Download Report

RE-ENTRY
Re-Entry exists to enable disaffected young people, excluded or truanting from school to embark
upon a programme that will lead them to their return to mainstream education, access training
and improve their job prospects.
Our objectives are:
 To provide an alternative education and learning programme for disaffected young people that
enables them to make a successful return to mainstream schooling or transition into further education,
training or employment;
 To increase parental confidence, involvement in and responsibility for their child’s education, enabling
them to build strong relationships with their child, the school and related statutory agencies;
 To enable others in local communities to take greater responsibility for the well-being of disaffected
young people;
 To help create inter-agency co-operation in partnership with local communities.
JOB DESCRIPTION – CHIEF EXECUTIVE
Located:
All Saints Centre, 29 Gower Street, Wolverhampton WV2 1DW
Salary:
£40000 pro rata
Hours:
4 days - 28 hours per week. Flexible to meet the needs of the
organisation and will include some evenings and weekends.
Aims of the Post
To be responsible for the strategic development and business management of
Re-Entry and the effective operation of the Centres.
Responsible to: The Chair and Directors of the Re-Entry Board. The Chief
Executive will report to the Board on a monthly basis against agreed annual
targets.
Line Management and Supervision: This will be provided by the
Chair/Company Secretary of the Board of Directors.
Core Responsibilities of the Chief Executive:
 To give strategic direction, operational management and business
development of the organisation in line with agreed objectives and annual
targets.
 To support the Board of Directors to fulfill its governance functions with the
Charity Commission, Companies House, and comply with other relevant
statutes and guidance.
 To ensure the continued high quality, relevance and cost effectiveness of ReEntry’s services.
SPECIFIC RESPONSIBILITIES
Board support: - to provide monthly reports on the organisation’s
operations and financial administration in order to assist the Board with its
compliance and decision-making roles.
1.





2.
Specifics
Attendance at the monthly Board meetings and other meetings called by
the Board.
Production of regular monthly progress reports for presentation to the
Board.
Working with Board members to set annual budgets and develop any
other specific issues or projects as agreed.
Responsible in conjunction with the Board to ensure compliance with all
relevant policies and procedures as required by the Charity Commission
and Companies House.
To represent the organisation at strategic level meetings and networking
fora, such as those run by the City Council.
Financial Management: to be responsible for managing the
organisation’s financial resources within agreed budget guidelines.




Specifics
Working with the Treasurer and Financial Administrator to draw up an
annual budget
Exercise day-to-day oversight and monitoring of income and expenditure
Advise the Board on recommendations regarding issues of costs relating
to business operations and facilities management
Liaison with auditors and ensuring compliance with annual financial
reporting requirements.
Business Development – to lead on developing the organisation’s
business strategy to take advantage of new opportunities in the education
sector including additional avenues for income generation and external
funding streams.
3.





Specifics
Identify opportunities to extend existing and develop new contracts and
agreements with education bodies and others for the delivery of specified
youth and community support services
Work with Board members and senior managers to draw up a 3-year
rolling Business Plan setting out the direction and development of the
organisation.
Take responsibility for managing the implementation of the Business Plan
within the agreed timeframe, and meeting the agreed developmental
milestones and targets.
Explore opportunities to expand capacity, including taking on other
premises and services.
Take responsibility for the organisation’s marketing and publicity, including
website development and the annual report.
4.
Operational & HR Responsibilities - to ensure that the organisation
continues to deliver excellent services that are high quality and good value
for money, and that the organisation’s human resources are appropriately
deployed to maximum effect.







Specifics
Work with the senior managers on operational issues, to ensure the
quality and cost effectiveness of the organisation’s services and human
resource allocation.
Take responsibility for monitoring service outcomes, ensuring that
accurate and up to date records are kept, both statistical and written, and
providing reports to the Directors and external agencies/funders as
required.
