Directorate of Neighbourhood Services

Area Managers Street Scene Services x2

£34,549 - £37,206

Job reference: CVP 50

Contents

1. Letter from the Human Resources Manager

2. The council’s vision and objectives

3. Job description

4. Person specification

5. Conditions of service

6. Pension contribution rates

7. Information on exempted posts

8. Equality and diversity sub groups

Dear Applicant

Post of Area Manager

This post is exempt from the provisions of the Rehabilitation of Offenders Act which means you must provide details of any convictions (including those which are ‘spent’), in addition to any cautions and bindovers orders that you have received in the last 12 months.

Thank you for your enquiry about the post at Knowsley Metropolitan Borough Council.

Please find enclosed further details about the post and an application form for you to complete and return by Friday 8 April 2011. You can find out more about Knowsley Council from our website at www.knowsley.gov.uk.

Interviews will take place week beginning 18 April 2011. If you have not heard by then you should assume that your application has been unsuccessful. If you would like receipt of your application to be acknowledged, please enclose a stamped addressed envelope with your completed form.

The council places great importance on maintaining high levels of attendance at work and all Directorates operate under well-established guidelines to monitor and control absence. If you are successful at interview, the council will be seeking references and your present or last employer will also be asked to give details of your sickness and attendance record over the last three years.

If you require any assistance during the selection process due to a disability, please contact us as soon as possible on telephone number 0151 443 3434. For example you may need a sign language interpreter, require an accessible interview room, or need help completing a written application (taped applications may be submitted by prior agreement).

The council is working jointly with the trade unions to implement a fair and equitable pay and grading structure in line with the 1997 Single Status Agreement. This will be achieved by reviewing every post within the council through the job evaluation exercise which is currently being conducted. All posts are subject to the review and therefore advertised grades are provisional and will not be confirmed until the outcome of this exercise. You should note that you are applying for posts with the council on this basis.

You should return your application to: Knowsley Metropolitan Borough Council, Directorate of Corporate Resources, Westmorland Road, Huyton, Merseyside, L36 9GL, or by email to: recruitment@knowsley.gov.uk

I look forward to receiving your application and thank you for your interest in this post.

Yours sincerely

Jaci Dick

Jaci DickHuman Resources Manager

METROPOLITAN BOROUGH OF KNOWSLEY

JOB DESCRIPTION

POST TITLE: Area Manager (Street Scene)

GRADE: PO 9 -12

DIRECTORATE: Neighbourhood Services

SECTION: Street Scene Services

ACCOUNTABLE TO: Street Scene Operations Manager

RESPONSIBLE FOR: Environmental Quality Teams

PURPOSE OF POST

The primary role is the management of all operational resources to ensure that they are effectively and efficiently utilised in securing the necessary outcomes for a green, clean and safe high quality environment in our neighbourhoods. This can only be achieved in working as part of directorate management team across a range of services within the Directorate including Street Scene Services, Community Safety and Neighbourhood Management together with other internal and external partners. The emphasis in this role is that it is based on a proactive neighbourhood approach to the needs of our customers and our local communities’ needs at a geographical (area) level and/or functional level.

The post holder will be responsible for the day to day management and delivery of services within the available budget whilst ensuring value for money is secured in providing effective and sustainable neighbourhood services delivered within the context of local area and borough-wide targets.

MAIN DUTIES AND RESPONSIBILITIES

1. Service Specific Role(i) To manage all Street Scene Services operational staff across a geographical

area of the borough providing effective and sustainable neighbourhood operational services delivered within the context of Sustainable Communities Strategy.

(ii) To be responsible for the day to day management and use of operational resources in the area teams within the available budget which is based on local priorities and targets and the individual area action plans.

(iii) To be responsible for compliance with service quality standards across the neighbourhood area teams by ensuring all working practices and processes

are delivered based on good horticulture practise in the maintenance and management of green spaces and high levels of cleanliness standards.

(iv) To undertake technical analysis of productivity and performance levels to monitor and measure resources are being effectively used to maximise outcomes and reduce costs.

(v) To demonstrate operational experience and knowledge in all technical aspects of service delivery to ensure that current policy and legislation is applied to service delivery.

