Chief Executive Application Pack - lgsc.org.uk · Chief Executive Application Pack Comhairle...

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Ag freastal ar an Dún agus Ard Mhacha Theas Serving Down and South Armagh Chief Executive Application Pack Comhairle Ceantair an Iúir, Mhúrn agus an Dúin Newry, Mourne and Down District Council

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Page 1: Chief Executive Application Pack - lgsc.org.uk · Chief Executive Application Pack Comhairle Ceantair an Iúir, Mhúrn agus an Dúin Newry, Mourne and Down District Council ... Newry,

Ag freastal ar an Dúnagus Ard Mhacha TheasServing Downand South Armagh

Chief ExecutiveApplication Pack

Comhairle Ceantair an Iúir, Mhúrn agus an DúinNewry, Mourne and Down District Council

Page 2: Chief Executive Application Pack - lgsc.org.uk · Chief Executive Application Pack Comhairle Ceantair an Iúir, Mhúrn agus an Dúin Newry, Mourne and Down District Council ... Newry,

Councillor Mark MurninChairman of Newry, Mourne and DownDistrict Council

Message from theCouncil Chairman

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Newry, Mourne and Down District at a Glance

Location and Connectivity: How to Get Here

Key Achievements:Four Years On

Organisational Structure

Job Description

Person Specification

Competency Framework

Summary of Main Terms and Conditions

Guidance Notes

Local GovernmentReform Information (RPA)

General Information

Dear Applicant

I am delighted that you are

considering applying for the

position of Chief Executive

with Newry, Mourne and

Down District Council.

Leading the third largest

Council in Northern Ireland,

which serves over 177,000

residents is an exciting

challenge as we begin a new

Council term, following the

local council elections held

in May 2019, and we start

working in a new political and

economic environment.

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Not only is Newry, Mourne and Down

District Council one of the largest councils

in Northern Ireland, it is strategically located

on the important eastern A1/M1 economic

corridor and is an attractive area for business

investment, both local and international. We

are within one hour travelling distance from

Dublin and Belfast, with close proximity to

two major airports, a deep-water port, and

transport routes which link us throughout

Ireland to the UK.

Boasting three Areas of Outstanding Natural

Beauty, we pride ourselves on being a

premier destination for local, national and

international visitors. Our coastline and our

rich cultural heritage, which we showcase

every year in a growing number of festivals

and events, make us an attractive place to

visit, work and live in.

As a forward-looking Council we have signed

an important Friendship Agreement with

the City of Changchun in the Jilin province

of China which is aimed at fostering

opportunities in trade, culture, education and

tourism. Since this was signed in October

2018, the Council has hosted a senior

delegation from the provincial government,

a delegation from the China Ministry of

Commerce and a postgraduate delegation

from one of Jilin University’s hospitals.

We have also fostered international

relationships: we have a Sister City

Agreement with Southern Pines in North

Carolina USA and a Twinning Agreement

with Kirovsk in Russia – agreements

established to promote friendship and

understanding and stimulate the exchange

of knowledge and experiences in economic

development, tourism, education, culture,

sustainable environmental initiatives and

youth exchange.

Neighbouring with Louth County Council,

Newry, Mourne and Down District Council

has also signed up to a Memorandum of

Understanding with this cross-border council

to promote the economic development of

the joint regions.

We have placed, and continue to place, great

emphasis on regeneration for our city and

towns. Newry City will see a new civic centre,

new conferencing and enhanced theatre

facilities - our aim is to complete these

projects by early 2022. Within the historic

town of Downpatrick, we are working with

Government departments to renovate the

former police station and surrounding area,

bringing much needed hotel and Grade A

office accommodation.

Newry, Mourne and Down District Council

is also one of six local councils to secure the

first ever City Deal agreement. This initiative,

which is expected to bring approximately

£1 billion into the participating councils, will

help to build the economy through more

localised and focused investment decision-

making.

The Council will face both challenges and

opportunities over the next years—our

new Chief Executive will play a large role

in expanding the district’s services and

opportunities for economic and regional

development.

Some of the initiatives we are engaged in

include furthering our relationship with the

City of Changchun, China, developing the

Southern Relief Road which will improve

access to Dublin and throughout Ireland,

working with partners in Government locally

and with the EU to deliver projects funded

through INTERREG, PEACE, the European

Regional Development Fund, the European

Maritime and Fisheries Fund.

The Council continues to put great emphasis

on encouraging all residents to improve

their health and wellbeing by becoming

more active. We have recently completed a

programme worth approximately £40 million

to replace the two existing leisure centres in

Newry and Downpatrick.

Alongside this investment, we are promoting

our ‘Be Active’ campaign. This holistic

initiative, which emanates from our Sports

Facility and Play strategies, is instrumental

in promoting a healthy lifestyle, combining

physical and recreation activities.

We also have plans to transform and

modernise the way the Council provides

accessible as well as value for money

services. Our Neighbourhood Services

Transformation Project will deliver improved

service and citizen experience, standardise

service provision across the Council district

and ensure people, equipment and money

are efficiently deployed. Already we have

improved the way we recycle—all councils

are required to recycle 50% of waste by 2020

and we are nearing this important milestone.

Over the past year we have reduced the

amount of waste going to landfill by 60% and

we will be implementing new initiatives to

increase that.

