JD Director of PR 2011

							                                      JOB DESCRIPTION


1. JOB DETAILS


Job Title: Director of Planning & Resources (job-share)

Responsible to : Chief Executive

Department: Planning & Resources Department



2. JOB PURPOSE


To lead the Planning and Resources department in providing high quality, customer focused services
that meet the aims of the organisation.




3. DIMENSIONS


NCVO has 90 staff and up to 20 interns/volunteers.
NCVO 2011/12 total budget income £8m expenditure £8m
NCVO has over 8000 charities and community groups as its members

This post leads a department of 19 staff.
This post has 5 direct reports.
Departmental budget = income £1.2m expenditure £3.5m

Company secretary for NCVO and NCVO trading.
Primary cheque signatory for NCVO.
Lead negotiator with the recognised trade union: Unite

The post is worked as a job share with each job-share partner working 3 days/week, both working
on a Monday.
       4. Organisation Chart – Planning & Resources



                                        Chief
                                      Executive




          Deputy                             THIS POST       Director of
         Director /                                         Enterprise &
         Director of                                        Development
          Policy &
        Communicati
             ons




          Human             IT Unit               Finance     Central           PA to
         Resources                                 Team       Services       Director of
           Unit                                                Team          Planning &
                                                                             Resources




5. MAIN ACCOUNTABILITIES OF THE POST


To play an active role on the Senior Management Team (SMT):
    preparing papers, engaging in discussions at bi-monthly SMT meetings, and supporting
       decisions taken at those meetings;
    Advising the SMT of Central Services, Finance, IT and Human Resources implications of NCVO
       strategy:
    Representing the SMT at internal and external functions;
    sharing in collective responsibility for the leadership of NCVO

To lead the Planning & Resources department:
     creating a strong team culture and customer service ethic;
     monitor the department’s annual budget and workplans and ensure all services managed
       reflect value for money and meet need



       NCVO JULY 2011                                                               2
      ensure value for money
      lead finance, IT, HR and facilities strategies to deliver customer focused services

To lead the reporting on NCVO’s internally focused aim “NCVO operates effectively and sustainably”
and lead relevant programs of work to deliver this aim. To be the organisation’s diversity champion.

To line manage the Heads of Finance and Central services, the IT and HR managers and the
Assistant Company secretary through regular supervisions and target setting, annual appraisals,
creation of learning & development plans and pro-active engagement in the HR and IT strategies.

To support the governance of NCVO:
    Manage the recruitment and induction of trustees; oversee the servicing and coordination of
      papers for the 5 trustee board meetings;
    Manage the recruitment and induction of committee members and trading board members:
      oversee the servicing and the coordination of papers for the HR & Remuneration, Audit & Risk
      and Nominations Committees and the trading board.
    Manage the recruitment and induction of Members’ Assembly representatives; oversee the
      twice yearly Members’ Assemblies and support the development of the Members’ Assembly
      community.
    Being the Company Secretary for NCVO and NCVO trading and ensuring the company and
      charity records are maintained.
    Oversee the election process for Trustees and Members’ Assembly elections so as to ensure a
      diverse group of candidates are put forward to the electorate.
    Manage the Annual General Meeting of NCVO and ensure the business of the meeting is
      properly conducted
    Preparing papers for all the above meetings as appropriate to facilitate proper oversight by
      trustees and committee of NCVO.

Lead the organisation’s planning and financial processes, by:
    reviewing and improving systems and ensuring an outcomes focus
    overseeing the management of NCVO’s finances and investment portfolio
    overseeing the management of NCVO’s pension schemes and monitoring the suitability of
       provision
    Reviewing, improving and managing the organisation’s management information systems
    Monitoring, improving and managing internal quality initiatives (including Investors in People
       and Investors in Diversity)
    Providing financial and strategic support for NCVO’s Business Development initiatives
    Providing support for organisational restructures
    Supporting the legal and financial aspects of any mergers NCVO decides to undertake

Lead major change projects as requested by the CEO and the Trustee board, including the building
of a 4th floor and ensuring value is created from the space created.




