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Innovations Manager

Dear Applicant,

Are you passionate about supporting people with mental health problems to maintain their independence, recovery, health and wellbeing? Do you want to be at the forefront of bringing new ideas and models for service delivery into creation? Are you committed to evaluating the benefits of the services which you deliver and moving standards from good to exceptional? Are you an experienced professional who genuinely enjoys networking with colleagues from a wide range of other organisations?

If that description sounds like you – Gofal would like to hear from you. We are looking for a unique individual to join our Senior Operational Team in the newly created post of Innovations Manager.

Reporting to the Director of Services, you will advise the Senior Management Team in the development of new services which will allow Gofal to expand its work in new and unexplored areas where service users, commissioners and communities can really see the benefits. This is a thrilling new role, which will appeal to a creative professional with a passion for taking services to the next level

If you are interested, please apply. We want to meet you.

To help you decide whether this role is for you, in this pack you’ll find:

Information on Gofal Role expectations, competency framework and person specification Application form Equal opportunities monitoring form

Please send us your application form by 9.00 am on Tuesday 3rd May 2016. We won’t be able to consider late applications, so please make sure your application is with us by that time. Shortlisted candidates will be invited to interview on the Tuesday 10th May 2016.

We look forward to hearing from you,

Louise EvansDirector of Services

Innovations Manager of 31March 2016

Gofal – what do we stand for?

Our visionGood mental health and wellbeing for all

We work with People living with serious and enduring mental illness who face the most significant

challenges in achieving and maintaining independent lives within communities People experiencing mild to moderate mental health problems that impact on their

ability to achieve and maintain healthy fulfilled lives within communities The public, employers, groups other charities and the media to improve mental health

awareness and promote whole population mental health and wellbeing Politicians, Government officials and health and social care professionals to inform and

improve legislation, policy and practice

Our missionTo have a positive and lasting impact in all that we do

Working together to provide services that we can be proud of Ensuring that the voice of people using our services has a real and meaningful influence

on our work Demonstrating outstanding practice in relation to staff mental health and wellbeing,

learning and development Challenging the way we all think about, talk about and respond to mental health and

wellbeing in all areas of our lives Using our profile, influence and voice to improve legislation, policy and practice Increasing the range and reach of our services through collaboration and targeted and

sustainable business growth Spending our money where it will have the maximum impact

Our aspirations We aspire to:

Work with integrity and dignity Inspire and support people to exceed their expectations Develop a culture that is embracing and respectful of difference Communicate honestly and openly Be an organisation that is ambitious, creative and determined Create environments that are collaborative, supportive and empowering Be respected for our knowledge and expertise

Gofal – what do we do?Innovations Manager of 31March 2016

Why do we exist?One in four people will experience a mental health problem in any one year. With a UK population of sixty-four million that means sixteen million people in the UK this year, with one hundred and sixty thousand of those in Wales. Figures suggest that this is likely to rise by a further two million by 2030.

Gofal does not exist simply because these problems exist. We exist because we believe that we can be part of the solution. We know that with the right support and treatment people living with mental health problems can and do lead happy and fulfilled lives.

Where are we today?Today we support almost three thousand people a year; our recovery model provides a strong evidence based framework to operate within and we are able to clearly evidence the positive difference our services make to people’s lives. Our regular consultation exercises mean that we know exactly what matters to people who use our services and this drives everything we do.

We work in thirteen local authority and five Health Board areas. We have a group turnover of £6.3 million, employ over 250 people, and continue to develop and grow. We also operate an ambitious and growing trading subsidiary. Gofal Enterprise Ltd for the purpose of

Generating independent income to support Gofal’s charitable activities Providing volunteer, training and employment opportunities for people who use our

services

We firmly believe that we will achieve more by working with others. We have worked hard to develop strong and constructive relationships locally, regionally and nationally. We work closely with statutory, third and private sector colleagues in pursuit of Gofal’s vision.

We are able to recruit and retain a highly skilled, committed and respected workforce. We are Investors in People accredited and a Times Top 100 employer. In our regular Wellbeing Survey, staff report that mental health, wellbeing and recognition are getting stronger year on year.

We have a high level of political influence with evidence of this in legislation and cross government strategy. Our annual Primary Care and Mental Health research is viewed as an important piece of qualitative performance information by Health Boards; and our work developing mental health toolkits with the Wales TUC has recently moved into England.