We are implementing a £7.1 million

programme to fundamentally change how

we use information technology, both within

the Council itself and to communicate

with residents. This project, which will be

completed over the next few years, will make

it easier for our citizens to engage with our

services and will also ensure that we use our

resources efficiently and effectively.

We are beginning a new cycle for the

development of our Corporate Plan 2019-

2023, this is an exciting time for our district,

it presents opportunities for the new Chief

Executive to make a real contribution to

Newry, Mourne and Down’s development.

We are looking for a highly motivated, skilled

and dynamic leader to continue to bring the

Council’s ambitious plans to fruition while,

at the same time, maintain and improve the

programmes, initiatives and services that we

provide to all our residents and businesses.

If this opportunity excites you, we look

forward to receiving your application.

Councillor Mark Murnin

Chairman

Message from the Council Chairman

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Our District at a Glance

Newry, Mourne and Down district lies in the south east of Northern Ireland,

covering parts of Counties Down and Armagh. Accessible to both Dublin and

Belfast, it is bounded on the east by Strangford and Carlingford loughs, and on

the west by Slieve Croob and Slieve Gullion. The famous Mourne Mountains

which “sweep down to the sea” are in the heart of our district.

With 11% of the total land area of Northern Ireland, more than 100 miles of

coastline and approximately 177,000 residents, Newry, Mourne and Down

District Council area is the third largest in Northern Ireland.

A vibrant, dynamic, connected region for economic growth and international investment.

100miles of coastline

177,000residents

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In addition to Newry City, our

principal towns are Ballynahinch,

Crossmaglen, Downpatrick,

Newcastle and the harbour towns

of Kilkeel and Warrenpoint.

We are also fortunate to be

home to two hospitals, Daisy

Hill in Newry and the Downe

Hospital in Downpatrick.

We have three Areas of Outstanding

Natural Beauty - Strangford &

Lecale, Slieve Gullion, and the

Mournes - as well as a number of

Blue Flag beaches and the amazing

Royal County Down golf course,

located in one of the world’s most

naturally beautiful link settings in

the Murlough Nature Reserve.

Newry, Mourne and Down is a

place with strong, safe and vibrant

communities where everyone has

a good quality of life, access to

opportunities and quality services

which are sustainable, accessible

and meet people’s needs.

We have established strong

collaborative networks with our

education providers - our two

regional colleges, Southern Regional

College and South Eastern Regional

College; Queen’s University Belfast

and the Ulster University.

Newry, Mourne and Down

District Council has a combined

revenue and capital budget of

over £50 million and over 1,000

Council employees.

Forty-one Councillors serve the

seven District Electoral Areas (DEAs)

of Crotlieve, Downpatrick, Newry,

Rowallane, Slieve Croob, Slieve

Gullion and The Mournes.

We are privileged to be the home

of St Patrick and boast a rich

heritage and folklore including

unrivalled links to Tí Chulainn and

Game of Thrones.

As a Council, we are ambitious, and

will set a vision and priorities in our

new Corporate Plan (2019-2023)

that will steer the district along

an exciting journey of investment,

regeneration, health and wellbeing

and modernisation.

£50m

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From To Distance / Journey Time

Downpatrick George Best 24.4 miles / 45 mins City Airport

Downpatrick Belfast 43 miles / 1 hour International

Downpatrick Dublin 93 miles / 1 hr 50 mins International

From To Distance / Journey Time

Newry George Best 40 miles / 1 Hour City Airport

Newry Belfast 46 miles / 1 Hour International

Newry Dublin 62 miles / 1 hr 15 mins International

• An attractive location for all forms of investment due to our strategic cross-border location on the Belfast-Dublin eastern economic corridor

• World-class road transportation and communication linkages

• Access to a catchment of over one million people within one hour’s drive

• Access to two hospitals within the district

• Warrenpoint Port, the second largest port in Northern Ireland in terms of cargo tonnage, and our nearest ferry port, located just seven miles south of Newry

• Worldwide connectivity through three airports, Belfast International Airport, George Best City Airport, and Dublin Airport all of which can be quickly and easily accessed from our district

• Access to two colleges located within the district providing a first class education within an existing learning environment for further and higher education

• An established Low Powered Wide Area Network (LPWAN) for Internet of Things (IoT) which offers access to research and development, prototyping and experimentation of sensor based technology

• Access to at least 30mb/s broadband for 76% of business premises

Location and Connectivity

Distance & Journey Times

Location and Connectivity

Crossmaglen

Dublin

Cork

Border

Newry,Mourne and DownDistrict Council Area

TownAirport City UniversityPort

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Key AchievementsFour Years OnHighlights over the period of our Corporate Plan 2015-2019 included:

Completed a review of all Community Centres

Completed and opened new leisure centres in Newry and Downpatrick

Completed the Carlingford Lough Greenway between Weir/Victoria Lock

Completed the restoration of Warrenpoint Municipal Park

Created and updated 45 Village Plans

Developed and implemented seven DEA Action Plans

Encouraged 17,000 citizens to participate in Everybody Active 2020 – aimed at tackling obesity & diabetes

Established a Community Planning Partnership to develop and deliver local action plans

Established Giant Adventures Festivals attracting ≥140,000 visitors/£4M per annum

