Brief for the Position Of
Candidate Brief
Brief for the position of
Business Development Manager
Westminster Drug Project
Contents
Introductory letter from Director of Development page 2
An introduction to WDPpage 3
WDP’s prime objective, mission, vision and valuespage 3
Job description and person specificationpage 6
Timetablepage 11
Terms and Conditionspage 11
How to applypage 12
Dear applicant,
Welcome to Westminster Drug Project (WDP). Thank you for your interest in our organisation, and in the role ofBusiness Development Manager.
Over the past 23 years WDP has been working in communities to support and offer alternative pathways to people who experience problems with drug or alcohol misuse. Initially starting in Westminster we now operate across London and the south-east of England. We are known for being innovative, providing high quality services and working well in partnership, and we have achieved this recognition by truly investing in our people, developing them as leaders and helping them realise their potential. Today WDP has more than360 staff, over 120volunteers and circa £17m in annual revenue.
In common with many organisations working in communities, we are experiencing significant changes in the way that services are commissioned and growing pressures from the communities in which we operate. We anticipated this and in 2009 our Board set out a clear vision to make the most of the opportunities that such uncertainty brings. We are clear about striving for excellence not only in the quality of our services but also their impact and affordability.
We are making very good progress towards our objectives - we are winning more repeat contracts, working in more communities and most importantly having a significant impact on more people’s lives. The landscape in which we operate is continuing to change and the Board have identified that as an organisation we need to bring in additional resources to respond to this.
The role of Business Development Manager is a key role in the organisation and leads on devising and implementing business development and marketing plans to attract income from statutory, non-statutory and private sector sources, in line with the WDP Strategic Business Plan. The successful candidate will lead a small team of dedicated professionals, reporting to one of the organisation's three Directors, the Director of Development. You will be responsible for managing a high performing team, being a key member of the WDP organisational leadership group, and delivering winning tender bids and marketing plans that support the delivery of the WDP business strategy.
WDP has a track record and reputation for excellence and this has been recognised by the Sunday Times Best Companies to Work For, Investors in People, Investing in Volunteers, and most recently our commissioners, who gave us an 80% satisfaction rating. However, we know that we can do more so that more people benefit from our services and so that we continue to grow and thrive as an organisation. In that context, this role will be a key enabler delivering the WDP business strategy.
To learn more about WDP, please feel free to visit our website and also view a recent short movie about our services, available here.
Yours sincerely,
John Murnane, WDP Director of Development
An introduction to Westminster Drug Project (WDP)
WDP is a vibrant and innovative charity committed to helping individuals, families and communities affected by drug and alcohol use. We support people to achieve sustainable recovery and to fully reintegrate back into their communities. We have 23years’ experience of working with people in a wide range of circumstances.
WDP started off as a small community service in Westminster – hence the name. Today we have 22 services across London and the south-east of England. We deliver services on behalf of local authorities, commissioned by the Drug & Alcohol Action Teams (DAATs). Most of our income is statutory and earned from delivering services to people affected by drug and alcohol problems in local communities. We have a strong track record of growth and in the last five years we have grown organically by circa 11% per year.
We work closely with partners in the statutory, voluntary and private sectors to give people the support they need to recover. Our service users often need to use a range of services spanning health and housing, to benefits and employment. By working together we can overcome the hurdles and offer joined-up solutions. We work closely with the police, court, prison and probation services to ensure that those in the criminal justice system get the care they need too.
WDP’s prime objective, mission, vision and values
Prime objective
By 2015, to be known as the most effective drugs and alcohol service providerin London and the South East, as judged by ourservice users, funders and workforce.
Vision
To be the best provider of help for those affected by addictions, improving their quality of life and making society safer.
Mission
Changing lives by freeing people from addictions.
Values
We believe that:
Everybody has the capacity to make a positive contribution to society, build productive lives and enjoy the dignity of independence.
In delivering our services we will:
Celebrate and draw strength from the diversity of our service users and staff, treating everybody fairly and with respect.
Our way of working is to:
Invest trust in people, support them for as long as they need and help them gain and enjoy independence.
As an organisation we believe that:
- Leadership is a privilege and we will equip our leaders with the skills needed to extract the best from their teams.
- We have a responsibility to improve our own understanding of our profession and will encourage and support people’s learning and development.
- By working in partnership with others who share our vision, and by encouraging enterprise, we will seek out new ways of working to give more help to service users.
Above all we want to:
Be effective and demonstrate that we are helping to improve people’s lives.
What we do
WDP provides a wide range of services spanning people’s recovery journeys: from custody suites through to aftercare. Our employees and volunteers engage with people to help them acknowledge where they are and support them to get where they need to be.
To summarise, WDP provides the following range of recovery-focused drug treatment services across various areas:
- Residential detox
- Residential rehab
- Open Access
- Criminal Justice services
- Day programmes
- Families and children
- Alcohol specialist services
- Outreach
- GP Shared Care
- Aftercare
- Peer advocates
Looking to the future
Over the next five years we expect that commissioner and service user requirements will continue to evolve and that demand for drug and alcohol services will remain high. We anticipate there will be many opportunities to develop services, primarily commissioned via DAATs, and we shall be diversifying our income sources by seeking funding from grant-making bodies, corporate social responsibility support, and also private sector income.
