Part Time Shop Managers

Part Time Shop Managers

Contents:

How to Apply

Information about Emmaus UK and Emmaus Gloucestershire

Information about Terms and Conditions of Employment

DBS and Rehabilitation of Offenders Policy

Rehabilitation of Offenders form

Equal Opportunities Monitoring form

Application Form

Emmaus Gloucestershire

Part Time Shop Manager £10,820 (24hrs)

Job Description

General

Emmaus is a community that provides accommodation and work for vulnerable people. We are committed to providing support while promoting independence. Staff and volunteers must work closely with Companions while observing appropriate professional boundaries in performing their role. They must also uphold the Emmaus ethos.

The Shop Manager contributes to the overall outcome plan for individual companions, ensuring that they have meaningful work and learning and development opportunities. S/he will advise the support manager and contribute to the Emmaus Gloucestershire strategy for companion employment, skills and development.

Staff are expected to participate in and support solidarity activities undertaken by the Community

Solidarity within the context of Emmaus is the working with groups and individuals towards the alleviation of poverty, social exclusion and suffering and responding to local, national and international appeals for relief and support.

We expect you to carry out your job responsibilities in an environmentally aware manner. Our aim is to ensure all resources are utilised effectively and efficiently. You will be expected to apply sound ‘value for money’ principles in undertaking purchasing or supply of goods and services.

In Emmaus, volunteers are an important resource and make a vital contribution to Emmaus’s aim to take action to help disadvantaged people. You will be expected to encourage, develop and support volunteer involvement in our work.

• Minimum of 1 year working in a retail environment
• Supervising the work of others
• Teamwork
• Customer service
• Stock and cash management

• Retail management
• Recycling or second-hand retail experience
• Working with vulnerable people or people with challenging behaviour
• Working with volunteers

• Demonstration of a belief in and, the ability to, adopt and work within the Emmaus principles
• Understanding of the retail environment

• Retail and trading law
• Health & Safety: fire safety, manual handling, first aid, security
• Homelessness issues

• Good general education

• Customer Care
• Health and Safety
• First Aid
• Other relevant subjects

• Effective verbal communication
• Effective listening
• Ability to stay calm and cope under pressure
• Ability to delegate
• Effective administration, organization and time management

• People Management
• Customer relationship management
• Shop Design and lay out
• Book keeping/ accounting

• A belief in the potential of each individual and an understanding of the importance of community in helping an individual to achieve their potential
• Effective team player, with the ability to lead, work and delegate
• Ability to engage others support
• Enthusiastic
• Commitment to environmental sustainability and social development
• Able to welcome people with no prejudice
• Self-motivated

How to apply

If you are interested in applying for this role, please complete the application form attached. Evidence within your application how your skills, knowledge and experience meet the requirements as set out in the person specification. Please provide evidence of achievements and past experiences to support your responses.

Please note, the role will involve contact with vulnerable people and the successful applicant will therefore be subject to a DBS check. Please ensure you complete and return the Rehabilitation of Offenders Form and Equal Opportunities Form with your application.

Your completed application should be returned to Helen Pemberton no later than the 11th February, preferably by email to , or alternatively by post to:

Helen Pemberton

Re: Shop Manager Application

Emmaus Gloucestershire

Chequers Road

Gloucester

GL4 6PN

Interviews will be held week commencing 16th February 2015

Organisation Details

Year established:1998

Registered Charity No.: 1067483

Registered Company No: 3489376in England and Wales

No. of Employees: 16

No. of Companions: 33

No. of Volunteers: circa 40

Approximate annual turnover: £950,000

Operational footprint:4 Community Homes for 33 Companions in Gloucester

Secondhand superstore & offices in Gloucester

Retail shops in Nailsworth, Cheltenham and Stroud

Key objectives

Emmaus Gloucestershire works to empower and enable homeless and unemployed people who have been excluded by society to regain control of their lives and to discover a sense of purpose by providing home, work, friendship, development and support, and engagement in the Emmaus movement.

We achieve our objectives through:

•Our Community

•Developing our People

•Social Enterprise

•Solidarity

And by adhering to our values:

• Compassion for others in need
• Respect and value ourselves and others
• Integrity
• Work to the best of our abilities
• Solidarity by giving our time and our surplus to help those in greatest need

Main activities and other relevant information

We provide an opportunity for homeless people to find shelter, purpose, friendship and peer support. We have 4 homes in Gloucester for 33 formerly homeless people. (We do not provide emergency access accommodation.)