Implemented £4.7M programme through Peace IV Partnership

Led £2.7M Strategic Investment Fund ‘Work It’ / Young People’s Essential Skills Programme

Secured an Investment Package of £1B / £11M through the Belfast Region City Deal

Supported 413 projects through the Financial Assistance Scheme and awarded £1.4M

Supported 250 local businesses, promoted 168 new jobs and supported 167 new business starts

Undertook Residents Survey in September 2018, resulting in 87% residents’ satisfaction with the Council overall

Increased attendance at leisure facilities (2017/2018: 9.8% increase)

Increased number of visitors by 45% and increased overnight stays by 7.3% (over 4 year period)

Increased visitor spend by 75% (2016/2017 and 2017/2018)

Increased brown bin waste by 60% (2017/2018)

Increased the rate of recycling by 6% per annum

Reduced the amount of waste going to landfill by 84% (over 4 year period)

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OrganisationalStructure

Chief Executive Democratic Services

Community Planning & Performance

• Community Planning

• Evidence and Research

• Performance and Improvement

Active & Healthy Communities

CorporateServices

Enterprise, Regeneration and

Tourism

Neighbourhood Services

Community Engagement

• Community Engagement

and Relations

• Community Services,

Facilities and Events

• Strategic Programmes

Health and Wellbeing

• Environmental Health –

Commercial

• Environmental Health –

Residential

• Health and Wellbeing

• Sustainability

Leisure and Sport

• Indoor Leisure

• Outdoor Leisure and

Sports Development

Administration

• Administration Services

• Customer Experience

• Compliance

• Legal Administration

Corporate Planning

and Policy

• Communications and

Marketing

• Corporate Policy

• Equality

Estates and Capital Projects

• Capital Projects

• Estates and Property

Assets

• Safety, Health and

Emergency Planning

• Insurance

Finance

• Audit Services

• Budget and Capital

• Payroll

• Procurement and Logistics

Human Resources and

Safeguarding

Information Technology

Building Control

and Regulation

• Building Control

• Licensing and

Enforcement

Enterprise, Employment

and Regeneration

• Programmes

• Regeneration and

Business Development

Planning

• Area Plan

• Planning Administration

• Planning Development

and Enforcement

Tourism Culture and Events

• Culture, Arts, Heritage

and Events

• Product Development

and Visitor Experience

• Tourism

Facilities Management

and Maintenance

Waste Management

• Fleet Management

• Refuse and Cleansing

• Waste Processing and

Enforcement

Guide to Bereavement Services8

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1. To provide the leadership, vision and strategic

direction necessary to manage the interface

between elected members and officers and

work in partnership with them to create the

Council’s Strategic Plan and develop policies

and relationships which will fulfil the Council’s

objectives.

2. To work in partnership with elected members to

define the corporate culture of the Council and

promote its core values.

3. To develop, lead and co-ordinate strategies that

will continue to transform the Council to an

organisational culture; fit for purpose under the

Local Government Reform legislation.

4. To work in partnership with elected members, staff,

trade unions and other stakeholders to ensure that

Council strategies and policies are implemented

in order to secure a cohesive approach, excellent

service delivery and the social, economic and

environmental wellbeing of the area.

5. To ensure the Council meets its statutory

obligations and that the highest standards of

probity and good conduct are maintained at all

times; including financial management.

6. To co-ordinate the activities of the Council and to

motivate the management team and all staff to

deliver high levels of performance and to develop

their full potential.

7. To ensure that appropriate governance

arrangements, including risk management

measures, are in place.

8. To actively promote both the Council and its area

locally, regionally, nationally and internationally,

taking account of the various communities within

the area.

9. To lead a ‘one Council’ approach in enhancing

and sustaining the area’s heritage, character and

dynamism in the present and shaping them for the

future.

10. To develop and maintain the wider networks and

partnerships which the Council needs to deliver its

Community Leadership role through the creation of

sustainable Community Plans and the Community

Planning process.

Job DescriptionThe Chief Executive is the Council’s Head of the Paid Service, Chief Financial Officer and principal adviser on policy issues.

The Chief Executive has responsibility for implementing the Council’s strategic objectives and ensuring the efficient, effective and equitable discharge of responsibilities of the Council as detailed in legislation and other relevant authorities.

Principal Accountabilities

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Main Dutiesand Tasks

Strategic Leadership and Management

1. To provide support to the democratic decision-making processes at all levels and to promote the active participation of local

people and communities in the Council’s affairs.

2. To communicate the Council’s vision, mission, priorities, objectives and processes effectively, both internally to staff and

trade unions and externally to partners, agencies and the public.

3. To lead in ensuring that the Council’s strategic plans and policies are matched to a common purpose across the organisation

and the area.

4. To take overall responsibility for ensuring that the Council’s decisions and policies are implemented.

5. To promote equality of opportunity and access, in service delivery and in the employment of staff.

6. To lead by example by promoting at all times best practice and the highest standards of the public service ethos.

Service Delivery and Performance Management

7. To ensure that service planning and delivery reflect the Council’s priorities, take account of the views of citizens,

communities and all other stakeholders, are benchmarked against national and local performance indicators and include

the modernisation of service provision where appropriate.

8. To ensure that a performance management culture is firmly embedded within the Council to secure quality services and

their continuous improvement.

9. To put in place effective arrangements for agreeing personal targets for Directors and other senior managers as appropriate

and for regularly appraising and reporting on their performance.

