POSITION DESCRIPTION
Strategic Development Manager
DATE APPROVED: March 2016
POSITION CONTEXT:
Women with Disabilities Victoria (WDV) is the leading organisation of women with disabilities in Victoria. Our mission is to improve women’s choices by being a voice for women with disabilities, by building partnerships and by providing information and education.
The Strategic Development Manager is a key role in enabling the organisation to grow, adapt and respond to the emerging opportunities and challenges of a changing policy and practice environment. This role will support WDV to sustain its position as a leader in addressing gender and disability inequality. The Strategic Development Manager will engage with WDV stakeholders including members, partners, policy makers and funders to identify innovative and creative development opportunities for WDV’s continued commitment to justice for all women with disabilities.
This role will suit someone who has a background in strategic business development, experience in the disability sector, a strong understanding of gender equality and who enjoys the challenges and opportunities that are part of working in a dynamic environment with a small supportive team.
POSITION DETAILS:
Classification: WHV EBA 2007, Level 5, Year 1
Salary: $80,488 (pro rata) plus super. Attractive salary packaging is available to all staff.
Hours Of Work: 53.2 hours per fortnight (.7 EFT)
Tenure: The position is for one year from April 2016–April 2017.
There is potential for continuation of the position.
Position Location: Level 9/255 Bourke St, Melbourne.
Conditions: A police check will be required to undertake the duties in this position.
POSITION OBJECTIVES:
This position will be responsible for:
1. Co-ordinating the development and implementation of the organizational strategic plan
2. Increasing the organisation’s knowledge of current policy developments including the National Disability Insurance Scheme (NDIS)
3. Identifying strategic and innovative business development opportunities
4. Building strong stakeholder relationships and negotiating strategic partnerships
5. Contributing to the development of WDV as a leading advocacy organisation for women with disabilities.
KEY RESPONSIBILITIES:
1. Strategic Development
a. Co-ordinate the development of the 2016-2019 Strategic Plan and support implementation of the annual plan
b. Identify and build relationships with potential partners
c. Plan approaches and develop proposals that meet WDV objectives
d. Secure ongoing funding for new services identified in the Strategic Plan
e. Develop and support opportunities for strategic integration of existing WDV programs with NDIS implementation.
2. Research
a. Monitor information on relevant policy development and program trends and prepare briefings for the Executive Director, WDV Board and staff and to promote organisational learning
b. Write submissions in response to consultations and inquiries in relation to the NDIS and other policy areas relevant to WDV’s strategic plan
c. Identify strategic opportunities for education and advocacy campaigns.
3. Partnership and Stakeholder Engagement
a. Consult with relevant stakeholders in the development of the strategic plan and of program development opportunities
b. Explore and develop strategic partnerships in order to fund and implement new services, particularly in relation to the NDIS
c. Manage WDV external relationships with project contractors, project partners and funding bodies, particularly for NDIS Programs.
4. Program Development and Management
a. Scope new projects including preparation of Expressions of Interest and other tender related activities
b. Work with key stakeholders to ensure projects are underpinned by a community development approach that empowers women with disabilities
c. Seek funding to support the Strategic Plan and to build the organisation’s capacity
d. Manage project accountabilities and budgets to comply with project funding agreements and promote organisational learning.
5. General
The following responsibilities are carried out by all staff:
a. Uphold the organisation’s values, culture and collaborative teamwork
b. Participate in the Staff Development Scheme including setting of performance measures, skills development plan and performance appraisal feedback system.
c. Collect activities reporting data within agreed frameworks to inform funding agreements and planning processes.
d. Develop, review and implement WDV policy and procedures
e. Support and participate in risk management processes.
ORGANISATIONAL RELATIONSHIPS:
Internal:
The position reports to and works closely with the Executive Director.
The position works in collaboration with all staff.
External:
Builds relationships with the community sector, grant makers, government.
Encourages involvement of women with disabilities and other key stakeholders in projects.
Extent of Authority:
Within the scope of the position, engage and supervise staff and volunteers/students as required from time to time.
KEY SELECTION CRITERIA:
a. Demonstrated strategic business development, planning and project management experience
b. A demonstrated commitment to the values and principles underpinning WDV
c. Knowledge of the key policy areas relating to WDV priorities including the NDIS
d. High level written and verbal communication skills
e. Knowledge and experience in developing and managing high level partner relationships
f. Demonstrated budget development and management skills
g. Well developed ability to work in a collaborative team environment.
POSITION COMPETENCIES:
WHV Enterprise Agreement 2007 core competencies for Level 5 are:
a. Ability to link the Service’s corporate strategy and the effectiveness of its program delivery. This requires constant scanning of the Service’s internal and external environment for significant changes likely to affect either the original strategy or its subsequent delivery. Possible modifications would then be assessed to ensure that client service remains effective, through input from clients, management and staff.
b. Ability to achieve work area objectives while monitoring and improving where possible financial management.
c. Ability to focus on clients’ needs by matching the Service’s program objectives with present priorities and expected results.
d. Ability to continually promote work area objectives that are set in conjunction with staff, feedback that is given on staff performance and teamwork.
e. Ability to effectively represent the Service through liaison and negotiation, plus developing and maintain networks to share expertise.
f. Ability to manage for results by allocating and monitoring resources to balance competing priorities and respond to changing ones. This requires work loads to be assessed, staff to be involved and targets to be reviewed. Significant liaison would also be required with management and other resource allocation bodies.
g. Ability to ensure that effective change management strategy is drawn up assessed and evaluated in consultation with staff and implemented through them.
h. Recognition of personal abilities and ways these could be enhanced, through feedback from others in the immediate work environment and a strategy for self- development.
i. Application of effective time management techniques.
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