We provide meaningful work as a means to live, of deriving self-respect and of gaining skills that will be valuable. Companionssign-off state income benefits and agree to volunteer in our social enterprises for 40-hours per week.

We encourage engagement by all Community Members through respect and compassion for each other, by learning to communicate, cooperate and compromise. We nurture a culture of communication, consultation, compassion, engagement and empowerment of all Community Members.

We provide support and opportunities for the development of Community Members. We provide professional one-on-one key work and outcomes-based support to Companions. We invest time and money in training, using business activities as a method to engage people in learning and developing.

We are financially responsible, living within our means and using our surplus to help others, and grow our social enterprises so that we can increase our impact. We give grants of money to other Emmaus organisations and like-minded organisations.

We are involved locally and nationally in understanding and responding to the needs of people who find themselves homeless. Thus, we monitor and consider opportunities for, and methods of, growing our ability to provide support to homeless people.

We fully support the Emmaus ethos of "serving those who are less fortunate than ourselves" (providing solidarity). Community Members volunteer at local charities and events in support of other local charities. We operate a Solidarity Committee that discusses ideas and events for volunteering and fundraising to help other people.

We are a social enterprise, funding the activities of our organisation by running second-hand retail businesses. We currently have four retail outlets and intend to grow our business activities, including possible diversification.

Information about Terms and Conditions of Employment

Salary:Starting salary is £18, 000 per annum (based on a 40hour work week)

Paid Holidays:Employees receive 33 paid days of holiday if you work five days each week. The holiday entitlement includes an allowance for 8 public holidays.

Probation Period:The probation period for this post is six months from the start date.

Pension Contribution:Emmaus Gloucestershire offers a group stakeholder pension scheme into which Emmaus Gloucestershire will match contributions by the employee. Level 1 employer contribution of 5% will be paid if the employee contributes 2.5%. Level 2 employer contribution is cumulative with Level 1, and will be paid on a matching basis to the employee contribution up to an additional 2.5%. You may join the pension scheme after six months of continuous employment.

Other benefits:A summary of the other potential benefits of employment with Emmaus Gloucestershire follows. Benefits are governed by policies and procedures and have various qualification requirements:-

• Occupational Sick Pay
• Compassionate Leave – Bereavement up to 2 days paid leave
• Group Personal Accident Insurance
• Personal Grant –£150 pro-rata for life-long learning, personal growth and general well-being (after I year’s service)
• Emmaus Working Trips to visit other Emmaus projects

DBS and Rehabilitation of Offenders Policy

This policy and procedure does not form part of the contract of employment and may be updated from time to time by Emmaus Gloucestershire. Throughout this document, EG shall mean Emmaus Gloucestershire.

1. Policy Statement

EG sees it as a fundamental duty to put in place adequate safeguards to protect the Companions and other vulnerable people with whom we work.

EG recognizes its obligations under the Safeguarding Vulnerable Groups Act 2006 (which established the Independent Safeguarding Authority), which include a duty to not knowingly employ or take on someone to undertake regulated activity who is barred from working with vulnerable adults.

EG considers that its Companions fall within the statutory definition of ‘vulnerable adults’ for the purposes of the Safeguarding Vulnerable Groups Act 2006.

EG encourages volunteering in our activities by people who may fall within the statutory definition of ‘vulnerable adults’. Supervising managers of volunteers will perform a risk assessment as part of the volunteer application process and identify whether the potential volunteer should be considered a vulnerable adult. Where the determination has been made the volunteer is a vulnerable adult, the safeguarding measures identified to protect Companions will also apply to volunteers who may be vulnerable adults.

EG is committed to the Rehabilitation of Offenders Act 1975. EG actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcome applications for both paid and voluntary positions from a wide range of candidates, including those with criminal records. We select candidates for interview based upon skills, qualifications and experience.

2. Scope

This policy applies to all employees, volunteers, Trustees, and any external parties who may be providing services within our Emmaus Community. The term staff throughout this document applies collectively to those to whom this policy applies.

3. DBS requirements for EG

EG reserves the right to make appropriate checks with Disclosure & Barring Service (DBS) or take other prescribed measures in respect of all members of staff, including employees, Trustees, and volunteers, to assess that person’s suitability for the post and activities in question. EG shall ensure that these checks are up-to-date and reviewed at least every three years.

Individuals applying to undertake work or provide services (on a paid or voluntary basis) which involves the carrying on of a regulated activity will be subjected to a DBS disclosure.

