Job Description

POST TITLE / Townscape Heritage Development Officer / POST NO: / RR1219
SERVICE UNIT / Regeneration & Planning Policy / GRADE: / 10
JOB EVALUATION / A1858 / JOB FAMILY / If applicable
RESPONSIBLE TO: / Development Officer
RESPONSIBLE FOR: / N/A
LOCATION / Parker Lane / STATUS / Staff
Job Purpose
To co-ordinate and manage the delivery of the Padiham Townscape Heritage (TH) Project, a five year programme of capital works, community engagement and heritage skills training.

Main Duties and Responsibilities:

  1. To provide advice and assistance to individuals, companies, developers and others investing in the TH area.
  1. To publicise and actively promote the TH scheme with existing and prospective property owners and occupiers in the area and, liaising with other stakeholders relevant to the TH, encourage engagement and involvement with the TH.
  1. To administer third party grant applications and grant claims.
  1. To administer and coordinate the TH Steering Group and Grants Panel.
  1. Coordinate a multi-disciplinary team of officers to enable the delivery of the TH scheme, including the delivery of; an ‘Exemplar Scheme’ to bring back into use a vacant retail/residential property and, a public realm improvement scheme within the TH area.
  1. To develop and deliver a heritage education and skills training programme.
  1. To work with partners including Gawthorpe Textiles Collection and Padiham Archives to deliver activities that seek to engage the public with the Heritage.
  2. Develop and implement effective financial management and monitoring systems and ensure that expenditure and output targets are achieved, as set out in the Project Evaluation Plan. .
  1. To assist the Development Officer in the preparation of reports and grant claims to the HLF.
  1. To represent the Unit and the Council at evening, public and Committee meetings as and when required.
  1. To undertake such other associated duties as may be required from time to time and which are commensurate with the salary grading of the post.
  1. To attend training identified as necessary to undertake current and future job requirements.
  1. To work actively to promote community cohesion, good race relations and equality of opportunity.

Nature of Contacts and Relationships e.g. Contractors, developers, business, property owners and general public
Responsibilities for Finance e.g. Progress monitoring and record keeping, submitting returns and meeting budgetary control requirements
Responsibility for Physical Resources Security of Buildings and Information
Work Environment e.g. Office based. Occasional work outdoors. Occasionally dealing with abusive customers

Health and Safety

Employees are required to work with their employer to ensure a working environment which is safe and without risks to the health, safety and welfare of employees, and others who may be affected, in accordance with the Health and Safety at Work Act, associated regulations and the Corporate Health and Safety Policy.

FOOTNOTE

This Job Description summarises the major responsibilities of the post. It is not intended to exclude other activities, nor future changes from the post holder’s responsibilities.

Prepared by: S Heslop / Date: 07/09/2017
Postholder: / Date of issue:

Person Specification

POST :Townscape Heritage Development Officer / GRADE: 10
DIRECTORATE :Regeneration & Planning Policy / POST NO:RR1219
Selection Criteria / Essential/Desirable
E/D / Method of Assessment
Application/Interview/Test
Presentation/Production of Certificates
A/I/T/P/C
QUALIFICATIONS
1. / A degree level qualification in planning, architecture or surveying, or a related discipline (eg economic development, property management, building conservation) / D / A/C
2. / Membership of eligibility for membership of IHBC or equivalent organisation committed to heritage conservation / D / A/C
EXPERIENCE
1. / Post-qualification experience leading and developing urban regenerationor heritage based projects / E / A/I
2.2. / Experience of working on building repair grant schemes such as: Conservation Area Partnership Scheme or TH schemes / E / A/I
3. / Experience of working in partnership with a range of diverse interests e.g. funding agencies, contractors, businesses and developers / E / A/I
4. / Experience of project management including management of programmes of work, timetabling, appointing and managing specialist consultants, progress monitoring and record keeping / E / A/I
5. / Familiarity with funding regimes and their financial reporting requirements and the management / setting up of appropriate systems / D / A/I
6. / Experience of planning and coordinating, in liaison with other stakeholders, effective activities to engage the public. / E / A/I
SKILLS AND COMPETENCIES
1. / The ability to communicate well verbally and in writing to a range of audiences. / E / A/I
2. / The ability to evaluate information from a range of sources including technical drawings, plans, specifications and schedules of work, and to take appropriate actions/recommendations. / E / I
3. / The ability to manage project budgets. / E / I
4. / The ability to work under own initiative, independently within an agreed work programme and provide written reports to agreed deadlines. / E / I
5. / The ability to negotiate and communicate effectively with a variety of stakeholders – including property owners, their agents, funding bodies, other Council officers, partners, residents and other members of the public. / E / A/I
6. / The ability to work as a member of diverse team. / E / I
Knowledge
1. / Working knowledge of current planning and conservation legislation / D / A
2. / A knowledge of historic building conservation principles and practice, including building construction and common building problems, mechanisms of decay, maintenance problems and methods of repair / E / A/I
3. / Knowledge and understanding of the role of heritage and urban design in urban regeneration. / E / A
The Burnley Way
Burnley employees are expected to be role models the organisation’s TEAM values and behaviours which are: Together, Enterprising, Ambitious and Meeting Customer Needs.
Our organisational leaders and managers are expected to strive to create a culture of openness and trust, where people are led and managed in line with TEAM values acting as role models for working collaboratively to drive efficiency and service improvements in order to deliver the Council’s vision and objectives.
Further details are contained in the Behaviour Framework

JD/RAPP/Townscape Heritage Development Officer RR1219