       NCVO JULY 2011                                                                        3
6   WORK CONTEXT


The Planning and Resources Department is one of three departments at NCVO. The department’s
objective is to provide high quality, customer focused services that enable NCVO trustees and staff
to achieve the organisation’s aims.

There are two teams and two functional units within the department, each headed up by a team
leader (teams) or manager (units). The teams are Central Services (facilities management;
management of NCVO conference suite) and Finance. The units are Human Resources and
Information Technology. The Director also has responsibility for managing the organisation’s
planning process, managing the internal quality initiatives for the whole organisation and servicing
NCVO’s governance structure.

The other two departments are Public Policy & Communications and Enterprise & Development. The
organisation employs approximately 90 staff, the majority of whom are based at NCVO’s offices in
Central London.

While the job is predominately based at our offices in Central London the role involves attendance at
external functions and meetings which require the occasional overnight stay.




7. AUTONOMY AND DECISION-MAKING


The post holder will operate at a strategic level and will have autonomy at all times referring
decisions to the Chief Executive only where there will be significant financial or political impact on
NCVO.

The post holder will have decision making authority for all aspects of his/her department, including
finance and human resources.

    The post has specific authorities:
        As outlined the agreed Financial Procedures Manual
        As outlined in the HR policies of the organisation
        To recruit, manage, discipline and dismiss staff




8. COMMUNICATIONS


The post holder is required to be a skilled communicator, both verbally and in writing, and is
expected to form relationships with:

       Internally
        The Chair, the Board, the Chief Executive, the Senior Management Team (SMT) and staff at
all levels across NCVO

      Externally
       NCVO’s auditors, advisors, pension providers, investment managers and Chief Executives of
other voluntary sector, civil society and other voluntary sector organisations.




        NCVO JULY 2011                                                                   4
9. MAIN AREAS OF DIFFICULTY


The main areas of difficulty for the post holder lie in:

        Decision-making – the role requires regular decision-making including situations where the
         facts may not be readily available.

        Human resource decision – the role requires decisions e.g. discipline and grievance matters
         where the decision needs to consider all factors, including the risk to NCVO’s reputation.

        Financial – NCVO’s income fluctuates and the post holder will play a key role in managing the
         organisation’s response to this variability.




10. ESSENTIAL KNOWLEDGE AND SKILLS REQUIRED


Knowledge

        Knowledge of the voluntary sector at a strategic level
        Relevant post graduate Accountancy qualification
        Broad knowledge of human resources, financial, IT and resource strategic management


Skills
        Excellent influencing and communications skills
        A strategic thinker with strong leadership skills
        Excellent planning and organisational skills
        Excellent project management experience


Experience

        Senior Management experience to demonstrate competence in managing staff within multi-
         disciplinary teams
        Experience of strategic thinking, planning and delivering organisational change to be able to
         demonstrate a record of achievement in these areas
        Experience in delivering, or managing the delivery of a range of internal support services (eg
         Central Services, Finance, HR and IT).
        Experience of servicing and working with governing boards
        Experience of managing an organisational planning and budgeting process




10. GENERAL INFORMATION

   Adhere to NCVO’s Equal Opportunities, Diversity and Dignity at Work policy at all times

   Adhere to NCVO’s Health and Safety and Confidentiality Policies at all times




         NCVO JULY 2011                                                                    5
 Deputy
   Chief
Executive
/ Director
 of Policy
     &  Adhere to NCVO’s No Smoking Policy at all times
Communi
  cations Adhere to NCVO’s Environment and Sustainability Policies at all times
         



        11. JOB DESCRIPTION AGREEMENT


        Job Holder:


        Immediate Manager:


        Date of completion:




               NCVO JULY 2011                                                     6