PLEASE READ THE FOLLOWING CAREFULLY BEFORE

COMPLETING YOUR APPLICATION

Completed Application Forms

on

......................

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Completed Application Forms

must be returned to COPNI

no later than 12noon (UK time)

on Friday 13th April 2018

Candidate Information

Booklet

POLICY AND RESEARCH OFFICER

(Ref: PRO/01/18)

Staff Officer (SO)

(£29,317)

Reporting to the Head of Legal and Policy Advice

This information pack is designed to help you provide the relevant informationwhen completing the application form. It can be requested in alternativeformats by contacting HR via email at recruitment@copni.org

CONTENTS Page

Foreword 3

Background 4Summary of Key Terms and Conditions 5 Key Responsibilities 7

Eligibility Criteria 10

Shortlisting Criteria 11

Core Competencies 12

Interview Guidance for Applicants 14

Completing the Application Form – Guidance for Applicants 15

Annex A Nationality 19

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FOREWORD

Thank you for your interest in applying for a job with the office of the Commissioner for Older People for Northern Ireland.

More of us are living longer and healthier lives – and that is very good news indeed.

It is the best public health news of the last century.

Through careful and focussed use of the legal powers and duties of the Commissioner, there is a real opportunity to change public attitudes to ageing – challenging negative stereotypes of older people and highlighting the positive contribution that older people make to our society.

We will be protecting and promoting the rights and interests of older people.

And we will have a focus on protection, support and care for older people who are vulnerable.

I hope that you will read the candidate information with interest – and if you feel that you would be able to make a contribution to positive and active ageing in Northern Ireland through a job with the office of the Commissioner for Older People – then please do apply.

I look forward to receiving your application.

Evelyn Hoy

Chief Executive

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BACKGROUND

Key Duties of the Commissioner for Older People

1. To promote awareness of the interests of older people in Northern Ireland.2. To keep under review the adequacy and effectiveness of the law as it affects the interests of older people.3. To keep under review the adequacy and effectiveness of services provided to older people by "relevant authorities".4. To promote the provision of opportunities for and the elimination of discrimination against older people.5. To encourage best practice in the treatment of older people.6. To promote positive attitudes towards older people and encourage participation by older people in public life.7. To advise the Assembly, the Secretary of State and a relevant authority on matters concerning the interests of older people.8. To take reasonable steps to communicate with older people.

General Powers of the Commissioner for Older People

1. Make arrangements for research or educational activities concerning the interests of older people.2. Issue guidance on best practice in relation to any matter concerning the interests of older people.3. Conduct investigations for the purpose of any of the functions associated with the Office.4. Compile and publish information concerning the interests of older people.5. Provide advice or information on any matter concerning the interests of older people.

Further information can be found at:

http://www.copni.org/about-copni.htm l

SUMMARY OF KEY TERMS AND CONDITIONS

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The PostThis is a permanent full-time appointment and the successful candidate will be an employee of the Commissioner for Older People for Northern Ireland and not an employee of the Northern Ireland Civil Service.

SalaryThe salary for this post will be £29,317. (Please note: this is a single point salary)

LocationThe successful candidate will be based at:

The office of the Commissioner for Older People for Northern IrelandEquality House7-9 Shaftesbury SquareBelfastBT2 7DP

TravelThe successful applicant may be required to travel to various meetings and events locally and on occasion within Great Britain.

Hours of WorkThe successful candidate will normally be required to work 5 days each week, totalling 37 hours. On occasions the duties may include some evening and weekend working. COPNI operates a Flexible Working Hours’ Policy.

Annual LeaveIn addition to the usual public and privilege holidays, (12 per annum), there is an annual leave allowance of 25 days, rising to 30 days after 5 years’ service.

PensionsThis is a pensionable appointment. Further information on the pension scheme is contained at page 18 of this Information Booklet.

Vetting ProceduresPrior to appointment with COPNI the following will be required:Completion of a Disclosure of Criminal Convictions formReceipt of your original Birth Certificate or Passport

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Verification of your National Insurance Number (e.g. P45, P60, National Insurance card)Original qualification certificates as detailed in the Personnel Specification for the post documentationReceipt of two satisfactory references (Reference will not be sought until after the final stage of the assessment process)Appointment will be subject to an Enhanced Access NI check

Probation PeriodThe successful applicant will be on probation for the first year of service and the appointment will not be confirmed at the end of that time unless he/she is confirmed in all respects including health, conduct, attendance and performance to carry out his/her duties.