Our most recent strategy planning event brought Non Executive and Executive teams from Gofal, Esgyn and GEL together to develop ambitious strategies for the future. These strategies continue to focus on sustainable growth, strengthening our financial position in the back drop of challenging economic environments.

Through innovation and a ‘ can do’ approach we have continued to enhance our reputation as the provider of choice helping us to retain existing business, grow new business and support more people.

Where are our challenges and opportunities? Innovations Manager of 31March 2016

The prevalence of mental health problems and demand on mental health services in the UK is increasing year on year.

With an estimated cost to the UK of £112 billion and £7.2 billion in Wales a strong economic case has been made for investing in early intervention, prevention and whole population wellbeing interventions, in addition to providing high quality treatment and support for people who need them. It is increasingly acknowledged that community based services, close to friends and family with holistic packages of support wrapped around the person is the best way to support recovery for the vast majority of people experiencing mental health problems.

Mental health problems are now the number one reason why people take time off work costing UK employers an estimated £28 million, and £1.2 billion in Wales. Yet employers continue to find supporting people with mental health problems in work the biggest challenge.

Now more than ever there is a role for ‘non health’ organisations to be delivering solutions to these and many other mental health issues.

As competition to retain existing, and grow new business increases along with pressures to reduce costs, our challenge is to retain and develop our business, increase our financial strength whilst ensuring we are able to resource an infrastructure that supports high quality service delivery, a continued ability to influence at a national level and to innovate, develop and grow.

In 2014/ 5 we supported nearly 3000 people

82% of the people we supported during acute crisis were able to return to their community or own home

100% of external stakeholders agree that Gofal works with integrity and dignity.

We know that, with the right support, people with mental health problems can and do live fulfilled lives. If you share our commitment, please let us know.

If you join us, you will be coming into the organisation at a very exciting time.


GofalInnovations Manager

Location: Flexible office location across Gofal’s areas of operation (with requirement to work from other locations)

Salary: £35,000 per annum.

Contract: Permanent

Hours: 37 hours per week.

Holidays: 26 days annual leave plus bank holidays.Holidays increase by 1 day for each year of service up to a maximum of 30 days.

Pension: Pension in the form of a money purchase pension scheme:5.5% paid if employee contributes 1%6.5% paid if employee contributes 2% or more(Subject to change in line with the government pension auto enrolment requirements)

Other Benefits: Income ProtectionLife Assurance Employee Assistance ProgrammeOpportunities for flexible workingTraining and personal development opportunities

The role: This is an exciting opportunity for the right candidate to help shape Gofal’s future, to enhance and develop our service delivery and practice and the outcomes that we achieve for the people we work with across Wales.

Working to a model of recovery almost 3000 people access and pass through our services each year; our innovative crisis house model helps avoid the need for unnecessary hospital admission; our crisis intervention projects link and broker services for vulnerable individuals across housing, social care and health services and our accommodation based models of intensive support help with the transition and successful re-integration of individuals back into their own communities.

These are just some of the range of diverse services we provide and which you will be involved in shaping and developing, working closely with our team of strategic and operational managers and front line staff.

If you feel you can bring your knowledge, expertise and a passion for making a difference into our work, we would very much like to hear from you!


Role Expectations

Post: Innovations Manager

Reporting to: Director of Services

Office Base: Flexible office location across Gofal’s areas of operation (with requirement to work from other locations)

Date: March 2016

Job Purpose To research and test new and innovative models of service delivery that:

Deliver effective outcomes for people using services Offer solutions to the challenges faced by health, social care

and criminal justice organisations

To evaluate the impact and outcomes of Gofal’s current portfolio of services to ensure an evidence based approach to practice development and:

The best possible outcome for people who use our services The best possible value for commissioners

Working with Gofal, health, social care and criminal justice colleagues to develop and implement strategies for the growth of Gofal specialist services

To be responsible for the day to day management and growth of the Journeys service

Role Expectations:Researching new models of service delivery

1. To maintain an in depth understanding of service provision in mental health at local, national and international levels, and bring the newest thinking back into the organisation.

2. To develop a thorough understanding of Gofal’s current service delivery and to identify ways in which it can be enhanced, using the knowledge of service users, colleagues and commissioners.

3. To actively generate ideas for service development which match the values of Gofal, using new thinking, evidence based research and good practice.

