Contact: 
Olawale Abisa Number: 
020 7332 3978 
Fax: 
020 7332 3091 
Email: 
cru@cityoflondon.gov.uk  
 
Our reference: 
Your reference: Date: 
As postmark 
 
Dear Applicant, RE:  
Strategic Lead: Health & Care Services 
 
Thank you for expressing your interest in the above position.   Please find enclosed: 

 
Application form 
 
Application guidance notes  
 
Job description 
 
Person specification 
 
Equal Opportunities Policy 
 
Equal Opportunities monitoring form 
 
Data Protection Act consent form 
 
Advertisement 
 
London Councils terms & conditions 
 Should you require any further information, please contact the above number. 

The completed application form should be returned to me marked strictly private and confidential LC662 at: 



Fleet HRBU 


Corporate HR Unit City of London  
P O Box 270 Guildhall London, EC2P 2EJ 
 
The closing date for receipt of applications is 12noon on Monday 7 March 2016   
 
Interviews will be held **Week commencing Monday 14 March 2016** 
 
Please note: If you do not hear from us within 2 weeks after the closing date, then assume that you have not been shortlisted on this occasion. Yours sincerely Olawale Abisa Olawale Abisa Corporate HR Unit 

## Job Description Job Title: Strategic Lead: Health And Care Services Policy

 Responsible to: 
 
Corporate Director Policy & Public Affairs Direct Reports: 
3 Health and Care Policy Staff Key contacts: 
Chairman, Portfolio Holders, Leaders and Executive Committees of London Councils, London Councils staff, Senior members and officers in London Boroughs,  
 
Senior NHS and PHE Regional staff, senior members and 
officers in the GLA and Mayor's Office, Department of Health, National health and care related bodies in the public, private and voluntary sectors, Government advisers, National and London Media 

 Job Grade: 
 
 
CO-C Job Purpose: 
 
To lead London Councils' work in relation to the finance performance and procurement 
policy in line with London Councils' wider strategy, supporting the Corporate Director of Policy & Public Affairs, other policy colleagues on the Management Team of the Policy & Public Affairs Directorate and reporting to the Director of Finance Performance & Procurement.  
To build networks in the heart of the "policy" community of practitioners, 
Parliamentarians, civil servants, think tanks, academics journalists and others in order to make the case for London local government on those issues.  
To ensure excellence both individually and of the team that is significant, influential and changes the environment in which our members operate.  

## Principal Accountabilities

1. To represent London Councils, making the case for member authorities in health and 
care policy areas and the wider policy agenda, working closely with colleagues within London Councils and stakeholders across London to ensure that London local government's perspective is championed and influential in shaping local public services and national policy. 2. To facilitate both personally and through the management of others the provision of 
very high quality analysis, policy advice, research, lobbying, negotiation and facilitation on matters relating to health and care policy for London Councils. 
 
3. To be the principal and authoritative point of contact in London 
Councils for boroughs and other key stakeholders interested in London Borough health and care policies and developments, and to support boroughs with information and advice on such matters. 4. To develop and sustain expertise in relevant policy fields and to anticipate service 
and policy developments, facilitating London Councils' role as an influential leader in London public policy debate, especially with Government, Parliament and the GLA. 5. To be a highly trusted adviser to senior elected members for Ministerial and other 
strategic meetings and support members at such meetings. 6. To ensure that the leadership of London Councils is appropriately briefed and 
advised on current events and future prospects and is engaged appropriately in strategically important issues. 7. To create and sustain collaborative work with other agencies and sectors who may 
share objectives with London Councils and/or whom London Councils may wish to influence. 8. To commission work from advisers, think tanks and others who can assist with 
London Councils policy work in consultation with the Corporate Director. 9. To lead, motivate and develop staff reporting to this post. 10. To support the work of a range of London wide health and care related forums 
including Chief Executive's London Committee Health Steering Group, the London 
Health Chief Officers' Group, the London Health Board and other groups that may be established in the future time. 
11. Working with the Director of Communications to ensure the effective communication 
of relevant London Councils' health and care priorities. 
12. To encourage the development of service and employment policies and practices 
which reflect and value the diversity of London's communities and promote an 
inclusive society. 13. To carry out all tasks and allocated work within agreed timescales and budgets. 
 