If you have any queries about the competition process you should contact Human Resources on 02890 890884, or email recruitment@copni.org

JOB DESCRIPTION

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KEY RESPONSIBILITIES

Post: Policy and Research Officer

Reports to: Head of Legal and Policy Advice

Job Purpose:

The post holder will be part of the Policy and Research team and support the Head of Legal and Policy Advice in the achievement of COPNI’s policy and research objectives, as outlined in the Commissioner’s Corporate Plan.

The key purpose and function of this role will be in the following areas:

To support the Commissioner, the Chief Executive and the Head of Legal and Policy Advice in the principle aim as set out in legislation - to safeguard and promote the interests of older people;

To carry out research both internally and externally;

To manage discrete projects, developing and delivering outputs (research and policy advice) to a high standard;

To be part of a team which delivers the Priorities for Action as outlined in the Commissioner’s Corporate Plan.

Key Responsibilities

1. To conduct, oversee and evaluate research and policy projects – including primary research and desk based analysis of existing policy and research materials – to support the delivery of COPNI’s Corporate Plan.

2. To manage discrete projects, developing and delivering outputs to the standard of quality determined by senior managers, on time and within budget.

3. To review the adequacy and effectiveness of services provided for, and practice and law related to older people in Northern Ireland.

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4. To identify key policy issues affecting older people on which the Commissioner will advise Government.

5. To analyse qualitative and quantitative research and prepare for use in accessible briefings and reports deriving policy recommendations as appropriate.

6. To keep informed of relevant policy and research developments, identifying risks and opportunities and responding to consultations.

7. To prepare and present policy papers, briefings, evidence papers and research reports for both internal and external audiences on issues affecting older people in Northern Ireland.

8. To prepare specifications and terms of reference for the commissioning of research projects and manage outsourced research as well as conduct research on issues affecting older people in Northern Ireland in line with organisational objectives, (including the development of options for undertaking research in-house or out sourcing, including economic appraisal and recommendation to senior managers.)

9. To ensure value for money in conducting and commissioning research and ensuring that protocols and standards are in place to deliver high quality research.

10.To ensure relevant project budgetary control measures are adhered to within and across projects as required.

11.To engage and communicate with key stakeholders, including political representatives in order to build support for the work of the Commissioner for Older People.

12.To develop and implement good practice involving older people in all policy and research, projects and consultations.

13.To ensure that the ethical standards of COPNI are adhered to, and that both external and internal research is carried out to COPNI’s ethical standards.

14.To perform any other relevant and related duties as appropriate to the grade.

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Other Duties

15.To uphold the values of COPNI in terms of its commitment to promoting awareness of the interests of older people and listening to and involving older people in key aspects of the Commissioner’s work.

16.Members of staff are expected at all times to provide the appropriate service

and to treat those with whom they come into contact in a courteous and respectful manner.

17.All duties are carried out in compliance with COPNI’s Health and Safety Policy and statutory requirements.

18.COPNI is an Equal Opportunity Employer. All staff are required to adhere to COPNI’s Equal Opportunities Policy throughout the course of employment.

19.To ensure the confidence of the public in COPNI, staff must ensure they maintain the highest standards of personal accountability.

20.All staff are expected to conduct themselves in accordance with Section 75 of the Northern Ireland Act 1998 to promote equality of opportunity between:-- Persons of different religious belief, political opinion, racial group, age,

marital status and sexual orientation;- Men and women generally;- Persons with a disability and persons without; and- Persons with dependants and persons without.

The above is given as a broad range of duties and is not intended to be a complete description of all tasks. It is important to note that the responsibilities may change to meet the evolving needs of COPNI.

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ELIGIBILITY CRITERIA

Applicants must be able to demonstrate via evidence on their application form that, by the closing date for receipt of completed applications, they have:-

Qualifications

1. A third level qualification in a relevant discipline e.g., Social Sciences, Public Administration/Policy, Law and/or Government or Political Sciences, or equivalent.

Experience

2. 2 years’ experience of effective delivery in a policy development role to include each of the following; a) Carrying out social research and/or policy analysisb) Investigating and review of services, policies, practices and legislationc) Preparing and presenting policy papers and briefingsd) Development of robust, evidence-based policy recommendations.

