Thankyou foryourinterestinCardiffCommunityHousingAssociation(CCHA).

Wehavebeenprovidinghomesandservicesin acommunitycontext forover35years.Wehaveanactivedevelopmentprogrammeandare involvedin a rangeof community initiativesin the areaswherewework.Wecurrently ownclose to3,000homesthataremainlyfor rent,although wealsoprovide a number oflow-costhomeownershipopportunities.Providinghomesthattenantsareproudofandservicesthey valueisfundamentallyimportant to us.

BeingaBoardmember atCCHAisapositiveandchallengingexperience. TheBoardisresponsibleforshapingandguidingCCHA’sstrategicdirection.We ensureitis well-managedbyour staff team, isfinanciallyrobust andaccountable toour customers,primarilyour tenants,andourmanypartners. OurBoardconsistsof twelvemembers, includingfourCCHAtenants; theyarefrom a widerangeofdifferent publicandprivatesector backgrounds.We workasateamanduseour sharedexpertise tomakesureCCHAachieveshigh standardsof governance.Wecarry out thisdutywith the helpofourseniorstaff, withwhomwehave a verypositiverelationship.

TheBoardand team arecommittedtoour purposeandvalues,andanempathywiththemisthegluethat bindsustogether. Ifthisisforyou,please takethetimeto apply for Boardmembership. I canassureyouthat it isa highlyworthwhileandrewardingrole.

KanizMalekin

CCHABoardChair

BackgroundInformationof CCHA

CardiffCommunityHousing Associationwas set upasaresultof a merger betweenMoorsCommunityHousing Association LimitedandAdamsdownHousingAssociationLimited. Both ofthese organisationswereestablished inthe1970’s.

Wedowhatwedo because ourVisionistoprovideexcellenthomesand servicesandcreate communitieswherepeoplewanttolive.Weworktogetherto:

  • makea differencetopeople’slivesandcommunities
  • create agreatplaceto work
  • bethe best wecan

Themajor sourceofour capitalfunding isSocialHousing GrantfromtheWelshGovernment.Grantsareallocated on theirbehalfbytheCouncil to meetidentifiedstrategichousing priorities.

Weattempt to provide acomprehensiveservice fora widerangeofgroupsinneedofdecent,secureand affordable housing.We caterfor singlepeople,families,olderpeopleand peoplewithparticular needs;suchas thosewithdisabilities.

Wehavean activedevelopmentprogrammewhichprovides much neededrentedaccommodation.We arealsocommittedtodiversifying our services byproviding anagencyrolefor activitieswhicharecompatible withour visionand purpose. Forexample,weare the hostorganisationfor CommunitiesFirst,CardiffAccessibleHomes,CareandRepair Cardiff,and theWelshGovernment’sflagshipLiftProjectaimedatsupporting worklesshousesto find secureemployment.

To qualifyfor BoardMembership,youwillneedtobecome aShare Member ofCCHA.Sharesarelimitedto1perperson andcost£1.Thiscanbe purchasedfollowing application.

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Guidancenotesforcandidates: Completingyourapplicationform

Pleaseread throughthe following guidanceto helpyoucompleteyour application forBoardMembership.

The following documentscanbe found inthe application pack:

IntroductionfromtheChair ofthe Board,Backgroundinformation on CCHA, JobDescription,Person Specification,ApplicationFormandrelevantPrinciplesFramework.

This guidance goesthrougheachsection oftheapplication form andprovidesinformation onhowto completeit.

Section1- RelevantSkills,KnowledgeandExperience:

Youwill beselected for interviewbasedonthissection ofthe application form;thereforeitisessential thatyoutakethisopportunitytodemonstrate therelevantskills,knowledgeand experienceinrelation totherole ofBoardMember.

Insideyour application pack youwill findaPersonSpecification.This sets outtheknowledge,skills and attributeswearelooking for whicharethe maincriteriaagainstwhichyour application will beassessed.

It isimportantthatwhenyoucompleteyour applicationform,youareableto clearlymatchyour skills,whichyouhaveacquired withinpreviousemployment /voluntary/communitywork, etc., totherequirementslisted.

Onlythose applications thatshowtheyhavetheessentialrequirementsthatwearelookingforwill beconsidered further.

