or maternity leave, civil partnership status, sexual orientation, gender reassignment, religious belief, political opinion, race, disability, age and trade union membership or non-membership. 17