4. Developing external relationships, and using the widest knowledge base, to identify trends and changes in models of delivery, to inform the Gofal strategic plan.

5. To ensure that service users have a strong voice and influence in shaping new models of delivery.

6. To develop relationships with colleagues in other organisations and identify where partnerships could benefit the delivery of the service.

7. To maintain a financial awareness in identifying the cost/ benefit of service developments for the future.


8. Working within the existing management structures to enhance service delivery at a local level.

9. To develop rigorous tools and techniques to test new methods of service delivery.

Impact evaluation

1. To develop evaluation tools and methodology and be actively involved in the evaluation of projects, and planning of improvements to delivery.

2. To hard wire the voice of the service users into the collation of service evaluation.3. To use the knowledge of team members and local management teams in the

evaluation and future planning of services.4. To promote principles of evidence based practice amongst team members across the

organisation, and develop ways to bring rigour into reporting tools5. To develop information and reporting mechanisms which deliver the best possible

data sources to management teams within Gofal, and work with them in using the data to enhance the service.

6. To develop evaluation tools which assess impact in the present, and future, and which can help in the design of organisational strategy.

7. Use available data from a wide range of sources within and external to the organisation in the evaluation of the impact of our services.

8. To respond to questions and requests for further information where required by team members, investigating and using a range of available resources.

Growing specialist services

1. To develop strong strategic and operational relationships with other professionals within Health and Social Services and the Voluntary and Independent Sectors, in order to promote and develop Gofal’s services.

2. To identify new markets for Gofal’s specialist services, and through excellent relationship building, understand how they can be adapted to meet the needs of our potential customers.

3. To ensure that Gofal’s specialist services are marketed and publicised to potential service users and commissioners, in a way that maximises their impact.

4. To work to a model of positive risk management and to offer feedback, challenge and support which helps team members to further develop their thinking, skills and practice.

Management of Journeys

1. To provide guidance, support and direction to the members of the Journeys team on a day to day basis.

2. To ensure that the Journeys service is marketed and publicised to potential service users, in a way that maximises its impact.

3. To use the Journeys model to grow the service which is delivered, moving into other associated areas and widening the offer, in accordance with Gofal’s aspirations.

4. To research further potential developments for the provision of external training, and work with members of the Senior Leadership team to promote quality in the products we offer.

5. To evaluate the work of Journeys on a regular basis and adapt the service to ensure it meets the changing needs of its users.

6. To work with members of the Senior Leadership Team to develop a mental wellbeing training and consultancy business.


Organisation Expectations

To carry out all duties in a manner that reflects Gofal’s Aspirations:

1. Work with integrity and dignity.2. Inspire and support people to exceed their expectations.3. Develop a culture that is embracing and respectful of difference.4. Communicate honestly and openly.5. Be an organisation that is ambitious, creative and determined.6. Create environments that are collaborative, supportive and empowering.7. Be respected for our knowledge and expertise.


GofalInnovations ManagerPerson Specification

Essential Desirable Assessed through

Experience

Five years’ experience as professional within the field of mental health

Application

Working with clients with a range of mental health issues

Application/Interview

Working with issues of substance misuse, dual diagnosis and personality disorder

Application

Training and presentation skills Application

A proven record of developing and using research skills to influence organisational strategy

Interview

The ability to develop and use a range of methods of evaluation to influence service development

Interview

Working with a management team to develop the strategy of an organisation or department

Application

Developing relationships with external partners in Health, Social Care and the Third Sector

Application/ Interview

Qualifications and skills

A professional qualification in the field of health, mental health or social work

Application

Evidence of proactive maintenance of CPD, and an understanding of its importance

Application

Full current driving licence and access to your own transport

Application

Ability to communicate in Welsh Application

Membership of an appropriate professional body

Application


IT skills including basic word processing and use of databases to input information

Application/ skills assessment

Knowledge and Understanding

How mental health problems and associated problems can affect an individual’s life


The current NHS and Primary Care agenda Application/ Interview

The current agenda of voluntary services in relation to current policy


Knowledge of current best practice in the field of mental health

Interview

The implications of clinical governance and clinical audit to the service

Application

In depth knowledge of policies and procedures relevant to safe guarding vulnerable adults


The involvement of service users in developing the service


Competencies

Role model behaviours of integrity and dignity to other team members

Interview

Support the team to deliver at its best Interview

Role model behaviours underpinned by respect of difference

Interview

Adapt communication to the audience Interview

Identify the best outcomes, solve problems and overcome barriers to achievement

Interview

Identify new opportunities to seek and share experience with others

Interview

Proactively identify own development needs and take action to meet them

Interview

Applicants for the post of Innovations Manager will be required to demonstrate evidence of competency at level 4.