Take responsibility for implementing and delivering effective quality control
measures and evaluation systems across all aspects of the project.
In conjunction with senior managers, ensure the recruitment and
employment of appropriately qualified and experienced personnel – both
paid and volunteer.
Be responsible for facilities management including overseeing the day-today management of the premises and facilities, ICT and vehicles, and
liaising with utility services and other suppliers etc.
In conjunction with the senior managers to hold regular team meetings to
ensure good communications across the staff and volunteer team.
Line management responsibility for the organisation’s two Senior
Managers, Administrator and Finance Manager.
To carry out other work as may be directed by the Board of Directors at
appropriate times.
This post is subject to a satisfactory Enhanced Disclosure with the
Disclosure & barring Service.
PERSON SPECIFICATION
ESSENTIAL
Experience
 Proven knowledge, understanding and experience of business, financial and
operational management at a senior level
 Proven knowledge, understanding and experience of operational development,
monitoring and evaluation systems
 Ability to work in partnership with other agencies to achieve shared outcomes.
Qualifications, Skills and Training
 Educated to degree level
 A recognised Business and/or Financial Management qualification
 Current Driving License.
 Excellent IT, database and accounting skills.
Personal Qualities and Attributes
 Ability to plan and prioritise workloads, make effective decisions and meet
deadlines as required
 Effective inter-personal skills and ability to communicate at all levels in both a
verbal and written form.
 Committed to maintaining confidentiality of sensitive information
 Committed to continued professional development.
DESIRABLE
i)
ii)
Experience of working in education with disengaged young people and their
families.
An understanding of the spectrum of issues faced by deprived communities.
Advertisement for Chief Executive Officer
Chief Executive £40,000 (pro-rata) Re-Entry, Wolverhampton
The Board of Re-Entry wishes to appoint a Chief Executive to support trustees in
driving forward the Charity’s strategic growth and sustainable development.
Since 1994, Re-Entry has been a leading body in providing an alternative
education and learning programmes for disaffected young people to enable them
to return to mainstream education, further training or employment.
You will need significant senior operational management experience and
business strategy acumen for this demanding role, which will also encompass
governance, finance, income generation and the promotion of the Charity to our
major stakeholders and key funders.
The post is 4 flexible days per week and is subject to Enhanced clearance with
the Criminal Records Bureau.
Further details on the post and how to apply is on our website: www.reentry.co.uk – latest news.
Closing date 17th December First interviews will be held on
www.re-entry.co.uk
re-entry is a company limited by guarantee (no. 3179221 and is a registered charity (No. 1067323
RECRUITMENT MONITORING FORM
This section forms an integral part of the application form and must be
completed in full and accurately. The information will be used to monitor
the effectiveness of equal opportunity and recruitment policies.
PLEASE WRITE YOUR ANSWERS IN THE SPACE PROVIDED
Position Applied for
___________________________________
Male or
Female__________________________________________________
Date of
Birth___________________________________________________
Are you a disabled
person?_________________________________________________
How would you describe your ethnic origin?(please tick one box only)
Bangladeshi
Black African
Black Carribean
Black
Chinese
Indian
Pakistan
White
Other *
* Please specify _________________________
Please indicate where you saw the job
advertised__________________________
C O N F I D E N T I A L
Please complete this form accurately and in full as it forms the initial stage in the
selection procedure.
APPLICATION FORM FOR APPOINTMENT AS CHIEF EXECUTIVE OFFICER
Closing Date: Wednesday 17th December 2014
PERSONAL DETAILS
SSURNAME
A A ADDRESS
I
ININITIAL(S) OF OTHER NAME(S)
TTELEPHONE NOS:
HHOME:
WORK:
HHave you a current driving licence? Yes/No
P POSTCODE
2.
