Recruitment Information Pack –Guide for applicants

JOB TITLE – Monitoring & Compliance Manager

(15 month fixed term post with possibility of extension. 37hours per week on appointment, reducing to 24 hours per week from October 2017)

Ref: MCM/0417

Completed application forms must

be returned to the Charity Commission

no later than 2pm on Monday 22 May 2017

Contents

  1. Introduction - About the Charity Commission for Northern Ireland
  1. Job description
  1. Person specification
  1. Recruitment and selection process
  1. Completion of application form guidance
  1. Interview guidance
  1. Key terms and conditions
  1. General information
  1. Equality of opportunity

10. Vetting procedure

1. Introduction

Background to the organisation

The Charity Commission for Northern Ireland (“the Commission”) is a non departmental public body sponsored by the Department for Communities (DfC). The Commission was established under the Charities Act (Northern Ireland) 2008 and came into effect from 27 March 2009. The body became operational from 1 June 2009 with the appointment of seven part-time Charity Commissioners.

The Act introduced a new regulatory framework for the charitable sector in Northern Ireland. The previous framework did not provide for any form of local registration and only made limited provisions for enforcement generally. The main objective of the 2008 Act is to introduce an integrated system of registration and regulation (including control of charitable, philanthropic or benevolent fund-raising) as well as supervision and support of registered charities. The aim of these changes will be to provide a structure and process through which charities can demonstrate their contribution to society, the public can be assured regarding how charities are spending any donations and government can assist in the better governance of the charity sector.

The Commission is based at:

257 Lough Road

Lurgan

Craigavon

Northern Ireland

BT66 6NQ

Tel No:028 3832 0220

Web

Email

Charity Commission personnel

The Commission has a Board comprising of a Chief Commissioner, a Deputy Chief Commissioner and five Charity Commissioners, all on a part time basis.

Charity Commission structure

(as of May 2015)

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Charity Commission vision, purpose, themes and values

Vision:

‘A dynamic and well governed charities sector in which the public has confidence, underpinned by the Charity Commission for Northern Ireland’s effective delivery of its regulatory role.’

Purpose:

‘to register, regulate and report on the charity sector in

Northern Ireland.’

Our strategic themes for 2016 to 2019 are:

1developing compliance regarding the use of charitable resources

2progressing charity registration to enhance accountability

3demonstrating the public benefit arising from charitable giving and activities

4developingas a properly governed, transparent and independent decision making body.

Values:

‘Independent, Accountable, Proportionate, Impartial,

Transparent, Consistent, Respectful.’

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2. Job description

(15 month fixed term post with possibility of extension. 37hours per week on appointment, reducing to 24 hours per week from October 2017)

Job title: Monitoring and Compliance Manager

Grade: Staff Officer (Accountant)

Starting salary:£32,317 pro rata

Role Purpose:The key purpose of this role is to develop and manage a programme to monitor the finances and activities of the charity sector in Northern Ireland. The post holder will be responsible for ensuring information is provided, analysed and appropriate follow up steps undertaken. They will also identify trends and work with the charity sector to improve compliance.

Reports to: Head of Compliance and Enquiries

Staffing responsibilities: Monitoring and Compliance Officer (EOII)

The main activities and key areas of responsibility of the post are set out below.

  1. Analyse charity accounts and annual returns as well as assisting with the financial aspects of investigations to verify compliance with stated charitable purposes and reporting on unfit conduct
  1. Develop and manage the annual monitoring programme to include issuing of monitoring forms, workflow development and caseload management
  1. Develop and manage the compliance function to include providing compliance support to charities, preventive monitoring and follow up action which may include investigations and issuing of formal directions or orders to ensure good governance and to secure proper application of charitable assets
  1. Keep abreast of the latest accounting standards and best practice which have an impact on the Charity Commission, for example, SORP
  1. Provide technical input and guidance materials to improve compliance with accounting requirements and increase understanding of the monitoring process
  1. Working with professional advisers and intermediaries in the sector to develop and encourage compliance
  1. Participate in decision making for registration as required
  1. Ensure that the Register of Charities is kept up to date, accurate and accessible on the website
  1. Comply with Data Protection, Freedom of Information and CCNI requirements relating to documentation and record keeping
  1. Ability to work flexibly across teams and a range of areas
  1. Ability to manage own workload and work simultaneously on range of complex tasks
  1. Undertake other ad-hoc duties as may be reasonably required and requested by CCNI

3.Person specification

1.0Qualifications

Essential

Have successfully passed the final professional examinations and be a full, current member of one of the bodies detailed below:

(a) The Institute of Chartered Accountants in Ireland

(b) The Institute of Chartered Accountants in Scotland

(c) The Institute of Chartered Accountants in England and Wales

(d) The Chartered Institute of Management Accountants

(e) The Association of Chartered Certified Accountants

(f) The Chartered Institute of Public Finance and Accountancy

(g) The Institute of Certified Public Accountants in Ireland

Applications will also be considered from applicants with relevant formal qualifications considered by the selection panel to be of equivalent or higher standard to those stated.

