Recruitment and Selection Process
Summary of Terms and Conditions of Employment
Information on the City of London Corporation
Equal Opportunities Policy
The information in this pack can be made available in large print,
Braille or on audio tape if required. Please contact 020 7332 3978
for more information.
Recruitment and Selection Process
Completed application forms should be submitted to the Corporate Recruitment Unit by
12 noon on the closing date of 11 July 2012.
You should note that for efficiency reasons, we are unable to acknowledge individual
applications. If you do not hear from me within four weeks of the closing date, I regret
that on this occasion your application has not been successful.
Contact details are
Corporate Recruitment Unit, Corporate HR Unit, Town Clerk’s Department, City of
London Corporation, PO Box 270 Guildhall, London EC2P 2EJ
T 020 7332 3978
Candidates should note that any offer of employment made by the City of London will be
subject to providing the documentation below and satisfying the following checks as
outlined in the City Corporation’s Pre-Employment Screening policy:
Proof of identification
Proof of right to work in the UK
Proof of address (utility bill or confirmation from electoral register)
Five year’s employment history
Two satisfactory references
Medical assessment, which may include a medical examination by a Doctor
nominated by the City of London
You are always advised not to resign from your present employment until any offer of
employment has been confirmed.
Job Title Technical Manager
Department Barbican Centre – Music
Grade Grade E
Location Barbican Centre
Responsible to Senior Technical Manager
Responsible for Technical Supervisors, Technicians
Purpose of Post
The Technical Manager will report to the Senior Technical Manager and assist in
directing and managing the technical delivery of the Barbican Concert Hall programme
of over 250 concerts and 75 commercial events to one international standard, ensuring
customer and solution focused technical support of the highest quality.
One of the Technical Managers will focus on commercial activity, the other on the Music
driven events. They are required to cover each other in conjunction with the Senior
Technical Manager during leave and busy times.
Working in a team of two the Technical Manager will identify and supply the technical
requirements for all setups, sound-checks, rehearsals, recording sessions, concerts and
get-outs within budget and on time.
The Technical Managers will jointly be responsible for the maintenance works in
allocated venues & technical equipment, general upkeep of spaces and safety
To manage overall day-to-day operation of venues as allocated by the Senior Technical
Manager ensuring that all commercial and artistic events and all related activity are well
staffed, equipped and budgeted for.
To devise plans and manage the short-term spatial upkeep, maintenance, accessibility
and security of the Concert Hall auditorium, stage, and associated areas to ensure all
fire & health & safety protocols are met and exceeded. To prepare and oversee the
application of health and safety procedures in the workplace and to carry out risk
assessments according to regulatory requirements and as instructed by the Senior
Technical Manager. To attend the Music Department H&S meeting.
To assist the Senior Technical Manager on the merge of the music and commercial
technical teams and review working practices in both areas. To manage, motivate and
develop the team by applying best management practice and ensuring that the right
support and technical systems are in place for the team to work to their best ability.
Main Duties & Responsibilities
1. To report to the Senior Technical Manager and work closely with the second
Technical Manager to deliver over 320 events per annum to one international
standard so as to reflect the Barbican’s standing as a world-class arts centre and
2. To support the merge of music and commercial technical team and review working
practices to ensure consistency in provision of technical support in all areas.
3. To focus on Commercial or Music driven activity as allocated by the Senior
Technical Manager and to attend weekly meetings as required.
4. To line manage Technical Supervisor and Technicians as allocated by the Senior
Technical Manager; to support professional and personal development by
application of good management practice and appropriate HR policies and
procedures e.g. appraisals, sickness absence management etc.
5. To manage & work on allocated events as appropriate according to expertise, skill-
set development and workloads to ensure the successful delivery of the music
programme, commercial events. To manage team members and casual workers on
a day to day basis ensuring the delivery of events to the highest standard.
6. To actively participate in the departmental Music Stage & Technical meetings and to
contribute to development of the department and to review activity.
7. To work with commercial clients and attend commercial client meetings to offer a
complete technical solution to their event when required.
8. To work collaboratively with the other technical teams at the Barbican Centre with
regard to the foyer activity, to contribute to identifying technical solutions Centre-
wide and share staff and resources where possible and appropriate.
9. To keep up to date with technology developments within the Events sector, and to
maintain general technical knowledge in all areas including AV, sound, lighting,
stage equipment in order to be able to suggest best technical solutions for complex
events, and maintain high technical standards within the team.