Competency Framework

Gofal aspires to: Work with integrity and dignity

Level 1: Demonstrate integrity and dignity in all interactions with others

Maintain appropriate personal boundaries in all interactions with service users, colleagues and external contacts

Express opinions genuinely and honestly, while being mindful of the impact on others Take responsibility for reflecting on own behaviours Maintain confidentiality and be trustworthy in relationships with service users and colleagues Bring to the attention of line managers, any situations where standards of integrity or dignity

are believed to have been breached Make every effort to deliver on commitments made

Level 2: Role Model behaviours of integrity and dignity to other team members

Give feedback to colleagues where behaviours are noticed which do not demonstrate integrity or dignity

Help others to understand their responsibilities to act with integrity and dignity Actively seek feedback to understand own personal impact on others, and use personal

insights

Level 3: Be an Ambassador for Gofal by upholding standards of integrity and dignity both outside and inside the organisation

Take ownership for ensuring the team understand their individual and collective responsibilities to treat all service users and colleagues with integrity and dignity

Create a team culture where people are able to give and receive feedback constructively and take ownership for their personal development

Be vigilant and responsive to colleagues who need to express concerns Ensure that new team members thoroughly understand their responsibilities with regards to

integrity and dignity and can clearly describe the standards which they need to maintain Seek for self and others to continually do the right thing, and support colleagues where this

may be difficult for them Maintain the integrity of our values, even when there is pressure from outside forces Demonstrate high levels of integrity and dignity when working with local or national policy and

decision makers.

Level 4: Ensure that all Gofal activities are underpinned by values of integrity and dignity

Ensure that all organisational and team plans are underpinned by respect for the dignity of the individual

Hold self and team members closely to account for maintaining excellent standards of integrity and dignity in their own behaviour

Make decisions which reflect the values of the organisation, even if they are difficult, and support colleagues through the challenges which may follow

Contribute to designing a strategic direction for the organisation which is exemplary in its standards of integrity and which maintains respect for the dignity of others

Form collaborations with organisations which themselves uphold excellent standards of integrity and respect for dignity


Gofal aspires to: Inspire and support people to exceed their expectations

Level 1: Support colleagues to deliver at their best

Role model positive and constructive behaviours to service users and colleagues Share knowledge, skills and learning to help others to be at their best Work in a way that supports and promotes the wellbeing of others Participate openly and constructively in team meetings Work co-operatively with others, supporting colleagues to deliver their best to service users Actively engage in own supervision and appraisal, preparing and participating fully Maintain high quality standards in file and record keeping Notice and acknowledge great contribution from others

Level 2: Support the team to deliver at its best

Demonstrate flexibility and adaptability to change Support colleagues in managing the emotional impact of their work Actively seek out information to share, which will help the team in its work Take a role in mentoring team members who need help or support Actively suggest ideas for improvement for the team Bring the great contribution of colleagues to the attention of others

Level 3: Enable people to set and achieve high standards for their own performance

Recognise, celebrate and appreciate great contribution at team and organisational level and externally

Hold supervision and appraisal meetings which help individuals to develop and make progress with their performance

Encourage the team to work to goals which are realistic, but stretching Take steps outside own comfort zone, to take forward own development, and support others

to do so Develop a team culture where people feel they can talk about and learn from their mistakes,

with support and openness Effectively use management information to understand where quality can be improved Face into difficult conversations with individuals where necessary, to help them improve their

performance and contribution

Level 4: Develop strategy which enables Gofal people to achieve new standards of excellence in all they do

Clearly articulate the quality standards which the organisation aspires to Use and commission new research to take service delivery to new levels Role model objective setting which is stretching, creating a positive and enabling mind set Push the boundaries of thinking in the development of strategy and new ways of working Communicate new strategy in a way that allows every individual to understand their role in its

achievement Hold team members to account for their delivery against plans Create a culture where second best is not acceptable

Gofal aspires to: Develop a culture that is embracing and respectful of differenceInnovations Manager of 31March 2016

