Principal Revenues and Benefits Manager

PRINCIPAL REVENUES AND BENEFITS MANAGER

Pay Band P / SCP 46-47

£40,217 - £41,140 per annum

Job reference: CVP 556

Contents

1.Letter from the Human Resources Manager

2.The council’s vision and objectives

3.Job description

4.Person specification

5.Conditions of service

6.Pension contribution rates

7. Information on exempted posts

8.Equality and diversity sub groups

Dear Applicant

Post of Principal Revenues and Benefits Manager

This post is exempt from the provisions of the Rehabilitation of Offenders Act which means you must provide details of any convictions (including those which are ‘spent’), in addition to any cautions and bindovers orders that you have received in the last 12 months.

Thank you for your enquiry about the post at Knowsley Metropolitan Borough Council.

Please find enclosed further details about the post and an application form for you to complete and return by Friday,6 November 2015. You can find out more about Knowsley Council from our website at

Interviews are likely to take place or within four weeks of the closing date. If you have not heard by then you should assume that your application has been unsuccessful. If you would like receipt of your application to be acknowledged, please enclose a stamped addressed envelope with your completed form.

The council places great importance on maintaining high levels of attendance at work and all Directorates operate under well-established guidelines to monitor and control absence. If you are successful at interview, the council will be seeking references and your present or last employer will also be asked to give details of your sickness and attendance record over the last three years.

If you require any assistance during the selection process due to a disability, please contact us as soon as possible on telephone number 0151 443 3434. For example you may need a sign language interpreter, require an accessible interview room, or need help completing a written application (taped applications may be submitted by prior agreement).

Please note that the Council will disqualify any applicant who directly or indirectly seeks or canvasses the support of any Councillor for any appointment with the Council.

You should return your application to: Knowsley Metropolitan Borough Council,

Human Resources and Development, Westmorland Road, Huyton, Knowsley, L36 9GL, or by email to:

I look forward to receiving your application and thank you for your interest in this post.

Yours sincerely

Jaci Dick

Human Resources Manager

Our shared vision - to make Knowsley: The Borough of Choice

“We want Knowsley to have a sustainable and diverse population with successful townships that provide a sense of place and community.”

Our Council Values

CORE VALUES:
Act with integrity / Being accountable / Openness and transparency / Respect for people
Demonstrates honesty, reliability and trustworthiness
Does the ‘right’ thing
Demonstrates consistency
Acts according to a consistent set of morals, values and principles at all times / Acknowledges and assumes responsibility for actions and decisions
Takes ownership and responsibility for resulting consequences and does not seek to apportion blame on others / Makes decisions in an open and transparent manner
Shares information whenever possible
Explains when information can’t be shared
Is open to new ideas and new ways of working / Champions equality and diversity with all people at all levels
Treats people in the way they would like to be treated
Values people and their contributions
Shows consideration for others through thought and action
Job description
Job title / Principal Revenues and Benefits Manager
Grade / Pay Band P / SCP 46 - 47
Section/team / Revenues and Benefits
Accountable to / Revenues and Benefits Manager
Responsible for / Revenues and Benefits Team Managers
Date reviewed / August 2015

Purpose of the job

Statement of Job Purpose

The post-holder will lead and manage a number of different Teams, including home workers and Visiting Officers, covering all aspects of Revenues and Benefits administration. Specifically:

Council Tax

Non Domestic Rates

Sundry Debtors

Benefits

Reconciliations

Visits and Fairer Charging for Adult Social Care; and

Emergency Support.

The post-holder will be one of three Principal Managers in the Revenues and Benefits Management Team contributing towards the operation and working practices of the service. They will have responsibility for delivering a quality, efficient, responsive and customer-focused service to clients and the Council, ensuring that resources across the service are used efficiently and effectively to ensure that agreed performance targets are achieved.

The post-holder will be responsible for ensuring that the duties and responsibilities of the service are carried out in accordance with relevant Acts, Regulations, Council Policies and best practices.

Duties and responsibilities

This is not a comprehensive list of all the tasks, which may be required of the post holder. It is illustrative of the general nature and level of responsibility of the work to be undertaken.

Responsible for managing, motivating and directing staff across the whole of the service according to agreed objectives and strategies.Working with Team Managers to allocate and direct resources to ensure shared targets are met. Deputises in the absence of the Revenues and Benefits manager

Working as part of the Management Team to plan for future operational changes. Assist with the identification and implementation of appropriate actions and technology, where appropriate, to ensure that changing demands are met and service provision is maintained.

Liaise with other Teams, Sections, Services and external organisations to maintain effective working relationships and ensure that corporate priorities can be achieved whilst maximising income for the authority through an efficient, effective and comprehensive billing and collection service.

Contributing towards the production, implementation and monitoring of team and service planswith clear objectives, goals and targets to ensure that Corporate Service priorities are met. Identify any variance and propose corrective action with the Revenues and Benefits manager.