2.0Experience

Essential

2.1Have at least a total of 1 year’s experience, gained within the last 5 years (from the closing date for applications), in any one of, or combination of, the following categories – full details including specific dates must be provided:

(a) Financial Management / Management Accounting

(b) Financial Accounting /Auditing

(c) Development of Annual Monitoring Programmes

2.2Experience of the development & management of a programme of financial work

2.3Experience of managing a team to include recruitment, training, coaching, performance management, development and appraisal.

2.4Experience of analysing information to make decisions

2.5Experience of developing good governance practice

Desirable

2.6Experience of charity accounts/charity governance

2.7Experience of risk assessment frameworks

2.8Experience of forensic accounting

2.9Experience of working in a regulatory framework

2.10Experience of investigatory practice

3.0Knowledge, skills & abilities

Essential

3.1 Ability to manage a diverse and complex workload

3.2 Ability to collaborate with key stakeholders / develop effective working relationships with a range of stakeholders

3.3 High degree of computer literacy

3.4 Ability to establish systems and processes

3.5 Ability to analyse complex information to support and influence decision making

3.6 Ability to maintain an effective awareness of compliance and monitoring issues

3.7 Ability to deal with difficult people

3.8 Knowledge of charity governance requirements

Desirable

3.9 Knowledge of charity law

3.10Knowledge of Company and Trustee legislation

4.0Circumstances

Only those applicants who clearly demonstrate relevant achievement, experience, knowledge and understanding of the essential criteria will go forward to the next stage of the recruitment and selection process.

The desirable criteria may be used for short listing if required.

CCNI reserves the right to apply enhanced short listing criteria.

Corecompetences

  1. Seeing the bigger picture
  2. Be alert to emerging issues, legislation and trends which might impact or benefit own and team’s work.
  3. Understand own business area policies/procedures and how this contributes to Commission strategy and priorities.
  4. Contribute to the development of policies, plans and service provision to meet citizens’ diverse needs based on an up-to-date knowledge of needs, issues and relevant good practice.
  5. Ensure own business area/team activities are aligned to Commission activity, policy and priorities.
  6. Actively seek out and share experience to develop understanding and knowledge of own work and of team’s business area.
  7. Seek to understand how the services, activities and strategies work together in the business area to create value for the customer/end user.
  1. Changing and improving
  2. Find ways to improve systems, policy development and structures to deliver with more streamlined resources.
  3. Regularly review procedures or systems with teams to identify necessary improvements and simplify processes and decision making.
  4. Be prepared to take managed risks, ensuring these are planned and their impact assessed.
  5. Actively encourage ideas from a wide range of sources and stakeholders and use these to inform own thinking.
  6. Be willing to meet the challenges of difficult or complex changes, encouraging and supporting others to do the same.
  7. Prepare for and respond appropriately to the range of possible effects that change may have on role/team.
  1. Making effective decisions

3.1Make decisions when they are needed, even if they prove difficult or unpopular

3.2Identify a range of relevant and credible information sources and recognise the need to collect new data when necessary from internal and external sources.

3.3Recognise patterns and trends in a wide range of evidence/data that may affect policy and draw key conclusions.

3.4Explore different options outlining costs, benefits, risks and potential responses to each.

3.5Recognise scope of own authority for decision making and empower team members to make decisions.

3.6Invite challenge and, where appropriate, involve others in decision making to help build engagement and present robust recommendations.

  1. Leading and communicating
  2. Take opportunities to regularly communicate and interact with staff, helping to clarify goals and activities and the links between these and Commission policy and strategy.
  3. Recognise, respect and reward the contribution and achievements of others
  4. Communicate effectively orally and in writing in a succinct, engaging manner; know when to stand ground when needed.
  5. Communicate using appropriate styles, methods and timing, including digital channels, to maximise understanding and impact.

4.5 Promote the work of the Commission and play an active part in supporting the organisation’s values and culture.

4.6 Convey enthusiasm and energy about their work and encourage others to do the same.

  1. Collaborating and partnering

5.1Establish relationships with a range of stakeholders to support delivery of policy and business outcomes.

5.2Invest time to generate a common focus and genuine team spirit.

5.3Actively seek input from a diverse range of people.

5.4Readily share resources to support higher priority work, showing pragmatism and support for the shared goals of the organisation

5.5Deal with conflict in a prompt, calm and constructive manner.

5.6Encourage collaborative team working within own team and across the Commission.