10. To cultivate excellent relationships with artists, creative practitioners, producers,
and “Associate Partners”, to include the LSO, the BBCSO, Britten Sinfonia,
Academy of Ancient Music Associates and Serious as well as with business partners
on the business side. To attend planning, programming and production meetings to
determine and negotiate the sound, lighting, staging and AV requirements for most
challenging and complex music and business events.
11. To manage the Music Department’s technical equipment & maintenance. To
contribute to the management of CAP projects and business plans ensuring the
future development of all technical systems & to assist reviewing packages and
12. To plan necessary maintenance and repair programmes in all areas the technical
team works in. To oversee equipment inspections and the annual PAT testing.
13. To work with the Senior Technical Manager on feasibility studies, capital projects,
and equipment acquisitions. To lead on specific projects related to the physical
demands of the department as defined by the Senior Technical Manager. To
produce technical reports and business cases in support of these projects.
14. To lead, develop and encourage safe working practices compliant with H&S
regulations in all aspects of the department’s work and to ensure awareness of
legislation changes within the sphere of operation. To ascertain that staff are
suitably trained and safety conscious, and to encourage a high standard of
awareness among the Centre’s contractors and clients.
15. To attend the departmental Health & Safety Committee and actively participate in
the development of safe working practice.
16. Actively seek to implement the City of London’s Equal Opportunity Policy and the
objective to promote equality of opportunity in relation to the duties of the post.
17. To undertake any other duties that may reasonably be requested appropriate to the
grade as requested by the Senior Technical Manager.
Job Title Technical Manager
Department Barbican Centre – Music
Grade & Level Grade E Level: 3
Trent Position Number
Please find below the key skills and core behaviours required to undertake this post.
Technical Skills / Professional Qualifications / Relevant Education & Training
An excellent knowledge and interest in the arts, music (classical and contemporary)
and commercial presentations, to degree level or a relevant professional technical
An extensive knowledge of the music industry, and a thorough understanding of all
the creative processes of music-making as well as an excellent knowledge of
business events industry
A high level of competence in one or more of the following disciplines: lighting,
sound, video and film technology is a prerequisite.
High degree of computer proficiency (including Word, Access & Excel). Training will
be given on Artifax.
General knowledge of the Health & Safety legislation and safe working practices
A proven track record of working in a multi-disciplinary arts venue at a managerial
level on artistic and commercial events
Experience of working in business events industry on variety of income-generating
events (from small single room events to large multi venue association meetings for
thousands of attendees)
Proven experience of negotiating and driving change in order to make events
Experience in managing and motivating technical teams (permanent staff and
casuals, working across disciplines)
Experience of managing budgets
Experience of project management
Other Relevant Information e.g. working hours (if applicable)
Weekend and evening work will be required as appropriate to the concert schedule, so
a flexible approach is a prerequisite.
Planning and Organising… Managing time, competing priorities and resources in a
Involves others in planning, putting self in the shoes of stakeholders
Build sufficient time in plans to manage both process requirements and stakeholder
Accurately estimates resources and time requirements required to achieve plans
Uses appropriate programme and/or project management methodologies to ensure
outcomes and promises are met
Analysis and Problem Solving… Analysing information logically, drawing on one’s
knowledge and experience base and calling on other references and resources as
necessary to generate appropriate and/or creative solutions.
Interprets complex data isolating key issues – sharing analysis with others
Uses logical, rational and intuitive approaches to develop options and strategies to
Generates imaginative, creative or innovative solutions to new and/or longstanding
Involves others in problem solving, seeking multiple perspectives and solutions
Communication and Influence… Presenting information and arguments verbally or in
writing to improve understanding, influence outcomes and foster engagement and
Raises pertinent issues with manager or management team in a concise way
without going into unnecessary detail
Thinks through audience and personal impact, using appropriate communication
style, body language, and sense of dress to suit the situation
Uses an inclusive style when running meetings, clarifying understanding, minimising
the use of jargon and summarising key points
Delivers effective presentations through detailed planning and preparation
Change Orientation…Being open to new ways of doing things; adapting behaviour and
work methods in response to new information, changing conditions, or unexpected
Takes a leadership role in supporting the team through organisational change
Challenges the status quo and ‘tried and tested’ ways of doing things in pursuit of
service improvement, efficiency or value for money
Has an outward focus, drawing information from a variety of sources to strive for
continuous performance improvement
Understands the impact of change on others, putting self in the shoes of others
when implementing change
Drive and Perseverance… Maintaining a high degree of motivation and commitment to
producing work of the highest possible standard at CoL, finishing what we start even in
the face of challenging obstacles.
