Charity No:1143513 / Company no 6886781

PO Box 70420, London NW1W 7QL

020 7034 0303/0304

March 2018

Post of Female Data Monitoring & Evaluation Manager

Dear Applicant,

Thank you for your interest in the advertisement for thepost of Female Data Monitoring & Evaluation Managerat Woman’s Trust.This post is open to female applicants only – Section 7.2(E) of the Sex Discrimination Act applies.

Please find enclosed the following:

  • Job Description
  • Person Specification
  • General information
  • Equal Opportunities Policy
  • Application form
  • Equal Opportunities Monitoring Form

Please note when completing your application that CV’s are not accepted.

Woman’s Trust is looking for individuals who fulfil the essential criteria set out in the Person Specification, please address each of these criteria in your application giving examples of related experience whether in voluntary or paid work ,studies or otherwise.

If you are unsure as to whether you meet the criteria, or would like further information please call and speak to me and I will be happy to help.

The closing date for applications is Monday, 30th April at 9am. Interviews will be held the week 14th May 2018.

Selection will be by application form, test and interview.

Unfortunately Woman’s Trust’s resources are limited. Therefore only successful applicants will be notified, if you have not heard from us within 2 weeks of the closing date your application has been unsuccessful.

Please return the application form and equal opportunities monitoring form (all other parts to be deleted) via email to .

We look forward to receiving your application.

Best wishes,

Heidi Riedel

Chief Executive Officer

Female Data Evaluation & Monitoring Manager

JOB DESCRIPTION

Responsible to:CEO

Contract:Permanent on successful completion of 6 months’ probation

Salary:£18,000annum (FTE £30,000/annum) depending on skills and experience

Pension: 3 % Employers Contribution after the second month of employment

Working Hours:21 hours per week

Work Location:WT office Edgware Road

This post is open to female applicants only as being female is deemed a genuine occupational requirement under Schedule 9, Paragraph 1 of the Equality Act 2010.

Job Summary

The Data Evaluation & Monitoring Manager will ensure that Woman’s Trust is able to accurately measure the effectiveness and impact of services delivered, and communicate and report on this effectively to managers, Trustees, commissioners, funders, and other relevant stakeholders. They will do this by: developing, implementing, maintaining and reviewing our systems and processes that collect data and measure impact (currently Access, CORE, Excel and online surveys); training and supporting staff in these systems; preparing data reports; responding to data requests internally and externally.

The post holder will contribute to the delivery of Woman’s Trust’s strategic business plan. They will keep abreast of relevant new and emerging initiatives around data analysis, service standards, evaluation, and impact measurement locally and nationally, ensuring Woman’s Trust is well positioned to benefit from these developments.

The post holder will act as Woman’s Trust data controller and take a lead on ensuring Woman’s Trust is compliant in all areas related to client information in line with the Data Protection Act and General Data Protection regulations. The post holder will support the development of Woman’s Trust’s performance management framework by providing performance and compliance reports.

Main Duties and Responsibilities:

Information systems administration and management

  1. Maintain and develop Woman’s Trust’s information management systems, critically its Access and CORE databases and other software used to enable accurate data collection and measurement of the effectiveness and impact of services delivered across the organisation.
  1. Support CORE use and liaise with the software provider as necessary, with regard to any issues that may arise with CORE.
  1. Ensure a good level of data integrity within Woman’s Trust’s client database and CORE, including checking that data has been correctly entered, identifying and merging duplicate files and checking data against agreed standards.
  1. Develop a training programme for relevant staff, and ensure refresher training where required and indicated by management or when new developments arise.
  1. Keep up to date on the development and application of monitoring systems, practice, and software and on relevant new and emerging impact measurement initiatives locally and nationally, and brief the CEO and relevant managers as necessary.

Data analysis, monitoring and evaluation

  1. Prepare reports, analyse quantitative and qualitative data, and analyse service delivery gaps and strengths, within and across projects, as required by the CEO and managers.
  1. Improve and develop the visual presentation of information.
  1. Pro-actively follow up and report any issues with case compiling and/or progression, liaising with Woman’s Trust’s staff, project managers as necessary to improve practice and increase positive outcomes for service users.
  1. Ensure all data reports for external funding bodies and partnerships are prepared to deadline, and make available to relevant staff for marketing and communications purposes.
  1. Produce an annual review of performance against outcome indicators, other key targets, and service delivery trends to inform the annual review of service delivery plans, and support the CEO in delivering the Woman’s Trust’s Annual Report and Financial Accounts as required.
  1. Support the development of Woman’s Trust’s outcomes framework and the delivery of partnership projects, ensuring congruence across all services.
  1. Support future developments in measurement of value of Woman’s Trusts services to enable the charity to communicate both its social and its economic value to funders, commissioners and other relevant stakeholders.

