RECRUITMENT: PLANNING DEVELOPMENT MANAGER

1 RECRUITMENT: PLANNING DEVELOPMENT MANAGERT hank you for your interest in joining Braintree District Council as our PLANNING DEVELOPMENT is an exciting time for Braintree District has a proud track record in PLANNING good quality, sustainable DEVELOPMENT in our previous PLANNING DEVELOPMENT MANAGER has done a great job and we are now seeking someone to carry on the good work and take it to the next are looking for someone who can work collaboratively with colleagues and stakeholders to ensure that the District achieves and delivers its growth District will grow significantly in the coming decades, so we need to make sure the right foundations are in place to support this growth whilst being careful to maintain the character and quality of the district that our residents is a fantastic opportunity for the right person to lead our DEVELOPMENT Management Team, at the point we re increasing our growth have the resources and ambition to make a difference for our need someone with the vision, passion, and technical and leadership skills to make it is an excellent working relationship between PLANNING Officers and Council Members, with strong support and a positive, pragmatic approach to delivery growth in the you think you have the experience, skills and ambition to succeed in this exciting role.

2 Then please do a confidential chat about the role please contact Penny Phillips in our HR Team for further look forward to receiving your application and wish you the best of luck. Jon Hayden, Corporate DirectorA message from the CORPORATE DIRECTORP lanning DEVELOPMENT ManagerSalary/Grade SMG 3 - 54,027 to 59,151 per annumService DEVELOPMENT Management Responsible to Corporate DirectorRESPONSIBLE FOR: DEVELOPMENT Management Service Teams Direct supervision of 2 x Area Managers, Admin & Validation Team Leader, Enforcement Team Leader, Landscape Team Leader, 2 x Principal PlannerROLE PROFILE: JOB PURPOSE: To manage, lead and develop the DEVELOPMENT Management Service ensuring service priorities and performance targets are achieved on time and within DEVELOPMENT Management Services are developed and integrated with other services to enable the Council to provide a cohesive, integrated approach to public service ensure an effective PLANNING application process, from pre-application dialogue to decision, adding value to the quality of submitted applications where ensure the District achieves a 5 year housing supply and delivers the growth aspirations of the council in line with government Implementing strategy and developing the service: Work collaboratively with stakeholders and partners to prepare strategy for approval for DEVELOPMENT Management to provide clear and proper PLANNING and delivering services.

3 Lead the DEVELOPMENT and implementation of the service plan across DEVELOPMENT Management, which may impact externally and on commercial partnerships to ensure performance objectives are delivered. Implement specific programmes, projects and plans to ensure DEVELOPMENT Management performance objectives are achieved. Ensure the service is accessible to all service users and the wider community in an inclusive Achieving and managing change: Drive and manage change processes within DEVELOPMENT Management which may impact on the wider community and on commercial partnerships, to ensure organisational change continually improves the performance of the Providing professional advice: Provide advice, guidance, interpretation and evaluation and act as a representative and point of contact for DEVELOPMENT Management on a range of specialist issues to ensure that statutory and operational requirements are delivered.

4 Provide direct advice to councillors, committees and CMT on all aspects of DEVELOPMENT Management. Ensure that the Council s local and national profile is established, maintained and enhanced. Represent, advocate and negotiate within agreed parameters on behalf on the Council in national, regional and local settings to ensure statutory and operational requirements are delivered. Ensure a consistent approach is used with PLANNING enforcement powers. Ensure effective procurement of specialist consultancy to support service delivery, as appropriate. Ensure Section 106 Agreements are negotiated in the best interests of the Council. Lead on Section 106 negotiations and on viability work on major applications. Look for and learn from best practice across the professional Managing and developing individuals and teams: Inspire, lead and direct a skilled and motivated workforce that is able to deliver individual and operational performance to agreed standards.

5 Ensure an effective allocation of skills and capacity within the team in line with budget constraints. Manage and promote personal and skills DEVELOPMENT across the ACCOUNTABILITIES:6. Building professional relationships: Proactively develop, promote and maintain influential and persuasive relationships with councillors, colleagues, service users and stakeholders to ensure that operational objectives and performance targets are delivered. Build new and enhance existing partnerships, to support the effectiveness of the DEVELOPMENT Management function. Develop and implement strong cross-service working to support the DEVELOPMENT Management Determining effective use of all resources: Prepare budgets for DEVELOPMENT Management to ensure cost-efficiency and best value is achieved within agreed Financial limits and operational objectives are Securing and monitoring financial resources: Generate and secure short, medium and some long term funding within defined guidelines to ensure that operational and council objectives are achieved.