Level 1: Demonstrate respect of difference in all interaction with others

Have a reputation for being a great listener Demonstrate a commitment to the value of equality and respect for diversity Show an awareness of the different needs of people from different backgrounds, cultures and

life experiences Seek to understand the perspective of service users through genuine interest and questioning Demonstrate an open mind with people who may have a different viewpoint Use language which is positive and non-judgmental towards others

Level 2: Role model behaviours underpinned by respect of difference

Give support to others where they may be finding it difficult to deal with issues of equality or difference

Share experiences and knowledge which can help others embrace difference in their work and lives, and take every opportunity to learn more about equality issues

Challenge behaviour which does not demonstrate a respect of difference Work to resolve conflict where it is observed

Level 3: Be an ambassador for Gofal by upholding standards of respect of difference both outside and inside the Organisation

Demonstrate a consistent approach to managing people, based on fairness and maintaining appropriate boundaries

Demonstrate how difference is a strength in teams, and manage conflict which arises in the team setting

Continuously check to ensure that all team members have a genuine commitment to equality Encourage different ways of thinking and problem solving within teams, ensuring that all

colleagues have a voice Be seen as giving a positive voice on issues of difference, both internal and external to the

organisation

Level 4: Ensure that Gofal leads in respect of difference through every activity in which it is involved

Ensure that equality and a respect of difference underpins all of our strategic direction Collaborate with other organisations to bring about shifts in attitude on equality and difference Continuously monitor the service to ensure that it is equally accessible to people from diverse

backgrounds, and delivers an individual service Challenge any ‘one size fits all’ mind set in delivering strategic plans Ensure that complacency in equality issues is not allowed into the organisation Demonstrate the positive benefit that embracing difference brings to Gofal and the people we

support

Gofal aspires to: Communicate honestly and openly

Level 1: Communicate in a clear and concise way


See communication as a two way process, actively seeking out communication, as well as actively listening to the message delivered

Use a communication style which is appropriate to the listener Use words appropriately, communicating in language which matches the organisation’s

values Using observation, be able to judge the listener’s response and adapt communication

accordingly Use written and IT based communication to explain key points clearly and effectively, and in

appropriate detail Role model honesty and openness in communication with others, using genuine care in the

delivery of messages and challenging colleagues to do the same

Level 2: Adapt communication to the audience

Think in advance about the most effective way to deliver the message, and adapt communication accordingly

Simplify complex messages where necessary, so that others can understand key points Use a variety of communication methods with confidence, and understand where each is

most effective Represent the organisation externally, and be able to speak confidently about its work Deliver difficult messages with honesty and compassion

Level 3: Use communication to achieve organisational objectives

Confidently facilitate group meetings and discussions, ensuring that all members participate fully

Deliver organisational messages accurately, with balance and integrity at all times and deal with questions and challenges constructively

Present facts and situations to groups of people in a way which can be clearly understood Explain the work of the organisation to external stakeholders with commitment and positivity Structure meetings to deliver the best outcome, setting clear agendas and agreeing realistic

next steps

Level 4: Use communication to lead organisational strategy

Anticipate responses to communication and think through effective ways to achieve the best outcome

Understand who are the key stakeholders in the delivery of a strategy and plan communication which can achieve their buy in

Be seen as a Brand Ambassador when communicating both inside and outside the organisation

Use communication skills to engage others fully in creating a vision for the future Ensure that a communication strategy is prepared when organisational change is necessary,

and the needs of all groups and individuals are carefully considered and acted upon Lead the thinking in the organisation for new channels of communication, and support others

to be confident in their use

Gofal aspires to: Be an organisation that is ambitious, creative and determined

Level 1: Work with a flexible and adaptable approach to achieve agreed outcomes


Bring energy, passion and excitement into all your work Demonstrate dedication and commitment to the team objectives Have a commitment to ‘never giving up on a person’, even when they are challenging to you Use available time to achieve the best possible outcomes, and be flexible where priorities

change Stay enthusiastic and remain positive through setbacks Work with colleagues and service users to come up with creative solutions Face change with a positive and constructive approach Ask for help and support where it is needed to ensure own wellbeing Use mistakes as a way to learn for the future

Level 2: Identify the best outcomes, solve problems and overcome barriers to achievement