Staff management

  1. Provide day-to day line management and support to the Data and Evaluation interns
  2. Provide line management supervision, probationary reviews and annual reviews to the Data and Evaluation interns

Stakeholder involvement

  1. Conduct service user feedback surveys as required, to ascertain views on the quality and effectiveness of Woman’s Trust’s services, how these can be improved, and on future priorities for the organisation.
  1. Produce an annual stakeholder review report and service user feedback report, to inform strategic and service delivery plans.
  1. Collect and analyse data from all employees to ascertain their satisfaction with Woman’s Trust as an employer, and report on findings and key trends on an annual basis.

Data Protection and file management

  1. To liaise with Woman’s Trust’s IT support provider to ensure data safety.
  1. Support the development and implementation of Woman’s Trust’s Data Protection Policy, ensuring the policy is up to date, and that procedures adhere to policy requirements.
  1. To share responsibility as the Data Controller alongside the CEO and management in processing subject access requests and other requests for information relating to women who may have used the service.

General duties:

  1. At all times protect the safety and security of the Woman’s Trust’s, service users, staff, volunteers and buildings, and the confidentiality of records and other information.
  1. Be responsible for personal learning development and keep up to date on research, relevant legislation, policy and practice, and other literature relevant to the role.
  1. To represent Woman’s Trust at meetings and conduct all work in a way which reflects the aims and principles of Woman’s Trust.
  1. To abide by Woman’s Trust policies
  1. Participate in individual line-management supervision
  1. Attend relevant training as agreed by the Board of Trustees
  1. Undertake other duties as reasonably requested by the CEO or Trustees

This job description sets out the duties of the post at the time when it was drawn up and will be reviewed from time to time. Duties may vary from time to time without changing the general character of the duties or the level of responsibility entailed. Such variations are a common occurrence and cannot of themselves justify a reconsideration of the grading of the post.

The Data Evaluation & Monitoring Manager will possess: (E = essential)

KNOWLEDGE AND QUALIFICATIONS:

E / A relevant qualification or comprehensive working knowledge of Microsoft Office, Outlook, Excel and Access / A/I
E / A relevant qualification or understanding of monitoring and evaluation practices / A/I
E / A good knowledge of the Data Protection Act 1998 and it’s practical application / A
E / Good Knowledge of how to measure the effectiveness of responses delivered by community based voluntary services. / A/I
D / Good understanding of violence against women and girls with a particular focus on domestic violence. / A/I

EXPERIENCE:

E / Sound experience of working with and analysing numerical data, and drawing out complex information from information management systems / A/I
E / Experience of collating and preparing timely information for reports / A/I
E / Experience of developing and measuring outcomes / A/I
E / Experience of developing and maintaining information management systems and databases (currently Access, CORE, EXCEL, online surveys) / A/I
Experience of providing support or training to staff and or volunteers / A/I
E / Experience of creating and maintaining systems and procedures / A/I

SKILLS:

E / Excellent organisational skills and the ability to work to tight deadlines; / A/I
E / Ability to work independently, to set priorities for own work and to communicate effectively with staff to ensure deadlines are observed; / A/I
E / Ability to identify inaccuracies or issues arising from data collection and respond swiftly and appropriately to resolve these; / A/I
E / Accurate and methodical in dealing with data processing, filing systems, facts and figures / A/I
E / Ability to work diplomatically and co-operatively with colleagues and external agencies; / A/I
E / Ability to present data in easily digestible formats using infographics and pictograms / A/I
E / Ability to problem solve and to think strategically / A/I

GENERAL:

E / Helpful and calm, with a proactive and positive approach to work / A/I
E / Clear boundaries, adaptable and be able to work with minimum supervision / A/I
E / A good understanding of the importance of confidentiality, anti-discriminatory practice; safe practice and health and safety procedures; and their application
/Ierience of working with stakeholdersg policieskeholder focus groupsckground; if this is the case their delageted responsibily / A/I
E / A firm commitment to women, childrens’ and young peoples’ rights and to work within Woman’s Trust’s framework and its core values / A/I
E / Willingness to carry out the policies and procedures of Woman’s Trust and to work to agreed guidelines and codes of conduct. / A/I

Woman’s Trust is (WT) a woman only, woman-led charity based in Westminster providing free counselling and support services to women in London who have or are experiencingdomestic violence.

Woman’s Trust’s ethos and approach

The provision of client-led services is central to the ethos of WT. Women who use our services have a central role in deciding and approving developments and changes. WT uses a number of consultation methods both with women who currently use our services and those who are past users including exit questionnaires, self-esteem questionnaires, feed-back from groups and counselling sessions. Women are asked to comment on any changes and developments in our services. This information is discussed within the staff team and at Management Committee meetings so that future developments can be influenced.

Staffuse a consultative approach with women on all aspects of Woman’s Trust work and services are only developed or changed in conjunction with the women who use them. Being able and committed to delivering services in this way is essential for staff and volunteers working at WT.

This method of working ensures that services are appropriate to the real needs of women affected by domestic violence.

Many women affected by domestic violence tell us that they experience high levels of self-blame for the violence or abuse, lack of self-esteem and confidence. By providing a person-centred response WT is able to support women to explore their experiences in a positive way and to build on their existing skills and achievements.