Resource Management

10. To ensure the efficient and imaginative management of all resources (staff, finance, property and information), in support of

the Council’s agreed targets for service delivery and improvement.

11. To work effectively with staff and trade unions to secure the best possible use of human resources in pursuit of the Council’s

objectives.

12. To work closely with other agencies and partners to improve the impact of the way in which budgets are spent and resources

are allocated.

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Partnership Working and Communications

13. To work effectively with staff, trade unions and other interested stakeholders to integrate transferred services and functions

and transform the Council.

14. To lead on partnership working through the Community Planning process, ensuring that through this the Council maximises

opportunities for the area so that its citizens attain their full potential.

15. To actively foster and enhance positive relationships with all local communities, agencies and partners, including the

voluntary sector and local business, as well as with other statutory bodies at regional and national levels.

16. To further develop and refine effective arrangements for consultation with communities, local agencies and partners and

the public, on service planning and delivery issues to ensure full implementation of the Community Plan.

17. To ensure that the Council has a corporate communications strategy.

General

18. Take responsibility for execution of the Council’s Emergency and Business Continuity Plans when required.

19. By its nature the post will require flexible working to meet the needs of the service.

20. Carry out duties in compliance with the Health and Safety at Work Order 1978 (as amended); Acts of Parliament; Statutory

Instruments and Regulations and other legal requirements; and all Council Policies and Procedures including Dignity at

Work, Health and Safety, Attendance and all relevant Codes of Conduct.

21. Undertake the duties in such a way as to enhance and promote the positive reputation of Newry, Mourne and Down

District Council.

22. Undertake all aspects of work respecting confidentiality and ensure that personal and/or sensitive information under the

control or access of the post holder is used, stored and maintained in accordance with relevant data protection legislation.

23. Actively participate in employee relations matters including undertaking investigations and chairing hearings relating

to employment matters as required (e.g. discipline, grievance & harassment) and make decisions regarding appropriate

outcomes with support from HR and in compliance with the relevant legislation.

24. Participate in the Council’s Recruitment and Selection processes as a panel member, including assisting the panel with

development of person specification, identifying selection methods and adhering to advice given regarding current

employment legislation and codes of practice.

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Person Specification

Qualifications and Experience

Essential Criteria

It is essential that employees/ applicants must:

1. Meet the requirements of the District Councils (Clerks Qualifications) Determination

19971.

2. Have a minimum of three years’ (within the last five years) senior management2

experience and evidence of achievement, working at Board Level in the public,

private or voluntary sector, in an organisation which has an annual budget/revenue

stream of at least £10 million and employing not less than 200 employees in a

large, highly complex environment, with associated corporate governance and

accountability requirements which includes:

a. Taking decisions affecting strategy in a commercially focussed and regulated

environment.

b. Evidence of effective financial/budget experience in a constrained financial

environment.

c. Leading and achieving cultural and organisational change which realised savings

and organisational improvements.

d. Proven track record of effective partnership working, commanding confidence

and building positive working relationships with external stakeholders in

support of organisational objectives.

e. Proven experience of working effectively in a politically sensitive environment.

Employees/Applicants must be capable of undertaking the duties and responsibilities as set out in the Job Description and fulfil the requirements of this Person Specification; which will be assessed through the appointment process.

Employees/Applicants must be suitably qualified and experienced, be able to meet the criteria set out in this Person Specification and demonstrate they possess the key competencies for the position at a Strategic level.

Assessment Method

• Application Form

• Assessment Centre

• Interview

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Other Requirements

Essential Criteria

3. Be available to work outside normal office hours including evenings as attendance is

required at evening and other meetings internal and external to the Council area.

4. Hold a full valid driving licence and have access to transport to meet the

requirements of the post.

Or

Have access to a mode of transport that will enable the post holder to fulfil the role

in full.

5. AccessNI Basic Check.

1 In accordance with the requirements of the District Councils (Clerks Qualifications)

Determination 1997, a person shall not be appointed unless he/she:

a. Holds a primary or post graduate degree of a university which is authorised by or under

Royal Charter or statute (or an equivalent university or body outside the United Kingdom)

to grant degrees;

Or

b. Holds the Diploma in Public Administration or the Diploma in Municipal Administration

of such a university or body (or an equivalent university or body outside the United

Kingdom);

Or

c. Is qualified by examination as a member of one or more of the following bodies, (or an

equivalent body outside the United Kingdom):

• The Institute of Chartered Accountants in Ireland

• The Institute of Chartered Accountants in England and Wales

• The Institute of Chartered Accountants of Scotland

• The Institute of Cost and Management Accountants

• The Chartered Association of Certified Accountants

• The Chartered Institute of Public Finance and Accountancy

• The Chartered Institute of Secretaries and Administrators

Or

d. Has adequate and suitable experience of public administration.

Note: For the purposes of Item (d) above, the Shortlisting Panel will determine the experience as

identified in the Person Specification.

2 Senior management is defined as being a Chief Executive or working directly to a Chief

Executive, including advising the Chief Executive/Board/Council on strategic decisions

affecting the organisation.