EDUCATION/TRAINING/QUALIFICATIONS
SSCHOOL/COLLEGE/
DATES
QUALIFICATIONS
UUNIVERSITY
FROM TO
GRADE
DATE
3. RELEVANT NON-QUALIFICATION COURSES ATTENDED
ORGANISING BODY
COURSE DETAILS
DATES
FROM
4. PRESENT EMPLOYMENT
NAME AND ADDRESS OF PRESENT EMPLOYER
JOB TITLE
BRIEF DESCRIPTION OF DUTIES
PRESENT SALARY
DATE OF APPOINTMENT
NOTICE REQUIRED
TO
5. PAST EMPLOYMENT (MOST RECENT FIRST)
EMPLOYER
JOB TITLE
MAIN ACHIEVEMENTS
DATES
FROM
TO
6. EXPERIENCE
Pplease give details of your experience, special knowledge, skills, personal qualities and motivation
relevt that you would bring to this post. Please use the job description and person specification as a guide.
Do nodo not use more than 2 additional sheets.
7. REFERENCES
Please give name, addresses and status of two referees to whom we may refer as to your suitability for the
post. One reference must be from your present/last employer. Job offers will be conditional on receiving a
satisfactory reference.
First Reference giving name position and address:
Telephone Number:
Email if known:
Second Reference: giving name position and address
Telephone Number:
Email if known:
8. ABSENCE
Please indicate how many days sickness absence you have taken over the past 2 years, and reasons.
9. DECLARATION
I certify that to the best of my knowledge, the information I have given is correct.
(Providing false information or deliberately omitting relevant information will make the
candidate liable to dismissal or discipline action if appointed).
Signature: _________________________________ Date: ____________________
Please return to:
William Nicholls MBE
Company Secretary
Re-Entry
29 Gower Street
Wolverhampton
WV2 1DW
A thumbnail sketch of Re-Entry
In the early 90’s the BREACH venture (Bringing Reconciliation to Each and All in
the Community of Heath Town) came into being – and that was the genesis of
Re-Entry, which is now a significant alternative provider of education based in
Wolverhampton but also serving schools in Staffordshire, Walsall and Dudley.
The main purpose is to enable disaffected young people, excluded or truanting
from school to embark on a programme that leads to their return into mainstream
education or access training and improve their job prospects. Re-Entry’s
strength is its status as an independent charity working in close partnership with
Local Authority schools and Academy Trusts as well as a wide range of other
voluntary agencies.
Re-Entry now operates from five bases across the City, each one, dealing with
up to ten students at any one time and around 230 students in the course of each
year. We have approximately forty staff and a significant number of volunteers,
working together to support young people and their families, including two Senior
Managers,Teachers, Community Development Officers, Family Support Officers
and Mentors who are recruited from our local communities.
Funding is generated from charging schools for the services we offer as well as
trust funds and The Big Lottery. We continue to draw in a range of funds to
enable us to retain flexibility and independence in our work with young people.
The core of our work is to offer care and support to our students and their
families, responding to their often complex difficulties with an individually tailored
programme of work.
We also work with parents/carers and families, for example with parenting
support programmes and we develop appropriate community initiatives such as
preventative work with primary children in schools.
Confidential
NOTICE TO ALL APPLICANTS
Please complete this form and return it with your application form.
Rehabilitation of offenders act, 1974
This Act states that details of certain offences need not, after a defined period of time has elapsed, be
discovered by an offender in connection with an application of most types of employment.
However, there are certain types of employment where you are not entitled to withhold information
about previous convictions from any offences whatsoever.
Since you are applying for employment which could involve access to persons under 18 or over 65,
who are considered vulnerable you are required to disclose any previous convictions which you may
have.
FAILURE TO DISCLOSE PAST CONVICTIONS COULD RESULT IN
DISCIPLINARY ACTION OR DISMISSAL
Name:
Post applied for:
Do you have any past convictions
YES/NO (delete as appropriate)
If yes please give details:
Date of birth __________
Previous or other names_____________________
Country & Town of Birth____________________________________________________
I confirm that I give my consent to a check being made with Criminal Records Bureau regarding any
criminal convictions.
