Director
Job Description
1. Main purpose of the role
To lead the management and development of a range of services for CRI within a specific area of
responsibility of accountability.
To work closely with the Executive Management Team, fellow Directors and other relevant CRI
functions to ensure that CRI’s values, policies and procedures are adhered to, within a strategy
which emphasises outstanding quality of delivery, financial stability and growth.
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To provide strategic leadership oversight and direction to Local Business Units
and ensure their smooth and efficient functioning;
To build and maintain external relationships with key stakeholders;
To produce and execute business plans in line with overall business strategy of
CRI;
Ensure that services in your area of responsibility and accountability are delivering to
contract, meet CRI quality and policy/procedure requirements and operate within designated
budgets;
Oversee, lead and drive business development processes;
Contribute to policy and practice development internally and externally, influence
stakeholders and promoting CRI to a wide range of external relationships;
To create and facilitate a learning culture for all that consciously engages with diversity.
2. Reporting and working relationships
Reporting relationships:
The role will report directly to the
Executive Director.
Executive
Director
You will support and supervise a range
of managers. Reporting relationships are
subject to change.
Director
Project
Managers
Services
Managers
Regional Development
leads as necessary
Directors are expected to support all members of staff employed in their specific area, both via
direct and delegated line management structures. In addition they will be expected to maintain a
high level of dialogue and public relations with partner agencies and commissioning bodies. You
will be expected to work closely with the Head of Finance and the relevant Management Accountant
to ensure high level accurate financial management control on all budget responsibilities.
Working relationships:
Services
Managers
Front
Line
Workers
External
partners
Director
Internal
Stake-holders
Heads of
Service
Peers
3. Role-specific responsibilities
3.1
Formulation of business plans for the scrutiny of the Executive and Board.
3.2
Lead in the direction of regional growth through identification, selection and assisting with
the completion of appropriate tenders.
3.3
Provide overall support and direction on service development.
3.4
Ensure that all services are delivered to a high standard in line with CRI policies,
procedures and best practice.
3.5
Undertake regular performance reviews and manage areas of risk.
3.6
Attend, organise and review (as required) relevant advisory groups and Board committees
and partnership meetings, to ensure appropriate representation of services.
3.7
Ensure productive, effective and successful commissioner relations with all contracts, with
a focus on building new commissioner contacts in the designated remit.
3.8
Driving the organisation’s key objectives in relation to market penetration, ensuring the
development of new and existing services areas added to the CRI portfolio in the
geographical area.
3.9
Ensure all financial targets are achieved.
3.10
Ensure CRI’s corporate strategy and identity are reflected by all area services, to both
internal and external audiences.
3.11
Facilitate public relations activities that promote services and the organisation as a whole.
3.12
Undertake any other appropriate tasks that may be allocated by the Executive Director or
the Chief Executive from time to time, for the benefit of the organisation.
3.13
Provide line management, supervision and leadership to all direct reports.
Policy implementation
3.15 Contribute to the development and implementation of operational policies so that services
are effectively delivered, controlled, monitored and reported.
3.16 To work within CRI’s policies and procedures at all times.
3.17 To ensure that CRI’s Equality and Diversity Policy is incorporated into daily work practices
at all times.
3.18 In conjunction with the team, to ensure that CRI’s Health and Safety policies are
incorporated into daily work practices and are adhered to.
3.19 In conjunction with the team, to ensure records and statistical information are maintained
appropriately to ensure client confidentiality, and access to information can be facilitated
when requested, in accordance with CRI policy.
The above is an outline of the post holder’s duties and responsibilities. It is not intended as an
exhaustive list and may change from time to time in order to meet the changing needs of CRI.
4. CRI’s commitment to you
CRI works within the following framework and requires all employees to do the same.
4.1 Equal Opportunities
CRI are committed to creating an inclusive environment, which celebrates difference and
allows our staff and service users to flourish. CRI are committed to promoting and ensuring
anti discriminatory practices through our organisational values, policies and procedures,
which we expect all staff to promote and adhere to. CRI expect all staff to challenge
prejudice and discrimination, to support staff with this we offer robust supervision alongside
training and development opportunities to continually improve equality, diversity and
inclusion practises.
4.2 Vision
CRI enables people to make the positive changes necessary to lead independent and
purposeful lives and create safer, healthier communities.
4.3 Career Development and Progression
CRI is committed to providing its staff with opportunities for personal and professional
development. We provide an internal training and development programme and aim to
ensure all staff are up to date with new legislation and trends in social care work, with
specialist training provided as required. Where appropriate, staff can undertake external
training courses in line with their development needs.
4.4 Safeguarding
CRI are committed to ensuring the safeguarding and wellbeing of children and adults at
risk, and all applicants will be required to demonstrate understanding of and commitment to
best safeguarding practice.
5. Your commitment to CRI
5.1 CRI Vision and Values
Promoting and understanding the values and vision of CRI. To understand what it means
to you in your respective role, to your team and to service delivery.
5.2 Children and adults at risk
Demonstrating an understanding of and commitment to best safeguarding practice. Taking
immediate and appropriate action as required.
5.3 Boundaries and behaviours
Observing professional integrity in relationships with colleagues, service users, volunteers,
peers and other relevant professionals.
5.4 Health & Safety
Being responsible for your health and safety and that of colleagues and service users,
following established systems of work. Reporting appropriately in a transparent way
incidents and errors as they occur.
5.5 Equality, Diversity and Inclusion
Being committed to helping to build an organisation that respects and values the diversity
of all staff, making our services accessible and inclusive, regardless of an individual’s
protected characteristic (age, disability, gender reassignment, marital or civil partnership
status, pregnancy or maternity, race, religion or belief, sex and sexual orientation) recovery
status or offending background.