(vi) To implement all actions within the service business plans for the operational function of the Street Scene Service based on the borough-wide Street Scene strategy for service delivery to improve the quality of life for all residents and businesses in the borough.

2. Directorate role (i) To work collaboratively with the Directorate’s other neighbourhood services to

establish and deliver key business objectives. This will include other Council staff and external partners to ensure that the quality assurance issues which affect reputation, cost of service and profile of the Council, partnerships, and service are managed in an effective and co-ordinated manner.

(ii) To ensure the delivery and quality of local service standards, as determined in the Cleaner, Safer, and Greener Charter and to support the delivery of the Area Partnership Boards local area priorities and performance targets.

(iii) To work with the local problem solving groups to determine solutions to local problems and deliver them. Including liaise with key stakeholders, supporting and developing community/ agency/ operational and communications links that promote and facilitate accountability in terms of council, partnership, directorate and service priorities.

3. Financial Management(i) To ensure that services are provided in accordance with approved budgets on

a weekly, monthly and yearly basis, reporting any variance and taking appropriate action and to make recommendations for improved budget utilisation.

(ii) To ensure the effective financial management of contracts and service level agreements with partners and contractors, where appropriate.

(iii) To adhere at all times to the Council’s scheme of delegation, financial regulations and standing orders.

4. Service Development (i) To assist in planning and implementation of policies, programmes and

initiatives stated in the service’s relevant strategies.

(ii) To keep abreast of changing legislation policy and good practice relevant to the service and to reflect this in service developments.

(iii) To use all learning opportunities to develop personal skills necessary to improve effectiveness and efficiency of service delivery.

5. Performance Management (i) To manage, monitor and challenge performance of staff to achieve excellent

service delivery, motivating and developing staff to ensure they meet the required levels of competence to achieve the levels of performance targets.

(ii) To ensure that performance targets and local priorities and targets are achieved.

(iii) To ensure adherence in the development, implementation and management of the service’s ISO 9001 Quality Management Systems, where relevant.

6. People Management(i) To provide daily management of the operational teams to ensure that effective

management, motivation, training and development of staff is in place to meet service objectives, to ensure staff reviews are carried out regularly, training needs identified and a training plan compiled, in line with corporate policy.

(ii) To participate in Performance, Review and Development appraisals and contribute to the identification of your own and team development needs and to use all learning opportunities, to develop personal skills necessary to improve effectiveness and efficiency of service delivery.

(iii) To promote good employee relations through liaison / consultation with trade union officials, shop stewards and employees as required.

(iv) To manage and maintain records for staff attendance records including the management and adherence of the Council’s sickness absence procedures

(v) To undertake investigations as appropriate in accordance with KMBC Management of Absence and Disciplinary Procedures.

7. Risk Management(i) To ensure that staff and where appropriate, consultants/contractors, are aware of

the implications arising from other relevant statutory provisions, and that they discharge their duties in compliance with current legislation.

(ii) To be responsible for the health and safety and welfare of all service staff and ensure all Health & Safety procedures are adhered to in accordance with corporate procedures

(iii) To ensure that relevant health and safety policies, risk assessments and procedures are up to date, managed, implemented, communicated and complied with.

(iv) To investigate insurance claims associated with the service’s operations and accident investigation protocol. To provide information on such matters and support for the Council’s corporate insurance section and outside agencies.

(v) To ensure full compliance with the Health and Safety at work Act 1974. To be responsible for the implementation of the Council’s Health and Safety Policy in the workplace and on site, and to monitor the effectiveness of health and safety arrangements and systems and promote appropriate improvements where necessary within the service.

8. Equality and Diversity(i) To actively promote the Council’s Equal Opportunities Policy and Diversity

Strategy and observe the standard of conduct which prevents discrimination taking place.

(ii) To maintain awareness of and commitment to the Council’s Equal Opportunity Policy in relation to both employment and service delivery.

This is not a comprehensive list of all the tasks, which may be required of the post holder. It is illustrative of the general nature and level of responsibility of the work to be undertaken.

Job description prepared by:

Head of Street Scene ServicesFebruary 2011

PERSON SPECIFICATION

*

* This post is exempt from the provisions of the Rehabilitation of Offenders Act – applicants must disclose all criminal convictions including those which are ‘spent’, in addition to any cautions and bindover orders received in the last 12 months

Criteria Essential requirements * M.O.A

Skills, knowledge, experience etc

1 Practical experience of working at an operational manager/supervisory level within large environmental organisation minimum 3 years.