Actively try out different approaches to tackling problems Generously share ideas for service improvement and better ways of working Build an outcome focus into all aspects of work Support service users and colleagues in positive risk taking, allowing them to overcome

barriers and achieve the best outcomes Help colleagues to deal with changes they may be facing in a way which is right for them Demonstrate resilience when facing challenges, seeking and using the support which you

need

Level 3: Deliver organisational priorities, and identify opportunities for improvement

Help people to develop their skills of problem solving, role modelling different approaches Create a culture in which people are not fearful of blame, and in which they feel they can take

positive risks to get the right outcome Keep personal motivation levels high through adversity Create a culture of continuous improvement both internally and externally to the Organisation,

where every individual is committed to pushing the standards upwards Lead a team which is known for its energy and enthusiasm Take responsibility for researching good practice in service delivery, and bring knowledge and

learning back to the wider organisation

Level 4: Provide strategic direction, role model a can-do attitude and celebrate success

Enthuse others with a passion about making a difference to people’s lives Encourage the generation of new ideas throughout the organisation, finding ways to use the

creativity of every staff member Set a strategic direction which delivers positive outcomes and make a lasting difference Ensure that the organisational culture recognises the success of its people in every location

and role Maintain the highest levels of determination and resilience to keep team members positive

through adversity and change Encourage thinking which is positive, taking risks where they are well managed and can make

the biggest positive difference to outcomes Create an environment which does not seek to apportion blame to individuals or teams Ensure that other organisations know about our achievements and what makes us proud

Gofal aspires to: Create environments that are collaborative, supportive and empowering

Level 1: Work effectively in partnership with others


Build strong and constructive relationships with colleagues and service users Build and maintain trust with service users and other individuals outside the organisation Seek out contacts in other teams within the organisation, to share learning, support and

experience Be seen as a strong representative of the organisation with external contacts, and actively

build networks which can help in delivery of service Work positively through difference of opinion to get to the best outcome

Level 2: Identify new opportunities to seek and share experience with others

Identify contacts inside and outside of the organisation who can support partnership working and collaboration

Share contacts across the organisation, where it may help other teams to develop their service

Encourage other team members to make their own contacts inside and outside of the organisation

Take an active part in organising events which encourage others to come together to support and share experience

Level 3: Seek out opportunities to collaborate with others internally and externally to the Organisation

Take a genuine interest in other organisations, identifying mutual areas of interest, and identifying sources of expertise which can be beneficial

Encourage representatives of other organisations to visit and work with teams for mutual benefit

Develop an understanding of the culture and priorities of other organisations, and how they fit with ours

Actively seek feedback on the service we offer from external stakeholders, and use it to improve the service we deliver

Seek out expertise from across the organisation which can help in team development Demonstrate knowledge and expertise that can influence and contribute to local or national

policy, practice and implementation

Level 4: Develop strategy to ensure Gofal builds excellent relationships with all stakeholders

Actively scan the sector and related businesses to identify opportunities to work in partnership Actively use contacts to promote exchange of information to move the business forward Consider the impact of our strategy on stakeholders, and develop links which can achieve buy

in to our plans for service development Create a culture where expertise within the organisation is offered externally for mutual

growth and development Constantly monitor the service we offer, seeking feedback from individuals outside the

organisation to test their perceptions, and make improvements in line with insights received

Gofal aspires to: Be respected for our knowledge and expertise

Level 1: Regularly discuss own development needs with line manager, and attend training events identified

Take responsibility for seeking out knowledge and finding out information to help own learning


Take an active part in own development, working with your Line Manager to identify your development needs

Attend all training programmes identified, participate fully and discuss the learning with your Line Manager afterwards

Reflect on new learning, and how to use it for the best outcome of service users

Level 2: Proactively identify own development needs and take action to meet them

Identify any areas in your own performance where you need further development, and understand how best to get the training or experience you need

Actively seek out others who may have the knowledge or skills you require, and ask for support for your learning

Clearly understand the link between your learning and delivery of the best outcome for service users

Take on development which is stretching and challenging, where it will have the best results on your own performance

Show a passion and commitment for keeping updated with new information which impacts on your own performance and delivery of standards

Level 3: Ensure development needs are identified for all team members, and proactively ensure that they are met appropriately

Role model commitment to own development and learning Regularly review the development needs of line management reports, having honest

conversations to identify where they need further support with their learning Keep the team updated with new information which will help them in their performance and

delivery of standards Help team members use their learning for the best outcome of service users, reviewing and

reflecting on any training or development sessions they have attended Ensure that team members understand the importance of their own development and attend

agreed training events Demonstrate a commitment to becoming a great coach Encourage team members to support each other in their learning, through mentoring,

buddying and shadowing Take responsibility for sharing own expertise with colleagues from across the organisation