Assessment Method

• Application Form

• Driving Licence and Vehicle

Insurance Documents

• AccessNI

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Behavioural Competencies

Essential Criteria

How we Provide Leadership and Direction

How we Manage Ourselves

How we Workwith Others

How we Move Forward

Setting Direction

Contributes to the development of a strategy and conveys a clear

vision led by being innovative, ambitious and proactive.

Leadership

Motivates others to achieve their objectives and organisational goals

through involvement and providing feedback and support. Provides

and supports development to enable effective delivery.

Communicating with Impact

Presents a positive image by communicating effectively, being

resilient and treating people fairly.

Collaborating in a Political Environment

Develops and manages effective networks by establishing common

ground.

Influencing Outcomes

Adapts style and approach to achieve effective outcome.

Managing Change

Promotes change effectively and ensures that changes are delivered

in line with organisational goals.

Achieving Results

Takes personal responsibility for making things happen. Shows

motivation and perseverance in overcoming obstacles and achieving

results.

Competency Framework

Definitions have been provided and more information on the competency framework can be found at:

http://www.lgsc.org.uk/fs/doc/publications/competency-framework-for-local-government.pdf

The defined competency level for this post is Strategic.

Competence at a strategic level is essential for this post and will be assessed at the appropriate selection stage

of the appointment process; using the Competency Framework for Local Government, which includes definitions

of the competence groups and examples of positive indicators. All of the competencies are considered relevant to

this post and may also be assessed during probation and throughout employment in this role.

AssessmentMethod

• Assessment Centre

• Interview

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Summary of Main Terms and Conditions

General

The general terms and conditions of

Employment are those agreed by the Joint

Negotiating Committee for Local Authority

Chief Executives and other locally negotiated

agreements as adopted and amended by

Newry, Mourne and Down District Council.

Continuous Service

For the purposes of determining continuous

employment with the Council, the

Council will recognise a previous period of

employment for employees transferring from

an organisation listed in the Redundancy

Payments (Continuity of Employment in

Local Government, etc) (Modification) Order

(Northern Ireland) 1999. Further information

and a Schedule of Employers can be

obtained at http://www.legislation.gov.uk/

nisr/1999/409/contents/made. No service

with any other employer counts for the

purposes of continuity of employment.

In addition to redundancy, continuous

service is used for the purposes of calculating

other entitlements, for example Annual

Leave, the Council’s Sick Pay scheme and

Maternity scheme.

Duration of Appointment

Permanent

Hours of Work

Contracted hours of work are: 37 hours per

week. The post holder must be prepared to

work outside normal office hours, including

evenings, weekends, and Public and extra

Statutory Holidays for which the appropriate

payment will be made or time in lieu granted

if relevant.

Work Pattern

The standard working pattern is Monday to

Friday. Hours of work are kept under review

and may change in order to meet operational

requirements, providing requisite notice.

Flexi Scheme

This post is not eligible to participate in the

Flexi Scheme.

Location and Transferability

Based in Council offices in Newry, this post

will work across the Council District of

Newry, Mourne and Down District Council.

The post holder may be required to transfer

to other locations in accordance with any

requirements stated in the Job Description,

any reviews of service delivery or other

requirements as may arise from time to time.

Any amendments made to work location

will be implemented following appropriate

consultation and provision of reasonable

notice.

Rate of Pay

Chief Executive Band 2 (currently £111,438

– £122,051 per annum). The salary will

be inclusive of all the hours necessary to

fulfil the requirements of the role including

evenings, weekends and bank holidays when

required. It is Council policy to appoint at

minimum salary scale point.

Increments

Progression within the salary band is based

on the attainment of a satisfactory level

of performance, until the maximum of the

scale is reached. This will be supported by an

appraisal mechanism.

Probationary Periods

Appointments are subject to the

satisfactory completion of a six-month

probationary period in regard to, amongst

other considerations, job performance

and attendance. Failure to achieve a

satisfactory probationary period may result

in the employment being terminated with

statutory notice.

Whole-Time Service

The Chief Executive shall devote his or her

whole-time service to the work of the council

and shall not engage in any other business

or take up any other additional appointment

without the express consent of the council.

He or she shall not subordinate his or her

duty as Chief Executive to his or her private

interests or put himself or herself in a

position where his or her duty and private

interests conflict.

Holidays

(i) The leave year runs from 1 April in any

one year to 31 March the following year.

(ii) If you join the Council after the

commencement of a leave year, you

shall be entitled in that year to annual

holiday with pay proportional to your

length of service in the remainder of

that leave year.

(iii) The Chief Executive shall be entitled

to a minimum of 30 days’ annual leave

(in addition to statutory and other

public holidays but inclusive of any long

service leave, extra statutory and local

holidays. Annual Leave is calculated

on a daily basis and pro-rated for

temporary and part-time employees.

In exceptional circumstances and by

mutual agreement annual leave may be

carried forward to the next leave year.

Annual leave should be taken as full or

half days.

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(iv) You are also entitled to 10 Bank/Public

holidays (pro rata for temporary and

part-time employees) and 2 additional

holiday days (pro rata for temporary and

part-time employees), as arranged by

the Council.

Pension

There is an occupational pension scheme,

Northern Ireland Local Government Officers’

Superannuation Committee (NILGOSC),

relating to the employment in respect of this

statement.

The Local Government Pension Scheme

(Northern Ireland) is a career average,

defined benefit scheme.