It ishelpfultothose shortlisting ifyousetoutyour application forminrelationto therequirementslistedin thePerson Specification.Structuring your application forminthiswaywillplaceyouinabetter positiontobeshortlisted for interviewthanifyoudonotprovidethe informationrequestedinthepersonspecification,or ifthisinformationissetoutrandomly.

Shouldyouwishtoprovidemoreinformation than there isspaceavailable,pleasecontinueonadditionalsheetsofpaper,ensuring that you number anyattachedsheets.

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Section2- PersonalInformation

Pleasenotethatinformationprovidedonthisformwillbetreatedinthestrictestconfidence andisnotprovidedto thosewho carryout theshort-listing process.

Personaldetails

Pleasecompletethepersonaldetailsrequested.

Equalopportunities monitoringform

CardiffCommunityHousingAssociationiscommittedtoequalopportunitiesanddiversity,andtoensurethatwearereceivingapplicationsfromallsectionsofsocietyweask applicants to complete an equalopportunitiesmonitoringform.

Employment History

Youshouldprovidedetailsofyouremploymenthistory,startingwithyourcurrentormostrecentemployer.Pleaseprovideabriefoutlineofyourdutiesforeachjobthatyouinclude,andyour reason for leaving (ifapplicable).

Qualification

Youshouldgivefulldetailsofalleducational,technicalandprofessionalqualifications,withattainmentlevelsandsubjectareasclearlydefined.HRwillneedthisinformationtoensureyouhavethequalificationsrequiredforthejob.Pleasenote thatyouwill berequiredtoprovidecopiesofcertificatesfor qualifications.

Membershipof ProfessionalBodies

Pleasegivedetailsofanymembershipofassociationsorprofessionalgroupsthatyouhold.

Voluntaryactivities

Voluntaryorunpaidworkthatyouhavecarriedoutmayhelptostrengthenyourapplication.Pleasegivedetailsofanyvoluntarywork,interests,hobbies,oranypublicofficeyouhold.

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Section4: Declarations
Declarationof Interest

Withthe exception ofthepaymentofsalariesand expenses,Section1,Schedule 1oftheHousing Act 1996,Determination 1990,prohibitsthe Association from makinganypaymentor granting anybenefit, toanymember oftheBoardorstaff,oracloserelativeof theabove.This wouldinclude anybusinessinwhicha member oftheBoard or staffis a principalproprietor or directlyconcernedinthe managementoftheorganisation.

Allmembersof the Boardandstaffmustcomplete and signaDeclaration ofInterestform uponcommencementto thepostand annuallythereafter.

References

ReferenceswillberequiredforalljobswiththeAssociation.Whereverpossible,yourcurrentemployershouldbenamedassomeonewhocanbeapproachedforareference.Otherreferencesshouldincludepreviousemployersorsupervisorsfromvoluntarywork.Referencesprovidedbyrelativesarenotacceptable.Itishelpfulifyourrefereesareawarethatyouhaveusedtheirnamebeforewecontactthemtoobtaintheinformation.

Availabilityforinterview

Pleasegivedetailsof anydateson whichyouare notavailable for interview.

Ifyourequireanyadjustmentstobemadeintheeventthatyouareinvitedforinterview,please outlinetheminthissection.

Dataprotectionstatement

Thisstatementtellsyouhowtheinformationyouprovideonyourformandthatobtainedfromotherrelevantsourceswillbeusedtoprocessyourapplicationforemployment.BysigningtheapplicationformwewillassumethatyouagreetotheprocessingofyoursensitivepersonaldatainaccordancewithourregistrationwiththeDataProtectionCommissioner.

Declaration

Pleasesignthisdeclarationtoconfirmthattheinformationyouhavegiveninyourapplicationisaccurateandtrueandthatyouareeligibletobeconsideredforboardmembership.Pleaseensureyoureadalloftheeligibilitycriteriaandanswereachone.Ifyou areunableto‘tick’ anypleaseprovidedetailsofwhyona separatesheet.

BoardMember

Team:Board

Line management:None

Staff management:None

Outline of position

To uphold the values, objectives and policies of CCHA and to becollectivelyresponsiblefor directing the successful operation of CCHA in accordance with ourrules, legal,funders and regulatory requirements.

