Job Description

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Job Description

  1. 1. JOB DESCRIPTION Post/Employee Number: EC024 Grade: J Scp: 40 - 44 Date Revised: 25.08.05 Job Title: POLICY AND PERFORMANCE MANAGER Division: POLICY AND PERFORMANCE Post holder: Car Allowance: ESSENTIAL USER Other Benefits: PROFESSIONAL FEE PAID Reports to: HEAD OF POLICY AND PERFORMANCE Job Purpose 1. The post holder will be responsible for leading the Council’s performance management and overview and scrutiny functions, through the provision of expertise and advice to the Executive, Scrutiny Committees, Directors Management Team, managers and employees in order to support the delivery of the Council’s corporate objectives and political management arrangements. 2. The post holder is responsible for all staff employed within the Policy and Performance Section and the effective management of the section. Job Dimensions 1. To be responsible for the day-to-day management of the work of the policy and performance section to ensure the implementation of a comprehensive policy and performance management framework within the Council as a whole in a cost effective and professional manner. 2. To lead a team of policy and performance management officers in developing and supporting the Council’s corporate, service and business planning processes in order that the authority’s activities are focused on its priorities. 3. To develop and implement a strong performance management framework that ensures that the Council’s service provision meets the needs of the community, in the most effective and efficient manner and to ensure that Members and senior officers are able to assess progress against the Council’s corporate objectives. 4. To support Heads of Service in developing performance management within their service area. D:ConFacconversion4384026job-description3215.doc
  2. 2. Job Description Continued Second Page 5. To provide support to the Council’s overview and scrutiny functions, in particular leading on the development of the Council’s approach to health scrutiny, developing the annual programme for overview and scrutiny activities, supporting best value reviews and scrutiny reviews and advising Scrutiny on performance information. 6. To gather and analyse data from a variety of sources and to present this information, to inform the Council’s and the partnership’s strategic direction and priority setting processes. 7. The post holder will be the Council’s contact point for external inspections, and will be responsible for ensuring that key officers are adequately briefed and prepared for external inspections. Organisation Structure The post holder reports directly to the Head of Policy and Performance, and has line management responsibility for all other employees of the Council in the Policy and Performance section. Key Responsibilities 1. To develop, implement and review, in consultation with the Head of Policy and Performance, the Business Plan for the section, including initiating, co-ordinating and producing operational plans and procedures in respect of issues affecting service delivery and review, and to report on working practices, procedures, targets and performance of the section. 2. To lead a team of policy and performance management officers in developing and supporting the Council’s corporate, service and business planning processes in order that the authority’s activities are focused on its priorities. 3. To develop and implement a strong performance management framework that ensures that the Council’s service provision meets the needs of the community, in the most effective and efficient manner and to ensure that Members and senior officers are able to assess progress against the Council’s corporate objectives. 4. To manage and co-ordinate the performance management framework for the Council, so as to ensure the provision of quality services which are effective and reliable, and which meet the requirements of the customer. 5. To assist and support the development of a performance management framework for the wider partnership agenda. 6. To examine and challenge continually existing Council service provision and suggest modifications and improvements as appropriate to meet changing needs and demands, through various methods including fundamental reviews and annual service reviews. 7. To support Heads of Service in developing performance management within their service area. 8. To maintain management information systems to manage the performance of the Council, to provide easy access to performance information for Members and Officers. D:ConFacconversion4384026job-description3215.doc
  3. 3. Job Description Continued Third Page 9. To compare the actual service achievement against the Council’s set of indicators, targets and expectations and report to Members, the implications and consequences for the Council. 10. To lead in the identification of processes for benchmarking exercises, co-ordinating the comparison of performance with other organisations, to improve the Council’s performance in service delivery. 11. To assist the Council in addressing the issues identified by the Government for Best Value and Comprehensive Performance Assessment, in particular leading on best value reviews and managing the Council’s response to CPA and Improvement Planning 12. To use performance review information in policy formulation and to analyse and evaluate performance information in line with the needs of the community to assist in policy formulation. 13. Ensuring that effective policy support is provided to the overview and scrutiny function of the Council and that Scrutiny Chairs and Vice Chairs are appropriately supported in their role. 14. To provide support to the Council’s scrutiny function, in particular leading on the development of the Council’s approach to health scrutiny, developing the annual programme for scrutiny activities, supporting best value reviews and scrutiny reviews and developing the role of scrutiny in performance improvement. 15. Developing and implementing innovative approaches to engaging the public, service users and other stakeholders in the scrutiny activities of the Council. 