Managing and monitoring external contracts to ensure that service levels are maintained and expected efficiencies are achieved.

Co-ordinates, directs and monitors the billing and recovery process up to and including Committal stage and Benefits administration; including arranging and managing recovery action through Courts and Enforcement Agents as required. Where necessary supporting Team Managers by representing Council at Court and tribunals.

Responsible for the planning and implementation of service year-start and year-end activities, ensuring comprehensive acceptance testing of software applications is undertaken and that the results are fed back as appropriate.

Maintain accurate statistical records to support the compilation and submission of government returns, securing and improving collection rates and processing times. Develop and maintain quality assurance processes to ensure accuracy and consistency, liaising where necessary with internal and external auditors and producing statistical reports for Senior Managers and/or Members.

Ensure that changes in legislation are implemented as required and that the impact to the council and customer are taken into consideration, procedure notes, manuals and documents are accurately updated, reviewed and communicated to all staff.

Take an active role in the Performance Review and Development process, ensuring individual and team training & development needs are identified and met, that under performance within the team is challenged and that appropriate action is taken in accordance with Council Policy.

Responsible for ensuring effective communication within the team and with other internal / external stakeholders and participates fully in the Departmental Communication Strategy.

Ensure that all HR policies are applied fairly and consistently within the service.

Responsible for the speedy resolution of all enquiries/queries dealt with by their team.

Any other duties commensurate with the grade that assists the Division in meeting its objectives and contributes to personal development.

Health and safety

To ensure suitable and sufficient risk assessments are carried out taking into account employees capabilities and work styles including home working and the safety of Visiting Officers.

To inform management of any health and safety issues which could place individuals in danger

Data Protection and Information Security

Implement and act in accordance with the Information Security Acceptable Use policy and Data Protection Policy,

Protect the council’s information assets from unauthorised access, disclosure, modification, destruction or interference,

Report actual or potential security incidents.

Person specification
Post title / Principal Revenues and Benefits Manager / Grade / Pay Band P / SCP 46-47
Section/team / Revenues and Benefits

* * * This post is exempt from the provisions of the Rehabilitation of Offenders Act – applicants must disclose all criminal convictions including those which are ‘spent’, in addition to any cautions and bindover orders received in the last 12 months * * *

Criteria /

Essential requirements

/ * M.O.A
Skills, knowledge, experience etc
1 / Minimum 4 years experience of managing a staff in an operationally demanding service preferably Revenues and/or Benefits background or similar. / A/I
2 / Proven experience of:

Setting and achieving service / organisational performance standards
Producing clear, effective and coherent plans and strategies to support team and service plans / objectives
Analysing performance / results, identifying and delivering sustainable solutions and measurable improvements

/ A/I
3 / Extensive knowledge, theoretical understanding and knowledge of the practical application of:

The law, regulations and best practice in relation to Revenues and Benefits
Legislative and regulatory framework surrounding local government finance including the submission of government returns and subsidy claims.
Welfare Reforms and the localisation agenda.
Data Protection and Data Security.

/ A/I/P
4 / Extensive knowledge of Revenues and Benefits systems, preferably Northgate and Anite@Work, including the ability to interrogate both systems, extract data and resolve system problems, manage system testing and updates and year end/year start procedures and processes. / A/I
5 / Experience of compiling and presenting complex information to a wide range of audiences both verbally and in writing. This could include supporting officers at liability hearings, Valuation or Appeals Tribunals, Members Seminars or Public Forums. / A/I

Qualifications

8 / An excellent standard of education and the ability to demonstrate excellent communication, literacy and numeracy skills is essential. / A
9 / Full or part IRRV qualified, or a similar qualification in management are desirable but extensive experience of management, preferably within a Revenues and Benefits environment is essential. / A
Health and safety
10 / Ability to ensure suitable and sufficient risk assessments are carried out taking into account employees capabilities / A
Personal attributes and circumstances
11 / High level of interpersonal, influencing and persuasion skills. Able to manage and deal with conflict, challenge and emotional demands from staff and customers, remaining objective and professional at all times. / A/I
12 / Strong motivational skills with an ability to coach and develop others. Ability to manage and co ordinate staffing resources to cover a wide range of duties including managing staff who work off-site and at different locations, i.e. home-workers, welfare Benefit Visitors, Financial Assessors, Inspections and Enforcement Officer and staff attending Court / Tribunal Hearings. / A/I
13 / Confident, self motivated, able to apply discretion and use initiative to solve complaints, difficult and unusual problems and conflict. / A/L
14 / Flexible and resilient. Able to balance conflicting demands across the varied service areas that make up Revenues and Benefits, achieve service targets and deadlines, negotiate and monitor acceptable levels of service from internal and external suppliers and partner organisations. / A/L

*Method of assessment (*M.O.A)

A = Application formC = CertificateE = ExerciseI = Interview

P = PresentationT = TestAC = Assessment centre

Date / Approved by authorised manager / Designation
Where the post involves working with children, in addition to a candidate’s ability to perform the duties of the post, the interview will also explore issues relating to safeguarding and promoting the welfare of children, including:

Motivation to work with children and young people
Ability to form and maintain appropriate relationships and personal boundaries with children and young people
Emotional resilience in working with challenging behaviours
Attitudes to use of authority and maintaining discipline

We have a positive attitude to the employment of disabled people and guarantee an interview to those who meet all the necessary criteria of the person specification.