Keyrelationships

  • Chair
  • Vice Chair
  • Treasurer
  • Board Members
  • ChiefExecutive (Secretary)
  • Senior Management Team
  • Governance and Executive Support Officer

Role description

The main duties of Boardmembers are listed below:

  • together with the other Board members, ensure that the values and objectives ofCCHA are met, ensure that policies and plans exist to achieve CCHA’soutcomes and ensure compliancewith the budget, corporate strategy andaccountingframework
  • ensure that CCHA’s affairs are conducted lawfully through a framework ofdelegationand systems of internal control, including a structure for the effectiveidentification and management of risk
  • monitor with other Board members CCHA’sperformance in relation to its plans,budgets, controls and decisions inaccordance with appropriate standards andcodes of conduct, performance and probity, also in respect of customer feedbackand the performance of comparable organisations
  • ensure that CCHA’s functions comply with financial regulation,standing ordersand the Welsh Government’s regulatory requirements
  • to uphold CCHA’s core policies, the Board members’ commitments as outlined inthe Board members obligations agreement, and the requirements of CCHA’sCode of Governance
  • with other Board members, appoint (and, if necessary, remove) the Chair or theBoard and/or the Chief Executive

  • attend and contribute at Boardand Committee meetings, bringing a specificcommunity or other local perspective, skill or professional expertise, but notacting as a representativeof any particular group
  • commit thenecessary time to represent CCHA, attend conferencesand trainingand support staff when needed
  • to plan CCHA’s future by annually reviewing the three year Corporate Strategy
  • to be committed to the promotion and monitoring of equality and diversity inaccordance with the nine protected characteristics defined by the EqualitiesAct2010
  • to ensure CCHA maintains good working relationships with the Audit Committee,its working groups, Welsh Government, the local authority and otherorganisations with which CCHA is involved
  • to contribute to the individual andcollective appraisals to review how well theBoard performs its key roles and maintains its relationships
  • to ensure that all decisions taken by the Board are clear andtransparent andthat responsibility for taking forward action points is properly allocated
  • to represent CCHA at public relations events, e.g. housing scheme openings
  • establish aconstructive working relationshipwith, and provide support for, theChair and the Chief Executiveandensure that the Board as a whole acts inpartnership with theSenior Management Team
  • declare any interests and attain the highest standards of probity, as defined byCCHA’s Standing Orders
  • to respect confidentiality of informationat all times
  • to ensure finances are controlled
  • develop positive and constructive relationships with CCHA’s wider staff team asnecessary
  • to ensure an annual review of the Board’s own performance andreview of thecomposition of the Board and the skills of its individual members, ensuring thatany skill-gaps are remedied appropriately; and
  • to undertake any additional dutiesas described in CCHA’s StandingOrders

Implementation of Job Description

The ChiefExecutive, Chair andBoard Member will beexpected to develop andevolve the requirements of thisposition as part of CCHA’s managementprocess.

BoardMember

Forthepurposeoftheapplicationstageyouwillbeassessedonthoseareasidentified(*)onlyandyoushouldaddresstheseareasonlywithintheapplicationform.

Essential / Desirable / (*)
Qualifications/Memberships
Degreeorhighereducationqualificationinarelevantdiscipline / 
Knowledge
KnowledgeandunderstandingoftheSocialHousingSector /  / 
KnowledgeoftheAssociationanditshistory / 
KnowledgeoflegalandregulatoryrequirementstheAssociationworkswithin /  / 
Knowledgeoffundingandfinancialmanagement / 
Skills
Provenabilitytodevelopandmaintainpositiveprofessionalrelationshipswithboardmembersanditsemployees /  / 
Abilitytocontributetomeetingsinacourteousandorderlymanner,usingtactanddiplomacytoachieveresultsthroughnegotiationandcompromise / 
Abilitytoanalyseandscrutinise /  / 
Theabilitytocommunicatewithawiderangeofaudiencesviabothwrittenandverbalcommunication /  / 
Provenabilitytospeakinpublic / 
Provenabilitytodraftreportsandothertypesofcorrespondence / 
Experience
Providingastrongstrategicdirectionandapartnershipapproachtoworking / 
Supportingorganisationalchange / 
Workingaspartofateam /  / 
WorkingwithintherequirementsoftheDataProtectionsAct,1998,andaprovenabilitytomaintainconfidentiality / 
Experienceofbeingrequiredtoabsorb,commentuponandmakedecisionsaboutformalreportspresentedtomeetings,suchaspolicies,performanceinformationandbudgetreports /  / 
Other
Willingnesstoattendtrainingcourses,seminarsandconferencestogainknowledgeandskillsappropriatetotherole /  / 
AbilitytodemonstrateacomprehensiveunderstandingofEqualOpportunityissuesastheyrelatetotheworkofCCHAandacommitmenttoupholdtheAssociation’spolicesaroundEqualOpportunities /  / 
Values** / Level / (*)
Integrity / 1
Respect / 1
Innovation / 1
Accountability / 1
Fairness / 1
Effectiveness / 1 / 
Leadership practices / Level
Challengetheprocess / 2
Modeltheway / 2
Inspireasharedvision / 2 / 
Encouragetheheart / 2
Enableotherstoact / 2
** Please refer to the PrinciplesFramework (at the end of this application pack) for details of the competencies relating to ourvalues and leadership practices.