Our future success will be achieved by offering quality, evidence-based recovery-focused service provision together with value for money. Our significant progress over recent years in developing our capability in terms of service provision and infrastructure leaves us well equipped to tackle future opportunities and challenges with confidence. We shall continue to further develop our current range of services and also develop new services that support our Mission and Vision.
Business Development Manager(Salary as advertised)
Holborn, Central London / 35 hours per week / Permanent
Main purpose of the role
An experienced business development professional, the ideal candidate will work closely with the Director of Development and will be responsible for the end-to-end management of the tendering process, market and competitive research, partnership strategy, marketing plans, supporting service model development and supporting the delivery of the WDP business strategy.
The post holder will have responsibility for managing and motivating a small but high performing business development team, comprising of a Bid Manager and a Bids Coordinator, though the team size may increase over time as we bring in temporary resources for specific projects. The post holder will also need to successfully network with stakeholders internally and externally, ensuring strong relationships with Operations, HR, and Finance teams; partner organisations; and commissioning bodies.
The post requires both strategic and hands-on skills and the nature of the work will be quite varied. The ideal candidate will have experience in a similar role in the private or third sector, will be inspired by WDP's vision, will be passionate about success, and will have strong business acumen.
The role will be based in Holborn, central London but the post holder will be expected to travel to services and external meetings prospective across Greater London and the South East.
Reporting and working relationships
Reporting relationships:
The post holder will be operationally responsible to the Director of Development, and will work very closely with Operations and Service Managers and other colleagues as needed. They will provide supervision to two direct reports /
Working relationships: The role holder will have a broad range of relationships with both internal and external stakeholders. In addition to managing a small but high-performing team, the business development manager will need to cultivate strong working relationships with service managers, operations managers, finance, HR and other central support services. In addition, the business development manager will be the key point of contact for the organsiation with commissioners and third parties for tenders and other development opportunities. /
Role-specific responsibilities
3.1 / Manage the tender process end-to-end, producing and contributing to the submission of high quality tenders and grant applications. To develop innovative service models that reflect WDP’s excellent service delivery standards.
3.2 / Work with the Director of Development and the Strategy Manager to undertake research and gather market intelligence to identify business opportunities, new funding streams and to inform WDP’s strategy.
3.3 / Work with the Director of Development and the Service Development Manager to identify opportunities to broaden the WDP service range and to market our service range to commissioners.
3.4 / Maintain market and competitor information, ensuring that WDP has a broad and deep range of analysis to call on.
3.5 / Liaise closely with WDP Directors and Operational Managers as appropriate to ensure all tasks and negotiations are undertaken in line with WDP’s strategy, policies and operational priorities (e.g. pricing, and service delivery etc.).
3.6 / Create and hold a single view of upcoming opportunities and manage the opportunity and risk assessment aspect of new prospects. Share this forward-looking view with the organisation, particularly the Operations department, so that resourcing outside the Development department is adequate.
3.7 / Manage the business development function within budget and ensure adequate resourcing for likely work. Build relationships with temporary contractors so that the department can be scaled when necessary.
3.8 / To lead, manage, supervise and support the members of the Business Development team to maximise effectiveness and impact on the delivery of team and organisational objectives.
3.9 / Build partnerships and alliances with other agencies, statutory and private sector organisations, employers etc. which support the provision of service models attractive to the commissioners and other potential sources of funding
3.10 / Represent the organisation externally to raise WDP’s profile as a professional, quality focused organisation that commissioners are excited to work with.
3.11 / Support and work collaboratively with a wide variety of colleagues at all levels to ensure highly satisfactory working relationships and outcomes for the organisation.
3.12 / Ensure excellent channels of communication are maintained with all appropriate WDP personnel, external professionals, partner agencies, etc.
3.13 / Ensure adherence to all WDP policies and procedures including those relating to Health and Safety, Equal Opportunities, risk, quality and national, industry and organisational standards.
3.14 / Show excellent team working and a willingness to work flexibly to undertake any task or responsibility that may be appropriate or required.
3.15 / To develop own competency and that of the organisation by taking opportunities to learn new skills, build expertise and knowledge about social care commissioning and sources of finance, and to spread new knowledge through the organisation to those who will benefit from it.
3.16 / Ensure that all aspects of the service models within our tenders and grants are representative of service users’ views and that there are sufficient feedback mechanisms in place.
Organisational responsibilities
3.17 / Promoting and understanding the values, vision and mission statement of WDP. To understand what it means to you in your role, to your team and to service delivery.
3.19 / WDP expects all its employees to observe professional integrity in relationships with service users, peers and other relevant professionals.
3.21 / Treating all information acquired through the course of your employment as confidential and complying with all the appropriate policies, systems and procedures.
3.22 / WDP is committed to the delivery of best value to its service users and those funding our services. Embedded at the core of this is our performance management process. You will be an active participant in probationary reviews, appraisals, team meetings, best practice and other forums across the organisation.
