APPLICATION PACK
JOB TITLE: /Graduate Trainee Performance Analyst
LOCATION:
/Lewes
HOURS:
/ 37 hours per weekREFERENCE: /
GRAD
SALARY:(see FURTHER INFORMATION) / Starting salary:£20,460 per annum during Graduate Trainee period.
After successful completion of Graduate Trainee period, post will change to Performance Analyst and be paid at:
Starting Salary: £24,015 per annum
Rising to: £24,965 per annum
Top of scale: £25,802 per annum
CLOSING DATE: / Noon, Friday 6th May 2016
INTERVIEW DATE: / Tuesday 17th May 2016
FURTHER INFORMATION
All salary scales at Southdown include several points. This recognises the value of staff who we believe generally develop their skills through experience within the job and the Association. New staff are usually appointed at the bottom of the scale with further increments awarded in April with each year of service, until the top of the scale is reached.
JOB DESCRIPTION
JOB TITLE:Graduate Trainee Performance Analyst
ACCOUNTABLE TO:Senior Performance Analyst
WORK LOCATION: Organisational Support Services, Lewes
As this is a graduate trainee post, the postholder will be given an initial set of objectives to work through as they learn through experience in the workplace during their first 6 months. If they achieve these objectives, they will be accelerated to a higher payscale point. They will not be expected to fulfil all requirements of the following job description on entry.
OVERALL PURPOSE OF THE JOB
The postholder will be the lead Performance Analyst for one or more service contracts. They will be responsible for the extraction, analysis and presentation of high quality performance information, ensuring data is available in a timely manner and continues to meet the changing needs of the organisation and our commissioners.
MAIN AREAS KEY DUTIES AND RESPONSIBILITIES
Extract and analyse information from our key client database, In-Form.
Produce high quality internal reports and external submissions in a timely manner, adding analytical commentary where required.
Present information in a clear and logical structure, tailoring it for the target audience using graphs and charts where appropriate and following reporting templates where required.
Work closely with the Workforce Information Analyst to ensure staffing data is embedded into reports as required.
Attend, and provide performance related input to, divisional and departmental meetings as required.
Use data and statistical methods to detect patterns and trends as well as predictive modelling.
Update and check key assumptions behind the quantitative analyses to ensure information is kept contemporary and useful.
Action new requests for information, liaising with service managers and performance colleagues to ensure these are addressed in the most effective and efficient way.
Design In-Form dashboards, side bars and auto emailed reports appropriate to the needs of the service.
Produce ad-hoc reports when required, reviewing requests with colleagues to ensure a consistent approach.
Undertake data quality audits as required.
Retain working and final documents within the agreed electronic filing system.
Proactively identify data quality issues and flag these to the appropriate manager and/or the database coordinator, inputting into discussions on how these can be rectified as required.
Input into database developments and work with colleagues in the assessment of In-Form change requests.
Assist in demand and capacity modelling and business case analysis as required.
Deliver performance related training, including outcomes training, as required.
Respond to staff enquiries including relevant queries received via the In-Form support facility.
Each post holder will have a specific responsibility of supporting their allocated contracts, but will need to provide cross-cover for other team members should it be required.
General
Reflect on your work by yourself and with others.
Attend and participate in appropriate training.
Use a variety of opportunities for learning, including practicing skills in front of others and receiving feedback, to improve practice.
The postholder will be required to carry out other duties as may arise, develop or be assigned in line with the broad remit of the post.
PERSON SPECIFICATION
GRADUATE TRAINEE PERFORMANCE ANALYST
Essential
/Desirable
Experience
Producing, analysing and interpreting complex statistical information
/ Extracting data from databases
/ Presenting information to others both verbally and in writing
/ Proactively analysing data in order to identify issues or trends
/ Bringing together data from multiple sources
/ Undertaking data quality checks
/ Work experience within the mental health, housing support or employment support sectors
/ Knowledge
Understanding of common mathematical formulae
/ Understanding of data protection and data confidentiality
/ Understanding of the challenges when using qualitative and quantitative data
/ Forecasting and data modelling
/ Awareness of the importance of data quality
/ Skills
Interpreting data and identifying trends
/ Presenting complex information tailored, appropriate to the audience, including raw data, graphically and verbally
/ Interpreting externally defined data requirements
/ Good to advanced Excel skills
/ Excellent verbal and written communication
/ Proficient in Word and Outlook
/ Excellent interpersonal skills
/ Attention to detail
/ Working as part of a team, but also taking responsibility for own work /
Dealing appropriately with confidential information /
Qualities
Positive attitude toward Southdown’s diverse client group and the aims and objectives of the organisation /
Commitment to providing choice and control to clients and customers wherever possible /
A solution focused approach and an ability to use own initiative in identifying and solving problems /
Friendly, open disposition, with a flexible approach to work /
Even tempered, able to cope with emergencies and stressful situations /
Can be trusted to work alone and ask for help and support when needed /
A willingness to assist colleagues when required /
Qualifications
Graduate level qualification
/ Qualification or module in statistics or related subject
/ Special Conditions
Ability to travel to other Southdown locations
/ A Disclosure and Barring Service check will be carried out on the successful applicant
GENERAL INFORMATION
Southdown Housing Association Limited is a registered society under the Co-operative and Community Benefit Societies Act 2014. Southdown is also regulated by the Homes and Communities Agency as a registered provider of social housing.