Defines his or her work in terms of results and outcomes achieved rather than time
Does not give up before finishing, even in the face of significant resistance or
Sets high standards, pushing self and others for results, seeking continuous
Finishes work to a high standard, is not satisfied with ‘simply finishing’ something
Leading and Empowering… Creating a compelling future for colleagues; motivating
and encouraging commitment and involvement through delegation, support and
Has a clear strategy, goals and outcomes for the team
Delegates tasks, releasing authority and risk, accepting mistakes may be made
Opens up personal networks to others, creating new connections and relationships
Engages with, communicates and supports corporate decisions
Developing and Recognising Others… Nurturing the skills, behaviours, talent and
potential of individuals and teams through training, development, coaching and
feedback – acknowledging and valuing the contribution they make.
Encourages growth and development and growth internally, across departments and
Creates a supportive and challenging environment, helping team members to
maximise their potential
Takes time to coach, support and encourage staff and teams to reflect on and
Develops a variety of team-based reward ideas
Managing Business Performance… Setting and managing clear and stretching
performance expectations for individuals, teams and partners – accepting accountability for
own results and those of the team.
Maintains constant focus on current performance and future goals regardless of
Changes roles, responsibilities and processes to deal with issues
Takes accountability for improving performance of the team
Manages projects, risk, finances, and other resources effectively
Recruitment – Note to Applicants
These key skills and core behaviours will be used in the decision making process
for recruitment. Please give examples of how you have exhibited these
behaviours in your previous role(s). It is essential you address each of these on
the application form on the section for supporting information.
Be as specific as possible, we cannot guess or make assumptions, but will
assess your application solely on the information provided. Try to provide
evidence, by examples, where possible, of skills, knowledge and experience
contained in this person specification.
Summary of Terms and Conditions of
This summary is given as a guide and is not intended to form part of an individual’s
contract of employment.
The salary range for this job is £34,850 – £39,570 p.a. inclusive of £5,080 London
Weighting. This figure will be reviewed annually from 1 July in line with the pay award
for other salaried staff within the City of London Corporation.
New appointees will normally be placed on the bottom of the pay scale.
The job is offered on a permanent basis
Hours of Work
Normal office hours are 35 hours per week Monday to Friday, excluding lunch breaks,
inclusive but the postholder shall be expected to work the hours necessary to carry out the
duties of the position.
Frequency and Method of Payment
This is a monthly paid appointment and salaries are credited to a Bank or Building
Society Account on the 11th of each month.
There is an entitlement of 28 days annual holiday plus Bank Holidays. There are
subsequent increases to entitlement to annual holiday according to length of service.
Sickness Absence and Pay
The City of London Corporation has a comprehensive Occupational Sick Pay scheme,
details of which can be found in the Employee Handbook which will be made available to
you upon commencement.
You will automatically be admitted to the City of London Corporation’s Pension Scheme
if you have a contract of employment for more than 3 months. Employees contribute
between 5.5 and 7.5% of their pensionable pay to the scheme, depending on salary. If
you do not wish to join the Scheme you must make a formal declaration stating you wish
to opt out. You may contact the Pensions Office directly should you have any queries
relating to the Local Government Pension scheme and your entitlements under this
If you join the City of London Corporation without a break in service (subject to certain
exceptions) from another body covered by the Redundancy Payments (Local
Government) (Modification) Order 1999, your service with that institution will count for
the purpose of continuous service. The amount of continuous service which you have will
affect your entitlement to certain contractual benefits; for example, annual leave, sick
leave and maternity leave. A full explanation of Continuous Service is contained within
the Employee Handbook.
You will be employed initially on a six month probationary period. Should either party
wish to terminate the employment during this period, then one week’s notice will be
required on either side, except for summary termination for gross misconduct.
One month by either party after satisfactory completion of probationary period.
Learning and Employee Development
The City of London provides for financial support and time off for staff to study for
appropriate qualifications which relate to their duties or undertaking professional skills
update training. There is also an in house programme covering more general training
The Barbican Centre is the largest multi-arts centre in Europe, featuring art, film, music,
theatre, dance and education all under one roof and under one creative direction.
