Role Profile

Job Title: Planning Officer Grade: 6- 10

Department: Regeneration & Housing Post no.: TBC

Directorate: Regeneration & Planning Location: Perceval House

Role reports to:

Principal Planning Officer

Direct Reports: None (occasionally clerical assistance, possibly temps)

Indirect Reports:

Up to 2 Planning Administrative/Technical Officers

This role profile is non-contractual and provided for guidance. It will be updated and amended from time to time in accordance with the changing needs of the council and the requirements of the job.

Job description

Purpose of Role:

To ensure the delivery of the Council’s objectives, as defined in agreed Service Plans, in accordance with all Council standards and procedures.

To deliver a service that has a significant impact on the client community ensuring close co-ordination with related services, in support of a customer-centric organisation.

To analyse, interpret and present a range of information and data relating to Planning Applications and the Local Development Plan (and other planning policy documents), including recommendations on applications submitted under planning and associated legislation, to assist in the Planning Decision process, in accordance with statutory requirements, the Council’s process and procedures, and their effective implementation and good practice and/or to support the formulation and development of sound and robust planning policies.

To provide advice on pre-application schemes, promoting the development team approach, and to contribute to the investigation of the development potential of land.

Key Accountabilities:

Challenge, Change and Improvement Contribute to the continuous improvement and change for the service through

performance management by defining and managing service performance objectives, standards, measurement, reporting and timely, corrective action.

Systems and Procedures Assisting with the design and implementation of procedures, in consultation with

colleagues, in order to meet identified needs and improved service efficiency and effectiveness.

To be competent in the use of IT systems including for email and diary management and to be able use a wide variety of applications and customised Databases (such as Microsoft IT packages, Microsoft Excel for producing spreadsheets) and to collect, input, analyse and present data as appropriate.

Project and Work Management

Plan, manage and implementing projects, as directed, including developing project

plans showing key milestones, deadlines and responsibilities, participating in corporate project teams and liaising with consultants undertaking work on behalf of the service.

Deal directly with customers both face to face and via telephone and e-mail.

Contribute to the review and implementation of service improvement plans.

Monitor and reporting on customer service standards against agreed targets, including identifying failures, suggesting improvements and taking action to remedy such failures.

Investigate issues raised in complaints and enquiries and producing written responses to the agreed format.

Comply with the Council’s Policies and Procedures, including Health & Safety and Diversity and Equality policy.

Working in Teams

Co-ordinate the team’s activities with all other council departments, government agencies, voluntary bodies and other partnerships in order to meet cross-boundary objectives.

Managing seamless partnerships with other Council departments and the Council’s partners.

Managing self

Manage personal work load, changing priorities and personal objectives Communication

Lead two-way and proactive communication to, from and within services, including applicants for planning permission, members, team briefings, meetings, staff development days etc, using a variety of media and approaches.

Prepare written reports in plain English, in line with Council policies, in order to provide consistency in the assessment and determination of application submitted under planning and related legislation.

Contribute to the planning, organizing and monitoring of work by diary management and co-ordination,

Draft, prepare and circulate documents (Meeting notes, agendas and reports, notices and memo)

Respond to communications (enquiries, requests, complaints, letters, applications) within defined timescales to accord with the Council’s agreed targets and procedures.

Customer Engagement & Influencing

Consult with service users, private and voluntary organisations, as required, in order to ensure the effectiveness of the Services, and leading to continuous service improvement.

Liaise with outside bodies and organisations to develop proposals for delivery of sustainable communities.

Ensure that all contacts (input, feedback, and complaints) are responded to and dealt with within defined standards and that satisfactory conclusions are reached.

Specific to the job

Process applications from a wide range of planning applications covering a variety of planning issues, to include consideration of heritage, urban design, sustainability and other related matters, whilst balancing conflicting interests.

Contribute to the preparation and production of the Local Development Plan responding as necessary to changes in the statutory framework which may be introduced including supplementary planning documents, planning and site briefs, planning frameworks and practice guidance notes.

Contribute to policy development for planning at the national, regional, metropolitan and sub-regional levels such as responding to consultations on proposed changes in

legislation, regulation guidance, and policy updates and liaising with other authorities and organisations on strategic matters of common concern, as directed.

Respond to statutory objections and representations on the Local Development Plan and other planning policy documents, to prepare evidence and be a witness at public local inquiry into Local Plan objections.

Liaise with strategic level and partner organisations as necessary. Collect, analyse, interpret and present a range of information and data relating to planning policy. This includes work that contributes towards the Local Development Plan evidence base (including Sustainability Appraisal and Habitats Regulations Assessments and the Council’s Authorities’ Monitoring Report. Take responsibility for yourself to make site visits to development sites, including allocation of necessary equipment. Represent the Council on appeals and as expert witness at Public Inquiries, Informal Hearings and Committee when required. Identify potential S106 agreements and, working with Council legal advisors, negotiate heads of terms of agreements. Ensure consistent approach to Development Management decision-making process. Provide advice on pre-application proposals, and guidance on the development of potential sites. Attend and present at meetings of Planning Committee or other Council meetings as directed by the Development Management Manager or Strategic Planning Manager. Keep abreast of planning legislation. Liaise with the enforcement team in investigating breaches of planning control, and agreeing necessary action. Other Ensuring all management processes comply with the Council’s procedures including but not limited to Health & Safety and Diversity and Equality policy.

Key Performance Indicators:

NI 157 a, b, c Successful achievement of Service/Team Plans Overall / discrete Service Line customer satisfaction indices Comparative benchmark performance Performance Plus measures

Key Relationships (internal and external):

Service Heads Performance Management Team Members Strategic Partners Suppliers Voluntary/Community Groups Residents

Authority level (people, policy, financial):

People Attends Planning Committee, and occasionally other Committees as required Policy • Input into Development Management and/or Strategic Planning Service Plan, Business Plan and Project Plans

Budget Sign-off level of authority: Nil

Person Specification

Essential Knowledge, Skills and Abilities:

Knowledge and understanding of the application of a Performance Management System including frameworks e.g. a Balanced Scorecard and processes including measurement, reporting and interventions. -

Ability to implement systems and procedures, including the ability to use a variety of ICT packages.

Knowledge of working in partnership with other internal services and external bodies such as voluntary groups, external service providers, private sector partners and government agencies to deliver integrated and improved services.

Application of the democratic process and the ability to create effective working relationships with Councillors, to drive and prioritise service delivery and improvements.

Knowledge and application of Town and Country planning and associated legislation, and national, regional and local policy including requirements for public consultation.

Knowledge and application of Health and Safety at Work Act and associated regulations relevant to the service area.

Proven communication skills, with the ability to present to a diverse range of internal and external audiences using a variety of media and approaches

Knowledge and application of the role of Town Planning in the community.

Demonstrable effective use of a variety of ICT to retrieve information, monitor and evaluate business and individual performance and any application specific to the area e.g. GIS

Negotiation skills/proven ability in negotiation

Understanding of equal opportunities and diversity issues and policies, and health and safety

Essential Qualification and Experience:

A degree/post graduate qualification in Town and Country Planning and/or a related academic qualification.

Eligible for chartered membership of RTPI and/or other relevant professional qualification.

Competency levels for Scale 6 The list below states the level needed in each competency for effective performance in a role.

1. Role requires a generally low level of competence. It may only require an awareness of this competency, or may provide experience to operate at a higher level.

2. Role requires a moderate level of competence, the ability to cope with standard problems/common situations, and competence at day-to-day application.

3. Role requires a high level of competence, the ability to cope with unusual/non-standard problems and issues, and awareness of alternative options and approaches to situations. Requires ability to guide or advise others in this area and is able to look ahead and anticipate future needs.

4. Role requires an exceptional level of competence and advanced application. Requires ability to develop innovative approaches, stretch others’ thinking and challenge them to excel by setting exceptional standards.

Results focus: Sets and delivers stretching targets, in line with the Corporate Plan & Priorities and with Ealing’s standards and procedures; seeks and takes responsibility for enhancing performance; does what is necessary to achieve the required output, rather than just performing a set of tasks. Level 2. Customer focus: Actively seeks to identify, understand and give priority to meeting customer needs. Acts in accordance with the needs of customers (external or internal), partners and the wider community. Level 2. Job expertise: Has the necessary technical and professional knowledge and expertise, and uses it effectively. The areas of job expertise required vary significantly between services and between roles. The areas required in any specific role must be discussed with individuals. Level 2. Communication: Uses clear language that can be understood by mixed audiences. Communicates effectively (speaking, listening, in writing and when presenting), as required. Level 2. Change orientation: Looks for and proposes ways to improve service and will, if necessary, challenge the status quo to produce improvement. Shows initiative, and adapts to change requirements, by continually striving to improve processes, activities, and own performance. Level 1. Managing self: Effectively organises self and projects as required, using Ealing systems, processes and policies. Can describe own strengths, development needs, impact and approach. Takes personal responsibility for own role and own development as a result. Level 2. Working in teams: Co-operates with others, by working together, supporting and influencing colleagues, and being a part of a range of teams as appropriate. Shares information with colleagues and partners to enable them to carry out their roles more effectively. Level 2. Managing people and business (For managers only): Manages the performance and development of all staff who report to them in a way that supports the Ealing vision and values. Encourages and supports staff and colleagues to develop to their full

