Head of Housing Candidate Information Pack
Introduction About Us The Vision & Strategy Job Description Benefits Diversity & Inclusion Key Dates
Introduction Dear Applicant,
Thank you for taking the time to find out more about the appointment of the Head of Housing role. The Church of England in London is vibrant and at the heart of communities throughout the capital. The Diocese of London comprises parishes, chaplaincies, and missional communities in London north of the River Thames. At the London Diocesan Fund (LDF), we seek to do all that we can to support mission and growth in the Diocese of London, using our resources to help our parishes and worshipping communities serve over 4 million people. The Head of Housing is responsible for the LDF’s £850m residential portfolio. The primary purpose of the role is to ensure that all operational houses, are managed effectively on behalf of its occupiers in addition to maximising the missional and financial return. I hope that the following information provides greater detail regarding the Head of Housing appointment and I hope that you may consider applying.
Richard Gough General Secretary, LDF
About Us We serve a population of over 4m people covering 277 square miles of Greater London north of the River Thames and west of the River Lea, from the Isle of Dogs in the east to Staines in the west and as far north as Enfield. In its current form, our Diocese covers 17 boroughs in Greater London, in whole or in part, and also the district of Spelthorne in Surrey. It is coterminous with the historic county of Middlesex. The area we serve is predominantly urban, although there are significant suburban areas and even rural parts to our northern and western fringes. Within the Diocese of London, there are: • 500+ worshipping communities • 1,000 clergy and ministers • 200 men and women in training for ministry
• 75,000 adults on electoral rolls • 70,000+ regular worshippers • 150 church schools • 52,000+ pupils
• 150+ chaplaincies in schools, colleges, hospitals, the Metropolitan Police, Heathrow, railways, prisons, theatres, the forces, football clubs, Canary Wharf, livery companies, shops and City institutions • £1,000,000s raised each year for charities around the world • 1,500,000+ visitors and worshippers in St Paul’s Cathedral each year
The Vision and Strategy for the Diocese The current vision and strategy, Capital Vision 2020, was launched in 2013 and is our collective vision, which emerged from conversations with nearly 2,000 people. It is nearing its natural close in 2020. The new vision (to 2030) and strategy (to 2025) is currently being developed and we plan to launch it in the second half of 2020.
Operational Housing The operational housing portfolio incorporates the vital homes of the clergy as well as surplus/let assets and opportunity for parsonage development. The portfolio is subject to a rolling 5 year review to ensure that it is fit for purpose and cost efficient in additional to Quinquennial Repairs (cyclical 5 year repairs).
Operational Property • 400+ houses of varying ages and sizes •Valued at circa £850m • Expenditure of circa £7m
Let Operational Property • 130 properties •Gross income of £3m
EMPLOYER: The London Diocesan Fund (LDF) JOB TITLE: Head of Housing RESPONSIBLE TO: Director of Housing and Investment Property RESPONSIBLE FOR: Staff: 5 direct reports We work within an overall Diocesan vision and strategy. As Capital Vision 2020 draws to a close, we are currently creating our ambitious vision and plans for 2030. Within this, The Head of Housing plays a key role in helping us deliver this through providing great housing for our clergy, as well as generating significant income and capital from spare housing. Overview
Strategy and Leadership Support the Director of Housing and Investment Property, with direct reports and others as appropriate, in the development of the new property strategy to support the new Diocesan Strategy. Specifically: 1. Ensure that the structure and activities of the Housing team are aligned with strategic priorities and operational needs. 2. Work with the Director of Housing and Investment Property to ensure that appropriate governance procedures are in place for all aspects of the team’s work and that staff are working and reporting appropriately. Steer proposals through the relevant committees. 3. Work with the Director of Housing and Investment Property and Head of Environment and Sustainability to develop a strategy for the Housing portfolio to reduce our carbon footprint to agreed targets. 4. Lead Housing team, encouraging cohesion and shared commitment to the group’s principles and objectives. 5. Develop the Housing team’s focus on forward planning, project management, communication (to a wide range of stakeholders) and customer service. 6. Ensure the team is managed effectively and efficiently and that the agreed performance targets are achieved and take action if agreed targets are not on track to bring them back on track.
Housing 1. General
Ensure that the team’s activities are underpinned by appropriate service levels agreements in respect of all major aspects of its work, in order to more clearly define and communicate the service level being sought and provided. Ensure key suppliers deliver quality and value. Identify
trends and strategic opportunities. 2. Ongoing review of housing portfolio
Continuously review the suitability of properties to ensure that they are fit for purpose and cost efficient, identifying changes in the planning context that may permit development to release capital or create more accommodation. . 3. Quinquennial Repairs (cyclical 5-year repairs) Ensure that full plans and budgetary provision is made to ensure that all properties are surveyed 5 years after the previous survey and that any maintenance works required are undertaken the following year achieving best value and in a timely way. 4. Ingoing works (works undertaken to prepare the house for the next member of clergy) Ensure that ingoing works of an appropriate standard and in accordance with service level agreements are carried out as soon as properties become vacant to enable us to let properties when vacant or meet agreed deadlines for new clergy taking occupation.
