THE NATIONAL INSTITUTIONS OF THE CHURCH OF ENGLAND
MANAGING EMPLOYER: THE ARCHBISHOP OF CANTERBURY IN HIS
CORPORATE CAPACITY
SENIOR LEADERSHIP DEVELOPMENT SPECIALIST
JOB PROFILE
JOB TITLE:
Senior Leadership Development Specialist
GRADE:
LOCATION:
Band 2
Church House, Great Smith Street, London SW1P 3AZ
ACCOUNTABLE TO:
Head of Senior Leadership Development
KEY RELATIONSHIPS: Key internal working relationships within the National Church
Institutions (NCIs): the Archbishops’ Advisors for Appointments and
Development team, Bishops on the Development and Appointments
Group, the Church Commissioners, Ministry Division, HR and
departmental Directors and Archbishop’s specialist advisers at Lambeth
Palace and Bishopthorpe.
Key internal working relationships in the Church: Diocesan and
Suffragan Bishops, Deans, Diocesan Secretaries, the House of Bishops,
the Association of English Cathedrals and the Dean’s Conference, the
Archdeacons’ Forum, Directors of Ministry in dioceses.
Key external working relationships: Networks of leadership
development practitioners, thought leaders and coaches who can deliver
and contribute to a range of leadership development interventions.
BACKGROUND
Following a review of the learning and development of senior clergy, the
focus of this post will be to:
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Oversee a step-change in the quality of induction
programmes to support the preparation for and
transition into senior posts;
Support the provision of high-quality Ministerial
Development Reviews (MDRs).
The Church of England is significantly increasing its investment in the
preparation and equipping of clergy for wider responsibility and the
transition to a new ministry and effective MDR conversations are
significant elements of ministerial development.
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The Archbishops’ Advisors for Appointments and Development team
supports both the Archbishops in their responsibilities for appointments
to senior roles and for ensuring that senior clergy are equipped to
deliver a demanding agenda.
The team also supports the Development and Appointments Group
(DAG), a sub-committee of the House of Bishops who lead much of this
agenda on behalf of the Archbishops. This is currently chaired by the
Bishop of Ely.
JOB SUMMARY:
To ensure that Bishops and Deans are equipped appropriately for the
challenges of mission and witness in the contemporary church, with a
particular responsibility for equipping them in the early stages of their
ministry. To oversee the design and implementation of innovative
learning and development frameworks in the areas of induction and
MDR and other bespoke learning interventions and to contribute to the
developing agenda of the wider Senior Learning and Development team.
MAIN DUTIES AND RESPONSIBILITIES:
This role would be responsible for
 Designing, developing and implementing a programme for the induction of Bishops and Deans
which integrates with the wider learning and development framework and which ensures they
are appropriately equipped at the end of their first year in ministry for their responsibilities as
Christian and corporate leaders in the Church and in the world, in their dioceses and in the
wider church. A key element of this will be working with the individual Bishops and Deans to
align their induction to the specific context they will be serving in and to their personal
development needs.
 Ensuring an effective MDR process for Bishops and Deans which meets the needs of the
individual and the organisation.
 Enabling and leading high quality learning interventions in response to “business need” (e.g.
safeguarding, mitigating risk) and managing internal and external partners to achieve this.
 Developing a strategy for the encouragement of healthy diocesan and cathedral teams and
designing the tools and interventions to support this.
 Contributing to wider programme design and initiatives within the senior leadership
development team (current examples include a safeguarding programme, the positive action
programme for women) and being available as a design/training/facilitative resource as
required.
 Managing the performance and delivery of coaches, consultants and other partners and
ensuring cost effective and outcomes focused delivery.
 Working as a member of the Archbishops’ Appointments and Development team to ensure
that the appointments (demand side) and learning (supply side) are integrated.
 Sharing best practice and learning with other parts of the Church, with a particular
responsibility for ensuring links with the Archdeacons Forum and the Archdeacon’s Learning
and Development Adviser.
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PERSON SPECIFICATION:
Essential
Education:
• Educated to degree level or equivalent with evidence of recent and continuous professional
development
• A learning and development qualification
Skills/Aptitudes:
 Effective oral and written communication, presentation, facilitation and influencing skills and
the ability to produce high quality written reports.
 Enjoys working in partnership with others and developing ideas with them and is able to build
trust.
 An effective and impactful communicator.
 Confidence to build rapport with senior people and to challenge them in a supportive, yet
stimulating way.
 An understanding of the demands of Christian and corporate leadership and able to hold the
two together.
 Ability to think strategically and understand how the learning agenda for senior clergy can be
shaped and evolved to reflect developments internally and externally.
 A learner and explorer who encourages others in this.
Knowledge/Experience:
 An experienced learning and development professional who has in- depth experience in
developing innovative learning and development solutions for a senior audience.
 A knowledge and understanding of the Church of England and its mission and operation, its
Christian context and its role in national life.
 Experience of developing senior leaders and an understanding of the challenges senior
leadership entails.
 Consultancy, facilitation, coaching and learning design experience and skills, with a particular
focus on enabling leaders with a demanding organisational agenda, including organisational
cultural change.
 Experience of managing external partners and monitoring their effectiveness.
 Level 2 qualification in psychometric testing.
Personal Attributes:
 The Church’s culture and learning are deeply intertwined with its theological heritage and
contemporary mission. The post holder will need to be interested in, and able to work
creatively with the language and concepts that emerge from this.
 Personal stability and high level of self-awareness.
Circumstances:
• Available to work evenings and weekends (occasional) and able to travel around the English
dioceses and to support residential training programmes.
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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.
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.
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TERMS OF EMPLOYMENT:
Starting Salary:
Salary starts at the probationary point of £49,856 per annum. On
satisfactory completion of the probationary period the salary will rise
to the standard point for the band £52,868 per annum.
Pension Contributions:
Non-clergy staff will be admitted to the Church Administrators Pension
Fund (CAPF, DC Section) 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
scheme.
There is no contracting – out certificate under the Pension Schemes
Act 1993 in force for this employment in relation to the CAPF and
CEFPS. Both CAPF and CEFPS members are contracted-in to the State
Second Pension.
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. Please note that insurance cover is not
necessarily automatic and that underwriting may be required by the
schemes in some instances. Cover will be subject to any terms and
conditions laid down by the insurance company.
Hours of Duty:
Normal hours of work are 35 per week, Monday to Friday with an
hour’s unpaid break for lunch.
Annual Leave:
30 days paid leave per leave year. This is exclusive of public holidays
and additional holidays approved by your employer. The leave year
runs from 1st January to 31st 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: Permanent
Closing date for receipt of applications: Monday 7 September 2015
Interviews: 21 September 2015
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