Date_________________________
Signature_____________________
Re-Entry
Re-Entry is the leading independent charitable provider of alternative education and
community development support in Wolverhampton.
OUR PURPOSE:
Re-Entry exists to enable disaffected young people, excluded or truanting from school to
embark upon a programme that will lead to their return to mainstream education, access
training and improve their job prospects.
RECRUITMENT & SELECTION POLICY AND PROCEDURES
Date Policy last reviewed:
Date of next review:
Signature
Signature of Chairperson / Director
Print Name
Signature
Signature of Company Secretary
Print Name
Related Policies
Safeguarding Children Policy
Equalities & Diversity policy
GENERAL POLICY
Re-Entry aims to use best practice in recruitment and selection and operate
policies and practices which are in accordance with equality of opportunity
principles and maximise service to the users of the organisation. The purpose of
recruitment is to ensure the best possible staff are attracted to the organisation.
This policy document has been prepared to ensure that our recruitment and
selection process:
 complies with legal requirements relating to safer recruitment [eg. the
Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended
in 2013); the Police Act 1997 (Criminal Records) Regulations; and the
Safeguard Vulnerable Groups Act 2006].
 applies Re-Entry Equalities & Diversity Policy and good practice
 promotes a consistent and systematic approach
 is clear and comprehensible to all involved
 supports the overall service aim of the organisation.
A copy of this document is available on the Re-Entry members’ website. It will
form part of training and briefing for staff and Board members involved in
recruitment.
A copy of Re-Entry Staff & Volunteers Handbook is provided to all new employees
at the start of their employment with Re-Entry.
RECRUITMENT PROCESS
INTRODUCTION
Re-Entry aims to be a fair employer. We regard it as essential that all applicants
for posts within this organisation should be treated fairly and on an equal basis.
All those participating in the recruitment/selection of staff for Re-Entry must be
aware of, and, where appropriate, use the procedure in this process set out below.
These are reviewed and updated on a regular basis.
STEPS TO BE TAKEN
(a) Senior Managers & Directors are responsible for reviewing staffing needs of
the organisation and identifying the need for new posts or reviewing job
descriptions of current posts.
(b) Senior Managers are responsible for identifying and confirming funding for
salary and ancillary costs prior to any post being advertised. An advertising and
recruitment budget will be part of the budget for any new post.
(c)
Senior Managers are responsible for bringing together and leading a
Recruitment Panel from appropriate Directors, relevant Officers or members of
community groups.
(d) The Panel will agree Job Description/Person Specification and participate in
all stages of the Recruitment procedure.
(e) Senior Managers will be responsible for ensuring that all who are involved in
Recruitment Panels are aware and understand Re-Entry recruitment policy and
their role in the process.
(f) The Job Description will identify: Job title
 Main purpose of the post
 Accountability
 Supervisory responsibility
 Main responsibilities of the job
 Starting and ending dates (if known)
 Salary details and hours of work
 Closing dates for application and date(s) of interviews
(g) The Person Specification will identify relevant: Experience
 Skills, knowledge and abilities
 Qualifications
 Personal attributes
 Some personal circumstances
(h) Person specification requirements may be graded and weighted according to
the requirements of the post, for both short-listing and interview stages.
(i) Draw up advertisement and place in local, national and specialist press and
“free” papers are appropriate. It is the aim of advertising to attract the most
suitable applicant and advertising will be placed to maximise that opportunity.
Advertising in line with equal opportunities policy and within budget.
(j) Application forms are required for purposes of application and determine any
other additional information required from candidates. CV’s instead of
application forms are not acceptable and will be disregarded.