potential. Demonstrates sound financial, business and resource management. . Level N/A. Leading in the organisation (For managers only): Leads change and ensures effective implementation through programme and project delivery. Provides direction for the organisation and individual departments. Gains commitment from stakeholders to the vision, strategy and the resources required. Level N/A.

Competency levels for Scale 7 The list below states the level needed in each competency for effective performance in a role.

1. Role requires a generally low level of competence. It may only require an awareness of this competency, or may provide experience to operate at a higher level.

2. Role requires a moderate level of competence, the ability to cope with standard problems/common situations, and competence at day-to-day application.

3. Role requires a high level of competence, the ability to cope with unusual/non-standard problems and issues, and awareness of alternative options and approaches to situations. Requires ability to guide or advise others in this area and is able to look ahead and anticipate future needs.

4. Role requires an exceptional level of competence and advanced application. Requires ability to develop innovative approaches, stretch others’ thinking and challenge them to excel by setting exceptional standards.

Results focus: Sets and delivers stretching targets, in line with the Corporate Plan & Priorities and with Ealing’s standards and procedures; seeks and takes responsibility for enhancing performance; does what is necessary to achieve the required output, rather than just performing a set of tasks. Level 2. Customer focus: Actively seeks to identify, understand and give priority to meeting customer needs. Acts in accordance with the needs of customers (external or internal), partners and the wider community. Level 2. Job expertise: Has the necessary technical and professional knowledge and expertise, and uses it effectively. The areas of job expertise required vary significantly between services and between roles. The areas required in any specific role must be discussed with individuals. Level 3. Communication: Uses clear language that can be understood by mixed audiences. Communicates effectively (speaking, listening, in writing and when presenting), as required. Level 3. Change orientation: Looks for and proposes ways to improve service and will, if necessary, challenge the status quo to produce improvement. Shows initiative, and adapts to change requirements, by continually striving to improve processes, activities, and own performance. Level 2. Managing self: Effectively organises self and projects as required, using Ealing systems, processes and policies. Can describe own strengths, development needs, impact and approach. Takes personal responsibility for own role and own development as a result. Level 2. Working in teams: Co-operates with others, by working together, supporting and influencing colleagues, and being a part of a range of teams as appropriate. Shares information with colleagues and partners to enable them to carry out their roles more effectively. Level 3. Managing people and business (For managers only): Manages the performance and development of all staff who report to them in a way that supports the Ealing vision and values. Encourages and supports staff and colleagues to develop to their full

potential. Demonstrates sound financial, business and resource management. . Level N/A. Leading in the organisation (For managers only): Leads change and ensures effective implementation through programme and project delivery. Provides direction for the organisation and individual departments. Gains commitment from stakeholders to the vision, strategy and the resources required. Level N/A.

Competency levels for Scale 8 The list below states the level needed in each competency for effective performance in a role.

1. Role requires a generally low level of competence. It may only require an awareness of this competency, or may provide experience to operate at a higher level.

2. Role requires a moderate level of competence, the ability to cope with standard problems/common situations, and competence at day-to-day application.

3. Role requires a high level of competence, the ability to cope with unusual/non-standard problems and issues, and awareness of alternative options and approaches to situations. Requires ability to guide or advise others in this area and is able to look ahead and anticipate future needs.

4. Role requires an exceptional level of competence and advanced application. Requires ability to develop innovative approaches, stretch others’ thinking and challenge them to excel by setting exceptional standards.