Who we are
The Centre comprises the 1,949 seat Barbican Hall, the 1,166-seat Barbican Theatre, the
200-seat Pit theatre, 3 cinemas, the 1,393 m2 Barbican Art Gallery, a 2nd gallery; The
Curve, 4,645m2 of foyers and public spaces, the Lakeside Terrace, a roof-top tropical
conservatory, 7 conference suites, 2 trade exhibition halls, private function rooms and the
3 restaurants; Searcy’s, Waterside Café and Balcony Bistro.
In the last decade, the Barbican has undergone a radical transformation bringing all the
artforms under one roof and finally fulfilling its true potential, to present wide-ranging
international programme and multi-arts festivals, which break down the traditional
Our vision - Sir Nicholas Kenyon, Managing Director
I want the Barbican to be the beating heart of the City of London, a place of stimulation,
refreshment, and adventure which reaches out beyond the confines of its walls to involve
those within the Square Mile and far beyond. Whether you work, live or visit the City, I
hope you will come and discover how the Barbican Centre and its City arts partners are at
the forefront of helping to introduce a new generation to the thrill we all feel when great
art makes an impact on our lives.
As London looks east in the years to the Olympics of 2012, there is a huge opportunity
for the Barbican, the City and the arts. Thanks to the constant support of the City of
London Corporation we can insure that the place of culture during that important period
is both recognized and celebrated. There are extraordinary talents and skills emerging in a
new generation of creative artists and performers: let’s make the most of them, support
them, and make the arts flourish!
Working at the Barbican
The Barbican is a busy, challenging environment, and all employees should
possess exemplary standards of customer care, both internally and externally. We
promote and operate an equal opportunities policy, ensuring that all applicants and
employees receive fair treatment. The Barbican has approximately 300 permanent staff
supplemented by casual staff in areas such as ticket sales and house management.
We employ staff in a wide range of fields: engineering, project management, sales,
finance, marketing, IT, education, production management, arts administration,
programming for all art forms and many others. Having such a variety of staff makes
Barbican a very interesting place to work for.
Barbican staff can take advantage of various opportunities to see films, art gallery
exhibitions and theatre and concert hall performances for free, or at a discount. They also
get a free access to all art galleries across London as well as discounts in Barbican
To get to know more about us please go to http://www.barbican.org.uk/about-barbican
Introduction to the City of London Corporation
About the City
The City is the world leader in international finance and business services – a global
powerhouse at the heart of the UK’s financial services. The City of London Corporation
provides a dedicated service to the City, from essential infrastructure maintenance to
strategic economic development as well as carrying out the normal functions of a local
authority. It also provides a range of services that make a wider contribution to economic,
social and environmental well-being. Many of these have a direct effect on people outside
of the City’s geographical boundaries and contribute to a wider regional and national
The City Corporation pre-dates Parliament and its experience and tradition underpin its
modern and efficient services. Its constitution is rooted in the ancient rights and
privileges enjoyed by citizens before the Norman Conquest in 1066. It proudly maintains
its heritage through a series of ceremonial functions, including the Lord Mayor’s Show,
that uphold the distinctive nature of the City and the City of London Corporation.
The City Corporation is run through the Court of Common Council – its main decision
making body – which is presided over by the Lord Mayor.
The Court is made up of Members and Aldermen who are elected from the City’s 25
wards to represent the interest of both residents and businesses. The Court operates on a
non-party political basis and meets to debate issues that have arisen from the City
Corporation’s diverse committees.
These committees, with the City of London Corporation overall direction provided by the
Policy and Resources Committee, discuss day to day activities and projects in
collaboration with City of London Corporation officers who carry out the work and report
to the Town Clerk.
The City of London Corporation’s vision is;
The City of London Corporation will support and promote the City of London as the
world leader in international finance and business services, and will maintain high
quality, accessible and responsive services benefiting its communities, neighbours,
London and the nation.
Our Strategic Aims
To support and promote ‘The City’ as the world leader in international finance
and business services.
To provide modern, efficient and high quality local services and policing
within the Square Mile for workers, residents and visitors whilst delivering
To provide valued services to London and the nation.