5. Reactive and minor works Ensure an appropriate timely response, identify trends and issues, resolve issues, communicate well with suppliers and customers. 6. Manage suppliers and contractors effectively to ensure that best value is being delivered, review contracts regularly and tender as necessary. 7. Manage the housing portfolio effectively to enable the LDF to max- imise returns from properties that are not occupied by clergy, either on a short-term temporary basis or longer term. 8. Environmental Implement agreed environmental initiatives to reduce the portfolio’s carbon footprint to agreed targets. 9. Ensure appropriate financial/data practices are in place, and procedures are followed so financial reports and performance indicators are correct to enable wise business decisions to be taken. 10. Ensure that all information is filed correctly and is available for others to access. 11. Oversee the property and facilities management aspects of Diocesan House, the LDF’s head office on Causton Street in Pimlico, as well as other diocesan offices, liaising with Diocesan staff and any third party tenants as appropriate, ensuring that all maintenance, health and safety and fire risk matters are attended to.
Self and staff management Create a culture of continuous improvement and development for the benefit of the organisation and individuals and apply personnel best practice so that the LDF continues to be a place that both existing and new staff want to work. In particular, develop staff so that they achieve what is required for the organisation and themselves, and ensure they do the same for any staff reporting to them. Specifically: 1. Recruit and retain high calibre team members, ensuring that they are appropriately inducted and supported in their new roles. 2. Take responsibility for your own learning and development as well as that of your team. Looking for opportunities to develop yourself and the team and suggesting training opportunities when required. 3. Conduct effective annual appraisals for team members and hold regular supervision meetings to review progress against agreed targets and objectives, taking appropriate action to ensure that performance problems are identified at an early stage and action taken to resolve them. 4. With the support of the LDF’s HR team, conduct an annual training needs analysis and development plan, encouraging team building. 5. Live out the Diocesan values as an exemplar for your team, modelling effective leadership and collaboration both within the teams and across the diocese. The postholder may be required to undertake any other duties that are commensurate with the role.
Essentials o Able to lead and operate at a senior level, prepare financial budgets and forecasts, and deliver income and expenditure targets o Demonstrable strategic thinking and positive impact on organisation objectives o Experience of managing a housing portfolio with a track record of developing the portfolio and managing it effectively o Ability to drive best value through procurement o Programme/project management expertise o Good knowledge of residential health and safety, fire safety, and house in multiple occupation legislation and requirements o Up to date with residential Landlord and Tenant legislation o Commitment to excellent customer service o Ability to develop, delegate and empower others and know when to intervene o Willing to oversee delivery of specific projects where appropriate o Ability to see problems from different perspectives and find solutions, agree a way forward and say no when appropriate o Entrepreneurial skills and can-do attitude. o Attention to detail
o Ability to prioritise and work under pressure o Strong oral and written communications o A team player o Strong interpersonal skills
Desirables o Up to date with commercial Landlord and Tenant legislation o An understanding of building services o A knowledge of property management computer systems in particular QUBE o Knowledge of Trust and Charities Act Law o Knowledge of the Church of England governance structures (Church Property Measure 2018 and Repair of Benefice Measure 1972) o MRICS Building Surveyor or Property and Facilities Management or Project Management
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 LDF 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 endanger themselves or others by any act or omission on their part 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. Therefore, staff are required to: • read, understand and abide by the LDF Health and Safety Policy; • make themselves familiar with accident and emergency procedures for their site; • inform their manager immediately of any health or safety deficiencies or dangerous situations or near misses; • 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 line manager.
Benefits Pension: The appointed person will be eligible to join the occupational pension scheme, which is currently 15% employer contribution and min 3% employee contribution Health Insurance: Available after completing one year’s service. Working Hours: 35 hours per week - Monday to Friday 9am to 5pm exclusive of Public Holidays. Season Ticket Loan: Staff are eligible to apply for an interest free season ticket loan.
Diversity and Inclusion
We understand the benefits of employing individuals from a range of backgrounds, with diverse cultures and talents. We aim to create a workforce that: • values difference in others and respects the dignity and worth of each individual • reflects the diversity of the nation that the Church of England exists to serve • fosters a climate of creativity, tolerance and diversity that will help all staff to develop to their full potential We are committed to being an equal opportunities employer and ensuring that all employees, job applicants, customers and other persons with whom we deal are treated fairly and are not subjected to discrimination. We want to ensure that we not only observe the relevant legislation but also do whatever is necessary to provide genuine equality of opportunity. We expect all of our employees to be treated and to treat others with respect. Our aim is to provide a working environment free from harassment, intimidation, or discrimination in any form which may affect the dignity of the individual. Equal treatment amongst differing people from diverse backgrounds is one of the central precepts of the Church of England’s mission and theology. The Church of England values the richness which this equal treatment brings to the workplace.
The Diocese of London is being supported on this recruitment campaign by the search consultancy The Management Recruitment Group (MRG). To arrange a confidential briefing conversation please contact our advisor Stephanie Howe (firstname.lastname@example.org) MRG on 0203 962 9900. Applications should consist of a comprehensive CV (of not more than 4 pages) and a covering letter (of not more than 2 pages).Page 1 Page 2 Page 3 Page 4 Page 5 Page 6 Page 7 Page 8 Page 9 Page 10 Page 11 Page 12 Page 13 Page 14 Page 15 Page 16 Page 17 Page 18 Page 19 Page 20 Page 21 Page 22
Made with FlippingBook Annual report