Results focus: Sets and delivers stretching targets, in line with the Corporate Plan & Priorities and with Ealing’s standards and procedures; seeks and takes responsibility for enhancing performance; does what is necessary to achieve the required output, rather than just performing a set of tasks. Level 3. Customer focus: Actively seeks to identify, understand and give priority to meeting customer needs. Acts in accordance with the needs of customers (external or internal), partners and the wider community. Level 2. Job expertise: Has the necessary technical and professional knowledge and expertise, and uses it effectively. The areas of job expertise required vary significantly between services and between roles. The areas required in any specific role must be discussed with individuals. Level 3. Communication: Uses clear language that can be understood by mixed audiences. Communicates effectively (speaking, listening, in writing and when presenting), as required. Level 3. Change orientation: Looks for and proposes ways to improve service and will, if necessary, challenge the status quo to produce improvement. Shows initiative, and adapts to change requirements, by continually striving to improve processes, activities, and own performance. Level 2. Managing self: Effectively organises self and projects as required, using Ealing systems, processes and policies. Can describe own strengths, development needs, impact and approach. Takes personal responsibility for own role and own development as a result. Level 3. Working in teams: Co-operates with others, by working together, supporting and influencing colleagues, and being a part of a range of teams as appropriate. Shares information with colleagues and partners to enable them to carry out their roles more effectively. Level 3. Managing people and business (For managers only): Manages the performance and development of all staff who report to them in a way that supports the Ealing vision and values. Encourages and supports staff and colleagues to develop to their full

potential. Demonstrates sound financial, business and resource management. . Level N/A. Leading in the organisation (For managers only): Leads change and ensures effective implementation through programme and project delivery. Provides direction for the organisation and individual departments. Gains commitment from stakeholders to the vision, strategy and the resources required. Level N/A.

Competency levels for Scale 9 The list below states the level needed in each competency for effective performance in a role.

1. Role requires a generally low level of competence. It may only require an awareness of this competency, or may provide experience to operate at a higher level.

2. Role requires a moderate level of competence, the ability to cope with standard problems/common situations, and competence at day-to-day application.

3. Role requires a high level of competence, the ability to cope with unusual/non-standard problems and issues, and awareness of alternative options and approaches to situations. Requires ability to guide or advise others in this area and is able to look ahead and anticipate future needs.

4. Role requires an exceptional level of competence and advanced application. Requires ability to develop innovative approaches, stretch others’ thinking and challenge them to excel by setting exceptional standards.

Results focus: Sets and delivers stretching targets, in line with the Corporate Plan & Priorities and with Ealing’s standards and procedures; seeks and takes responsibility for enhancing performance; does what is necessary to achieve the required output, rather than just performing a set of tasks. Level 3. Customer focus: Actively seeks to identify, understand and give priority to meeting customer needs. Acts in accordance with the needs of customers (external or internal), partners and the wider community. Level 3. Job expertise: Has the necessary technical and professional knowledge and expertise, and uses it effectively. The areas of job expertise required vary significantly between services and between roles. The areas required in any specific role must be discussed with individuals. Level 3. Communication: Uses clear language that can be understood by mixed audiences. Communicates effectively (speaking, listening, in writing and when presenting), as required. Level 3. Change orientation: Looks for and proposes ways to improve service and will, if necessary, challenge the status quo to produce improvement. Shows initiative, and adapts to change requirements, by continually striving to improve processes, activities, and own performance. Level 2. Managing self: Effectively organises self and projects as required, using Ealing systems, processes and policies. Can describe own strengths, development needs, impact and approach. Takes personal responsibility for own role and own development as a result. Level 3. Working in teams: Co-operates with others, by working together, supporting and influencing colleagues, and being a part of a range of teams as appropriate. Shares information with colleagues and partners to enable them to carry out their roles more effectively. Level 4. Managing people and business (For managers only): Manages the performance and development of all staff who report to them in a way that supports the Ealing vision

and values. Encourages and supports staff and colleagues to develop to their full potential. Demonstrates sound financial, business and resource management. Level N/A. Leading in the organisation (For managers only): Leads change and ensures effective implementation through programme and project delivery. Provides direction for the organisation and individual departments. Gains commitment from stakeholders to the vision, strategy and the resources required. Level N/A.

Competency levels for Scale 10

The list below states the level needed in each competency for effective performance in a role.

1. Role requires a generally low level of competence. It may only require an awareness of this competency, or may provide experience to operate at a higher level.

2. Role requires a moderate level of competence, the ability to cope with standard problems/common situations, and competence at day-to-day application.

3. Role requires a high level of competence, the ability to cope with unusual/non-standard problems and issues, and awareness of alternative options and approaches to situations. Requires ability to guide or advise others in this area and is able to look ahead and anticipate future needs.

4. Role requires an exceptional level of competence and advanced application. Requires ability to develop innovative approaches, stretch others’ thinking and challenge them to excel by setting exceptional standards.