A,I, E

2 Good knowledge of current policy and legislation relating to Street Scene Services including Defra’s Code of Practise for litter and refuse.

A,I, E

3 Ability to maximise the use of technology within the operational services to aid decision-making and monitor performance

A,I, E

5 Ability to provide effective leadership and be part of a team A,I, E6 Effective communication skills oral, written and presentation. A,I, E7 Financial awareness in respect of budgetary control and monitoring. A,I, E8 Ability to demonstrate change management skills and implement actions to deliver tangible outcomes. A,I, E

Qualifications9 Recognised academic and/or management qualification minimum NVQ level 4 and/or a recognised professional

qualification in a relevant discipline, with significant evidence of continuous professional development.A

Person specificationPost title Area Manager (Street Scene Services x2) Grade PO9-12Directorate Neighbourhood Services Section/team Street Scene Services

10 Membership of a relevant professional body e.g. Institute of Parks and Green Spaces, Landscape Mgt, Cleaner, Safer, Greener Network.

A

11 Completion of structured management development programme and commitment to improving personal skills and AHealth and safety12 Ability to ensure suitable and sufficient risk assessments are carried out taking into account employees A,I, EPersonal attributes and circumstances13 Good knowledge of Microsoft Word, Outlook, Excel, Access and Power Point. Together with ability to use other IT

systems to aid decision-making and operational management preferably Confirm. A

14 Ability to work outside normal office hours including weekends and bank holidays. A15 Ability and willingness to travel both inside and outside the council area as required. A

*Method of assessment (*M.O.A)A = Application form C = Certificate E = Exercise I = InterviewP = Presentation T = Test AC = Assessment centre

Date Approved by authorised manager Designation

Where the post involves working with children, in addition to a candidate’s ability to perform the duties of the post, the interview will also explore issues relating to safeguarding and promoting the welfare of children, including:

Motivation to work with children and young people Ability to form and maintain appropriate relationships and personal boundaries with children and young people Emotional resilience in working with challenging behaviours Attitudes to use of authority and maintaining discipline

We have a positive attitude to the employment of disabled people and guarantee an interview to those who meet all the necessary criteria of the person specification.

Conditions of serviceDirectorate of Neighbourhood Services

Post Area Manager

Grade PO 9 - 12

General The conditions in the National Joint Council for Local Authority Services (Green Book) will apply.

Hours of work 36 hours per week

Salary £34,549 to £37,206

Basic annual leave 27 days per annum

Medical The successful applicant will be required to complete a medical questionnaire and may also be required to undergo a medical examination.

Training The Council is a recognised ‘Investor in People’ and encourages training and development for all employees.

Pension You are automatically entered into the Local Government Pension Scheme, unless you elect not to join. Employees with contracts of employment of less than three months are not eligible to join the scheme. Contributions rates are dependant on salary as per the contribution rates shown below.

Childcare vouchers The Council is in partnership with a childcare voucher provider which offers employees a salary sacrifice scheme. Further details are available from Human Resources Division.

Car status Essential

Politically restricted post

This post is considered to be politically sensitive and falls under the terms and conditions of Politically Restricted Posts.

Disclosure The post is subject to a Criminal Records Bureau check. You must ensure that you complete Section 8 of the application form. If you fail to do so your application will not be considered. Having a criminal record will not necessarily prevent you from being appointed to the post.

Pension contribution rates

With effect from 1 April 2008, contribution rates will be on a sliding scale based upon a scheme member’s full time annual pensionable pay. Part time employees’ percentage contribution rates will be based upon the pro rata full time pensionable pay.

From 1 April 2009, the new contribution rates will be as follows:

Table 1Band Pensionable pay range Contribution rate

1 £0 - £12,600 5.5%2 £12,600.01 - £14,700 5.8%3 £14,700.01 - £18,900 5.9%4 £18,900.01 - £31,500 6.5%5 £31,500.01 - £42,000 6.8%6 £42,000.01 - £78,700 7.2%7 More than £78,700 7.5%

From 1 April 2008 for those employees who were paying 5%, the changes to contribution rates are as follows;

Table 2Year commencing Contribution rate1 April 2008 5.25%1 April 2009 5.5%1 April 2010 6.5%

Exempted posts – Criminal Records Bureau (CRB) disclosure

Knowsley Metropolitan Borough Council aims to promote equality of opportunity for all with the right mix of talent, skills and potential. We welcome applications from diverse candidates.

