THE NATIONAL INSTITUTIONS OF THE CHURCH OF ENGLAND
MANAGING EMPLOYER: Lambeth Palace
Archbishops’ Adviser for Bishops Ministry
JOB PROFILE
JOB TITLE:
Learning and Development Administrator
GRADE:
5
LOCATION:
The Wash House, Lambeth Palace
ACCOUNTABLE TO:
Archbishops’ Adviser for Bishops Ministry
RESPONSIBLE FOR:
No management responsibility
KEY RELATIONSHIPS: Archbishops’ Adviser for Bishops’ Ministry
Bishops of the College/House of Bishops
Wash House colleagues – supporting the Archbishops’ Secretary for
Appointments and the Clergy Appointments Adviser.
BACKGROUND:
This role will be supporting the Archbishops' Adviser on Bishops'
Ministry (AABM). The AABM is appointed by the Archbishops of
Canterbury and York to oversee the continuing ministerial education
(CME) and other learning and professional development for bishops.
The adviser reports to the House of Bishops CME Committee and with
them, agrees programmes and priorities for the coming year. The
AABM is responsible for the induction of new bishops to their roles and
for organising media and other training for bishops.
JOB SUMMARY:
To support the AABM in the delivery of Continuing Ministerial
Education for Bishops and day to day role, both in a technical capacity
and also providing the respective administrative support.
MAIN DUTIES AND RESPONSIBILITIES:
The main duties and responsibilities of your post are outlined in your job description. This list is not
exhaustive and is intended to reflect your main tasks and areas of work. Changes may occur over
time and you will be expected to agree any reasonable changes to your job description that are
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commensurate with your banding and in line with the general nature of your post. You will be
consulted about any changes to your job description before these are implemented.
TRAINING ADMINISTRATION (70%)
Supporting the Continuing Ministerial Education programme
 Receiving and processing nominations
 Locating and booking venues, with the support of the AABM
 Liaising with facilitators to agree in advance practical and professional requirements for their
contributions to the annual programme of events for Bishops; to review with them evaluation
data.
 Distributing media to accompany events to ensure that both facilitators and participants have all
necessary information in good time ahead of event running.
 Co-ordinating with and confirming attendees.
 Collecting, summarising, interpreting and reporting evaluation data to the CME Committee of the
House of Bishops.
Induction Processes
 Co-ordinating induction processes – liaising with Bishops and their PAs to agree meeting dates
and telephone calls with the AABM. Maintaining the induction schedule of all Bishops in their first
year of episcopal ministry.
 Liaising with coaches, authorising and paying standard invoices.
 Collecting, summarising, interpreting and reporting evaluation data from coaches and coachees.
Ministerial Development reviews
 Co-ordination of 360 degree feedback tool
 Including processing, summarising and preparing confidential data for users – liaising with
Bishops and feedback contributors to collect feedback and summarise for use by the
Archbishop of the Province.
 Liaising with external reviewers who support the Archbishops and Diocesan Bishops to carry out
MDRs; making arrangements to link reviewers to Bishops; maintaining liaison between the AABM
and external reviewers, e.g. through organising an annual evaluation and updating meeting;
authorising of standard expenses claims for reviewers.
Supporting the coaching and mentoring schemes
 Creating and maintaining a database of mentors and mentees
 Creating and maintaining a database of coaches and coachees.
 Organising an annual meeting of coaches and mentors with the AABM to review progress with
the transition coaching scheme and to update coaches on developments within the CoE.
IT Learning platform support
 Uploading documents onto the ‘BishopsApp’ and ensuring that users are kept up to date with the
latest additions to the site.
 Updating news pages, working in conjunction with the AABM and other possible contributors.
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Taking the lead for the AABM function in marketing the site to all Bishops, e.g. through
attendance of Regional Bishops’ meeting.
To collect and act upon regular feedback from users of the site.
Day to day oversight of the platform, in conjunction with the platform technical support team
from the National School of Government,
Action Learning Sets
 Liaising with set facilitators to ensure that each learning set is set-up and supported in its running.
 Arranging venues for set meetings.
 Contacting and co-ordinating Bishop participants to join and maintain set membership.
 Supporting the running of sets in whatever other ways are needed to ensure their smooth
administration.
Maintenance of the training budget (distinctly separate from the personal budget)
 Day-to-day responsibility for overseeing and maintaining the budget lines to fund the CME
programme, media and transition coaching, mentor scheme and MDR scheme.
Evaluation support
 Drafting and distribution of questionnaires and other evaluation tools in support of the above
areas of AABM activity.
 Data collation and interpretation for the AABM and the CME Committee of the House of
Bishops to inform and recommend future development of the office’s work.
Background research for new projects
 Paper-based, e-based and face-to-face research, overseen by the AABM, to facilitate exploration
of new projects, as directed by the CME Committee.
Production of Training/Continuing Ministerial Education Programme and Brochure
 With the support of the AABM, liaising with facilitators to agree outline learning outcomes for
CME events.
 Drafting entries for the annual brochure, in consultation with providers.
 Proof reading the final brochure ahead of printing and sourcing the best-value printer for its
production.
 Coordinating the distribution of the annual brochure.
ADMINISTRATIVE SUPPORT (30%)
 Day-to-day and longer term diary management for the AABM
 Co-ordinating travel arrangements for the AABM; booking hotel and train journeys to an agreed
financial limit of £250 per event.
 Correspondence
 Opening post and prioritising items for action.