OR

In the absence of a third level qualification a minimum of 5 years working in a policy development role and be able to provide evidence of experience of a) - d) as listed above.

Skills

3. Ability to identify, sift, analyse and interpret information from a wide variety of sources.

4. Excellent oral communication skills with the ability to present information to a range of audiences.

5. Excellent written communication skills with the ability to write, edit and present reports, briefings and web based materials.

6. Ability to plan and deliver discrete projects, consulting and engaging with others and ensuring those products are delivered on time and to a high standard.

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7. Effective at working on own initiative as well as collaboratively, sharing information proactively and fostering good working relationships with colleagues and stakeholders.

8. Proficient in the use of MS Office including Word, Excel, PowerPoint, Outlook and document management systems.

SHORTLISTING CRITERIA

In addition, applicants should be aware that after an eligibility sift, should it be necessary to shortlist candidates to go forward to interview, this will be done by applying the following additional criteria in the following order:

Knowledge and Understanding

9. Post graduate qualification in a relevant discipline e.g., Social Sciences, Public Administration/Policy, Law and/or Government or Political Sciences.

9. Competent at project management from initiation to evaluation, using appropriate tools and processes.

10. Knowledge and understanding of the issues affecting older people.

General Note

Applicants should demonstrate in their application form how they meet all the criteria outlined above. Clear evidence should be provided of all the elements of each criterion in the application form giving specific length of experience, examples and dates. It is not sufficient to simply provide a list of duties and responsibilities. The selection panel will not make assumptions from the title of an applicant’s post or the nature of the organisation as to the skills and experience gained.

If an applicant does not provide sufficient detail, including the appropriate dates, in their application form against each individual criterion as stated, the selection panel will reject the application.

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Relevant or Equivalent Qualifications

Applications will also be considered from applicants with relevant formal qualifications considered to be of an equivalent or higher standard to those stated.*Equivalent qualifications to a Degree are deemed those at Intermediate levelor above in the Framework for Higher Education (see http://www.nidirect.gov.uk/qualifications for further information)

CORE COMPETENCIES

The NICS Competency Framework 2014 sets out what people in different grades need to do in order to be effective at work. It is not enough to just have the knowledge and skills to do our jobs. Competence is about what people actually do, it is about how you apply or demonstrate the knowledge and skills whilst carrying out your tasks. Demonstrated competence is observable and measurable.

This post is analogous to Staff Officer (SO) in the NICS. Further information on the Core Competencies for this grade can be accessed through www.nicsrecruitment.gov.uk.

Competency Based InterviewThe competency based interview will be conducted by a panel consisting of 3 suitably qualified professionals. Due regard will be given to the composition of the selection panel in respect of gender and community balance.

If necessary COPNI may decide to hold a two stage interview process; in this case dates for 2nd interview will be confirmed at a later stage.

Applicants will be expected to display the following qualifies and skills at the interview:

Seeing the Big PictureSeeing the big picture is about having an in-depth understanding and knowledge of how your role fits with, and supports, organisational objectives and the wider public needs.

Changing and ImprovingPeople who are effective in this area are responsive, innovative and seek out opportunities to create effective change. For all staff, it is about being open to change, suggesting ideas for improvement to the way things are done, and working in “smarter”, more focused ways.

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Collaborating and PartneringPeople skilled in this area create and maintain positive, professional and trusting working relationships with a wide range of people within and outside COPNI, to help to achieve business objectives and goals. At all levels, it requires working collaboratively, sharing information and building supportive, responsive relationships with colleagues and stakeholders, whilst having the confidence to challenge assumptions.

Managing a Quality ServiceEffectiveness in this area is about being organised to deliver service objectives and striving to improve the quality of service, taking account of diverse customer needs and requirements. People who are effective, plan, organise and manage their time and activities to deliver a high quality and efficient service, applying programme and project management approaches appropriately and effectively to support service delivery.

Delivering at PaceEffectiveness in this area means focusing on delivering timely performance with energy and taking responsibility and accountability for quality outcomes. For all staff, it is about working to agreed goals and activities and dealing with challenges in a responsive and constructive way.

The Panel will be free to include other competencies which it deems relevant to the post.

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INTERVIEW GUIDANCE FOR APPLICANTS

If this is your first experience of a competency based interview, please bear in mind that it does not require you to:

Talk through previous jobs or appointments from start to finish; Provide generalised information as to your background and experience;

Or Provide information that is not specifically relevant to the question that is

being asked.

The interview process will require you to: Focus exclusively, in your responses, on your ability to fulfil the duties outlined

above to ensure effective performance in the role; and Provide specific examples of your experience in relation to the duties required

for this post.

In preparation for the interview you may wish to think about having a clear structure for each of your examples, such as:

Situation – briefly outline the situation; Task – what was your objective, what were you trying to achieve; Action – what did you actually do, what was your unique contribution; Result – what happened, what was the outcome, what did you learn.

The Panel will ask you to provide specific examples from your past experience in relation to each of the competences/criteria. You should therefore come to the interview prepared to discuss in detail an example or range of examples which best illustrate your skills and abilities in each competence/criteria area. You may draw examples from any area of your work / life experiences.

COMPLETION OF APPLICATION FORM

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Guidance for Applicants

The space available on the application form is the same for all applicants and must not be altered.

COPNI will not accept CVs, letters, additional pages or any other supplementary material in place of, or in addition to, completed application forms.

Applicants must complete the application form in either Arial font size 12, or legible, block capitals using black ink.

Applicants must not reformat application forms.

Information in support of your application will not be accepted after the closing date for receipt of applications.

COPNI will not examine applications until after the closing date.Do not use acronyms, complex technical detail etc. Write for the reader who may not know your employer, your branch or your job.

Write down clearly your personal involvement in any experience you quote. Write “I” statements e.g. I planned meetings, I prepared a presentation. It is how you actually carried out a piece of work that the panel will be interested in.

The examples you provide should be concise and relevant to the criteria. This is very important as the examples which you provide may be checked out at interview and you may need to be prepared to talk about these in detail if you are invited to interview. It is your unique role the panel are interested in, not that of your team or division.

Application Form SubmissionPlease refer to the Candidate Information Booklet before completing an application.All parts of the application form must be completed by the applicant before this application can be considered. Failure to do so may result in disqualification.COPNI will not accept incomplete application forms or application forms received after the closing deadline.

Applicants using Royal Mail should note that 1st class mail does not guarantee next day delivery. It is the responsibility of the applicant to ensure that sufficient postage has been paid to return the form to COPNI.COPNI will not accept any application where we are asked to pay any shortfall in postage.

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Completed application forms must be returned by 12noon on Friday 13th April 2018 either by email to recruitment@copni.org, post or in person to:

HR ManagerCommissioner for Older People for Northern IrelandEquality House 7-9 Shaftesbury SquareBelfastBT2 7DP

Changes in your Personal CircumstancesPlease ensure that HR are informed immediately of any changes in personal circumstances.

The Merit PrincipleIn accordance with best practice, appointments to COPNI are made under the ‘merit principle’, where the best person for any given post is selected in fair and open competition. The selection panel will assess candidates against the criteria and those candidates who meet the required standards and pass mark will be deemed suitable for appointment. The selection panel will list those suitable for appointment in order of merit with the highest scoring applicant ranked first. COPNI will allocate a candidate (or candidates) to a vacancy (or vacancies) in the order listed. The order of merit is valid for one year.

Further Appointments from This CompetitionWhere a further position in the Policy and Research team is identified which is considered similar to that outlined in this Candidate Information Booklet, consideration will be given to filling the position from this competition. The merit list resulting from this competition will be valid for a period of up to one year.

Disability RequirementsWe will ask on the application form if you require any reasonable adjustments, due to disability, to enable you to attend any part of the assessment process. Details of any disability are only used for this purpose and do not form any part of the selection process. If you have indicated on your application that you have a disability and are successful in the selection process and are being considered for appointment, you may be required to outline any adjustments you consider necessary in order for you to take up an appointment. If you wish to discuss your disability requirements further, please contact COPNI.

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Nationality RequirementsCOPNI must ensure that you are legally entitled to work in the United Kingdom. Applicants must be either:(i) A UK national; or(ii) A Commonwealth citizen; or(iii) A British Protected Person; or(iv) An EEA national; or(v) A Swiss National; or(vi) A person who is not an EEA or Swiss national, but is a family member of an EEA national who has moved to the UK from another EEA Member State for an approved purpose.

For further guidance on Nationality requirements please see Annex A. Advice on Nationality for (i), (ii) and (iii) above may be obtained from the Home Office website, www.ind.homeoffice.gov.uk.

