Women Onto Work

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Women Onto WorkJob Description

Job Title:Project Director

Reporting to:Women Onto Work Board of Directors

Salary: PO2/3 NJC Points 39–43

Job Purpose

The Director will provide strategic leadership and management to Women Onto Work’s Staff and other stakeholders associated with WOW.Significantly, there is an emphasis on the delivery of high quality, innovative employability programmes for vulnerable and excluded women and the Director will have principal responsibility in ensuring best value for Funders

The Director will play a key role in building a shared vision of the aims, values and culture of Women Onto Work and developing relationships with relevant strategists, policy makers and other stakeholders. This work will be undertaken in liaison and partnership with WOW’s Board of Directors

This role also includes key responsibility for developing and implementing a strategy for fundraising to ensure the continuation of WOW’s services

Main Tasks and Responsibilities

Leadership

To inspire integrity, ensure focus and motivate staff to work towards achieving the organisation’s aims and objectives and to encourage a performance oriented ethos within WOW

In managing the Women Onto Work Staff Team, the Director must ensure the highest quality and quantity of services is achieved. At present, these services include:-

1. Area based employability training programmes for women who face the highest level of exclusion throughout Edinburgh
2. Partnership programmes with a range of agencies and services supporting vulnerable and excluded women i.e. mental health,

1. Core guidance services built around case management and integrated with the training programmes and aftercare guidance provision

1. Specific project work including customized and sector specific training programmes Collaborative Project work with other agencies for example Further Education

1. Employer development Programmesto ensure best options for client groups

General Staff Management

1. To ensure, in conjunction with the Board of Directors, that WOW meets its legal responsibilities as an employer

1. To oversee and be involved in the recruitment, selection and induction of all staff

1. To ensure that adequate support and accountability structures are developed and maintained for all staff and Sub Contractors

1. To develop and implement annual performance reviews for all staff

1. To provide feedback from Board of Directors to staff and vice versa

1. To provide advice and information to WOW’s Executive Sub Group for Staffing to ensure they make informed decisions in relation to all aspects of employment and staffing

Strategic Development

To develop, in conjunction with the Board, staff and relevant stakeholders, inc. funders, a long-term strategic plan for WOW’s development. This work includes:

1. To maintain a keen awareness of the external environment, issues and trends as these relate to the current and future potential business of WOW

1. To have the analytical ability to evaluate the implications and opportunities of the external strategic context to ensure that WOW’s business development is aligned with regional, national and European strategic objectives

1. Investigation of expansion and development opportunities for WOW with other strategic partners

1. To develop and maintain a 3 year business planning cycle and annually review the Business Plan to ensure the sustainability and profitability of WOW

1. To meet and exceed targets agreed in the Business Plan and ensure the continued business development of WOW

1. In conjunction with the staff and Board to lead the development of annual work planning and organisational development

1. Extensive networking and collaboration with all stakeholders (e.g. community based/specialist intermediaries, employers, local/central government, statutory agencies such as employment services, benefits and health services

1. Working in close collaboration with those agencies who can support and enhance the capacity to provide services to WOW’s client group

1. To work in partnership with Local Authorities and other statutory providers e.g. Skills Development Scotland to extend the WOW model and improve the capacity of these agencies to develop and deliver gender specific services

Marketing

1. To ensure the ongoing development of WOW’s Marketing Strategy and ensure that it is in line with funders requirements, working partners and target groups

1. To contribute to the development of an Annual Report and other external publications and promotional materials which provide the relevant information and perspectives of the range of stakeholder

1. To oversee the arrangement and management of public events such as Annual General Meetings, Certificate Ceremonies, interagency events etc

1. To network with other relevant and specialist agencies, employers and attend conferences, exhibitions and events and promote the services of Women Onto Work in a variety of different forums and settings

Financial Management & Funding Responsibilities

1. To take overall responsibility, in conjunction with the Board of Directors, for the financial management of the organisation, including developing appropriate financial management procedures

1. To work in conjunction with WOW’s Finance Officer and Treasurer and ensure, comprehensive financial reports are presented to the Board of Directors and Funders including reviewing and setting of budgets in and managing cashflow

1. To complete funding applications, liaise with funders and fund Directors and complete relevant monitoring procedures and reports including European Structural Funds, Scottish Government, Local Authority, Big Lottery and a range of Trusts, Foundations and Sponsors

