Skills for Growth Bank

SKILLS FOR GROWTH BANK –

BUSINESS AND PROVIDER DEVELOPMENT ADVISOR

[Fixed Term until 31 July 2014]

£27,232 – £28,922 per annum

Job reference: CVP 202

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 Skills for Growth Bank – Business and Provider Development Advisor

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 Wednesday, 28 August 2013. You can find out more about Knowsley Councilfrom our website at

Interviews are likely to take place 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 willbe 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.

The council is working jointly with the trade unions to implement a fair and equitable pay and grading structure in line with the 1997 Single Status Agreement. This will be achieved by reviewing every post within the council through the job evaluation exercise which is currently being conducted. All posts are subject to the review and therefore advertised grades are provisional and will not be confirmed until the outcome of this exercise. You should note that you are applying for posts with the council on this basis.

You should email your application to:

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

Yours sincerely

Jaci Dick

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 / Skills for Growth Bank – Business and Provider Development Advisor
Grade / SO2
Directorate / Chief Executives
Section/team / City Region Employment and Skills
Accountable to / Head of Employer and Skills Commissioning
Responsible for / No direct line management responsibility
Date reviewed / 22 April 2013

Purpose of the job

Therole holder will work with the Employer Ownership Pilot Scheme and a range of business networks and businesses to undertake the initial implementation of the Skills for Growth Bank and develop partner understanding about the skills and career opportunities emerging in Liverpool City Region.

The Business and Provider Development Advisor will also be responsible for developing links with businesses and providers across the Liverpool City Region and promote the benefits of the Skills for Growth Bank during its pilot period.

Therole holder will also be responsible for working with businesses and providers for the development and provision of training programmes to develop the staff skills base within the Liverpool City Region.

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.

MAIN DUTIES AND RESPONSIBILITIES

1)To develop working relationships with businesses and providers in the Liverpool City Region and undertake proactive site visits to understand the current and future business needs in relation to training.

2)Understand the training needs of businesses and to negotiate with all parties to ensure that training requirements are met, in line with appropriate policies and procedures.

3)To develop systems and processes that ensure all required information and data is collected from partners as part of the operational management of the Skills for Growth Bank.

4)To monitor and produce reports for the Board of Trustees on the current situation for the Skills for Growth Bank.

5)Ensure that training providers are providing value for money in provision and are suitably approved.

6)Ensure that the requirements for State Aid are met by the businesses.

7)To ensure adherence to the Employer Ownership Pilot – Skills for Growth Bank contract with UKCES.

8)Maintain business and provider details within the Skills for Growth Bank CRM system.

9)To demonstrate operational experience and knowledge in all aspects of skills policy and market place delivery to act as a point of advice for practitioners in sharing good practice in responding to employer employment and skills needs.

10)To ensure targets are met, by working withy the Team Leader and other members of the team in recording all activity using the CRM database.

11)To perform any other duties as required by the Head of Service and team managers, that is commensurate with the grade and responsibilities of the post.

Organisational and Partnership Co-ordination and Communication

1)Engage employer and provider networks to promote the Skills for Growth Bank.

2)Engage Employment and Skills Board, Local Enterprise Partnershipmembers and a range of business networks and businesses to gain soft intelligence on and develop partner understanding about the skills and employment / career opportunities emerging in Liverpool City Region.

3)To liaise with key stakeholders supporting and developing communications links that promote and sustain the Skills for Growth Bank and support its service delivery.

4)To work collaboratively across Local Authority Areas as the main point of contact for employers engaging with the Skills for Growth Bank ensuing quality expectations are met, reputation is maintained or enhanced and employer / stakeholder demands are managed.

Financial Management

1)To ensure the effective financial management of contracts with partners and contractors, primarily in relation to the Skills for Growth Bank funding.

2)To adhere at all times to the Council’s scheme of delegation, financial regulations and standing orders.

3)Ensure that there is a clear, transparent audit trail for funding allocated and expended as part of the Skills for Growth Bank.

4)To use all learning opportunities to develop personal skills necessary to improve effectiveness and efficiency of service delivery.

Service Development

1)Keep abreast of changing legislation, policy and good practice relevant to employment and skills and to reflect this in service developments.

2)Assist in planning and implementation of policies, programmes and initiatives stated in the Liverpool City Region City Skills Fund application and progress reports / outcomes required for Skills Funding Agency.

3)Use all learning opportunities to develop personal skills necessary to improve effectiveness and efficiency of service delivery.