Equal Opportunity Monitoring FormPlease note, this form is regarded as part of your application and failure to complete and return it will result in disqualification.The Commissioner for Older People for Northern Ireland is committed to equality of opportunity in employment and welcomes applications from all suitably qualified candidates irrespective of religious belief, gender, disability, race, political opinion, marital status, sexual orientation or whether or not they have dependents. All applications for employment are considered strictly on the basis of merit.

Equal Opportunities The Commissioner for Older People for Northern Ireland (COPNI) is committed to the principles of equality of opportunity and diversity and recognises their importance in fair employment practices. COPNI recognises that the promotion of equal access to employment opportunities is of benefit both to COPNI, by ensuring contact with the widest employment market and to COPNI’s employees and job applicants by allowing fair competition for employment opportunities on the basis of merit. It is essential that employment practices are operated on the basis of the relevant merits, abilities and potential of individuals, and are free from any criteria which cannot be justified by the demands of the post.

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GENERAL INFORMATION

PensionsNew entrants who join COPNI are eligible to join the Northern Ireland Civil Service (NICS) Pension Scheme, the Principal Civil Service Pensions Scheme (Northern Ireland) (PCSPS (NI) – ALPHA arrangement. NICS offers all new COPNI employees an attractive pension package. Further details can be found on the Principal Civil Service Pensions Scheme (Northern Ireland) website at: http://www.dfpni.gov.uk/civilservicepensions-ni/index/new-members.htmorif you are unable to access the website please contact Civil Service Pensions as follows:

Civil Service PensionsWaterside House75 Duke StreetLondonderryBT47 6FPTel: 02871 319000Email: cspensions.cpg@dfpni.gov.uk

Feedback to CandidatesThe Commissioner for Older People for Northern Ireland is committed to ensuring that the processes used to recruit and select staff are fair and in accordance with the principles of COPNI. We are consequently committed to providing feedback in respect of decisions taken in determining eligibility/short listing as well as at interview. Feedback in respect of eligibility/short listing will be communicated automatically to those candidates who fail to satisfy any criteria. All requests for feedback are welcome.

PLEASE NOTE: Late applications will not be accepted.

THIS INFORMATION PACK DOES NOT FORM PART OFCONDITIONS OF EMPLOYMENT

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ANNEX A

NATIONALITY

(i) ‘UK National’ means a person who is a British citizen (including persons from the Channel Islands and the Isle of Man), a British subject under Part IV of the British Nationality Act 1981 having the right of abode in the UK or a British Dependent Territories citizen acquiring his/her citizenship from connection with Gibraltar.

(ii) ‘Commonwealth Citizen’ means any person who has the status of a Commonwealth citizen under the British Nationality Act 1981, not covered by the ‘UK Nationality’ definition above. This includes British Dependent Territories citizens (other than Gibraltarians), British Overseas citizens, and from 1986 those persons in the category British National (Overseas).

(iii) ‘British Protected Person’ means a member of any class of persons declared to be British Protected Persons by Order in Council under the British Nationality Act 1981, or by virtue of the Solomon Islands Act 1978.

(iv) ‘EEA National’ means a national of one of the following countries:Austria Finland Latvia PortugalBelgium France Liechtenstein RomaniaBulgaria Germany Lithuania Slovakia**Croatia Greece Luxembourg SlovakiaCyprus Hungary Malta SpainCzech Republic Iceland Netherlands SwedenDenmark Ireland Norway United KingdomEstonia Italy Poland

N.B. nationals from Switzerland also have the same free movement and employment rights. ‘Family member of an EEA or Swiss national’ means:

(i) That national’s spouse*; or(ii) A direct descendant (child, grandchild etc.) of that national or his/her spouse who is under 21 years of age or is their dependent; or(iii) A dependent relative in the ascending line (parent, grandparent etc) of the EEA national or his/her spouse.

*Note: ‘Spouse’ does not include a party to a marriage of convenience and in the case of EEA national vocational students; family members are restricted to spouses and dependent children only.

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**Croatian nationals who want to work in the UK must obtain authorisation prior to commencing employment. They require a certificate of sponsorship and must also apply for an accession worker card before they can commence employment. There are no provisions for Croatian nationals to take up low skilled work. Further guidance on nationality can be obtained at www.ind.homeoffice.gov.uk

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