Women affected by domestic violence do not always get a positive response from individuals and/or agencies they approach for help. Women are often met with disbelief and made to feel that it is somehow their fault. One of the most common myths about domestic violence is that the woman ‘must have done something to deserve or cause it’. Working in a consultative and person-centred way helps to ensure these negative messages are not reinforced.

Woman’s Trust, PO BOX 70420, London, NW1W 7QL

Tel: 0207 034 0303/0304 – Fax: 0207 034 0305

Website:

Equal Opportunities Policy

Signed off by Board:14th March 2018

Scheduled review date: December 2019

Principle: Woman’s Trust is actively committed to oppose all forms of discrimination on the grounds outlined in this policy. Woman’s Trust is committed to its Equal Opportunities Policy being realised in practice and will continue to amend and update when and where it is necessary and appropriate to do so.

Purpose: Woman’s Trust aims to be an equal opportunity employer and to provide an environment free from harassment and inequality. Woman’s Trust values diversity and believes in providing an environment which promotes fairness, dignity and respect for everybody within all day-to-day dealings. To ensure accountability at all levels and to enable all potential users are able to access services.

Applies to: Staff, trustees, volunteers and clients.

Policy:

Woman’s Trust (WT) is committed to a policy of equal opportunities in employment whereby individuals are selected, trained, promoted and treated on the basis of their relevant merits, skills and competency. Woman’s Trust values diversity and believes in providing an environment which promotes fairness, dignity and respect for everybody.

The objective of this policy is that no person should suffer or experience less favourable treatment, discrimination or lack of opportunities on the grounds of gender, race, colour, nationality, ethnic origin, religious or philosophical beliefs, health status, HIV status, age, marital status, parental status, sexual orientation, political beliefs or trade union membership, class, responsibility for dependents, physical attributes, ex-offender status as defined by the Rehabilitation of OffendersAct 1974, lack of formal qualifications where such qualifications are not formally required, or any other grounds which cannot be shown to be justifiable within the context of this policy.

This policy will influence and affect every aspect of activities carried out at WT.

In the provision of services and the employment of staff, Woman’s Trust is committed to promoting equal opportunities for everyone. Throughout its activities, WT will treat all people equally whether they are:

  • Seeking or using our services.
  • Applying for a job or already employed by us.
  • Trainee workers and students on work experience or placements.
  • Volunteer workers.

Equal Opportunities and Discrimination (Equality Act 2010)

The Equality Act came into force in October 2010 and replaces all previous equality legislation in England, Scotland and Wales – namely the Race Relations Act 1976, the Disability Discrimination Act 1995, the Sex Discrimination Act, the Equal Pay Act, the Employment Equality (Age) Regulations 2006, The Civil Partnership Act 2004, the Employment Equality Regulations 2003 (religions and belief and sexual orientation).

The Equality Act 2010 protected characteristics are:

Age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race , religion or belief sex and sexual orientation.

In valuing diversity Woman’s Trust is committed to go beyond the legal minimum regarding equality.

The Equality Act 2010 harmonises and strengthens and replaces most previous equality legislation. The following legislation is still relevant:

  • The Human Rights Act 1998.
  • The Work and Families Act 2006.
  • Employment Equal Treatment Framework Directive 2000 (as amended).

Procedures

The CEO has overall responsibility for the formulation, implementation and monitoring of the policy which is approved and supported by the Management Committee.

In order to implement this policy we shall:

  • Communicate the policy to employees, job applicants, volunteers and relevant others.
  • Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff.
  • Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in nondiscriminatory selection techniques.
  • Incorporate equal opportunity notices into general communications practices.
  • Ensure that adequate resources are made available to fulfill the objectives of the policy.

Conduct and general standards of behaviour

All staff and volunteers are expected to conduct themselves in a professional and considerate manner at all times. WT will not tolerate behaviour such as:

  • making threats
  • physical violence
  • shouting
  • swearing at others
  • persistent rudeness
  • isolating, ignoring or refusing to work with certain people
  • telling offensive jokes or name calling
  • displaying offensive material such as pornography or sexist / racist cartoons, or the distribution of such material via email / text message or any other format.
  • any other forms of harassment or victimisation.

The items on the above list of unacceptable behaviours are considered to be disciplinary offences within Woman’s Trustand can lead to disciplinary action being taken. WT does, however, encourage staff to resolve misunderstandings and problems informally wherever possible, depending on the circumstances. However, whether dealt with informally or formally, it is important for staff who may have caused offence to understand that it is no defence to say that they did not intend to do so, or to blame individuals for being over sensitive. It is the impact of the behaviour, rather than the intent, that counts, and that should shape the solution found both to the immediate problem and to preventing further similar problems in the future.

Complaints of discrimination

WT will treat seriously all complaints of unlawful discrimination on any forbidden grounds made by employees, trustees, clients or other third parties and will take action where appropriate.