4)Manage and maintain records for employer engagement and impact of Skills for Growth Bank.

5)Ensure that timescales / targets for data for the Skills for Growth Bank are achieved.

6)Promote the understanding of employers of the services provided bySkills for Growth Bank to stakeholders.

Key Corporate Accountabilities

1)Work with colleagues to ensure achievement of the service plan objectives/targets.

2)Participate in Performance, Review and Development Appraisals and contribute to the identification of your own and team development needs.

3)Actively promote the Council’s Equal Opportunities Policy and Diversity Strategy and observe the standard of conduct which prevents discrimination taking place.

4)Maintain awareness of and commitment to the Council’s Equal Opportunity Policy in relation to both employment and service delivery.

5)Ensure full compliance with the Health and Safety at work Act 1974. To be responsible for the implementation of the Council’s Health and Safety Policy in the workplace and on site, and to monitor the effectiveness of health and safety arrangements and systems and promote appropriate improvements where necessary.

6)Ensure that staff and where appropriate, consultants/contractors, are aware of the implications arising from other relevant statutory provisions, and that they discharge their duties in compliance with current legislation.

7)Investigate insurance claims associated with the service’s operations and accident investigation protocol. To act as the senior point of contact for such matters with the Council’s corporate insurance section and outside agencies.

8)Carry out such other relevant duties as may be assigned from time to time.

Health and safety

1)To ensure that relevant health and safety policies, risk assessments and procedures are up to date, managed, implemented, communicated and complied with.

Data Protection and Information Security

1)Implement and act in accordance with the Information Security Acceptable Use policy and Data Protection Policy.

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

3)Report actual or potential security incidents.

Person specification
Post title / Business and Provider Development Advisor / Grade / SO2
Directorate / Chief Executive’s Directorate / Section/team / Employment and Skills Commissioning

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 / Practical experience of working at an operational level in engaging businesses individually, through networks and intermediaries.
Knowledge of local sector and business intermediaries. / A, I, P
2 / Good working knowledge of current policy and legislation relating to employment and skills. / A,I
3 / Ability to maximise the use of technology within the operational services to aid decision-making and monitor performance. / A,I
4 / Ability to provide effective leadership and be part of a team. / A,I
5 / Effective communication skills oral, written and presentation skills.
Demonstrable experience in communicating findings from data to employers and stakeholders. / A,I, P
6 / Financial awareness in respect of budgetary control and monitoring. / A,I
7 / Ability to demonstrate change management skills and implement actions to deliver tangible outcomes. / A,I
Qualifications
8 / Qualified to degree level or vocational equivalent. / A,I
Health and safety
9 / Ability to ensure suitable and sufficient risk assessments are carried out taking into account employees. / A,I
Personal attributes and circumstances
10 / Good knowledge of Microsoft Word, Outlook, Excel, Access and Power Point. Together with ability to use other IT systems to aid decision-making and operational management. / A
11 / Ability to work outside normal office hours including weekends and bank holidays. / A,I
12 / Ability and willingness to travel both inside and outside the council area as required. / A,I

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

A = Application formC = CertificateE = ExerciseI = Interview

P = PresentationT = TestAC = Assessment centre

Date / Approved by authorised manager / Designation
22/04/2013 / Colin Geering / Head of Employment and Skills Commissioning
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 / Skills for Growth Bank – Business and Provider Development Advisor
Employment status / Fixed term until 31 July 2014
Grade / SO 2
General / The conditions in the National Joint Council for Local Authority Services (Green Book) will apply.
Hours of work / 36 hours per week
Salary / £27,323 to £28,922per annum
Basic annual leave / 25 Days 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.
Car status / Casual

Pension contribution rates

The table below sets out the contribution bands which will be effective from 1 April 2013. These are based on the pay bands for 2013/14, with the result rounded down to the nearest £100.

Pay Bands from 1 April 2013
Earnings Band Range / Contribution rate
1 / £0 / to / £13,700 / 5.5%
2 / £13,701 / to / £16,100 / 5.8%
3 / £16,101 / to / £20,800 / 5.9%
4 / £20,801 / to / £34,700 / 6.5%
5 / £34,701 / to / £46,500 / 6.8%
6 / £46,501 / to / £87,100 / 7.2%
7 / More than £87,100 / 7.5%

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 four established sub groups to support the equality and diversity agenda, details below.

The groups are supported by the Corporate Equality and Diversity Manager, Paul Peng who can be contacted on 443 3073.