A regulated activity refers to the provision of prescribed activities that may include teaching, training, instruction, care, supervision, advice, guidance, assistance, transport and treatment of vulnerable adults in prescribed settings. Such activities must be carried out by the same person on a frequent, intensive or overnight basis. Further guidance as to whether a particular role involves the carrying on of ‘regulated activity’ can be obtained from the Emmaus UK Member Services team.

4. Procedure

An assessment will be carried out in respect of the role in question, and a DBS disclosure will be requested where that assessment has indicated that a DBS disclosure is a mandatory requirement or that the nature of the work is such that obtaining a DBS disclosure is desirable. Application packs, adverts and recruitment briefs will contain a statement that a DBS Disclosure will be requested in the event of the individual being offered the position and that employment and/or engagement will be conditional at all times upon receipt of a satisfactory DBS Disclosure (‘satisfactory’ to be determined at EG’s sole and absolute discretion).

Where a DBS Disclosure is to form part of the recruitment process, we will request applicants to provide the Declaration of Criminal Record Form as part of the application process. This information should be provided in a separate, sealed envelope noting ‘Declaration of Criminal Record Form’ and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.

When recruiting for certain positions we may ask questions about convictions which are considered ‘spent’ under the Rehabilitation of Offenders Act 1974 (as may be amended from time to time). We will ensure that those involved in the recruitment process have access to advice from staff suitably trained to identify those circumstances when it is appropriate to make enquiries about ‘spent’ convictions. We will also ensure that they have received appropriate information on the relevant legislation relating to the employment of ex-offenders.

At interview, or in a separate discussion, we will ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment or volunteering and/or dismissal.

We undertake to discuss any matter revealed in a DBS Disclosure with the person seeking the position before withdrawing a conditional offer of employment or volunteering opportunity.

The weight which will be attached to a person’s criminal record history will depend upon the relevant circumstances. Having a criminal record will not necessarily bar an individual from working with us. This will depend on a number of factors, including but not limited to the nature of the position, the circumstances and background of the offence(s), whether the applicant’s circumstances have changed since the offending behaviour and the length of time since the offence occurred.

We make every subject of a DBS Disclosure will be provided a copy of this policy, and by doing so, are made aware of the existence of the DBS Code of Practice which is available at EG will provide a hard copy of the DBS Code of Practice on request.

6. Notifying Concerns to the Independent Safeguarding Authority (ISA)

In the event that EG withdraws permission from an employee, volunteer, Trustee or Companion to engage in a regulated activity because it believes that the individual has engaged in relevant conduct, satisfied the 'harm' test or received a conviction or caution for a relevant offence EG recognizes its duty to refer the matter to the ISA using their prescribed procedure. Legal advice may be sought in these cases.

The harm test is satisfied if it is believed that the individual may harm a vulnerable adult, cause a vulnerable adult to be harmed, put the vulnerable adult at risk of harm, attempt to harm the vulnerable adult or incite anotherto harma vulnerable adult.

Relevant conductis any conduct which endangers a vulnerable adult or is likely to endanger a vulnerable adult. Full guidance is available on the ISA website (

Rehabilitation of Offenders Form

The post you have applied for is excepted from the Rehabilitation of Offenders Act 1974, which means that all convictions (spent or unspent), cautions, reprimands and final warnings on your criminal record need to be disclosed. For further information please refer to the DBS and Rehabilitation of Offenders Policy.

Please complete this form and return it in a SEALED ENVELOPE marked ‘ConfidentialDeclaration of Criminal Record Form’ along with your application.

If you have declared a criminal record and we believe this will have a bearing on the requirements of the post we will discuss the matter with you at interview. If you require any further information or have any concerns about filling in this form please contact us.
Please note that Emmaus takes its responsibilities under the Criminal Records Bureau very seriously and takes every step possible to ensure confidentiality. The DBS’s Code of Practice on Disclosure can be found on Alternatively please contact us and we will ensure a copy is made available to you.

Thank you for completing this form. Please forward this together with your completed application form

Equal Opportunities Monitoring Form

Emmaus is committed to equal opportunities in employment and volunteering and will assess for roles fairly without regard to sex, age, marital status, race, colour, nationality, ethnic or national origins. People with disabilities will be assessed on the needs of the role they have applied for. We would therefore be grateful if you could complete and return this form. The information you supply will be separated from your application before the short-listing and interview process begins, and will be kept confidentially and will only be used so that we can monitor the implementation of our equal opportunities policy.