Job Title: Region: Base: Reports to: 1. Main purpose of the role Regional Young People s Services Manager Regional - TBC National Head of Operations YP Services The purpose of this role is to provide inspirational leadership, excellent management and clear direction to a diverse range of Young People s (YP) Services across the region. You will have overarching responsibility for regional service development, ensuring performance is high and targets are achieved, while building and maintaining strong stakeholder relationships and exploring opportunities to improve and expand our service offer for young people. The post holder will support the National Head of Operations in aspects of enhancing business quality, risk and financial management, innovation and growth within the national YP portfolio. 2. Reporting and working relationships Reporting relationships: The role will report directly to the National Head of Operations YP Services The role will supervise YP Service (or equivalent) Working relationships: This role is vital to the development and continuity of service provision, necessitating a flexible approach to collaborative working. National Head of Operations - YP Peers Service Service users Regional YP Services Manager North & Midlands Regional YP Services Manager South & Wales CGL Central Support Services Regional YP Lead Commissioning YP Service North & Midlands YP Service South & Wales Partner agencies Funding bodies 1 of 8
3 Role-specific responsibilities 3.1 To provide excellent line management support to YP Service (or equivalent), both via direct and in-direct line management structures (e.g. integrated YP/Adult services), to ensure service delivery is safe, effective, evidence based, innovative and outcomes focussed. 3.2 3.3 3.4 3.5 3.6 3.7 3.8 3.9 3.10 3.11 3.12 3.13 3.14 To provide monthly supervision and annual appraisals for all direct reports, ensuring development and performance management in a learning environment. To ensure that all CGL YP projects and services are delivered to a high standard in line with organisational policies, procedures and best practice. In partnership with CGL s central governance structures, to support the development and implementation of operational policies so that services are effectively delivered, controlled and monitored via agreed reporting mechanisms. To work closely with Service, Project Accountants and National Head of Operations to ensure accurate financial management control on local and regional budget responsibilities. To ensure effective and productive internal relations with CGL Central Support Services to support the consistent development and implementation of national systems, processes and procedures. This includes, but is not limited to: Marketing, Learning & Development, HR, Data, Quality and Finance. To ensure YP services regionally have robust procedures in place for safeguarding children, young people and vulnerable adults. To maintain a high level of dialogue and public relations with partner agencies and commissioning bodies, offering expert consultancy support, supporting performance development and building partnerships. To work closely with CGL Directors, Services and Heads of Services in supporting the development, performance and budget management of integrated YP services. To provide co-ordination and chairing for regional management meetings, as well as thematic work-streams where appropriate. To provide ongoing scrutiny of local, regional and national data in ensuring proactive and targeted performance management. To provide key leadership/coordination for the implementation and mobilisation of new YP contracts regionally. Under the direction of the National Head of Operations, to support the development of business growth regionally. To ensure CGL s corporate strategy and identity are reflected by all CGL s YP services, both within and outside the organisation. 2 of 8
3.15 To undertake any other appropriate tasks that may be allocated by the National Head of Operations or Director, for the benefit of services within the YP remit as well as CGL in general. 4 CGL s commitment to you CGL works within the following framework and requires all employees to do the same. 4.1 4.2 4.3 4.4 qual Opportunities CGL are committed to creating an inclusive environment, which celebrates difference and allows our staff and service users to flourish. CGL are committed to promoting and ensuring anti discriminatory practices through our organisational values, policies and procedures, which we expect all staff to promote and adhere to. CGL expect all staff to challenge prejudice and discrimination, to support staff with this we offer robust supervision alongside training and development opportunities to continually improve equality, diversity and inclusion practises. Vision CGL enables people to make the positive changes necessary to lead independent and purposeful lives and create safer, healthier communities. Career Development and Progression CGL is committed to providing its staff with opportunities for personal and professional development. We provide an internal training and development programme and aim to keep all our people up to date with new legislation and trends in social care work, with specialist training provided as required. Where appropriate, staff undertake external training courses in line with their development needs. Safeguarding CGL are committed to ensuring the safeguarding and wellbeing of children and adults at risk, and all applicants will be required to demonstrate understanding of and commitment to best safeguarding practice. 5 Your commitment to CGL 5.1 5.2 CGL Vision and Values Promoting and understanding the values and vision if CGL. To understand what it means to you in your respective role, to your team and to service delivery. Children and adults at risk Demonstrating an understanding of and commitment to best safeguarding practice, making awareness of documentation and referral pathways at your service a priority and taking immediate and appropriate action as necessary. 3 of 8
5.3 5.4 5.5 5.6 5.7 5.8 Boundaries and behaviours Observing professional integrity in relationships with service users, peers and other relevant professionals. Health & Safety Being responsible for your health and safety and that of colleagues and service users. mployees should co-operate with management and follow established systems of work. quality, Diversity and Inclusion Being committed to helping to build an organisation that respects and values the diversity of all staff, making our services accessible and inclusive, regardless of an individual s protected characteristic (age, disability, gender reassignment, marital or civil partnership status, pregnancy or maternity, race, religion or belief, sex and sexual orientation) recovery status or offending background. Confidentiality Treating all information acquired through the course of your employment as confidential and complying with all the appropriate policies, systems and procedures. Information Governance Applying information governance processes to ensure all necessary safeguards are in place regarding personal information and its appropriate use about our service users, workforce and members of the public. Continuous Professional and Personal Development Working within a learning organisation, seeking learning opportunities either by attending learning and training events either externally or internally to improve and broaden their knowledge and skills and develop the personal qualities required in their professional lives. The above is an outline of the post holder s duties and responsibilities. It is not intended as an exhaustive list and may change from time to time in order to meet the changing needs of CGL. Any change will be made after a proper period of consultation. This post is subject to a Disclosure and Barring Service check at an enhanced level. (Applies to all roles where regulated activity is undertaken.) Staff will need to work flexibly across operational sites as required and to work flexibly within an agreed number of hours to maintain the most appropriate level of service provision. This may involve evening and weekend working. 4 of 8
CGL s Competencies: CGL s Management Competency Framework articulates underlying characteristics that all managers are required to demonstrate and can be used for identifying strengths, development opportunities and performance management. Judgement Communication & Influence Open mindedness motional Intelligence Diversity mpowerment Courage Deliver results These are supported through training, appraisal and supervision to ensure our Team Leaders are able to perform to the best of their ability, support their teams, model the values of the organisation and develop their own leadership skills. We expect our Values to be at the heart of everything we do: Focus we focus on the service user as the way to achieve positive change for the individual and community at large. mpowerment - allows service users and employees to reach their full potential and achieve their ambitions. Social justice - a shared commitment as individuals and as an organisation. Respect - for each person we engage, without reservation or judgement. Passion being driven by innovation and determination to bring about the safest, healthiest outcomes for individuals and communities. Vocation - means our work is more than just a job. Person specification ssential and desirable requirements ( & D) for the role and assessing and testing the necessary level of competence required for this role either via the application form; interview; and/or exercises. Please note - applicants are asked to evidence their ability to meet each aspect of the person specification below, e.g. by highlighting relevant key achievements and duties held within roles. 1 ducation, knowledge and experience 1.1 Significant experience of working within YP Services. 1.2 Significant middle to senior management experience, including experience of project development and change management. 1.3 xperience of managing a broad portfolio of YP Services. 5 of 8
1.4 1.5 Demonstrable experience of working independently to a high level of delegated authority. xperience of outcome and performance management, with demonstrable evidence of meeting demanding targets and deadlines within financial constraints. 1.6 Demonstrable experience of managing complex financial budgets. 1.7 xperience of tender or bid writing as well as supporting service implementation and/or mobilisation. 1.8 xperience of operating and influencing effectively in a political environment. 1.9 1.10 1.11 1.12 xcellent understanding of national best practice guidance and evidence based interventions in relation to the delivery of YP substance misuse services. Knowledge and understanding of national strategy, policy and research in relation to YP substance use. Level 4 relevant qualification or above (A Level, Diploma, NVQ L4, BA, MBA), in business management, social care, or other equivalent industry/role linked qualification. xperience of regional or area management within substance misuse or a related field. D 2 Abilities and skills 2.1 vidence of ability to utilise a broad range of leadership styles. 2.2 Strong presentation skills and ability to produce coherent reports on complex issues. 2.3 Computer literate in variety of software packages. 2.4 Ability to travel between existing and any new premises across CGL regionally. 2.5 Ability to influence and respond to Regional and National media. D 2.6 Ability to chair management meetings effectively. D 2.7 Knowledge of local services and geography. D 3 Working within CGL s framework of commitments to employees 3.1 A commitment to engaging with, understanding and promoting CGL s values and vision. 3.2 An understanding of and commitment to safeguarding best practice. 3.3 An understanding of the importance of professional integrity in relationships with service users, peers and other relevant professionals. 6 of 8
3.4 A responsibility for your own health, safety and wellbeing as well as those around you (e.g. colleagues and service users). 3.5 An understanding of and commitment to quality, Diversity and Inclusion best practice with a particular focus on engagement with hard to reach and marginalised service users. 3.6 An understanding of and commitment to treating all information acquired through the course of your employment as confidential, both during and after employment ends. 3.7 An understanding of information governance processes and a commitment to follow and apply all necessary safeguards. 3.8 A commitment to seek learning opportunities to improve and broaden your own professional knowledge and skills and to contribute to and where relevant oversee the learning of others. Authors Version number Date Initials Initials Year 1.0 July 2017 RU KF 2017 7 of 8