Page 1 of10

Applicationfor VoluntaryBoardMember

RefNo:

Forofficeuseonly

Titleofpost:VoluntaryBoardMember

Pleaserefer totheguidancenoteswhencompleting your application form.

Section 1 -Relevantskills,knowledgeandexperience

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Yourassessment ofareasof expertise
Howexperienceddoyourateyourselfinthe following areas? Pleaserateyourselffrom 1to5with1 being veryexperienced and5 being notexperiencedatall.
1 / 2 / 3 / 4 / 5
HousingIssues
RegisteredSocialLandlords
SocialHousing andrelated policyissues
Housing Management
ManagementofHousing withcareandsupport
Housing Design
Managementofbuilding construction programmes
Housing Law
Managementofimprovementor repairsprogrammes
Business
Developmentmanagementofbusinessstrategy
Businessplanning and businessmanagement
Financialand treasurymanagement
Capitalfinancing and banking
Theprivatebusinesssector
Staffing and humanresourcesmanagement
Publicrelations,media and communications
Informationtechnology
Procurement
Projectmanagement
Marketing andsales
Research and PolicyDevelopment
Tenant andcommunityissues
Communityinvolvementinitiatives
Communitydevelopment
Tenantparticipation
Communityregeneration
Other
Equalopportunitiesanddiversitypractice
Commercialand businesslaw
Economicregeneration
Grantfunding
Socialeconomyand enterprise
Sustainable development
GovernmentandWelshGovernmentstrategy

Page 3 of10

Section2-PersonalInformation

RefNo:

Forofficeuseonly

Pleaserefertotheguidancenotes whencompletingyourapplication

Personaldetails
Title ofPost: / VoluntaryBoardMember
Fullname(surnameincapitals):
Address:
Post Code:
Home TelNo: / MobileNo:
WorkTel No:
E-mailaddress:
Doyouhaveavaliddrivinglicense? / Yes / No
Doyouownacar? / Yes / No

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EqualOpportunitiesMonitoringForm
CardiffCommunityHousingAssociationisstrivingtowardsachievingapolicyofEqualOpportunity and aimstotreatallapplicantsforBoardMembership fairly. Informationwillbetreatedconfidentiallyandwillbeusedtomonitortheoperationofourpolicy.Itwillbedetachedbeforeyourapplicationgoesforwardforconsideration.
Name: Dateof Birth: Sex:Male
Female
Transgender
Donotwish todisclose
Sexual Orientation:Heterosexual
GayLesbianBisexual
Donotwish todisclose
MaritalStatus:MarriedSingleDivorcedWidowedSeparated
CivilPartnership/ SameSexMarriagePartner
Donotwish todisclose
EthnicOrigin:African(ExcludingWest Indies)
Asian(ExcludingAfricanAsian)BlackBritish
Caribbean/West IndiesChinese
EuropeanWhiteBritish
Donotwish todiscloseOther (PleaseSpecify)

Religion:AtheismBuddhismChristianityHinduismIslamJudaismSikhism
Donotwish to discloseOther (PleaseSpecify)

Page 5 of10

Page 6 of10

Employment history
Present/mostrecentemployer:
Address:
Datestartedinpresentpost : / Post Held:
Datestartedwithorganisation: / Dateleft(ifapplicable):
Currentsalaryandbenefits:
Briefoutlineofduties:

Please provide furtherdetailsofyour workexperience beforeyour current ormostrecentemployer and continueona separatesheet ifnecessary.

Employersname/address / Post held,brief outlineof duties andreasonforleaving / Dates(from/to)

Page 7 of10

Qualifications / Dates(from/to)
Voluntaryactivities
Pleasegivedetailsofyour interests,hobbies,membershipofanyvoluntaryorganisationsoranypublicofficeyouhold.

Page 8 of10

Section3- Declarations

Declarationof Interest
Withtheexceptionofthepaymentofsalariesandexpenses,Section1,Schedule1oftheHousingAct1996,Determination1990,prohibitstheAssociationfrommakinganypaymentorgrantinganybenefit,toanymemberoftheBoardorstaff,oracloserelativeoftheabove.ThiswouldincludeanybusinessinwhichamemberoftheBoardorstaffisaprincipalproprietorordirectlyconcernedinthemanagementofthe organisation.
AllmembersoftheBoardandstaffmustcompleteandsignaDeclarationofInterestformuponcommencementtothe postandannuallythereafter.
NAME
ADDRESS
STATUS: / BoardMemberApplication
AreyourelatedtoanyBoardMembers oftheAssociation?Ifyes, pleasegivedetails.
…………………………………………………………………………………………………
…………………………………………………………………………………………………
AreyouaprincipalproprietorordirectlyconcernedinthemanagementofanorganisationwithwhichtheAssociationdoesbusiness,ortowhomitmakespayments?Ifyes,pleasegivedetails.
......
......
To your knowledge:
i)DoestheAssociationdobusinesswith,ormakepaymentsto,anyofyourrelatives? Ifyes, pleasegivedetails.
......
......
ii)AreanyofyourrelativesinvolvedinanorganisationwithwhichtheAssociationdoesbusiness,orto whomit makespayments. Ifyes,pleasegivedetails.
......
………………………………………………......
Bysigningthe declarationatthe endofthisapplication;Icertifythatthe abovedetailsare,tothebestofmy knowledge,true.IwilladvisetheChairor theChiefExecutiveoftheAssociationshouldIbecomeawareofthe existenceofany ofthe abovetypesofconflict.

Page 9 of10

References
Pleasegivethe names,positionsand addressesofthree referees,one ofwhomshould beyour currentor mostrecentemployer.Wewill not approachrefereesunlessyour application issuccessful,inwhichcase, wewill contact you first.
1.
2.
3.
Availabilityforinterview
Pleasestatebelowanydates onwhichyouarenotavailable for interview.
Ifyourequireanyadjustmentstobemadeintheeventthatyouareinvitedforinterview,please outlinethem below

