Job Profile Contracting Officer Band J (M2 Manager Level)
The post holder will support the delivery of the strategic commissioning strategy and the co- ordination of the Joint Commissioning Frameworks.
Key Duties/Areas of Responsibility
1. Support on specific activities within the joint commissioning cycle; needs analyses, supply mapping, gap analyses, contracting and performance management
2. Provide comprehensive specialist advice and guidance, information, briefings and report full and detailed information to Elected Members and partners
3. Contribute to the development, implementation and review of joint strategic plans
4. Develop effective partnership arrangements with independent sector providers
5. Carry out research, analyse and interpret data and identify solutions
6. Contribute to the development of commissioning standards, policies and procedures, and joint commissioning strategy
7. Formulate service specifications, contracts and service level agreements for the procurement, delivery, monitoring and quality assurance of services
8. Develop information data sets and standards which inform and assist commissioning activity
9. Contribute to the pursuit of best practice and best value through effective systems of target setting and performance management
10.Contribute to the management of change, including assessment of options and consultation
Job Specific Notes
VERSION 3 – May 2011 Last Updated: 19th November 2010
All families apart from Care & Welfare t n e
Person Profile Operational Commissioner E/D m s s
Band J e s
(M2 Manager Level) s A g n i t a R E = Essential D = Desirable * indicates shortlisting criterion 1. Key Areas of Knowledge and Experience Extensive experience of strategic commissioning in a public sector or similar E* setting
Practical knowledge of Social Care commissioning activity E
Promoting and facilitating multi-disciplinary and partnership working E
Assessing needs, care management or direct service provision E*
Involvement in strategic service development and project work E*
Understanding of the principles of operating a business in a competitive D environment and within a public sector context
Contributing to change in a large organisation E
Knowledge of current Local Government democratic processes and E understanding of the political context
Working, dealing with and providing advice to Officers and Elected Members E
Practical knowledge of a wide variety of computer applications including E* word processing, spreadsheets, databases and presentation packages
2. Qualifications
NQF Level 7 qualification e.g. Post Graduate Certificates and Diplomas with a E* considerable breadth and depth of knowledge across the relevant specialist area, or a range of areas Or Evidence of the equivalent level of knowledge gained through work experience
VERSION 3 – May 2011 Last Updated: 19th November 2010
All families apart from Care & Welfare t n e
Person Profile Operational Commissioner E/D m s s
Band J e s
(M2 Manager Level) s A g n i t a R E = Essential D = Desirable * indicates shortlisting criterion 3. Key Skills Communication (Level 5) Exchanges complex or contentious information with a range of people, orally E and in writing Delivers well-structured communication to different people and deals with E conflicting points of view effectively Produces complex reports/documents to suit the needs of the audience E
Decision Making (Level 5) Makes decisions as to how to operate within own work area E
Deals with a degree of uncertainty in making decisions where some facts may E not be known Problem Solving (Level 5) Uses an analytical approach to solve complex situations or problems E
Analyses and interprets varied and complex information from several sources E
Uses lateral or creative problem solving where there is little precedence to E draw on Produces long-term solutions and strategies E
4. Manager Competencies Strategic Awareness: E Sees the wider picture and works in a joined up way with others Leadership: E Gives direction to others and leads by example Performance Management: E Works to deliver continuous improvement of services Customer Focus: E Works in partnership with others to meet customer needs and expectations Equality and Diversity E Promotes equality, and treats all people fairly and with dignity and respect Managing With and Through People: E Builds and maintains constructive and open working relationships with others Communicating and Engaging with Others E Communicate facts, ideas and proposals to others clearly and persuasively A copy of the Manager Competencies can be accessed via the Council’s website
VERSION 3 – May 2011 Last Updated: 19th November 2010
All families apart from Care & Welfare t n e
Person Profile Operational Commissioner E/D m s s
Band J e s
(M2 Manager Level) s A g n i t a R E = Essential D = Desirable * indicates shortlisting criterion 5. General Requirements Able to work flexibly, including any service specific hours E
Able to travel to various locations throughout the Borough within a reasonable E timescale No serious health problem which is likely to impact upon job performance (that E cannot be accommodated by reasonable adjustments) Good attendance record in current/previous employment (not including E absences resulting from disability) NB: Health and attendance criteria will only be assessed following an offer of appointment. (Equality Act 2010)
6. Statements Applicable to all Jobs All duties and responsibilities should be carried out in accordance with agreed Council policy and procedures, in particular those relating to: Environmental; Health and Safety; Equal Opportunities; Risk Management; Data Protection; Safeguarding and Financial Regulations. Emergency Planning All employees will be required to undertake emergency planning duties commensurate with the grade of the post. The job profile is an outline only and may vary from time to time without changing the character of the job or level of responsibility. The post holder must be flexible to meet the operational needs of the Council. The person profile covers key areas of competence and methods of assessment other than interview may be used (as appropriate to the job) to assess what a candidate can do and how they act in a specific area or situation. These include: ability test; work-related task; occupational personality questionnaire and presentation. Where this is the case, shortlisted candidates will receive details in advance of the selection process.
The Employee Competencies outlined in the person profile are the minimum standards of behaviours required for working at Rotherham MBC in any post and are assessed as part of the selection process. They are not required to be addressed in the application form. This job and person profile has been prepared in accordance with the requirements of the Council’s Equal Opportunities in Employment Policy. We undertake to make any “reasonable adjustments” to a job or workplace to counteract any disadvantages a disabled person may have. Disabled applicants who meet the essential shortlisting criteria will be guaranteed an interview. In the event of a large number of applicants meeting the essential criteria, desirable criteria or occupational testing may be used as a further shortlisting tool. Certain posts may be deemed to be politically restricted in accordance with the terms of the Local Government and Housing Act 1989 (as amended). Where this is the case a separate notification will be provided.
VERSION 3 – May 2011 Last Updated: 19th November 2010
All families apart from Care & Welfare