All employees (with the exception of casual

staff), under the age of 75, regardless of the

hours or weeks worked, will automatically be

brought into the Scheme on their first day of

employment, unless their contract is for less

than three months, in which case they can

opt to join by informing the Payroll office in

writing.

If you do not wish to remain in the Scheme,

you can opt out by completing an Opt-

out Notice and giving this to the Payroll

office. The Notice can be downloaded from

NILGOSC (www.nilgosc.org.uk).

Unless you opt-out of the Scheme,

superannuation contributions will continue

to be deducted from your pay.

Uniform/PPE

Where provided, the successful applicant will

be required to wear the appropriate Council

uniform/PPE in the performance of Council

duties.

Employee Benefits

Newry, Mourne and Down District Council

offers a range of benefits which support

employee health and wellbeing and work

life balance, as well as providing financial

savings.

These include discounts on shop purchases

from Council owned retail, discounted

admission to events and performances,

free membership of Council indoor leisure

facilities, free admission to outdoor Council

facilities, flexible working arrangements and

health cover (currently provided through

Westfield Health).

Council Policies

You will be required to comply with

all current and future council policies,

procedures, guidelines, agreed working

practices and any collective agreements.

A copy of current Council policies can be

obtained from Human Resources.

Data Protection

Information from your application form

and other information subsequently

obtained while in Council employment will

be processed in accordance with the Data

Protection Act 1998 (as amended).

Non Smoking Policy

Smoking is prohibited in all Council property

and within any vehicles owned or leased

by the Council. This includes the use of

electronic cigarettes (E-Cigs), which must

not be used in Council premises (including

vehicles) except in designated smoking

areas.

Canvassing

Canvassing in any form, oral or written,

direct or indirect, if proven to the satisfaction

of the Council, will disqualify a candidate for

appointment.

Pre-Employment Checks

It is the right of Newry, Mourne and Down

District Council to satisfy itself of the

suitability of candidates for employment.

Any offer is subject to satisfactory pre-

employment checks and the Council reserves

the right to make further enquiries about

the suitability of candidates as deemed

appropriate.

The Council reserves the right to revoke an

offer of employment, from which there is no

right of Appeal.

Reserve List

Applicants may be held on a reserve list for

up to 12 months, subject to satisfactory

performance at selection. In accordance with

the Local Government Staff Commission

Code of Procedures on Recruitment and

Selection, vacancies for other similar

posts may be filled from a reserve list

of candidates. The Council is under no

obligation to avail of reserves lists when

making a decision on method of recruitment

to a post within a different functional area or

work location and recruitment methods for a

post are at management discretion.

If a similar post does become vacant within

this time, it will be offered to candidates on

the reserve list in order of merit. Candidates

will be provided with a specified timeframe

within which to accept or decline the

offer. Candidates will be contacted by

telephone using the contact details provided.

Where the offer of a post is declined by

the candidate he/she will be retained on

the reserve list, in order of merit, to be

considered for future vacant posts.

For internally trawled permanent or

temporary project/cover/review posts,

candidates must remain employees, agency

or casual workers throughout the selection

process in order to be recommended for

appointment. Candidates who are no

longer employees, agency or casual workers

at the short-listing, testing/assessment

or interview stage will not be eligible to

progress through the process. Similarly,

if placed on the reserve list, candidates

must still be employees, agency or casual

workers at the time that the vacancy is

approved. Candidates who are no longer

Newry, Mourne and Down District Council

employees, agency or casual workers will not

be offered any future vacant posts from a

reserve list, even if the timing of the reserve

list is still valid.

Recruitment Expenses

The Council does not reimburse any

expenses incurred by candidates as part of

the recruitment process.

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Guidance NotesApplicants must read the following information before completing the Application Form.

Making an Application for Employment

• The Council requires applicants to

complete an application form for all posts

• Curriculum Vitaes will not be accepted

• Please complete the application form

in full

• Information must be provided in the

space available. Additional information,

documents and extra pages will not be

considered

• Maximum word counts are given for

many parts of the application form;

please ensure that you do not exceed

these limits.

Completing Application Forms Online

• We would like you to complete

our application form online at

www.lgsc.org.uk

Data Protection Act

Please note that the personal information

on the Application Form will be processed

and handled in accordance with the Data

Protection Act 1998 and Council procedures.

In accordance with Council’s Retention and

Disposal Policy:

• Data contained on the application form

of applicants successful in securing

employment will be used for HR and

Payroll Administrative purposes during

the period of employment and for a

period of 6 years from the termination of

employment

• Data contained on the application

form of applicants who do not secure

employment will be used for HR

administrative purposes and retained for

up to 2 years from the date of application.

Rehabilitation of Offenders

If you are successful at interview you will be

made a conditional offer of appointment,

which will be subject to a number of pre-

employment checks. At this stage we will

supply you with a declaration form to declare

appropriate criminal convictions as defined

within the Rehabilitation of Offenders

(NI) Order (1978), this declaration, where

appropriate may also be subject to an Access

NI Basis Disclosure Check. All convictions

as defined within the Rehabilitation of

Offenders (Exceptions) Order (NI), as

amended, and the Safeguarding Vulnerable

Groups (Northern Ireland) Order 2007 (as

amended by the Protection of Freedoms Act

2012), will be subject to either an Access NI

Standard or Enhanced Disclosure Check, as

appropriate.