Page 10 of10

Declarations :Please confirm thatyouare eligibletobe consideredas aBoardMember (please answer everystatement)
Declaration / PleaseTick
I amover 18yearsold.
I amnotbankruptand I havenotmadea voluntaryarrangementwithcreditors.
I havenotbeen convicted ofa seriouscriminaloffence (inparticular anyoffenceinvolving dishonestyoranyoffenceinvolvingimprisonmentwhethersuspendedornot).
I havenotbeen removed fromthe boardofmanagementofanotherregistered social landlordattheinstigation oftheRegulatoror the RegulatorofRegisteredSocialLandlordsinEngland orScotland.*
I amnotdisqualifiedbytheDepartmentofTradeand Industryfrombeing acompanydirector.*
I havenotbeen a director of acompanywhichhasgoneintosolventadministration.*
I amnotdisqualifiedunder Section 72 of theCharities Act1993from being acharitable trustee.*
I amnotincapableofacting byreasonof a mentaldisorderforwhichI havebeenadmittedto hospitalunder theMentalHealth Act1983orhaveaCourtOrder relating to theillness or someoneappointedto lookaftermypropertyor other affairs.
I amwilling tobecome ashare member ofCCHAat acostof £1.
I haveansweredthe Declaration ofInterestsection ofthisapplicationin full.
*Ifyoucannot tickthisbox(es) pleaseprovidedetailsonaseparatesheet.
I declarethat the information I havegiveninthisapplication is accurate andtrue.
I understandthat providingmisleadingorfalseinformationwilldisqualifymefromappointment or, if appointed, mayresult in mydismissal.
Signature:
Date:
|
The Principles Framework
Linking CCHA Aspirations and Personal Performance
Introduction
The framework focusses on CCHA’s values, customer service principles and leadership practices. They incorporate observable and desired behaviours to ensure a link between performance of all employees, Board Members and CCHA aspirations.
The framework will be applied to all potential and existing employees and Board Membersto aid our recruitment practices, assist with performance management and employee development planning.
Organisational Values
The work of the organisation is underpinned by six values. Values are the beliefs, principles and behaviours that describe what is important to us and our organisation. They highlight the behaviour CCHA aspires to achieve:
  • Respect
  • Integrity
  • Innovation
  • Accountability
  • Fairness
  • Effectiveness
Customer Culture Principles
Incorporated in our values are our eight customer service principles that apply to colleagues, clients and external customers:
  • Make a positive difference in the community and the organisation
  • Understand and engage effectively with the communities we work with and each other
  • Respect, value and trust our communities and each other
  • Believe communication holds the key to our understanding of each other and in providing a great service
  • Always do things with a positive and open mind
  • Believe in a culture of empowerment for the communities we work within and ourselves
  • Believe in equality, diversity and inclusivity
  • Have an attitude of gratitude
Leadership Practices
We have adopted the Kouzes Posner 5 Leadership Principles against which leaders will be assessed.
  • Inspire a shared vision
  • Encouraging the heart
  • Enabling others to act
  • Modelling the way
  • Challenge the process
Please Note:
When using this framework, ensure reference is made to the appropriate level:
-Level 1 - apply to individuals with general and technical expertise, with no management responsibility
-Level 1 & 2– apply to individuals at managerial and strategic level
Level 1 Our Value: Respect
Definition:We seek to understand and engage effectively with the communities we work with and each other. We ensure people feel valued.
Competence Indicator:
  • Demonstrates an understanding of and engages effectively with the communities we work with and each other
  • Respects the legitimacy of customer expectations at all times
  • Demonstrates empathy
  • Appreciates the different values people hold
  • Appreciates people’s feelings, the perceptions and misconceptions we may have and how it affects our work
  • Recognises effort, says thanks, gives praise and celebrates success
  • Is courteous, diplomatic and tactful
  • Speaks positively of others
  • Actively involves individuals from diverse backgrounds and cultures

Level 1 Our Value: Integrity
Definition:We respect, value and trust our communities and each other. We act with openness and transparency.
Competence Indicator:
  • Demonstrates honesty, openness and transparency
  • Is polite and trusting
  • Treats people respectfully and expects to be treated with respect in return
  • Acts in a way that is consistent with what is said and valued
  • Encourages others to value each other and challenge those who don’t, irrespective of their seniority
  • Actively listens in order to appreciate the views of others
  • Identifies what others need to know and ensures key points are communicated clearly, accurately and succinctly in appropriate format
  • Is prepared to challenge and be challenged

Level 1 Our Value: Innovation
Definition: We believe in a culture of empowerment for the communities we work within and for ourselves.
Competence Indicator:
  • Being open to change, adapting to situations and taking the initiative
  • Supporting each other and being solution focused
  • Believe there is ‘always a way’
  • Believe that a positive attitude provides a great service and being a productive member of the team
  • Empower the communities in which we work
  • Encourages creativity and gets involved in shaping new ways of doing things
  • Is open to new ideas and sees change as an opportunity for improvement
  • Looks for and suggests ways to improve current working practices

Level 1 Our Value: Accountability
Definition: We are committed to making a positive difference in the community and the organisation. We take ownership, are responsible and professional.
Competence Indicator:
  • Have a commitment to each other, our aims and objectives and the communities we support
  • Take ownership and be responsible for our actions, whether positive or negative
  • Keep promises and deliver what we say we are going to do
  • Maintain confidentiality with sensitive information
  • Recognise the impact of our behaviour on others
  • Help and support colleagues in their work
  • Take personal ownership in our role and organisational expectations
  • Accepts responsibility and learns from mistakes

Level 1 Our Value: Fairness
Definition: We believe in equality, diversity and inclusivity.
Competence Indicator:
  • Have a greater awareness of both ourselves and others
  • Appreciate people’s feelings, the perceptions and misconceptions we may have and how it affects our work
  • Listen, understand and respond to people’s individual concerns
  • Tailor an approach to meet needs rather than a ‘one size fits all’ approach
  • Embraces and celebrates difference
  • Unbiased and takes actions based on merits of the situation