(k) Re-Entry will provide applicants with clear, accurate and up to date information
about the job and about Re-Entry and its priorities. A recruitment pack will
normally include: Job Description
 Person specification
 Application form
 Equal Opportunities Monitoring Form detached from application
 Information about the organisation
 Recruitment policy and procedures
 Information on return date and likely interview date
 Disclosure and Barring Service (DBS) Disclosure requirement
(l) All Re-Entry posts will involve substantial access to children or other
vulnerable groups. Senior Managers will decide what level of DBS Disclosure
is required.
SELECTION PROCESS
(a) Ensure Information Pack is sent to enquirers the working day following inquiry
and that return applications/monitoring forms are kept confidential and secure.
(b) Short-listing will be undertaken by the Recruitment Panel based on the
requirements of the Job Description and Person Specification, and reasons for
selection will be recorded and kept for 3 months.
(c) The Recruitment Panel will agree the candidates to be interviewed, agree the
areas and allocation of questions, determine other elements within the
interview process (e.g. presentation, competency tests) and make other
necessary practical arrangements.
(d) Questions and tests will be to test the candidates’ ability to undertake the post
advertised. All candidates will be asked the same questions. Questions which
are discriminating on the basis of race, ethnic background, nationality, gender,
sexuality or marital status will not be asked.
(e) Normally recruitment packs will have information on interview dates. All
candidates will be informed of the outcome of shortlisting within 4 working
days.
INTERVIEWING CANDIDATES
(a) Panel members should record observations/scoring after each interview but
should not discuss with other members observations about each candidate
until all interviews are completed.
(b) Each candidate will be given the opportunity to ask questions about Re-Entry,
the job and conditions of work.
(c) References will normally be taken up for short listed candidates prior to
interview and will be used to confirm panel’s decision rather than influence it.
Referees should not be contacted before interview if the applicant has
indicated they should not be.
SAFER RECRUITMENT PRACTICE
Because all Re-Entry posts involve substantial access to children or other
vulnerable groups, Re-Entry will continue to request information from prospective
staff and volunteers about their criminal records.
a) All staff and volunteer posts are currently classed as ‘Regulated Activity’ that a
barred person cannot do [as defined in the Safeguard Vulnerable Groups Act
2006].
b) Senior Managers will decide what level of DBS Disclosure is required. They
will receive on-going Safer Recruitment training.
c) Re-Entry will keep a Single Central record of all checks and references in
respect of all staff and volunteers.
d) The Board is responsible for ensuring that Safer Recruitment checks are
carried out on all new staff and volunteers.
AFTER SELECTION
(a) Candidates will be notified of the result by the Senior Manager or Company
Secretary in the case of more senior posts and a written offer to the successful
candidate subject to acceptable references and DBS Disclosure made. The
candidate will be expected to accept in writing within a week.
(b) Following acceptance by the candidate, Main Terms & Conditions of
Employment together with details on agreed start date will be forwarded.
(c) Unsuccessful Candidates will be informed in writing as soon as possible. It is
not Re-Entry practice to offer feedback to interviewees.
(d) Induction process is discussed and a framework planned prior to the start date
of the successful applicant. This can include a period of volunteering before a
contract is issued.
(e) Full Contract of Employment issued after successfully completing a 12-week
probationary period.
ACCELERATED PROCEDURE
For temporary, short term or part time posts or the appointment of consultants, the
normal procedure may take too much time or be unreasonably expensive. In these
situations and with agreement of the Chairperson the following procedure will be
adopted:(a) Limited local advertising. Include advertising internally and other appropriate
networks.
(b) Setting a deadline only a week or 10 days after publication of the advertisement.
Shortened deadline for response.
(c) Making it clear in the advertisement what start date is required. (If genuinely
required).
(d) Having only two people involved in short-listing and interview.
(e) In the case of consultancy work, only selected consultants will be invited to tender.
(f) If a temporary, short term or part time job subsequently becomes permanent or full
time, Re-Entry will, by decision of the Board either: Treat as a new position and advertise in the usual way with the current postholder eligible to apply.
 Offer it to current post-holder, provided she/he was properly recruited in the first
place and provided the job description is basically the same.