5.5 Confidentiality
Treating all information acquired through the course of your employment as confidential
and complying with all the appropriate policies, systems and procedures.
5.6 Information Governance
Applying information governance processes to ensure all necessary safeguards are in
place regarding personal information – and its appropriate use – about our service users,
workforce and members of the public.
5.7 Continuous Professional and Personal Development
Working within a learning organisation, seeking learning opportunities either by attending
learning and training events either externally or internally to improve your knowledge and
skills and develop the personal qualities required in your work.
The above is an outline of the post holder’s duties and responsibilities. It is not intended as an
exhaustive list and may change from time to time in order to meet the changing needs of CRI. Any
change will be made after a proper period of consultation.
This post is subject to a Disclosure and Barring Service check at an enhanced level.
(Applies to all roles where regulated activity is undertaken.)
CRI’s Competencies:
CRI’s Competency Framework articulates underlying characteristics that all staff are required to
demonstrate and can be used for identifying strengths, development opportunities and performance
management.
There are 5 main skills-based competencies and a set of behavioural competencies that underpin
them:
Skills based competencies:
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Protecting People
Ways of Working
Team and Partnership Working
Empowering Service Users
Behaviours and Values
The CRI Skills- based competencies reflect the requirements of the National Occupational
Standards (NOS) that form the mandatory units of the Level 3 Diploma in Health and Social Care.
Behavioural competencies:
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Judgement
Open Mindedness
Diversity
Courage
Communication and Influence
Emotional Intelligence
Empowerment
Delivering Results
The behavioural competencies reflect the CRI management competencies and are based on our
values and expected ways of working.
Directors are expected to work at the highest level of the management competencies.
How Competencies fit into the Organisation:
Our Mission
CRI Creates safer and healthier communities
Focus
on the service user as
the way to achieve
positive change for the
individual and the
community at large
Respect
For each person we
engage, without
reservation or
judgement
Empowerment
So that service users
can reach their full
potential and achieve
their ambitions
Social Justice
A shared
commitment as
individuals and as an
organisation
Passion
Driven by innovation
& determination – to
bring about the
safest, healthiest
outcomes for
individuals &
communities
Judgement
Open
Mindedness
Communication
& Influence
Emotional
Intelligence
Our Values
Vocation
Our work is more
than a job
Diversity
Courage
Empowerment
Delivers
Results
Job Knowledge and Key Skills
Our
Behaviours
Person specification
Essential and desirable requirements (E & D) for the role and assessing and
testing the necessary level of competence required for this role either via the
application form (A); interview (I) or exercise (E.)
Please note - applicants are asked to evidence their ability to meet each
aspect of the person specification below, e.g. by highlighting relevant key
achievements and duties held within roles.
E/D Measured by
1. Education, knowledge and experience
1.1 Significant senior management experience.
E
A/I
1.2 Considerable experience of leading and managing service delivery in
the health/social care and/or criminal justice field.
E
A/I
1.3 Demonstrable experience of successful formulation and submission of
bids to commissioning bodies.
E
A/I
1.4 Demonstrable experience and commitment to supporting and working
within diversity aware environments.
E
A/I
1.5 Relevant degree (BA, MBA in business management/ administration,
social care or other industry/role linked qualification.)
E
A
1.6 Understanding of UK Drug Strategy, Criminal Justice and Social Policy
reforms.
E
A/I
1.7 Awareness of and ability to work within legislation in relation to service
users.
E
A/I
1.8 Keep abreast of the developments in CRI areas of operation.
E
A/I
1.9 An understanding of operational delivery for a wide range of service
users.
E
A/I
1.10 Appreciation of the regulatory framework within which the organisation
operates.
E
A/I
2.1 Evidence of ability to manage change.
E
A/I/E
2.2 Ability to manage in a facilitative and coaching style.
E
I/E
2.3 Ability to implement and develop effective monitoring mechanisms.
E
A/I
2.4 Ability to evaluate professional development and progress.
E
A/I
2.5 Ability to liaise and work in partnership with a wide range of
professionals and agencies.
E
A/I
2.6 Able to present complex information to groups of people.
E
A/I/E
2. Abilities and skills
2.7 Management of very large budgets.
E
A/I
2.8 Computer literate in variety of software packages.
E
A/I
2.9 High level project management and development skills.
E
A/I
2.10 Excellent communication skills, both written and oral.
E
A/I/E
2.11 Ability to successfully manage relationships internally, with
commissioning bodies and partner agencies.
E
A/I
2.12 Excellent interpersonal and organisational skills.
E
A/I
2.13 Ability to build and lead effective, productive and motivated multiskilled teams.
E
A/I
2.14 Ability to remain non-judgemental in all situations and to convey an
objective, independent approach.
E
A/I/E
2.15 Flexible approach to workload.
E
I
2.16 To grow the organisation within the parameters set.
E
A/I
3.1 A commitment to engaging with, understanding and promoting CRI’s
values and vision.
E
A
3.2 An understanding of and commitment to safeguarding best practice.
E
A/I
3.3 An understanding of the importance of professional integrity in
relationships with service users, peers and other relevant
professionals.
E
A/I
3.4 A responsibility for your own health, safety and wellbeing as well as
those around you (e.g. colleagues and service users).
E
A/I
3.5 An understanding of and commitment to treating all information
acquired through the course of your employment as confidential.
E
A/I
3.6 An understanding of information governance processes and a
commitment to follow and apply all necessary safeguards.
E
A/I
3.7 A commitment to seek learning opportunities to improve and broaden
your own professional knowledge and skills and to contribute to and
where relevant oversee the learning of others.
E
A/I
3. Working within CRI’s framework of commitments to employees
Authors
Version number
Date
Initials
Initials
Year
1.0
January 2016
MM
KF
2016