Level 1 Our Value: Effectiveness
Definition:We always do things with a positive and open mind. We have a ‘can do’ attitude.
Competence Indicator:
  • Having a ‘can-do’ attitude and being proactive, motivated, energised, happy and helpful
  • Be professional and learn from mistakes
  • Consider how we communicate and take responsibility for our communications, no matter what the method
  • Be an active listener; be clear, concise and consistent
  • Accepts constructive criticism without becoming defensive
  • Learns from own mistakes
  • Works through interpersonal conflicts to ensure problems are addressed and relationships are strengthened
  • Try to find the best way to engage your audience and get your message across
  • Share information at all times (where appropriate)
  • Self-motivated and persistent

Level 2 Leadership Practices: Challenge the Process
Definition:Recognition of commercial realities and tendency to look for opportunities to change the status quo and achieve best value services
Competence Indicator:
  • Plans alternative approaches or working methods based on experiences
  • Discusses change with others and makes suggestions for improving performance and value for money
  • Challenges status quo and encourages others to do so
  • Identifies and anticipates long term change requirements
  • Support major change initiatives with passion and a sense of urgency around change
  • Ensure others understand a vision for change by identifying specific directions and goals
  • Recognizes and responds quickly to shifting opportunities and risks
  • Takes responsibility for putting in mechanisms to discuss and develop solutions and improve efficiency with consideration of benefits, potential risk and financial aspects
  • Seek out challenging opportunities that test skills and abilities of self and colleagues and look for innovative ways to improve performance
  • Takes ownership of all financial and performance results within service area

Level 2 Leadership Practices: Modelling the Way
Definition: The manner in which the manager treats others and demonstrates how goals should be pursued
Competence Indicator:
  • Treats others in a fair, impartial and even handed way
  • Encourages others to make decisions for themselves
  • Gives constructive feedback
  • Provides encouragement and enthusiasm to others
  • Informs others when they are doing well
  • Adopts a coaching style and solicits theinput of others concerning the mostappropriate means of completing tasks
  • Sets an example and builds commitment through daily acts that create progress and momentum
  • Show by example the values (CCHA Values and Leadership competencies) they advocate
  • Takes time to understand the concerns and aspirations of the team
  • Ensures individuals understand the overall context of their work, the team’s objectives and the part played by others and how this impacts on overall organisational performance
  • Communicate the business rationale behinddecisions
  • Create a program of excellence and then set the example for others to follow
  • Communicates clear direction (in line with CCHA values) across department and association

Level 2 Leadership Practices: Inspiring a Shared Vision
Definition: The manager’s passionate belief in being able to make a difference
Competence Indicator:
  • Communicates positively amongst team members about the future opportunities for CCHA
  • Participates in discussions around developing association strategies
  • Influences the formulation of the operational plan that addresses long-term needs
  • Develops department goals and objectives in support of the Association’s strategic direction
  • Formulates departmental policies
  • Enthusiastically communicates ideas and around future planning
  • Communicates a compelling vision and generates excitement, enthusiasm and commitment to the future success of CCHA
  • Influences others, persuasively presenting thoughts and ideas to gain commitment and ensure support for proposed ideas

Level 2 Leadership Practices: Encouraging the Heart
Definition:How the manager recognises the contributions of others to the overall success of the organisation
Competence Indicator:
  • Gives constructive feedback
  • Recognises and celebrates individual and team contributions and success
  • Demonstrates understanding and compliance of CCHA performance management system and ensures team members are engaged with it
  • Usesprinciples framework as a guide to provide team members with relevant behavioural examples of their required competency level

Level 2 Leadership Practices: Enabling Others to Act
Definition:The manager’s skill in fostering collaboration and building effective teams
Competence Indicator:
  • Identify training and development needs of team members and continually supports individuals in developing capability
  • Links team development to organisational objectives
  • Creates an environment where people have the necessary challenges and support to be successful
  • Create an environment where teammembers are stretched and consistently push forimproved team performance
  • Identifies where individuals have appropriate skills and knowledge to perform tasks and delegates accordingly
  • Promotes team effectiveness and cooperation by using a variety of processes to support team morale and productivity
  • Demonstrates confidence in own ability and in the ability of others to deliver outcomes when making decisions
  • Arrange appropriate and helpful assignments or other experiences for the purpose of fostering a team learning and development
  • Successfully develops team members for future roles in the Association