1. To develop in conjunction with the Board of Directors, a funding strategy for WOW, including collation of information on possible sources of funding

1. To manage the resources of Women Onto Work so that effective service delivery is achieved within budget

1. Overall budget responsibility for the organisation in the region of £500,000 per annum

Board of Directors

1. To work in conjunction with the various Management Sub Groups which include: Strategy, Finance, Staffing, Monitoring & Evaluation & Marketing & Publicity – ensuring their recommendations are incorporated into business and strategic planning
2. To oversee the development and implementation of organisational policies providing necessary legal and good practice guidance to support their informed policy making

Policy and Good Practice

1. To develop, alongside the Board of Directors and staff, efficient and effective policies and procedures to ensure the smooth running of WOW

1. To ensure that equal opportunities, health and safety, confidentiality, environmental and child/vulnerable adult policies and practices is developed implemented and reviewed

Evaluation and Monitoring

1. To develop and deliver relevant qualitative and quantative evaluation and research approaches and initiatives to ensure WOW can:-

▪provide the highest quality of information in relation to outcomes, impacts and achievements

▪clearly measure and demonstrate success and service benefits in achieving funders priorities

▪optimise on best possible funding and strategic opportunities for the future

2.To ensure that all financial, information and management systems conform to the requirements from funders and provide relevant

3.In conjunction with the Board of Directors, to develop efficient and effective monitoring and evaluation procedures to provide an overall picture of service benefits

Decisions taken in Course of the Job

The postholder will ensure that all provision established meets with the quality standards set by Women Onto Work and is in line with the Project’s overall objectives.

The Project Director has overall responsibility regarding all day-to-day management issues. The postholder monitors all the financial, strategic, marketing and service delivery processes in the Project and will decide when these issues should be brought before the Board of Directors.

Supervision Received

The Director will report to the Chair on a regular basis and will receive structured and regular support and supervision sessions from the convenor of the staffing sub group or an agreed external consultant. The Director will provide written and verbal reports to the Chair and Board of Directors and will have delegated authority to progress their own work.

Complexity

The Director is responsible for managing a wide range of services and a diverse staff team. This requires a high level of flexibility, time management, resourcefulness, analytical thinking and excellent communication. Women Onto Work also has a complex multi-funded financial support package.

The postholder must be able to devise effective ways of analysing financial and project delivery information and presenting this information in a comprehensive and motivational way. The postholder must have the ability to liaise with and work effectively with all the Project contacts. The Director will have an accomplished understanding of all development within Women Onto Work.

Key Contacts

Recent Women Onto Work Funders have included: City of Edinburgh Council Strategic Programme SIP, South Edinburgh Social Inclusion Partnership; Craigmillar Social Inclusion Partnership; 2 Community Based Intermediaries; European Social Fund – Objective 3 Partnership; CEC Corporate Services/Economic Development; the Community Fund; Lloyds TSB Foundation for Scotland, A wide range of Trusts and Business Sponsors

A wide range of statutory Agencies and Departments

A range of access and community links representatives at senior level from all further and higher education establishments

Senior Human Resources staff in private, voluntary and public sector employers throughout Edinburgh

Policy Makers and those responsible for determining strategy and funding policy for employment access, education and services for women

Board of Directors and Staff/Freelance Team

Women Onto Work Clients

Advertising and Publicity support services

Creativity

The Director must be flexible and highly innovative in approach to tasks. The ability to “Think On Your Feet” is crucial to the daily challenges, which arise in an exciting and stimulating environment. The postholder must be able to identify new opportunities and ensure that Women Onto Work can maintain a leading profile and achievement in the delivery of training and guidance services for excluded women throughout Edinburgh.

Specification

Project Management (a minimum of 2 years) including the management and supervision of staff teams and project monitoring

Excellent organisational ability with proven track record of leading and successfully developing project work

Strategic intelligence and directional ability

Experience of financial management including the setting of budgets and monitoring spend against budget

Experience of funding applications and procedures

Experience of working with women within a community setting

Evidence of ability to liaise effectively with individuals and groups at all levels

Evidence of ability to effectively publicise and promote WOW’s activities

Evidence and commitment to the principles and practice of equal opportunities

Knowledge and understanding of barriers facing WOW’s client group

A relevant formal qualification to degree standard is desirable. In line with equal opportunities, considerable relevant professional experience will also be taken into account

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