6 Manage and control resources for DEVELOPMENT Management to ensure financial targets are Establishing information and communication systems knowledge management: Drive DEVELOPMENT Management plans on information and communication systems to ensure that statutory and operational requirements are delivered. Ensure the service is accessible to service users and the wider Using performance and management information: Evaluate performance and management information and take action or where necessary, prepare reports making recommendations that influence service users and decision makers on improvement to service performance with the objective of achieving an upper quartile sector To take responsibility for maintaining own health and attendance. 2. To support, contribute and comply with quality and governance procedures as directed by To apply and actively promote the principles of the Council s Equal Opportunities Policy in all areas of employment and service To apply and actively promote the principles of the Council s Safeguarding Procedure in all areas of employment and service To advise Line MANAGER if, at any time, the above duties and responsibilities cannot be performed.

7 6. Any other duties as required to support the business, including maintaining business continuity and during civil Any other associated duties detailed by Corporate Director or his ACCOUNTABILITIESE xperience and Qualifications Educated to Degree level in a discipline relevant to the post or a clear demonstration that the equivalent depth of understanding has been gained through experience in career to date (E). Thorough knowledge and understanding of key issues and legislation relating to DEVELOPMENT Management (E). Extensive experience of managing PLANNING applications across a range of complexity covering both urban and rural developments (E). Experience of working at a management level within PLANNING (E). Appropriate Professional Qualification (D). A management qualification or management DEVELOPMENT training (D).

8 Evidence of commitment to continuing professional DEVELOPMENT (E). Membership of RTPI (D). Experience of DEVELOPMENT Management (D).Skills and Knowledge Ability to lead and inspire others towards service and organisational success. Demonstrable influencing, negotiating and conflict management skills. Strong interpersonal skills with proven ability to communicate effectively at all levels to a range of audiences with differing levels of understanding, networking, negotiating and ambassadorial skills. Experience of working successfully with elected members within political frameworks, ideally within a democratic public sector context. Knowledge of developing and implementing policies Ability to interpret and implement changes in legislation. Experience of developing effective partnerships with other councils and external bodies.

9 Excellent leadership and management skills with the ability to motivate individuals and teams. Demonstrable evidence of effective, balanced report writing and excellent verbal presentation skills to wide and varied audiences. Well-developed problem solving skills. Experience or understanding of working strategically. Effective project management skills. Experience and evidence of developing and implementing change management programmes that improve service delivery. Proven management experience, taking responsibility and accountability for decisions and actionsSKILLS, KNOWLEDGE AND EXPERIENCE(Tested at application and interview stage) E = Essential requirement D = Desirable requirementCommunicating Effectively Demonstrate the effective use of the range of communication methods available: written, spoken, electronic and use these methods in appropriate ways suitable to the context and situation communicate across all levels in your department, seeking to establish open working relationships with all levels of staff listen well and seek clarification and understanding, avoiding jumping to conclusions or making assumptions ensure that communications are open, transparent, appropriate and respectful, and that responses are treated in an objective and constructive manner ensure that communications of all types with external contacts uphold the values and reputation of BDC ensure that communication and dialogue is maintained on an on-going basis, especially at times of changePerforming efficiently and effectively Promote good performance, developing clear.

10 Structured and efficient ways of managing workload and delivering results. Staff should challenge themselves and others to perform well, and to adhere to the Council s performance management systems clearly set out the performance targets for your departments focus on results and the achievement of targets and objectives use a project management approach, providing a proactive monitoring role as appropriate take appropriate action on poor service or people performance encourage the DEVELOPMENT of a learning culture to ensure excellence and creativity in service and people performanceCOMPETENCIES (Tested at interview stage)Using and managing resources efficiently and effectively Demonstrate the effective and efficient use of the full range of resources used in and by the Council including time, finances, staffing, equipment, information, materials, buildings, etc.