Our Medium Term Policy Priorities
Supporting and promoting the international and domestic financial and
Seeking to maintain the quality of our public services whilst significantly
reducing our expenditure and improving our efficiency
Engaging with London and national government on key issues of concern to
our communities including police reform, economic crime and changes to the
Maximising the opportunities and benefits afforded by our role as a good
neighbour and major sponsor of culture and the arts
and, for the period 2011-2013:
Maximising the benefits and opportunities offered to the City of London and
beyond by the London 2012 Olympic and Paralympic Games
Our Core values
The City Corporation has three core values that inform the way we work, what we do and
how we do it:
• The right services at the right price
• The best of the old with the best of the new
• Opportunity and prosperity for all
Further detail is provided in the City Of London Corporation’s Corporate Plan
2011-2015, available on the City’s website: www.cityoflondon.gov.uk/corporateplan
Organisation Chart for the City of London Corporation
Town Clerk Law and Order
Commissioner of Police
Corporate Service Institutional Common Serjeant
Departments Departments Departments Coroner
Town Clerk Planning and Barbican Centre
Economic Guildhall School of
Development Community & Music & Drama
Public Relations City of London School
Chamberlain Services City of London School
Comptroller & City Open Spaces
Solicitor City of London
Libraries, Archives & Freemen’s School
Remembrancer Guildhall Art Gallery
City Surveyor Markets
Equal Opportunities in Employment
The City of London Corporation values the rich diversity and creative potential people
with different backgrounds, skills and abilities bring to the workplace.
Our equal opportunities policy aims to treat all current and prospective employees
fairly and with dignity and respect.
The City of London Corporation will not tolerate unfair treatment on the grounds of:
age, disability, employment status, ethnic origin, gender, marital status, nationality,
religious belief or non-belief, responsibility for dependants, sexual orientation, social
background, trade union or political activity or any other reasons which cannot be
shown to be justified.
In applying this policy, the City of London Corporation recognises its obligations
under relevant employment and equality law and Codes of Practice. However, our
policy is not just about legal compliance but goes wider. We will be proactive in
promoting our commitment to equality and diversity and to being a good employer.
Implementing the policy
Promoting equal opportunities is one of our Core Values and we want our policy to be
implemented. We will
communicate the policy to all employees
provide appropriate training
allocate clear responsibilities
The Town Clerk has overall responsibility for ensuring the implementation of the City
of London Corporation’s Equal Opportunities Policy. Each Chief Officer has
responsibility for ensuring successful implementation of the policy within their own
department. We all have a responsibility to contribute to its success by ensuring our
behaviour supports the principles laid out in the policy.
The City of London Corporation will not tolerate acts breaching our policy. Any
breaches will be fully investigated and may be subject to the City of London
Corporation’s disciplinary procedure.
Recruitment and Selection
Equal opportunity starts here. We will
consider candidates solely on merit, against carefully considered, justifiable job
ensure people involved in recruitment are trained appropriately
make advertisements welcoming to all types of applicant
avoid stereotypes that only certain groups of people are suitable for particular jobs
Career Development and Training:
Central to our equal opportunities in employment policy is that we get the best from
our employees throughout their careers. We will
provide the support necessary to help employees realise their employment
encourage employees to apply for jobs which suit their experience and skills
Terms and Conditions of Employment
Fairness in how people are rewarded is fundamental. We will
ensure terms and conditions, including pay, are fair and equitable, taking account
of responsibility, performance and contribution
ensure that the benefits, facilities and services available to all our employees will
be clearly defined so that people are aware of them
Our policy recognises that patterns of work are changing as employees have to
balance work and domestic commitments. We will
consider requests for flexible working made under our policies in a way which
fairly balances the needs of the individual and the City of London Corporation
The City of London Corporation is opposed to any form of harassment or bullying on
any ground. Our aim is to create an environment where all employees are treated with
dignity and respect and to provide a supportive working environment. We will
ensure that all employees have access to our comprehensive Policy and Procedure
on Harassment and Bullying, our Grievance Procedure and our Code of Conduct
monitor complaints to check that our policy and procedure is working
Monitoring and review
We will regularly check our progress by using workforce monitoring and equality
performance indicators. We will
statistically monitor our workforce composition, staff in post, applicants for jobs,
training and development, grievances, disciplinary procedures, dismissals and
other reasons for leaving
use the data collected to examine the success of this policy and to plan for the
consult appropriately on the effectiveness of our equal opportunities in
Different Types of Discrimination
We recognise that discrimination can take different forms
This means treating someone less favourably because of who they are. For example,
not offering the best candidate a job because they are black, or married or female is
This happens when an unnecessary requirement or condition is applied to a job that
affects one group of people more than another. For example, specifying a very long
period of continuous employment in a similar job as part of an advert might
discriminate against younger people or those who have spent time looking after small