Certain posts are subject to a Criminal Records Bureau check due to the nature of the work being undertaken. All candidates who are successful at interview for one of these posts will be asked to complete an application form for a ‘disclosure’ check by the Criminal Records Bureau before the appointment is confirmed.

Whilst the council supports the rehabilitation of ex-offenders, it is obliged in the recruitment of all employees to use an Exemption Order of the Rehabilitation of Offenders Act 1974 in order to ensure safe recruitment to posts where working with children, vulnerable adults or other positions of trust are involved. If you apply for a post that is subject to a disclosure, you will be advised in the recruitment job pack.

Having a conviction or a record of some type of unacceptable behaviour would not necessarily bar you from being appointed to the post as any decision to employ will be considered on the individual circumstances of each case.

If you are in doubt about what you should declare, you can ask advice from a member of the Human Resources Division 0151 443 3434. Further information about the Criminal Records Bureau, including how information is assessed in line with the Rehabilitation of Offenders Act 1974 can be found on their website: www.crb.gov.uk

SafeguardingWhere the post involves working with children, in addition to a candidate’s ability to perform the duties of the post, the interview will also explore issues relating to safeguarding and promoting the welfare of children, including:

Motivation to work with children and young people Ability to form and maintain appropriate relationships and personal boundaries

with children and young people Emotional resilience in working with challenging behaviours Attitudes to use of authority and maintaining discipline

Equality and Diversity sub groups

Knowsley Council has four established sub groups to support the equality and diversity agenda, details below.

The groups are supported by the Corporate Equality and Diversity Manager, Paul Peng who can be contacted on 443 3073.

Knowsley Black and Minority Workers’ Group (KBMWG)The group's vision is to 'promote respect and value diverse cultures within Knowsley', and they are committed to challenging all forms of discrimination, racial harassment and bullying to promote race equality in employment and in the delivery of services. Through development days, members of the KBMWG have established and discussed terms of reference and decided on ways to be involved with the council corporately.

Knowsley Lesbian, Gay, Bisexual and Transgender ForumThe group aims to promote the council positively as an employer which is supportive of the LGBT workforce, as well as promoting LGBT within the larger community.

It acts as a consultation forum on new and exiting policies and strategies and participates within equality impact assessment processes with the view to improving and influencing change.  Through the group there is a robust and systematic process for exchanging ideas, problem solving and information sharing, this then raises awareness and reduces discrimination within the workplace.

Disability workers' groupThis group meet to discuss issues surrounding disability within Knowsley. The council recognises that people are disabled by society and not their impairment. 

The group advises on all policy and procedure, whether related to employment or service delivery for the council and the Primary Care Trust. They also provide a networking opportunity across the groups to discuss common issues and link with similar employee forums in other local authorities.

Women's operational workers’ groupThe group's primary focus is the consideration of gender equality issues relative to every aspect of employment and service delivery.  As with the other groups, there will be representation at the Directorate Implementation Group which then feeds into the Corporate Equality and Diversity Strategy Group meetings. The advice and guidance which this forum is anticipated to contribute will be a valuable asset to the Equality and Diversity agenda of Knowsley Council, particularly as women make up 63.9% of the total workforce.

Equality and diversity information is available to view onhttp://www.knowsley.gov.uk/your-council/equality-and-diversity.aspx

Multi Faith and Belief Group (MFAB)MFAB supports the Government’s equality and diversity agenda.

We value and promote respect for people of different faiths and beliefs within the council, our partners, including Merseyside Police, local churches and wider community.

We influence policy and operational activities from the perspective of faith and belief. Our intention is to:

strengthen good interfaith relations at all levels; increase awareness of the different and distinct faith communities; celebrate and build on the contribution that faith groups make to

neighbourhoods and to the wider community; and encourage acceptance and understanding between people of religious and

non religious belief