Full guidance and definitions are supplied

with these forms but applicants should be

aware of the existence of these forms and

the necessity to complete them as accurately

as possible. If you are concerned and would

like to seek further guidance then you are

advised to contact NIACRO (in confidence) on

028 9032 0157.

Access NI Checks

• As part of the overall employment/

recruitment decision making process,

Newry, Mourne and Down District

Council as a ‘Registered Body’ (RB) will,

undertake (as applicable) Access NI

checks through the HR Department

• Such checks will be carried out through

‘AccessNI’ which is part of central

government and operates under the

provisions of Part V of the Police Act 1997

• AccessNI enables organisations in

Northern Ireland to make more informed

recruitment decisions by providing

criminal history information about

anyone seeking paid or unpaid work in

certain defined areas, such as working

with children or vulnerable adults

• AccessNI was established by a joint

programme between the Northern

Ireland Office, the Department of Health,

Social Services and Public Safety, the

Department of Education and the Police

Service of Northern Ireland

• There are three levels of Disclosure, each

representing a different level of check;

Basic, Standard and Enhanced.

TheBasicDisclosure

Shows details of a person’s unspent criminal

record, individuals can apply for a basic check

TheStandardDisclosureCertificate

Shows details of a person’s full criminal

record and includes spent and unspent

convictions. Standard Disclosures are only

available for anyone in a position where the

post is exempt under the Rehabilitation of

Offenders (NI) (Exceptions) Order 1978 or for

professional occupations.

AnEnhancedDisclosure

Contains a copy of a person’s full criminal

history, spent and unspent convictions,

police information that might be relevant

to the position applied for and ought to be

disclosed and a check of the lists of those

prevented from working with children or

vulnerable adults.

Standard and Enhanced Disclosures are

completed jointly by the Applicant and

Newry, Mourne and Down District Council

before being sent to AccessNI.

Applicants can apply online and both the

Registered Body and Applicant can track

progress of their case online.

The Council will only seek Disclosure

information after a candidate has been

made a conditional offer of employment.

Once a disclosure certificate has been

received by Newry, Mourne and Down

District Council, the information provided

will be used to determine an applicant’s

suitability for the post for which they have

applied. Disclosure information will be held

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securely in lockable, non-portable storage

containers with access strictly controlled.

Following a recruitment decision, disclosure

information will be securely destroyed.

Newry, Mourne and Down District Council

adheres to the AccessNI Code of Practice. For

further information refer to www.dojni.gov.

uk/accessni.

Canvassing

Canvassing in any form, oral or written,

direct or indirect, will, if proven to the

satisfaction of the Council, disqualify a

candidate for appointment.

Completing the Application Form

The Application Form is in six sections,

details of which follow.

PERSONAL INFORMATION

NOT available to the panel (at shortlisting)

Contact details are required as specified.

SHORTLISTING CRITERIA

Available to the panel

Carefully read the question associated with

each criterion – only information contained

on this section of the form will be considered

by the shortlisting panel. Applicants must

clearly and exactly state how they meet each

essential / desirable criterion.

Where dates are asked for, they must be

given. If you are asked if you have 2 years’

experience, you must give the exact dates

when you gained this experience and where.

Only provide the relevant information in

response to each criterion.

Where qualifications or experience are

a requirement, they must have been

obtained by the closing date for receipt of

applications.

The panel will assess whether applicants

meet each criterion individually.

EssentialCriteria

The essential criteria and competencies are

factors that are considered necessary for

a post holder to have. The applicant must

meet all essential criteria to progress to

assessment / interview.

DesirableCriteria

The desirable criteria and competencies

describe the extra factors, which it is

preferable that an applicant holds.

Please note the panel may decide to shortlist

only applicants who meet both the essential

and desirable criteria, or only those who

meet the essential criteria.

EMPLOYMENT HISTORY

NOT available to the panel (at shortlisting)

Presentormostrecentemployment

Give details of the most recent employment,

including a summary of duties.

PreviousPosts

Give details of previous post starting with

the most recent.

PreviousDismissalfromtheCouncil

The Council will not consider applications

from previous Council employees who have

been dismissed for reasons of misconduct

from Down District Council, Newry &

Mourne District Council or Newry, Mourne

and Down District Council for a period of at

least 3 years from the date of dismissal.

ReasonsforGapsinEmployment

If there are gaps in your employment history,

please briefly provide reasons for these gaps.

EQUAL OPPORTUNITIES MONITORING

QUESTIONNAIRE

NOT available to the panel

CommitmenttoEqualityofOpportunity

Newry, Mourne and Down District Council

is an equal opportunity employer and is

committed to appointing the best person

for the job. Applicants will not receive less

favourable treatment on the ground of their

gender, including gender reassignment;

marital or civil partnership status; having

or not having dependants; religious

belief or political opinion; race (including

colour, nationality, ethnic or national

origins, being an Irish Traveller), disability,

sexual orientation or age. The Monitoring

Questionnaire asks for details of these

factors and will be used to provide statistics

for monitoring purposes and collate

information on disability.

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Confidentiality

To ensure the confidentiality of information,

the questionnaire has been given an

identifying number. Only the HR Monitoring

Officer will be able to identify this number.

The information on this form will not be

used in any part of the selection process.