Results focus: Sets and delivers stretching targets, in line with the Corporate Plan & Priorities and with Ealing’s standards and procedures; seeks and takes responsibility for enhancing performance; does what is necessary to achieve the required output, rather than just performing a set of tasks. Level 3. Customer focus: Actively seeks to identify, understand and give priority to meeting customer needs. Acts in accordance with the needs of customers (external or internal), partners and the wider community. Level 3. Job expertise: Has the necessary technical and professional knowledge and expertise, and uses it effectively. The areas of job expertise required vary significantly between services and between roles. The areas required in any specific role must be discussed with individuals. Level 4. Communication: Uses clear language that can be understood by mixed audiences. Communicates effectively (speaking, listening, in writing and when presenting), as required. Level 3. Change orientation: Looks for and proposes ways to improve service and will, if necessary, challenge the status quo to produce improvement. Shows initiative, and adapts to change requirements, by continually striving to improve processes, activities, and own performance. Level 3.

Managing self: Effectively organises self and projects as required, using Ealing systems, processes and policies. Can describe own strengths, development needs, impact and approach. Takes personal responsibility for own role and own development as a result. Level 3. Working in teams: Co-operates with others, by working together, supporting and influencing colleagues, and being a part of a range of teams as appropriate. Shares information with colleagues and partners to enable them to carry out their roles more effectively. Level 4.

Managing people and business (For managers only): Manages the performance and development of all staff who report to them in a way that supports the Ealing vision and values. Encourages and supports staff and colleagues to develop to their full potential. Demonstrates sound financial, business and resource management. Level N/A.

Leading in the organisation (For managers only): Leads change and ensures effective implementation through programme and project delivery. Provides direction for the organisation and individual departments. Gains commitment from stakeholders to the vision, strategy and the resources required. Level N/A.

KE

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Grade 6 Grade 7 Grade 8 Grade 9 Grade 10

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t 1. Contribute to the continuous improvement and change for the section through performance management by complying with performance objectives, standards, measurement and reporting.

As for Grade 6.

As for Grade 6.

As for Grade 6. Demonstrably contributes to continuous improvements.

As for Grade 9 Demonstrates a considerable use of initiative such as independent working without/little supervision; challenges and improves processes and procedures.

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ste

m a

nd

Pro

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N/A N/A N/A 2. Assisting with the design and implementation of procedures, in consultation with colleagues, in order to meet identified needs and improve service efficiency and effectiveness

As for Grade 9 Leads on the design and implementation.

3. Preparing written report in plain English, in line with Council policies, in order to simplify and provide consistent methods of Planning Application determination.

As for Grade 6.

As for Grade 6.

As for Grade 6; and Produces high quality reports of a complex nature

As for Grade 9; and Produces high quality reports of a very complex nature, having resolved all issues independently, with need for little review; and challenges to improve the format.

4. Contributing to the planning, organising and monitoring of work by diary management and co-ordination.

As for Grade 6.

As for Grade 6.

As for Grade 6. Achieves performance objectives.

As for Grade 9; and consistently achieves challenging performances objectives

N/A 5. Drafting, preparing and circulating documents (meeting notes, agendas and reports, notices, memos).

As for Grade 7.

As for Grade 7. As for Grade 7; and leads on specific projects and demonstrates use of initiative.

6. Responding to communications (enquiries, requests, complaints, letters, applications) within defined timescales to provide customer satisfaction).

As for Grade 6.

As for Grade 6.

As for Grade 8; and provides a high level of professional advice to customers, colleagues, and elected members.

As for Grade 9; with high quality content requiring little supervision; and coaches and supports the development of less experienced career grade planners within the team

Pro

ject

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N/A N/A N/A 7. Plan, manage and implementing projects, as directed, including developing project plans showing key milestones, deadlines and responsibilities.

As for Grade 9; and leads on key projects and demonstrates considerable use of initiative, covering complex projects and wide range of planning aspects.

8. Deal directly with customers both face to face and via telephone and e-mail.

As for Grade 6.

As for Grade 6.

As for Grade 6; and delivers a high quality customer service.

As for Grade 9; and Regularly meets with service users, and demonstrates a high level of professional expertise in dealing with sensitive planning issues and situations.

N/A N/A 9. Contribute to the review and implementation of service improvement plans.

As for Grade 8. As for 9, and demonstrates a determination to provide a high quality service

N/A N/A N/A 10. Monitor and reporting on customer service standards against agreed targets, including identifying failures, suggesting improvements and taking action to remedy such failures.

As for Grade 9; and Plays a key role in identifying service improvements and taking action to remedy failures; and evidence of continual personal and professional development.

N/A 11. Investigate issues raised in complaints and enquiries and producing written responses to the agreed format.