Conditions of Service

Post / Principal Revenues and Benefits Manager
Employment status / Permanent
Grade / Pay Band P/ SCP 46- 47
General / The conditions in the National Joint Council for Local Authority Services (Green Book) will apply.
Hours of work / 36 hours per week
Salary / £40,217 to £41,140 per annum
Basic annual leave / 194.40 hours per annum
Medical / The successful applicant will be required to complete a medical questionnaire and may also be required to undergo a medical examination.
Training / The Council is a recognised ‘Investor in People’ and encourages training and development for all employees.
Pension / You will automatically be entered into the Local Government Pension Scheme and will pay the relevant contributions with immediate effect. If, however, you wish to opt out of the scheme, you may do so by downloading an ‘opt out’ form from or by contacting Merseyside Pension Fund on telephone number 0151 242 1397. If you opt out of the scheme, you will be automatically enrolled back into the scheme after 12 months if you meet the automatic enrolment criteria.
Childcare vouchers / The Council is in partnership with a childcare voucher provider which offers employees a salary sacrifice scheme. Further details are available from Human Resources Division.

Pension contribution rates

The table below sets out the contribution bands which will be effective from 1 April 2015. These are based on the pay bands for 2015/16, with the result rounded down to the nearest £100.

Pay Bands from 1 April 2015
Earnings Band Range / Contribution rate
1 / £0 / to / £13,600 / 5.5%
2 / £13,601 / to / £21,200 / 5.8%
3 / £21,201 / to / £34,400 / 6.5%
4 / £34,401 / to / £43,500 / 6.8%
5 / £43,501 / to / £60,700 / 8.5%
6 / £60,701 / to / £86,000 / 9.9%
7 / £86,001 / to / £101,200 / 10.5%
8 / £100,201 / to / £151,800 / 11.4%
9 / More than £151,801 / 12.5%

The pay ranges in the Contribution rate column of the tableis increased on the 1st of April each year by applying the rate of pension increase applied to public sector pensions on the 1st of April that year and rounded down to the nearest £100.

If an active member has a permanent material change to his or her terms and conditions of employment which affects his or her pensionable pay, the employer may determine a different contribution rate to reflect that new annual pensionable pay. This can be either an increase or a decrease.

Exempted posts – Disclosure & Barring Service (DBS) disclosure

Knowsley Metropolitan Borough Council aims to promote equality of opportunity for all with the right mix of talent, skills and potential. We welcome applications from diverse candidates.

Certain posts are subject to a Disclosure & Barring Service check due to the nature of the work being undertaken. All candidates who are successful at interview for one of these posts will be asked to complete an application form for a ‘disclosure’ check by the Disclosure & Barring Service before the appointment is confirmed.

Whilst the council supports the rehabilitation of ex-offenders, it is obliged in the recruitment of all employees to use an Exemption Order of the Rehabilitation of Offenders Act 1974 in order to ensure safe recruitment to posts where working with children, vulnerable adults or other positions of trust are involved. If you apply for a post that is subject to a disclosure, you will be advised in the recruitment job pack.

Having a conviction or a record of some type of unacceptable behaviour would not necessarily bar you from being appointed to the post as any decision to employ will be considered on the individual circumstances of each case.

If you are in doubt about what you should declare, you can ask advice from a member of the Human Resources Division 0151 443 3434.

Further information about the Disclosure & Barring Service, including how information is assessed in line with the Rehabilitation of Offenders Act 1974 can be found on their website:

Safeguarding

Where the post involves working with children, in addition to a candidate’s ability to perform the duties of the post, the interview will also explore issues relating to safeguarding and promoting the welfare of children, including:

Motivation to work with children and young people
Ability to form and maintain appropriate relationships and personal boundaries with children and young people
Emotional resilience in working with challenging behaviours
Attitudes to use of authority and maintaining discipline

Equality and Diversity sub groups

Knowsley Council has six established sub groups to support the equality and diversity agenda, details below.

The groups are supported by the Community Cohesion Manager, Paul Peng who can be contacted on 443 3073.

Knowsley Black and Minority Workers’ Group (KBMWG)
The group's vision is to 'promote respect and value diverse cultures within Knowsley', and they are committed to challenging all forms of discrimination, racial harassment and bullying to promote race equality in employment and in the delivery of services. Through development days, members of the KBMWG have established and discussed terms of reference and decided on ways to be involved with the council corporately.