14. London Councils is committed to, and champions, equality and diversity in all 
aspects of policy and employment.  All employees are expected to understand and promote equality and diversity within their work.  
 
15. To take care at all times to uphold health and safety at work for self and others.  To 
observe London Councils Health and Safety policy and related procedures at all times.   
 
16. To uphold the highest standards of ethical conduct in line with the expectations of a 
local government officer and to lead staff to adhere to such standards in order to uphold the reputation of London Councils and local government in London.   
 
17. To adhere to London Councils' policies, procedures, regulations and protocols. 
 

## Strategic Lead Health: And Care Services Policy Qualifications And Experience

 
Extensive policy experience in health or care related sectors; 
 
Substantial senior level experience of developing public policy; 
 
Demonstrated experience of creativity and impact in policy development; 
 
Experience of contributing to public policy development across at least one key policy area relevant to London local government; 
 
Experience of successfully undertaking policy projects where there has been 
responsibility for project outcomes; 
 
Experience of working in a political environment; 
 
Experience of leading, motivating and developing staff to deliver high quality, value for money services. 

## Knowledge

 
Knowledge of the operation adult and children's care and health sectors; 
 
Knowledge of local government, preferably the London local government family, its governmental structure and London Councils' role within it; 
 
Knowledge of government policy making on health and care. 

## Skills And Abilities

 
Highly developed oral and written communication skills, with evidence of success in preparing clear reports, consultations, briefings and other documents on policy issues; 
 
Demonstrable ability to anticipate and understand the strategic significance of key policy issues to London local government; 
 
Policy development and research skills to undertake policy studies and create viable policy innovation proposals built on this research work; 
 
Strong influencing & negotiating skills with evidence of success in lobbying and negotiating; 
 
Oral presentation skills - able to present information, including financial information clearly and concisely to a range of technical and non-technical audiences and so deliver tangible change to opinion;  
 
Ability to build networks of contacts and maintain effective relationships with civil servants, London local authorities, public, private and third sector partners and others in London government; 
 
Able to represent London Councils and contribute to consultations and negotiations on behalf of London Councils and London local government with a range of organisations; 
 
Able to prioritise, plan and manage projects, and demonstrate effective time management skills; 
 
Ability to work closely with communications experts to shape effective communications and media activity, and to ensure effective co-ordination of information to member authorities and increase policy influence. 

## Personal Characteristics

 
Strong orientation to achieve the best possible outcomes through working in collaboration, partnership and teams, with an aspiration to excellence; 
 
Personal and professional demeanour and credibility which commands the confidence of members, colleagues, partners and stakeholders; 
 
Highly developed political management skills, demonstrating political judgement and sensitivity; 
 
Strong commitment to probity, integrity and openness, treating people consistently, fairly and with respect; 
 
Resilient and tough under pressure; 
 
Personal commitment to the value of diversity and the promotion of equality of 
opportunity; 
 
Strong personal commitment to improving London as a place and its public services. 

## Political Restrictions

 
 
This is a politically restricted post, under Section 2 of the Local Government and Housing Act 1989. 

## Job Advert

 Want to help us shape London's Health and Care Economy? Strategic Lead: Health & Care Services Policy Starting salary: £73,440 per annum Job Reference: LC662 
London's health and care economy is at the brink of fundamental change. In December London Partners - the London boroughs, GLA, Public Health England and the Health service - concluded a deal with the Chancellor and CEO of the NHS to take forward "ground breaking plans for transforming health and care".  We are now beginning the work of developing this new approach to renewing care in London. London Councils sits at the centre of that challenge. This will not be easy; our tasks include a shift from acute to primary and community care, from intervention to prevention, from a care estate built for the industrial age to one fit for the 21st century. Working across professional boundaries is a growing part of the future to ensure that services are designed around people. Yet this is happening while in London the NHS and local government must save over £6 billion. London Councils is seeking an outstanding person with the skills to be effective both in many different professional settings and also in a highly political environment. The challenge will test all aspects of your abilities placing you in the crucible of public service reform in London. Your role will cover the full spectrum of local government duties on social care; it also requires deep understanding of the health economy, as well as the links between these areas and other parts of London government. In a time of rapid change you will need creativity in developing new policy that is technically sound and wins support across professions, institutions and London's political leaders. 