Level 4: Ensure that Gofal learning and development strategy is at the heart of Organisational performance

Ensure that capability development of teams and individuals is considered with all new strategy for business growth, and action is taken to support them to deliver what is required

Ensure that policies are in place which support individuals to grow and learn in their roles Ensure all development interventions within the organisation are evaluated to measure their

quality and value for money Ensure that mandatory training is delivered and attendance is required Find sources of knowledge and expertise from inside and outside the organisation to ensure

that development exactly matches the needs of attendees


APPLICATION FORM

Application for the post of: Innovations Manager

Closing date for the receipt of application forms is: 9.00 am Tuesday 3rd May 2016

This page will be removed from the application form before shortlisting, to enable us to shortlist candidates anonymously. Therefore please avoid using your name, elsewhere on the application.

PERSONAL INFORMATION

Surname

First Names

Address(including postcode)

Contact Telephone NumberE-mail address

REFERENCES

At least one of your references should be a present or most recent employer, tutor, volunteer work supervisor etc. If your most recent employer is not in a similar field but you have worked with a vulnerable client group within the last 5 years then we will also require a reference from this organisation. References will be requested after interview and Gofal reserves the right to contact any previous employer.

Name________________________________

Address: ______________________________

______________________________________

__________________Postcode____________

Telephone no: __________________________

E-mail: ________________________________

Relationship to yourself: __________________

Name________________________________

Address: ______________________________

______________________________________

__________________Postcode____________

Telephone no: __________________________

E-mail: ________________________________

Relationship to yourself: __________________WELLBEING

Gofal is committed to equality of opportunity and welcomes applications from all. When shortlisting applicants, the information used is that which relates to the person specification. Gofal upholds the commitments of the Disability Symbol. Where applicants meet all essential criteria then if a disability is declared an interview will be guaranteed and that Innovations Manager of 31March 2016

applicant will not be further assessed against desirable criteria.

The Equality Act, 2010 defines a disability as:“A physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day to day activities.”

With reference to the above statement do you consider yourself to have any disabilities:

(please delete as appropriate)

If YES, please highlight any additional support or special arrangements you would require if you are shortlisted and invited to interview.

Are you subject to any restrictions which would prevent you from taking employment in the United Kingdom? (Documentary Evidence will be required) (please delete as appropriate)

If YES please provide details:

CRIMINAL CONVICTIONS

Gofal aims to promote equality of opportunity for all with the right mix of talent, skills and potential and as such welcomes applications for employment from a diverse range of candidates, including those with criminal records.

Due to the nature of our work with vulnerable adults, some posts at Gofal are exempt from the provisions of the Rehabilitation of Offenders Act and as such will request information on all convictions including those that would be deemed to be ‘spent’ under this act. Checks are made with the Disclosure and Barring Service and any offer of employment is made subject to receipt of a satisfactory Disclosure.

A criminal record or conviction is not necessarily a bar to employment with Gofal and each case will be decided on the individual circumstances.The above is the policy statement of Gofal, if you wish to see our full procedure then please do contact the office in confidence and a copy will be sent to you.

ADDITIONAL INFORMATION

How much notice are you required to give?

How did you hear of this post? Please specify _____


Are you to your knowledge, known to any Trustee or employee of Gofal? YES/NO* (please delete as appropriate)

Details: _______________________________________________________

I confirm that to the best of my knowledge the information given in this application is true and correct. I understand that if any false information is given it may result in the withdrawal of an offer or termination of employment should I be appointed.

Signed: Date:

EDUCATION(Including secondary, further and vocational education)

Dates Establishment Qualifications and Grades


OTHER TRAINING ATTENDED

Dates Course Details – Title and length of course


EMPLOYMENT

Please provide details of your work history, both paid and unpaid, in chronological order. Please ensure that you do not leave gaps unaccounted for. Gofal reserves the right to contact any of your previous employers


DATES PAID OR

UNPAID

EMPLOYER POSITION AND DUTIES

REASON FOR LEAVING


SUPPORTING STATEMENT

Please use this section to provide your supporting statement which should address the criteria outlined in the person specification. The information provided in this section helps us to determine who to invite for interview. Before completing it you may find it useful to read our Guidance Document for Applicants available on the recruitment section of our website www.gofal.org.uk.