16. To gather and analyse data from a variety of sources and to present this information, including through The State of Cannock Chase, to inform the Council’s and the partnership’s strategic direction and priority setting processes. 17. To produce the annual Best Value Performance Plan. 18. The post holder will be the Council’s contact point for external inspections, and will be responsible for ensuring that key officers are adequately briefed and prepared for external inspections. 19. To keep up to date in this area and following analysis, advising senior Members and Officers of national developments. 20. To prepare the budget, expenditure plans and budgetary control system for the section in conjunction with the relevant accountant. 21. To ensure that the policy and performance management function operations in the most effective and efficient manner and in accordance with the Council’s financial regulations, personnel, training and health and safety policies. 22. To encourage and promote effective communication both within the section and with external agencies. 23. To undertake regular reviews of the Units functions and activities to ensure they continue to meet the needs of Members, Directors and Managers, whilst reflecting best practice wherever possible and to provide effective leadership to the other members of the unit. 24. To deputise for the Head of Policy and Performance as required. 25. Any other duties commensurate with the levels of responsibility attached to the post as may be directed by the Head of Policy and Performance D:ConFacconversion4384026job-description3215.doc
  4. 4. Job Description Continued Fourth Page Decision Making 1. The postholder is expected to bring professional judgment and legal interpretation of relevant legislation as it applies to their sphere of responsibility, and is expected to act and advise on a wide range of issues and topics. 2. The postholder is expected to plan the work of the Policy and Performance Management service so as to fit with the overall strategic timetable for the organisation and decisions taken must have regard to corporate policies and procedures. 3. The post holder will be expected to act and advise on a complex range of professional /technical issues. Impact on end Results 1. The post holder is expected to have a major impact on the provision of the authority’s services and will have a significant influence over the achievement of the Council-wide objectives. In particular, the postholder is expected to have a major impact on the Council’s ability to:- Demonstrate effective performance management Demonstrate effective strategic planning Manage the external inspection process efficiently 2. An error of judgment could affect a number of services and could involve all the Council’s departments and affect the view of external inspections of the Council. Complexity /Problem Solving 1. The post holder will be expected to deal with matters involving complex considerations often of a multi- disciplinary nature and which may be difficult to evaluate. 2. The post holder will be required to switch between different tasks and activities and may be required to produce and present information and advice to short deadlines. 3. The meeting of National and Local Performance Indicators is highly dependent upon the effective management of the Unit. 4. The post holder will have a major impact on service provision and will be directly influential in the achievement of the Council’s objectivities and the section’s operational objectives. The post holder will be influential in ensuring that Best Value is achieved in the delivery of services across the Council. Knowledge and Skills 1. The post holder will be expected to hold a degree or professional qualification in a relevant discipline and will be expected to have at least five years experience in policy and performance management related work. 2. The post holder will be required to give advice to employees, supervisors, managers and Members on policy and performance related issues. D:ConFacconversion4384026job-description3215.doc
  5. 5. Job Description Continued Final Page 3. The post holder will have good written and oral skills and be capable of writing detailed reports and giving presentations. 4. The post holder will be expected to present a range of data to inform Members, Officers and external bodies on performance of the Council and its departments. 5. The post holder must demonstrate evidence of basic information technology skills. 6. The post holder must be capable of working to tight deadlines and to prioritize and manage a large workload whilst demonstrating initiative. Communication and Contacts 1. The post holder will be required to have an ability to effectively communicate both within the Council (Members and Officers) and with external agencies and the general public. 2. The post holder will be required to report both verbally and in writing to their Head of Service and Members within the political structure of the Council. Training and Development 1. The post holder will be required to manage and develop staff within the Unit and ensure that discussions are undertaken with staff in a consistent manner and to produce all necessary preparations in respect of training plans and staff development. 2. The Council is committed to the principles of Investors in People as a means of ensuring the continued efficiency of the service it provides. As part of this commitment, the post holder has a responsibility to develop the skills, knowledge and abilities required to meet the challenges of the job and the objectives identified in the section’s business plan. Equal Opportunities 1. The Council is committed to ensuring equality of opportunity and to the principle that employees should be entitled to work in an environment free from intimidation and harassment. 2. All employees have a responsibility not only for their own behaviour but also for the behaviour of others regarding equality of opportunity. Any act of discrimination must be avoided and any incidents reported accordingly. The duties of the post may be varied by the deletion of any of the tasks specified or by the addition of associated work. The Job Description has been agreed by:- Job Holder: Date: Manager: Date: D:ConFacconversion4384026job-description3215.doc

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