As for Grade 7.

As for Grade 7. As for Grade 9; and produces analysis of an investigation into a complaint and can prepare focused response for the customer.

12. Comply with the Council's Policies and Procedures, including Health and Safety and Diversity and Equality policy.

As for Grade 6.

As for Grade 6.

As for Grade 6. As for Grade 6

Wo

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n T

ea

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N/A N/A N/A 13. Co-ordinate the services activities with all other council departments, government agencies, voluntary bodies and other partnerships in order to meet cross-boundary objectives.

As for Grade 9.

14. Managing seamless partnerships with contractors and other partners.

As for Grade 6.

As for Grade 6.

As for Grade 6. As for Grade 9; and plays a key role in the managing partnerships and the actively shares learning with others.

Ma

na

gin

g

self

15. Manage personal work load, changing priorities and personal objectives.

As for Grade 6.

As for Grade 6.

As for Grade 6.

Co

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16. Lead two-way and proactive communication to, from and within services, including applicants for planning permission, members, team briefings, meetings, staff development days etc, using a variety of media and approaches.

As for Grade 6.

As for Grade 6.

As for Grade 6. As for Grade 9; and demonstrates a high quality service.

17. Prepare written reports in plain English, in line with Council policies, in order to provide consistency in the assessment and determination of application submitted under planning and related legislation.

18. Contribute to the planning, organizing and monitoring of work by diary management and co-ordination,

19. Draft, prepare and circulate documents (Meeting notes, agendas and reports, notices and memo)

20. Respond to communications (enquiries, requests, complaints, letters, applications) within defined timescales to accord with the Council’s agreed targets and procedures.

Cu

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ng

ag

em

en

t &

Infl

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N/A N/A N/A 21. Consult with service users, private and voluntary organisations, as required, in order to ensure the effectiveness of the Services, and leading to continuous service improvement.

As for Grade 9.

22. Liaise with bodies and organisations such as Government Office for London, English Heritage, Conservation Area Advisory Panels and the voluntary and private sector on conservation and Listed Buildings issues.

As for Grade 6.

As for Grade 6.

As for Grade 6. As for Grade 6; and evidence of continual personal and professional development and actively shares learning with others.

23. Ensure that all contacts (input, feedback, complaints) are responded to and dealt with within defined standards and that satisfactory conclusions are reached.

As for Grade 6.

As for Grade 6.

As for Grade 6. As for Grade 6; and demonstrable high level of professional advice to customers., colleagues and elected members.

Sp

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ific

to

th

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b

N/a N/A N/A 24. Process a wide range of planning applications covering a variety of complex planning issues, to include consideration of heritage, urban design, sustainability and other related matters, whilst balancing conflicting interests.

As for Grade 9

25. Take responsibility for yourself to make site visits to development sites, including allocation of necessary equipment.

As for Grade 6.

As for Grade 6 As for Grade 6. As for Grade 6.

N/A N/A N/A 26. Represent the Council on appeals and as expert witness at Public Inquiries, Informal Hearings and Committee when required.

As for Grade 9.

N/A N/A 27. Identify potential S106 agreements and, working with Council legal advisors, negotiate heads of terms of agreements.

As for Grade 8. As for Grade 9; and is recognized in the Council for detailed knowledge and expertise.

N/A N/A 28. Ensure consistent approach to Development Management decision-making process.

As for Grade 8 As for Grade 8.

N/A N/A 29. Provide advice on pre-application proposals, and guidance on the development of potential sites.

As for Grade 8 As for Grade 9, and is recognized in the Council for detailed knowledge and expertise.

30. Attend and present at meetings of Planning Committee or other Council meetings as directed by the Development Management Manager

As for Grade 6.

As for Grade 6 As for Grade 6 As for Grade 6, and is expected to attend Committee more regularly.

31. Keep abreast of planning legislation.

As for Grade 6.

As for Grade 6.

As for Grade 6. As for Grade 6; and actively shares information with others.

N/A N/A 32. Contribute to Central Government consultations on proposed changes in legislation, regulation and guidance.

As for Grade 8. As for Grade 8; and takes the lead on devising responses and interpretation of legislation, regulation and guidance.

33. Liaise with the enforcement team in investigating breaches of planning control, and agreeing necessary action.

As for Grade 6

As for Grade 6 As for Grade 6 As for Grade 6.

Oth

er

34. Complying with the council's procedures including but not limited to Health and Safety and Diversity and Equality policy.

As for Grade 6.

As for Grade 6.

As for Grade 6. As for Grade 6.