THE NATIONAL INSTITUTIONS OF THE CHURCH OF ENGLAND
MANAGING EMPLOYER: CHURCH OF ENGLAND CENTRAL
SERVICES
FINANCE AND RESOURCES DEPARTMENT
JOB PROFILE
JOB TITLE:
(Graduate) Strategy Analyst
LOCATION:
Church House, Great Smith Street,
Westminster, London, SW1P 3AZ
GRADE:
Band 5
ACCOUNTABLE TO:
Senior Strategy Officer (Analyst)
KEY RELATIONSHIPS: Head of Strategy & Development Unit, team colleagues,
colleagues in Commissioners’ and Archbishops’ Council
departments, diocesan leadership teams including diocesan
secretaries and other senior officers, clergy and lay ministers.
BACKGROUND:
The role of the Strategy and Development Unit is to undertake
research, analysis and strategy development on behalf of the
Church of England in respect of the resourcing of its ministry
and mission, principally relating to those resources held at
national level. One key part of the role is to ensure that the
funds managed by the Church Commissioners are being used
effectively to advance the spiritual and numerical growth of the
Church. Around £95m is distributed from the Commissioners’
funds each year to support various parts of the Church. The
other key part of the Unit’s work is to provide support to
diocesan senior leadership teams in developing their growth,
change management and resource allocation strategy. This is
currently a significant focus for the unit’s work.
JOB SUMMARY
To undertake high-quality analysis to support and shape the
Unit’s strategy development work in respect of the use of the
Church Commissioners’ funds and the deployment of resources
by the wider Church.
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MAIN DUTIES AND RESPONSIBILITIES
Much of the Unit’s work is project-based. After an initial period of training and development, the
actual work of the post-holder may vary over time in line with evolving objectives, but will fall within
the following broad headings:
1. Carry out analysis and research in relation to the deployment of resources by the
wider Church
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Carry out quantitative and other analysis of Church mission and finance statistics, both to
investigate particular issues as they arise and to explore the data sets in order to enhance our
knowledge base.
Develop ways of visualising data so as to help diocesan leaders take decisions based on the data.
Draw meaning from data and apply findings from analytical work to policy and strategic questions
faced by the church.
Evaluate the effectiveness of the uses to which the Church Commissioners’ funds and other
Church resources have been put.
Evaluate and draw on external research and analysis focusing on resource allocation, especially
work using quantitative methods.
2. Undertake analysis to help underpin the Strategy Unit’s Diocesan consultancy work
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Provide support and advice to dioceses in their use of data and analytical techniques to inform
decision making.
Undertake analysis of data and produce reports for dioceses which visualise data and analytical
findings effectively and apply results to policy decisions.
Liaise with senior diocesan officials to help ensure that their requirements are met.
3. Involvement in other aspects of strategy and consultancy work as required
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Provide analytical, research, policy and drafting support to the Unit Head.
Provide support to the work undertaken by the Unit to manage and evaluate the expenditure of
the Church’s national funds.
This list is not exhaustive and is intended to reflect the main tasks and areas of work.
The main duties and responsibilities of your post are outlined in your job description. This list is not
exhaustive and is intended to reflect your main tasks and areas of work. Changes may occur over
time and you will be expected to agree any reasonable changes to your job description that are
commensurate with your banding and in line with the general nature of your post. You will be
consulted about any changes to your job description before these are implemented.
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PERSON SPECIFICATION
Essential
Education
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Educated to degree level (or equivalent).
Strong numerical skills acquired through formal training or experience in a range of
quantitative methods at undergraduate level or equivalent.
Skills and Aptitudes
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Strong quantitative analytical skills including spreadsheet modelling, with the ability to
undertake some statistical analysis.
Ability to interpret data and apply insights from analytical work to policy questions.
Ability to deal with large and complex data sets.
Advanced Microsoft Excel skills for analysing and visualising data.
Excellent use of English language, both oral and written, including grammar, spelling and
punctuation.
Drafting skills.
Excellent word processing skills (Microsoft Word).
Well-presented work with an eye for detail.
Ability to produce high quality presentations using Microsoft PowerPoint.
Ability to understand the resourcing and mission issues and the structures and workings
of the Church of England.
Interest in / knowledge of strategy development and implementation.
Personal Attributes
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Highly proactive.
Co-operative and diplomatic manner with the ability to work well both on own initiative
and as part of a team.
Well organised approach to work with the ability to prioritise, remain calm under
pressure, meet tight deadlines and have a flexible approach to work.
Ability to apply understanding, judgement and discretion.
Ability to develop good working relationships with diocesan officers and staff at all levels.
Enjoys learning and is able to gain new skills quickly.
Circumstances
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Willingness and ability to undertake diocesan visits occasionally as required.
Desirable
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A degree / post graduate study or equivalent in a quantitative discipline.
Able to present well to external stakeholders.
Knowledge of evaluating the impact of funding.
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GENERAL CONDITIONS:
Diversity
We understand the benefits of employing individuals from a range of backgrounds, with diverse
cultures and talents. We aim to create a workforce that:
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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.
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
The NCIs take Health and Safety at work very seriously and require their staff to familiarise
themselves with, and follow, their policy.
Confidentiality
Staff must not pass on to unauthorised persons, any information obtained in the course of their
duties without the permission of their Head of Department.
TERMS OF EMPLOYMENT:
Starting Salary:
Salary starts at the probationary point of £28,399 per annum. On
satisfactory completion of the probationary period the salary will rise
to the standard point for the band £30,857 per annum.
Pension Contributions:
Non-clergy staff will be admitted to the Church Administrators Pension
Fund (CAPF, DC Section). Clergy already in the Church of England
Funded Pensions Scheme (CEFPS) will have the option of either
remaining in this scheme or joining the CAPF scheme.
There is no contracting – out certificate under the Pension Schemes
Act 1993 in force for this employment in relation to the CAPF and
CEFPS. Both CAPF and CEFPS members are contracted-in to the State
Second Pension.
The NCIs have an income protection insurance arrangement. To be
eligible for cover under this policy an employee must be a member of
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the CAPF DC section. Please note that insurance cover is not
necessarily automatic and that underwriting may be required by the
schemes in some instances. Cover will be subject to any terms and
conditions laid down by the insurance company.
Hours of Duty:
Normal hours of work are 35 per week, Monday to Friday with an
hour’s unpaid break for lunch.
Annual Leave:
25 days paid per leave year. This is exclusive of public holidays and
additional holidays approved by your employer.
Season Ticket Loan:
Staff are eligible to apply for an interest-free travel season ticket loan
for their journey to and from work.
Contract:
The post is offered on an open ended contract subject to a six-month
probationary period.
Closing date for receipt of applications: Friday 24th April 10am
Please note, if you have not heard from us within 3 days of the interview date, you have been
unsuccessful in your application.
Interviews: Wednesday 6th May 2015
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