3.23 / You will be expected to take part in regular one to one meetings with your line manager and with your direct reports, to reflect on learning, boundaries and behaviours personal interactions with service users, peers and partner agencies.
3.24 / With its culture of learning WDP expects all its employees to seek learning opportunities by attending learning & training events either externally or internally to improve and broaden their knowledge and skills and develop the personal qualities required in their professional lives.
3.25 / As the needs of the organisation and its service users evolve so too does your role and you will be expected to lead, support and embrace change.
WDP’s commitment to you
WDP works within the following framework and requires all employees to do the same.
4.1 / Equal Opportunities
WDP is committed to promoting anti-discriminatory practices within society, its organisation and in the promotion of its services to the community. WDP expects all employees to understand, comply with and to promote its policies in their work and to challenge prejudice and discrimination and where necessary to undertake any appropriate training.
4.2 / Recovery
WDP is recovery-focused organisation which recognises that people are in recovery when we say they are and it is our role to help them on that journey.
4.3 / Career Development and Progression
At WDP we actively encourage career progression from the talent we have from within and we strive to provide not only promotional progression but to develop a specialist and lead responsibility roles with teams and other services within WDP.
4.4 / Safeguarding
WDP is committed to ensuring the safeguarding and wellbeing of children and vulnerable adults.
Your commitment to WDP
5.1 / WDP Vision, Mission and Values
Promoting and understanding the values, vision and mission statement of WDP. To understand what it means to you in your respective role, to your team and to service delivery.
5.2 / Vulnerable children and adults
Demonstrating an understanding of and commitment to best safeguarding practice. Taking immediate and appropriate action as required.
5.3 / Boundaries and behaviours
Observing professional integrity in relationships with service users, peers and other relevant professionals.
5.4 / Health & Safety
Being responsible for your health and safety and that of colleagues and service users. Employees should co-operate with management and follow established systems of work, use protective equipment where necessary and report defects and hazards to management.
5.5 / Confidentiality
Treating all information acquired through the course of your employment as confidential and complying with all the appropriate policies, systems and procedures.
5.6 / Information Governance
Applying information governance processes to ensure all necessary safeguards are in place regarding personal information – and its appropriate use – about our service users, workforce and members of the public.
5.7 / Continuous Professional and Personal Development
Working within a learning organisation, seeking learning opportunities either by attending learning and training events either externally or internally to improve and broaden their knowledge and skills and develop the personal qualities required in their professional lives.
The above is an outline of the post holder’s duties and responsibilities. It is not intended as an exhaustive list and may change from time to time in order to meet the changing needs of WDP.
Person specification
Essential and desirable requirements (E & D) for the role and assessing and testing the necessary level of competence required for this role either via the application form (A); interview (I); and/or exercises (E).
Please note - Applicants are asked to evidence their ability to meet each aspect of the person specification below, e.g. by highlighting relevant key achievements and duties held within roles. / E/D / Measured by
1. / Education, knowledge and experience
1.1 / Experience of leading and managing a team of professional staff. / E / A & I
1.2 / Experience in a business development or marketing capacity. / E / A & I
1.3 / Experience of statutory sector contracting, commissioning and fundraising. / D / A & I
1.4 / Experience of the substance misuse and social care field, especially operational management / service delivery. / D / A
1.5 / Demonstrable experience of coordinating and writing successful grant (desirable) and tender (essential) submissions. / D/E / A & I
1.6 / High level interpersonal and presentation skills. / E / A
1.7 / High competence in MS Word, Excel, Outlook and PowerPoint. / E / A & I
1.8 / High level planning, project management and coordination skills. / E / A & I
1.9 / Ability to produce and interpret budgets, build budgets and create detailed business cases. / E / A & I
1.10 / Ability to produce complex documentation to a high standard of accuracy and professionalism. / E / A
1.11 / Ability to work flexibly, under pressure and to short deadlines. / E / A
1.12 / Ability to work collaboratively with colleagues employing high level team working and liaison skills. / E / A & I
1.13 / Confidence to negotiate effectively at service commissioner, senior manager and Board level. / E / A
1.14 / An appreciation of the complexities of meeting the diverse needs of a range of stakeholders. / E / A & I
1.15 / A commitment to anti-discriminatory practices and to the aims and ethos of WDP. / E / A & E
2. / Working within WDP’s framework of commitments to employees
2.1 / A commitment to engaging with, understanding and promoting WDP’s values, vision and mission. / E / A
2.2 / An understanding of and commitment to safeguarding best practice. / E / A/I
2.3 / An understanding of the importance of professional integrity in relationships with service users, peers and other relevant professionals. / E / A/I
2.4 / A responsibility for your own health, safety and wellbeing as well as those around you (e.g. colleagues and service users). / E / A/I
2.5 / An understanding of and commitment to treating all information acquired through the course of your employment as confidential. / E / A/I
2.6 / An understanding of information governance processes and a commitment to follow and apply all necessary safeguards. / E / A/I
2.7 / A commitment to seek learning opportunities to improve and broaden your own professional knowledge and skills and to contribute to and where relevant oversee the learning of others. / E / A/I
Authors
Version number / Date / Initials / Initials / Year
1.0 / 4 July / 2013
Business Development Manager