DECLARATION

NOT available to the panel

It is up to the applicant to ensure that the

information that they give is accurate.

Applicants by signing their application

form (either manually or electronically) are

confirming that the information provided is

accurate.

AFTER THE APPLICATION HAS BEEN

SUBMITTED - WHAT HAPPENS?

AfterShortlisting

When the Recruitment Panel has completed

their shortlisting, all applicants will be

notified of the outcome.

Shortlisted applicants will be invited to an

assessment and/or an interview. We will

send you further information to help you at

this stage of the process. Please note that

your email address will be forwarded to the

Assessment Centre provider for the purposes

of administering the Assessment Centre.

Unsuccessful

If you have been unsuccessful at any stage

in the selection process you may, if you wish,

receive feedback on your applications and/or

performance.

AppointmentofReserveCandidates

The Council may appoint reserve candidates

in order of merit. This means that if the

successful candidate fails to take up the post

to which they were appointed, or a similar

vacancy arises within a specified period

from the date the interviews were held, the

post will be offered to the candidates on the

Reserve List in order of merit.

A ‘similar vacancy’ is defined as a post

with a similar job description and person

specification and on the same salary scale. It

does not include posts where the similarity

relates solely to the salary scale.

OfferofAppointment

A conditional offer of appointment will be

made subject to completion of satisfactory

pre-employment checks. Once satisfactorily

completed, a firm offer of appointment

will be made and a starting date agreed.

Appointees will have a set timeframe in

which to decide on the offer and to take up

post. If an offer is not accepted within the

set timeframe, the offer may be withdrawn.

Pre-employmentChecks

The following are examples of pre-

employment checks that will be carried out,

where applicable:

• Reference

• Medical*

• Qualifications**

• Criminal Declaration

• Driving Licence***

• Access NI

* Please note that the Council’s

Occupational Health provider, Health

Matters, will be provided with your email

address for the purposes of conducting

the Pre Employment Health Assessment.

** Evidence of original qualifications,

which were part of the Employee

Specification, must be provided to HR

before appointment is confirmed. Failure

to provide this evidence may result in an

offer being withdrawn.

*** Where driving is part of the post,

applicants will be asked to provide

original details of their driving licence

(both parts), insurance (if driving private

car) and complete a driver declaration. For

those posts that involve driving Council

vehicles, a DVA check will be completed

and the applicant will also undertake a

driver assessment.

ClosingDate

Applications received after the stated closing

date and time will not be accepted.

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Local GovernmentReform Information (RPA)

This information is designed to inform

you about a matter currently affecting

employment within Newry, Mourne and

Down District Council, known as Local

Government Reform.

It is important that you are aware of this

issue if you are considering applying for or

accepting a job within the Council.

Background

The Review of Public Administration (RPA)

was launched by the Northern Ireland

Executive in June 2002 with the remit

of reviewing the arrangements for the

accountability, development, administration

and delivery of public services in Northern

Ireland.

One element of RPA is Local Government

Reform under which Northern Ireland’s

26 District Councils amalgamated into 11

larger “super Councils”. The implementation

date of RPA was 1 April 2015 and on that

date Newry and Mourne District Council

and Down District Council merged to form

Newry, Mourne and Down District Council.

Organisational Design

The structure of the new organisation has

been designed and is being implemented;

however this is likely to take some time to

complete. As with all new organisations the

Council may need to make changes to the

design of the organisation in order to deliver

it’s services in the most efficient and cost-

effective way.

Job Descriptions

Whilst job descriptions are compiled for the

various functions within the organisation

it is expected that roles will evolve and

transform in line with on-going changes.

Employees will therefore be expected to be

flexible and adaptable to meet the changing

needs and requirements of the organisation,

and duties and responsibilities may vary

without changing the purpose of the job or

level of responsibility.

Contacts

If you have any queries in relation to this

document and wish to speak to a member

of the HR Department please call 0300 013

2233.

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Monday 3 June 2019, 12noonClosing date and time

Tuesday 4 June 2019First Shortlisting date

Monday 10 and Tuesday 11 June 2019Assessment CentreIt is anticipated that stage 1 of the selection process (assessment centre) for this position will be held on these dates. Candidates will be invited to attend on one date only.

Monday 17 June 2019Second Shortlisting date

Monday 24 June 2019InterviewIt is anticipated that stage 2 of the selection process (interview) for this position will be held on this date.

Employees/applicants are asked to note that the proposed

timetable for the recruitment or this post is as follows:

Other Information

Key Recruitment Dates

Key Newry, Mourne and Down District Council Corporate Publications

Corporate Plan 2015-2019

Community Plan

Financial Statement 2017/2018

Performance

This schedule above may change for operational reasons. The Council is

under no obligation to accommodate applicants who are not available

on scheduled selection dates; however, will endeavour to do so taking

account of business needs and operational requirements.

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Oifig an IúirNewry OfficeO’Hagan HouseMonaghan Row Newry BT35 8DJ

Ag freastal ar an Dún agus Ard Mhacha TheasServing Down and South Armagh

Oifig Dhún PádraigDownpatrick OfficeDownshire Civic CentreDownshire Estate, Ardglass Road Downpatrick BT30 6GQ

0300 013 2233 (Council)0300 200 7830 (Planning)[email protected] www.newrymournedown.org

/nmdcouncil

@nmdcouncil