 Drafting replies on behalf of the AABM.
 Personal budget
 Expense processing
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 Departmental stationery orders
 Presentation of reports – proof reading, editing and formatting etc
Acting as Secretary to the House of Bishops Continuing Ministerial Education Committee –
sending out the agenda, drafting minutes and chasing action points.
PERSON SPECIFICATION:
This section outlines the requirements and qualities the post-holder needs in order to fulfil the post.
These are divided into ‘essential’ and ‘desirable’ criteria and both are grouped into the categories
listed below. ‘Essential’ criteria are those that the post-holder absolutely must have in order to do
the job, i.e. the job cannot be done without those qualities. ‘Desirable’ criteria are those qualities
that would be either useful, an advantage or preferable to have in order to do the job or those which
can be trained to do, i.e. the job can be done without those qualities. Anything that is not absolutely
‘essential’ falls into this category.
Essential
Education:
 Educated to a minimum of ‘A’ level standard or equivalent.
Skills/Aptitudes:
 Highly organised and able to prioritise competing demands
 ‘Client focussed’ mind-set with good customer care skills – telephone manner, greetings visitors
 Able to work to strict deadlines and to produce work to a high standard
 A keen eye for detail including the accurate checking of documents and forms
 Strong administrative skills coupled with excellent IT skills (MS Word, Excel, PowerPoint).
Knowledge/Experience:
 A background in Human Resources (HR), and specifically the learning and development (L&D)
arena with the skills to address a range of issues, some of which may be difficult/sensitive.
 A proven track record of supporting the implementation of training programmes – e.g. drafting of
workshop programmes, liaison with facilitators from initial event planning to post-event
evaluation, ensuring those attending have all necessary information; meeting and greeting
participants; collating and reporting evaluation data.
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The Learning and Development Administrator needs to be self-supporting in all Microsoft programmes
and capable of enabling professional presentation of written, visual and numerical data.
The post requires an administrator who communicates carefully, confidently, effectively and accurately in
writing, on the telephone and in face-to-face situations. Confident and assertive in communication with
senior Church and lay colleagues.
Personal Attributes:
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A high level of written and oral communication skills
 An interest in pursuing a career in HR and/or L&D
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Desirable
Education:
 A CIPD qualification/membership at Student or Affiliate level.
Knowledge/Experience:
 A background in assisting in the design and planning of training programmes
 Relevant experience in the design of evaluation of training programmes post completion
GENERAL CONDITIONS:
Diversity
Equal treatment amongst people from diverse backgrounds and with diverse perspectives is one of
the central precepts to the Church of England’s mission and theology. The Church of England and
its national employing bodies value the richness which this equal treatment brings to the workplace.
It therefore has an equal opportunities policy in place. This policy not only requires the employer to
fulfil certain obligations but also places responsibilities on staff. Staff found to be contravening the
policy or acting outside its spirit will be subject to disciplinary action, which could lead to dismissal.
The National Church Institutions wish to implement the terms of the Equality Act and are
committed to improving opportunities for people with disabilities. If you feel that you could carry
out this post with some adjustments please let the Human Resources Department know. If you
require particular arrangements made for interview etc. (signing, access), please indicate with your
application form.
Standards of Behaviour and Conduct
Staff are expected to act at all times with due consideration for others and in a manner befitting their
position as employees of the Church and as professionals, whatever their job.
Health and Safety Responsibilities
All NCI staff are required to ensure that they understand and accept the legal duties placed on them
by the Health and Safety at Work Act not to endanger themselves or others and by the Management
of Health and Safety at Work Regulations to co-operate with colleagues and management in the
control of health and safety at work. And therefore:
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to read and understand and abide by the NCI health and safety policy;
to make themselves familiar with accident and emergency procedures on their site;
to make themselves familiar with the findings of any departmental risk assessments which
might affect them;
to inform their management team immediately of any health or safety deficiencies or
dangerous situations or near misses;
to set a good personal example in respect of health and safety.
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Confidentiality
Staff must not pass on to unauthorised persons, any information obtained in the course of their
duties without the permission of their Head of Department.
TERMS OF EMPLOYMENT:
Starting Salary:
Salary starts at the probationary point of £26,440 p.a. On satisfactory
completion of the probationary period the salary will rise to the
standard point for the band £28,730 p.a.
Pension Contributions:
Non-clergy staff will be admitted to the Church Administrators Pension
Fund (CAPF) unless they choose to opt out. Clergy already in the
Church of England Funded Pensions Scheme (CEFPS) will have the
option of either remaining in this scheme or joining the CAPF if they
wish. The NCIs have an income protection insurance arrangement. To
be eligible for cover under this policy an employee must be a member
of the CAPF DC section. Cover will be subject to any terms and
conditions laid down by the insurance company.
The pension age for men and women is 65 years.
Hours of Duty:
Normal hours of work are 35 per week, Monday to Friday with an
hour’s unpaid break for lunch.
Annual Leave:
25 days paid leave per leave year. This is exclusive of public holidays
and additional holidays approved by your employer. The leave year
runs from 1 January to 31 December.
Season Ticket Loan:
Staff are eligible to apply for an interest-free travel season ticket loan
for their journey to and from work.
Contract:
The post is offered on an open-ended contract, subject to a six month
probationary period.
Closing date for receipt of applications: 9.00am, Monday, 14th February 2011
Please note, if you have not heard from us within 3 days of the interview date, you have been
unsuccessful in your application.
Interviews: Friday, 25th February 2011
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