Southdown was established in 1972 and is one of the largest not-for-profit specialist providers of care, support and housing services to vulnerable people in Sussex.
We support people with learning disabilities, people facing mental health challenges and those at risk of homelessness or severe hardship. We provide holistic and tailored care and support that focuses on all of a person’s needs be they physical, economic, psychological, social or spiritual.
Everything we do is driven by the individual needs and aspirations of the people we provide care and support for. We involve our clients in the quality review and ongoing development of our services.
We believe the best way to increase people’s independence is for staff to work alongside them and coach them to develop their skills and confidence to take action and responsibility to achieve their personal goals.
We track and monitor the impact our services have on the people that use them. As well as regular satisfaction surveys, we also undertake detailed research to look at what works, for whom and in what circumstances.
We are a robust and successful organisation with a turnover of £24.5 million. We are governed by a Board of 12 members. We employ over 950 staff who we value and invest in. We have an excellent reputation for staff training and development.
We provide value for money. Whilst we’ve had to find ways to reduce our costs due to public sector budget cuts, we have not compromised on quality. We work with commissioners to deliver cost-savings whilst keeping people’s needs at the heart of what we do.
Contracts with local authorities and NHS Clinical Commissioning Groups (CCGs) for East and West Sussex and Brighton and Hove supply most of our income to provide our services.
Data Protection Statement
The Data Protection Act 1998 requires that any staff handling personal data on others must follow certain principles in relation to the data that they hold. Individuals have rights of access to data that is held on them and rights to claim for damages if various offences occur. This covers manual as well as computerised records.
In implementing the legislation, Southdown adopts a simple and straightforward policy that is, so far as is possible, easy to understand and unambiguous in its application. This is best achieved by adopting the principles of openness, which will, in turn, contribute to the fostering of open and honest management. The Association should not keep on record any information, opinion or judgement that we would not be comfortable showing to its subject and explaining and justifying if called upon to do so.
Application Records
Applicant records will only be made available to appropriate persons involved in the selection process. Details will be stored securely at all times.
Where individuals have not been successful, applicant records will be held for a period of twelve months.
Diversity and Equality Monitoring Form – This is destroyed after twelve months whether the applicant is successful or not.
Diversity & Equality
At Southdown, we pride ourselves on creating a culture that challenges prejudice and values diversity. We are committed to ensuring that all staff and service users feel welcome and are not discriminated against or treated unfairly.
We recognise that certain groups and individuals in society are disadvantaged because of discrimination experienced as a result of, race, nationality, belief or religion, physical or mental disability, health status, marital status, sex, sexuality, trade union activity, caring responsibilities, criminal convictions unrelated to the job, age or class.
Southdown believes that such direct or indirect discrimination is wrong and will ensure that the policies and practices of the Association in recruitment provide equal treatment for everyone. Adherence to our Diversity and Equality Policy is a condition of service for staff, and a copy of the policy is given to all staff and job applicants.
All managers are trained in anti-discriminatory recruitment practice. The diversity of our staff is monitored to ensure we continue to represent the diversity of the local communities. We are accredited by several national bodies for recruiting staff to best practice standards including Investors in People, Stonewall, Mindful Employer, Positive about Disabled People and Stonewall.
EX-OFFENDERS & THE RECRUITMENT PROCESS
Introduction
As an organisation using the Disclosure and Barring Service (DBS) to assess applicants’ suitability for positions of trust, Southdown Housing Association complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.
Southdown is committed to the fair treatment of its staff, as indicated by its Diversity & Equalities Policy Statement, including those with an offending background.
Southdown welcomes applications from a wide range of candidates and would consider those with criminal records. We select candidates for interview based on skills, qualifications and experience.
However, we will exclude candidates who do not comply with the requirements imposed by regulatory bodies that set standards for the staffing of the services we provide.
Recruitment
1.For those positions where a Disclosure is required, application forms and job adverts will specify that a Disclosure will be requested in the event of an individual being offered the position.
2.Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent confidentially to the Human Resources Department and we guarantee this information is only to be seen by those who need to see it as part of the recruitment process.
3.The nature of jobs within Southdown allows the Association to ask questions about an applicant’s entire criminal records including ‘spent’ convictions.
4.We ensure those within Southdown with a decision making role in the recruitment process have been trained to identify and assess the relevance and circumstances of offences. We also ensure they have received guidance and training in the Rehabilitation of Offenders Act 1974.
5.For shortlisted candidates we ensure discussion takes place on the subject of any offences that might be relevant to the position. Failure to reveal any relevant information relating to any such offences is likely to lead to withdrawal of an offer of employment.
6.We make every subject of a DBS Disclosure aware of the existence of the DBS Code of Practice and make a copy available on request.
7.We will discuss any matter revealed in the Disclosure with the person seeking the position before withdrawing a conditional offer of employment.
Having a criminal record will not necessarily bar someone from working with the Association. This will depend on the nature of the position and the circumstances and background of the person’s offences. December 2012
INFORMATION ON CONDITIONS OF SERVICE
Pension Scheme
Southdown automatically enrols eligible staff in the organisations pension scheme to which Southdown will contribute 2% in addition to the1% paid by you. Other alternatives are available to enable staff who are not eligible to join the pension scheme.
Sick Pay
In the event of your being unable to work because of illness, you would be eligible for occupational sick pay, as set out below:
Length of ServiceOccupational Sick Pay
0-12 months10 days (no more than 5 in the first six months)
12-24 months15 days
24-36 months20 days
36-48 months30 days
48 months or more3 months
NB these figures apply to occupational sick pay only and do not affect your entitlement to statutory sick pay.
Annual Leave
Our annual leave year runs from April to March. The initial leave entitlement is 25 days rising to 30 days after 5 full years of service.
If you work part-time you would receive a proportionate entitlement to annual leave and statutory leave.
Training and Development
Southdown is committed to providing a good standard of training for its staff and you will be encouraged to participate in appropriate training courses. Southdown holds the Investor in People award which acknowledges the emphasis we place on staff learning and development.
The annual Staff Appraisal Review should help reinforce a planned approach to your career development.
All new staff may be required to undertake induction training in house and on specially designed courses.
Supervision
Regular support and supervision sessions are offered to all staff.
Stress Management
Advice, support and training are offered to promote staff well-being
New Employee Staff Support Procedure
New staff joining the Association will be subject to 26 weeks probationary period, which will be reviewed through our Staff Appraisal Scheme at 10 and 22 weeks. Providing that staff satisfactorily complete this period, they will become a permanent member of staff of the Association. On appointment to permanent staff, employees are obliged to give and entitled to receive a minimum of one month's written notice of termination of employment (the notice period will be outlined in the Statement of Particulars of Employment on appointment).
Salary Payments
You will be paid monthly on the last banking day of each month. Your salary will be paid by direct transfer to your Bank.
Other Conditions of Employment
Full details of all conditions are contained in the Staff Handbook.
Disclosure and Barring Service – Enhanced Checks for Regulated Activity
As a safeguard for our service users, Southdown is required to liaise with the Disclosure and Barring Service (DBS), which makes a thorough check into the background of those candidates to whom we have made provisional job offers to work in regulated activity. This is a process we are legally entitled to follow by the Police Act 1997 and the Safeguarding Vulnerable Groups Act 2006.
Obtaining information about an individual via the DBS is called ‘Disclosure’. A DBS Disclosure informs us of information about criminal behaviour, and the details of such record. This then enables Southdown Housing Association to make a judgement about whether the criminal record is such that we consider there potentially to be a danger to our service users.
Please be aware that having a criminal record will not necessarily prevent you from working either directly or indirectly with vulnerable adults. This will depend on the type of offence and the circumstances involved.
At Southdown, an Enhanced Check for Regulated Activity is requested for posts such as:
- Support Workers
- Senior Support Workers
- Deputy / Service Managers
- Floating Support Officers and Assistants
- Employment Specialists
- Senior Posts
Enhanced checks for regulated activity include details of unspent convictions, cautions, reprimands and warnings held on the Police National Computer, and local Police Force information considered relevant by Chief Police Officers. This check also requests information from the Adults Barred list which is maintained by the DBS and replaces the former ISA Adults Barred List.
Adults Barred List:
The DBS Adults Barred List is part of the DBS process for staff undertaking work in regulated activity, and is designed to ensure that anyone who presents a known risk to vulnerable adults is prevented from working with them. It is an offence for barred individuals to seek or undertake work with vulnerable adults and for Southdown, as an employer, to knowingly employ someone on the Adults Barred List.
(Referral of individuals to the DBS Adults Barred List is a statutory requirement where it is considered that the individual has harmed or poses a risk of harm to a vulnerable adult.)
When applying for a post at Southdown please ensure you enter any details of unspent criminal records on your application form.
Disclosure and Barring Service checks are only requested if your application is successful and an Enhanced Check for Regulated Activity is applicable. Further documents will be sent to you at the time a provisional job offer is made to enable us to take up the Enhanced DBS Check for Regulated Activity if this is the case. (Alternatively we will be able to undertake a ‘status check’ with the DBS Update Service if you are registered and you have a DBS check which meets criteria set for the role you are applying for.)