  1. Building capacity for all
  2. Identify and address team or individual capability requirements and gaps to deliver current and future work.
  3. Develop team members, devoting time to coach, mentor and develop others.
  4. Value and respond to different personal needs in the team using these to develop others and promote inclusiveness.
  5. Proactively manage own career and identify own learning needs with line manager, plan and carry out workplace learning opportunities.
  6. Continually seek and act on feedback to evaluate and improve their own and team’s performance
  1. Deliver value for money
  2. Recommend actions to achieve value for money and efficiency and reduce fraud and error
  3. Cultivate and encourage an awareness of cost, using clear simple examples of benefits and how to measure outcomes.
  4. Work confidently with performance management and financial data to prepare forecasts and manage and monitor budget against agreed plans.
  5. Follow appropriate financial procedures to monitor contracts to ensure deliverables are achieved.
  6. Monitor the use of resources in line with organisational procedures and plans and hold team to account.
  1. Managing a quality service
  2. Make effective use of project management skills and techniques to deliver outcomes, including identifying risks and mitigating actions.
  3. Develop, implement, maintain and review systems and service standards to provide quality, efficiency and value for money
  4. Work with team to set priorities, goals, objectives and timescales.
  5. Establish mechanisms to seek out and respond to feedback from customers about policy and service provided.
  6. Promote a culture that tackles fraud and error, keeping others informed of outcomes.
  7. Develop proposals to improve the quality of service with involvement from a diverse range of staff, stakeholders or delivery partners
  1. Delivering at pace
  2. Successfully manage, support and stretch self and team to deliver agreed goals and objectives.
  3. Show a positive approach in keeping their own and the team’s efforts focused on the goals that really matter.
  4. Take responsibility for delivering expected outcomes on time and to standard, giving credit to terms and individuals as appropriate.
  5. Plan ahead but reassess workloads and priorities if situations change or people are facing conflicting demands
  6. Regularly monitor own and team’s work against policy, milestones or targets and act promptly to keep work on track and maintain performance.
  7. Coach and support others to set and achieve challenging goals for themselves.
  1. Achieving outcomes through delivery partners
  2. Consider, in consultation with experts, alternative ways of working with partners and contractors to identify more efficient outcomes, balancing cost, quality and turnaround times.
  3. Work with experts in engaging effectively and intelligently with delivery partners in order to define and/or improve policy and service delivery.
  4. Gather and use evidence to assess the costs, benefits and risks of a wide range of delivery options when making decisions.
  5. Identify and understand relevant legal and commercial terms, concepts, policies and processes (including project approvals and assurance procedures) to deliver agreed outcomes.

4. Recruitment and selection

To apply for the Monitoring and Compliance Manager role please forward a completed application form clearly demonstrating how you meet the requirements of the role to:

Finance & Admin Manager

Charity Commission for Northern Ireland

257 Lough Road

Lurgan

Craigavon

Northern Ireland

BT66 6NQ

OR by email to

Completed applications must be received at the above address or email address by 2pm Monday 22 May 2017.

The Commission will not accept incomplete application forms; application forms received after the closing deadline or reformatted application forms.

Applicants using Royal Mail should note that 1st class mail does not guarantee next day delivery. It is the responsibility of the applicant to ensure that sufficient postage has been paid to return the form to the Charity Commission.

The Commission will not accept any application where we are asked to pay any shortfall in postage.

5. Completion of application form guidance

THE FOLLOWING INFORMATION PROVIDES GUIDANCE ON COMPLETING YOUR APPLICATION.

PLEASE READ THIS INFORMATION CAREFULLY BEFORE SUBMITTING YOUR APPLICATION

The application form is designed to ensure that applicants provide the necessary information to determine how they meet the vacancy requirements and the short listing criteria.

You should ensure that ALL sections of the application form are completed.

You should ensure that you provide evidence of your experience in your application form, giving length of experience, examples and dates as required.

It is not sufficient to simply list your duties and responsibilities.

The space available on the application form is the same for all applicants and must not be altered; otherwise your application may be rejected.

We will not accept CVs, letters, or any other supplementary material in place of or in addition to completed application forms.

Applicants must complete the application form in either typescript font size 12, or legible, block capitals using black ink.

Applicants must not reformat application forms; otherwise your application may be rejected.

Information in support of your application will not be accepted after the closing date for receipt of applications.

Do not use acronyms, complex technical detail etc. Write for the reader who may not know your employer or your job.

Write down clearly your personal involvement in any experience you quote. Write “I” statements eg I planned meetings, I managed a budget, I prepared a presentation. It is how you actually carried out a piece of work that the panel will be interested in.

The examples you provide should be concise and relevant to the criteria. This is very important as the examples which you provide may be checked out at interview and you may need to be prepared to talk about these in detail if you are invited to interview. It is your uniquerole the panel are interested in, not that of your team or division.

The Commission will not make assumptions from the title of the applicant’s post or the nature of the organisation as to the skills and experience gained.

If you do not provide sufficient detail, including the appropriate dates needed to meet the criteria, the selection panel will reject your application.

ONLY the details provided by you in your application form (Section 4 Employment History, Section 5 Essential and Desirable Criteria and Section 6 Other Information) will be provided to the selection panel for the purpose of determining your eligibility for the post.

6. Interview guidance

If this is your first experience of a competence-based interview, bear in mind that it does not require you to:

  • talk through previous jobs or appointments from start to finish
  • provide generalised information as to your background and experience
  • provide information that is not specifically relevant to the competence the question is designed to test.

A competence-based interview does however require you to:

  • focus exclusively, in your responses, on your ability to fulfil the competences required for effective performance in the role
  • provide specific examples of your experience in relation to the required competence areas.

In preparation for the interview you may wish to think about having a clear structure for each of your examples, such as: