A Job Description for the Post of Site Manager

Date as postmark

Dear Sir/Madam Abbotts Hall Farm Great Wigborough Colchester, Essex Thank you for your interest in the post of Site Manager at The Naze CO5 7RZ Centre, Essex Wildlife Trust. Tel 01621 862960 Fax 01621 862990 Please find enclosed with this letter a copy of the following information E-mail about the post and the Essex Wildlife Trust: [email protected] Website www.essexwt.org.uk  A Job Description for the post of Site Manager  Terms and Conditions of Employment ESSEX  An application form for the post WILDLIFE SALES Essex Wildlife Trust is the county’s leading conservation charity. It has LIMITED more than 36,800 members, manages and protects over 8,400 acres of land on 87 nature reserves, 2 Nature Parks and runs 11 Visitor Centres. The aim of Essex Wildlife Trust is to Protect Wildlife for the Future and for the people of Essex. It is supported financially by members, local businesses and grant making organisations. It is one of the largest of the 47 county wildlife trusts that work together throughout the British Isles as The Wildlife Trusts.

The Naze is one of the most remarkable places in the country, let alone Essex. It is special for many reasons, including: wildlife –both terrestrial and marine; its geology –fossils are found daily on the beach; its built heritage – especially the iconic Naze Tower; its military heritage – the site was a military camp in World war Two; its social heritage – the Naze engenders huge civic pride; and as a site that illustrates how coastal communities must meet the challenges of changing topography, economy and tourism.

The center at The Naze is our newest and has proven to be a great success not only with the local community but with a large number of seasonal visitors and schools. We are excited by its potential and are expecting continued growth into 2018.

The main aims of this post are:

 To lead, manage and support the Visitor Centre team Essex Wildlife Trust  To ensure the site is well managed and that our visitors have a Company Registered No 638666 England great wildlife experience Registered Charity No 210065

VAT Registered No 945 7459 77  Ensuring the education team offer a high quality educational service for schools and groups.

 Ensuring there is an engaging and exciting informal annual events programme.

 Ensuring the staff and volunteers work well as a team to achieve the charitable aims of the Trust and deliver a great level of customer service

 Ensuring the efficient and profitable running of the Centre and providing a high quality and engaging visitor experience.

 Ensuring a high quality refreshment offer, that will encourage visitors to use the Visitor Centre throughout the year.

 Ensuring a high quality retail offer to maximize income

 Supervising a team of volunteers to ensure the smooth running of the Centre

Please note this role will require regular weekend working, usually alternate weekends, bank holidays and some evening working will also be required. Flexibility to your working pattern is essential.

To apply for the post please return the application form together with your full CV and a covering letter explaining why you think you are suited to the job to Charlene Laurence, HR Advisor, Abbotts Hall Farm, Great Wigborough, Colchester, Essex, CO5 7RZ or e-mail [email protected] by 9am, 15th Jan 2018.

Interviews will be held on Monday 29th January 2018.

Due to the high number of applicants we are not able to respond to your application unless you are selected for interview. If you have not heard from us by the interview date you have not been successful in getting an interview.

For further information please contact 01621 862960 or visit www.essexwt.org.uk

Thank you for your interest in the work of the Trust and I look forward to receiving your application.

Yours faithfully Abby Bumstead – Visitor Engagement Area Manager (North) Essex Wildlife Trust Job Description and Person Specification

JOB DESCRIPTION ______

Job Title: Site Manager

Location: The Naze Centre

Reports to: Visitor Engagement Area Manager

Professional Lead: Retail Manager, Community Engagement and Education Advisor, Catering Advisor

Responsible for: 5 staff and approximately 40 volunteers

Direct responsibility Education and Community Officer (1 FT and 1PT) Assistant Centre Manager (4days) 1 senior Catering Assistant 1 catering assistant (part time) Centre Volunteers

Job Purpose: To lead, supervise and encourage the site team to deliver a great service, through consistent and forward looking management.

Responsibility Areas and Key Activities

People Improve team members’ performance through coaching, training and providing opportunities for development both individually and as a team (including 1:1’s and annual reviews). Resolve staff and volunteer issues, grievances and disciplinary matters. Interview and select staff for positions within the centre team Recruit and manage volunteers, through effective supervision using EWT procedures To motivate staff and volunteers through effective training, supervision and regular 1 to 1 meetings Ensure that EWT develops great working partnerships with external partners

Service Delivery Ensure the Centre is a welcoming, safe and clean, a pleasant and inspiring place to visit Work with Tendering District Council, to ensure that the nature reserve is well managed with great opportunities for visitors to see our local wildlife Work with Community Engagement and Education Advisor to ensure we offer a high quality learning offer Work with Catering Advisor to ensure a high quality refreshment offer to maximise the customer experience Work with Retail Advisor to ensure visitors receive a high quality and inspiring retail offer To promote excellent customer service from everyone on the site To offer a varied programme of community activities/events to the local community and visitors To provide a varied use of the centre that is sustainable Ensure administration supports the smooth running of the centre. To ensure the centre maximises opportunities to recruit new Essex Wildlife Trust members and increase levels of donations, including Gift Aid

Planning/organising To ensure that a well promoted, inclusive and inspiring programme of events runs through the calendar year, to promote regular visitors to the site To have overall responsibility for all the Visitor Centre income and expenditure budgets, To ensure all financial activities related to the visitor centre are carried out to a high standard and to the required time scales Ensure accurate completion of centre records

Problem Solving/Innovation To take overall responsibility for the centre staffing rotas and centre security. To manage the Visitor Centre team to create, develop and deliver projects and events that will move the site forward and attract new audiences Analyse customers’ needs to define priorities Respond and efficiently resolve problems as they arise Develop new interpretation in conjunction with the centre team to improve visitor experience in the centre and on the surrounding reserve

Communication Ensure visitors are provided with information about the local are, reserve and about how EWT achieves its charitable aims, of education and conserving in Essex Work closely with line manager to meet EWT aims and objectives, and obtain support and resources to achieve visitor centre targets Ensure regular communications between Visitor Centre team members to maintain up to date information Act as the main point of contact for media at the centre, encouraging the whole team to create editorial, adverts and press releases that will raise and maintain our site profile. Maintain social media sites for the Visitor Centre. Maintain good relationships with EWT partners, working closely with Tendring District Council and The Naze Management board. Ensure any reports for internal and external customers are completed on time and to the requested standard To undertake any other duties which are commensurate with the role PERSON SPECIFICATION

Specialist knowledge and experience

1 A high level of skill and significant experience of leading and managing staff.

2 Proven ability of supervising and/or working alongside volunteers.

3 Experience in two of the following areas:

a) Providing improved access or managing green space for visitors

b) Running successful and profitable events or education programmes

c) Supervising a catering offer

d) Running or assisting to run a retail or visitor centre

4 Excellent communication and interpersonal skills including use of social media.

5 Proven ability to problem solve and to use own initiative.

6 Experience of providing excellent customer care.

7 A high level of administration skills.

8 Knowledge of /or interest in wildlife and an interest in working for a charity which is determined to protect wildlife for the future and for the people of Essex.

Essential skills and behaviours

1. Team Working

 Builds a sense of team spirit, encouraging shared ownership of objectives and deliverables.  Makes time to get to know individuals, listens to and builds understanding of their skills, interests and motivations, to work together more effectively.  Handles disagreements as they occur, seeking a constructive solution.

2. Problem Solving and analysis

 Ensures details and facts are correct, complete and consistent, ensuring that conclusions drawn from the information are built on solid foundations.  Offers fresh and creative solutions to potential obstacles.

3. Professionalism  Seeks out feedback from colleagues and managers, taking the learning and development points on board and modifying own practice.  Ensures high standards are achieved and customer needs fulfilled.

4. Determination

 Leads delivery at a team level by prioritising, setting clear milestones and establishing unambiguous measures.  Delivers personally and through others across projects by setting clear goals and targets, monitoring progress and holding people to account.

5. Persuasive communication

 Produces written communication which is fluent, clear, concise and tailored to intended recipient(s). Speaks clearly, fluently and in a compelling manner to both individuals and groups.  Tailors communications to appeal to, include and engage different audiences.

6. Customer focus

 Relates well to different types of customers, listens and gets on with them.  Treats both internal and external service users with honesty, integrity and discretion . 7. People Management

 Provides clarity when delegating work, setting boundaries and balancing the need for delivery  Experience of motivating and empowering others in order to reach goals including setting and monitoring objectives and performance; conducting appraisals and seeking development opportunities for others.  Recognises and rewards good performance and rigorously tackles any poor performance of individuals  Fosters creativity by encouraging ideas and building on the innovative solutions of others.

8. Planning

 Identifies correct working methods, reviewing methods as appropriate and identifying how best to use resources to achieve results

 Manages the activities of self and others through effective prioritising, organising, planning and scheduling of activities and resources. Special Conditions:

 Willingness to be flexible with working days,  Work weekends on a regular centre rota, normally alternate weekends as a minimum, work evenings, weekends and bank holidays as required in order to fulfil your role  To be a key holder for the building in the event of a security call out  Requirement to be able to drive and a current full UK driving licence with use of your own vehicle  Live within 45 minutes of the Visitor centre in order to be a key holder for the building in the event of a security call out.

TERMS OF EMPLOYMENT

Name of Employer: Essex Wildlife Sales Ltd

Title of Post: Team Leader

A detailed job description is available but this does not form part of the terms of employment.

Responsible to: Visitor Engagement Area Manager

Place of Work: Naze Centre

Hours of Work: 37.5 hours per week, normally 7.5 (excluding 30 mins lunch break) per day, work will be required outside these hours, including work at evenings, regular weekend work as part of a rota (usually working every other weekend) and Bank Holidays for which time may be taken off in lieu. Guidance and procedures on claiming time off in lieu are included in the Staff Handbook, located on SharePoint.

Itinerary: You must complete a staff itinerary in advance for each week for your Line Manager to read, this must show the days you are working, the hours you intend to work and indicate key jobs you are undertaking. This is held on Microsoft Outlook Calendar. Instructions are in the Staff Handbook.

Salary: up to £27,000 per annum depending on experience and qualifications and subject to review with your Line Manager. Salary is paid monthly in arrears. If for some reason it is clear that the Trust has over paid or under paid on one month it will adjust this by deduction or addition on the next month. Rates of pay are reviewed in November each year. Details of salary during Probationary period will be set out in your letter of appointment. Travelling: When using your own vehicle on Trust business (excluding ordinary commuting) a mileage allowance may be payable (full details and current rates are available in the Staff Handbook). When you make a travel claim you will be asked to confirm that your private vehicle is appropriately insured, taxed and has an MOT (where applicable).

Travel at the beginning or end of the working day to/from your normal place of work is within your own time. It is not classed as working time and you are therefore not entitled to record time off in lieu for these journeys. If an employee travels from their place of work to another work related location or temporary place of work, this is normally in work time. If an employee’s role requires them to travel from home to a temporary place of work at the start of the day it would be reasonable for an employee to spend the first 30 minutes of the journey in their own time. The same would apply at the end of the day if an employee travels from a temporary place of work to home in that it would be reasonable for 30 minutes of that journey to be in their own time. Full guidance can be found in the Staff Handbook on SharePoint. Specific exceptions to this can be agreed by your Line Manager for going on a particular visit or training outside of Essex, where the length of the journey is more than a normal journey time you would do within Essex.

Annual Leave: Our holiday year runs from 1st January to 31st December. For a complete holiday year full-time staff are entitled to 23 working days in addition to days in lieu of statutory bank holidays rising to 25 days after 5 years’ service.

Holidays must be taken in consultation with other staff and with the agreement of your Line Manager. If you commence work part way through the holiday year, you need to base your entitlement on the remaining complete months in that holiday year.

You will not normally be able to take more than 3 consecutive weeks as holiday and at least three working days must be taken between November 1st and March 1st. Annual leave must normally be taken in the calendar year it is due, but some days can be carried over with agreement of the Line Manager providing they are taken by 31st March of the following year.

If you leave your employment your holiday entitlement will need to be recalculated for the completed months that you have worked in that holiday year. Discuss any over taken holidays with your Line Manager.

Probationary Period: 6 months during which time the employer or the employee may terminate the employment upon one week’s notice.

Length of Contract: Permanent contract

Other Expenses: Other legitimate claims for expenses on Trust business can be made on the appropriate claim form providing these have been agreed in advance by the appropriate Budget Head. Pension: The Trust or its subsidiaries will offer a pension contribution of 4% to a pension scheme approved by Essex Wildlife Trust and which meets the criteria for auto-enrolment, providing that the member of staff also contributes 3% into that same pension scheme.

Notice: After the probationary period, one month’s notice of termination of employment is required by either side. The Employer is required to give one additional week of notice for each completed year of continuous employment exceeding 4 completed years to a maximum of 12 weeks’ notice. The Trust may direct a staff member to take any outstanding holiday during the period of notice.

Disciplinary, Grievance and Appeals Procedures: Clear procedures for dealing with any Disciplinary matter or Grievance or Appeal are set out in a separate document as part of the Staff Handbook that may need to be updated from time to time and does not, therefore, form part of these terms of employment.

An employee should take any Grievance or Appeal in the first instance to the Line Manager to whom he/she is responsible. Any Disciplinary matter will, in the first instance, be raised by an Employee’s Line Manager.

Retirement Age: The Trust does not operate a compulsory retirement age for its employees.

Sickness and Sick Pay: A member of staff who is not able to attend work must notify their Line Manager as soon as possible on the first day of the absence. This notification should be before 10.00 a.m. except in exceptional circumstances.

A friend or relative may make contact on behalf of the member of staff, but the member of staff retains responsibility and must personally make contact with her/his Line Manager as soon as s/he is able.

The Line Manager must be informed of the reason for absence, the possible length and likely return date and any medical advice that has been given which relates to the return to work.

If it is not possible to give a return date, the member of staff should make contact at least every three days and must submit any relevant documentation as soon as possible.

Failure to follow the notification procedure given above may result in the absence being recorded as unauthorised.

On return to work the individual should participate with the Line Manager in a conversation to discuss the absence and the reason for it. One of the purposes of this conversation will be to establish whether the Line Manager can provide any support to the employee which could facilitate attendance at work in the future. The individual should agree on request to be interviewed and/or examined by an occupational doctor nominated by the Trust, and the Trust will meet all related expenses.

If a member of staff is absent for 1 – 3 calendar days inclusive they should complete Part A of the Appendix 2 Form Statement of Sick Absence and forward this to their Line Manager and the CEO’s PA for confidential filing. Appendix 2 Statement of Sick Absence Form is available from Trust Main Offices, from the Computer U Drive under Staff Information – Forms, or Sharepoint.

If a member of staff is absent for 4 – 7 calendar days inclusive, they should complete and submit both part A and part B of Appendix 2 Form Statement of Sick Absence as a self-certification form to their Line Manager on return to work. The form will then be forwarded to the CEO’s PA for confidential filing.

If a member of staff is absent for 8 or more calendar days, a Statement of Fitness for Work (provided by the GP) is required covering them from the 8th day of absence and should be sent promptly to the Line Manager who will pass it to the CEO’s PA for confidential filing. If the absence continues beyond the period covered further statements are required until a return to work.

Sick pay entitlements increase in relation to the time that a member of staff has been in continuous employment with the Trust or its subsidiaries. The following are the total amounts of sick pay that a member of staff is entitled to receive during any 12 month period as a result of sick absence which has been properly notified to the Trust. (For these purposes the 12 month period is a rolling period of 12 consecutive months calculated from the first day of absence).

Up to one year of continuous service Two weeks’ full pay, two weeks’ half pay After one year of continuous service One month’s full pay, one month’s half pay After three years’ of continuous service Two months’ full pay, two months’ half pay After five years’ continuous service Three months’ full pay, three months’ half pay

It should be noted that Company Sick Pay is discretionary and each situation will be subject to review and dealt with on an individual basis.

If statutory sick pay (SSP) is for a longer period than any of the above then SSP will be paid to the end of that longer statutory period. In order to qualify for sick pay then staff must follow the procedure set out in their contract and in this policy. If there are exceptional circumstances then the Trust will use discretion and this would involve the Line Manager discussing the circumstances with the CEO who would come to a decision.

Full details relating to sickness and sick pay are found in the Staff Handbook. Contact outside office hours: The Trust or its officers may need to contact you outside office hours for important Trust business.

Redundancy: The Trust will, of course, observe any statutory requirements with regard to redundancy. The details are available on request but as these are complicated and are changed from time to time, the details cannot form part of these terms of employment.

Statement of Health and Safety Policy: The Trust provides a copy of this statement for all staff and expects its staff to comply with this statement. This policy has to be reviewed regularly and therefore the detail is not part of the terms of employment.

Staff Handbook: A Staff Handbook is available for all Trust staff on the Intranet. It must be understood that this handbook and the details in it form clear guidance to staff, but do not form part of a contract of employment. It is to be found on the Intranet, or a member of staff can request a copy if they do not have access to the Intranet.

Copyright: Copyright material created during employment is the property of the Trust.

Confidentiality: You shall not use or disclose to any person either during or at any time after your employment with the Trust any confidential information about the business affairs of the Trust, or about any other matters which may come to your knowledge in the course of your employment. For the purposes of this clause, confidential information means any information or matter which is not in the public domain and which relates to the affairs of the Trust.

The restriction in this clause does not apply to: (a) prevent you from making a protected disclosure within the meaning of section 43A of the Employment Rights Act 1996; or (b) use or disclosure that has been authorised by the Company, is required by law or by your employment

Right to Change Terms of Employment: We reserve the right to make reasonable changes to any of your terms of employment. You will be notified in writing of any change as soon as possible and in any event within one month of the change.

Third Party Rights: The Contracts (Rights of Third Parties) Act 1999 shall not apply to this agreement. No persons other than you and the Trust have any rights under this agreement and this agreement shall not be enforceable by any person than you and the Trust.

References: The Trust must receive references that it considers satisfactory. At least one of these must be from your current or most recent employer.

Qualifications: The Trust must receive evidence that you hold the qualifications relevant to the post. Disclosure and Baring Service checks: Note that if this post is within Education or you are required to have the qualification of a Chartered or Certified Accountant you will be subject to DBS background checks. Convictions affecting your ability to work in these posts may result in termination of the post. A criminal record is not necessarily a bar to working with the Trust.