Please attach additional sheets if required.


http://www.gofal.org.uk/

Please note that we do not accept CV’s in place of this section.

Supporting Statement of Applicant


DRIVING

Do you hold a current driving licence? YES/NO

Do you have your own transport, which you would agree to maintain and insure for work purposes?

YES/NO

WELSH LANGUAGE

Do you speak: Welsh as a 1st language ¨ 2nd language ¨ do not speak Welsh

Please return the completed application form by post or e-mail by the stated closing date.

Please Note: If sending via post please ensure you use the correct postage. Gofal cannot accept late applications due to insufficient postage.

By post: HR Department, Gofal, 2nd Floor, Derwen House, 2 Court Road, Bridgend, CF31 1BN

Or by e-mail to: [email protected]

Gofal is striving to ensure equality in its employment policies and as part of this; we are monitoring our recruitment practices. This will help us to identify areas of under-representation in our work force and to assess areas where action is required.

Your co-operation in completing this form would be greatly appreciated. We should stress Innovations Manager of 31March 2016

EQUAL OPPORTUNITIESMONITORING FORM

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that any information you give will be strictly confidential to the personnel section.If you do not wish to answer any question (s) this will not affect your application in any way.

Post Applied For………………………………………… Date……………………….

Where did you see this post advertised…………………………………………..……………

Thank you for your time and co-operation in completing this form.

1. SEXAre you :-

¨ Male¨ Female

¨ Prefer not to say

1a. GENDER IDENTITYIs your gender identity the same as the gender you were assigned at birth?

¨ Yes¨ No


Do you live and work full time in a gender opposite to that assigned at birth?

¨ Yes¨ No


AGEMy age is:-……………………….


2. RELATIONSHIP STATUSAre you:-

¨ Single¨ Married¨ Divorced¨ Widowed¨ Co-habiting¨ Civil Union¨ Domestic partnership

¨ Prefer not to sayInnovations Manager of 31March 2016

3. DISABILITIES

The Equality Act, 2010, defines a disability as:

“A physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities”

Do you consider yourself to have disabilities?

¨ Yes¨ No


Please specify:

¨ Physical impairment¨ Sight loss or partially sighted¨ Hard of hearing¨ Deaf (non BSL user)¨ Deaf BSL user¨ Learning difficulties¨ Mental and emotional distress¨ A health condition e.g. HIV, multiple sclerosis, cancer


4. MENTAL HEALTHDo you have your own lived experience of mental ill health?

¨ Yes¨ No


Do you have experience of providing care/support to a friend or family member experiencing mental ill health?

¨ Yes¨ No


5. SEXUAL ORIENTATIONI would describe myself as:-

¨ Bisexual¨ Gay¨ Heterosexual


¨ Lesbian


6. ETHNIC ORIGINI would describe my ethnic origin as:-

WHITE

¨ British¨ English ¨ Scottish ¨ Welsh ¨ Irish ¨ Traveller

Any other white background, please write…………………………………………………..….

MIXED

¨ White and Black Caribbean¨ White and Black African¨ White and Asian

Any other mixed background, please write in…………………………………………………..

ASIAN, ASIAN BRITISH

¨ Indian¨ Pakistani¨ Bangladeshi¨ Chinese

Any other Asian background please write in……………………………………………...……

BLACK, BLACK BRITISH

¨ Caribbean¨ African

Any other black background please write in………………………………..…………………..


7. RELIGION OR BELIEFI would describe my religion or belief as:-

¨ Buddhist¨ Christian¨ Hindu


¨ Jewish¨ Muslim¨ Sikh¨ Any other religion or belief (please specify)…………………………………………¨ No religion


8. LANGUAGE

¨ Welsh ¨ as a 1st language ¨ as a 2nd language

¨ English ¨ as a 1st language ¨ as a 2nd language

Any other please specify (include BSL)………………………………………………………………………

¨ as a 1st language ¨ as a 2nd language


Please return with your application:

By post: HR Department, Gofal, 2nd Floor, Derwen House, 2 Court Road, Bridgend, CF31 1BN

Or by e-mail to: [email protected]

This form will be immediately separated from your application form and it will not be seen by the recruitment panel.


mailto:[email protected]

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