Imagination will be required to support our member authorities through a difficult environment. Talent in negotiation, collaborative working and persuasion will be essential to your success. You will be leading and developing a small team that consistently delivers on an equal footing with much larger partner organisations. You will be an ambassador for local government as we work with partners to create a new approach to health and care in London. Your skills in working across diverse groups will be essential in winning trust not only within London's professional and political community but also when influencing Whitehall, Parliament, the think tank world and the national media. This post is vacant following the promotion of the current post holder to a senior role within London local government. We are now seeking a person with the talent and ambition to replace her. You will need enthusiasm, innovative ideas and the ability to work flexibly in a dynamic, quickly changing environment.  You will have extensive strategy and negotiation skills, substantial senior stakeholder engagement experience and a track record of developing innovative solutions to new challenges. 

London Councils represents the 32 boroughs and the City of London. We aim to get the best deal for Londoners and to ensure that London's councils have the resources, freedoms and powers to do the best possible job for their residents and local businesses. 

Informal Conversation: To arrange a private informal conversation with Dick Sorabji Corporate Director Policy & Public Affairs at London Councils please ring: 020 7934 9910 
If you think you could be the one to join us an information pack and application form can be obtained via the following means:  (please ensure you quote the correct reference number when applying for the post). 

 
Email:  cru@cityoflondon.gov.uk 
 
Telephone: 020 7332 3978 (24hr answerphone)  
 
Website: http://www.londoncouncils.gov.uk/who-we-are/vacancies. The entire recruitment pack can be downloaded from the website A minicom service for the hearing impaired is available on 020 7332 3732 Closing date for applications:  
12 noon on Monday 7 March 2016 

## Interview Dates: Week Commencing Monday 14 March 2016

 
London Councils is committed to equality of opportunities. As users of the disability symbol, we guarantee to interview all disabled applicants who meet the minimum criteria for the post

## Guidance Notes For Applicants

 
Thank you for showing an interest in the vacancy we advertised.  Before you fill in your application, please read the following notes.  We hope you find them helpful.  
Please do not send us a CV (curriculum vitae or career summary), as we will not be able to consider it. The application form plays a crucial part in the selection process, both in deciding whether you will be shortlisted or not, and at the interview itself. It is vital that you complete this form as fully and accurately as possible, whether you are already working for the London Councils or not. The following advice is designed to help you, particularly if you do not have experience of filling in application forms. All information you write is confidential.  Write or type out the application form in black ink.  All applications are photocopied and other colours may not copy well. Read the advertisement, job description, person specification and any further details carefully. 

THE JOB DESCRIPTION and any other details tell you what tasks the successful person will have to do, and how the job fits in with other employees. 

THE PERSON SPECIFICATION is the most important document, which explains what we are looking for. It tells you what knowledge, experience and skills you need to do the job. We call these the 'criteria', which we use to make appointments. 

DISABLED PEOPLE- The Disability Discrimination Act defines "disability" as 'a physical or mental impairment which has a substantial and long-term effect on the person's ability to carry out normal day-to-day activities'. If you have an impairment, which prevents you from meeting any of the criteria, please tell us about this in your application.  Please tell us what we can do to help you meet the criteria. If you need information in a different format please contact the person in the covering letter.  If you are a disabled applicant and meet the minimum criteria for the job you will be offered an invitation to attend the interview. 

COMPLETING THE APPLICATION FORM Fill in all sections of the form - you do not have to fill up all the space given.  Make sure you are clear and read it through carefully to check for any mistakes.  Return to the address shown at the back of the application form. 

## Personal Details: Part A

Make sure that you complete this fully using block letters. 

## Referees: Part B

Make sure that you complete this fully using block letters.  All candidates - your employment record will be confirmed with your current or most recent employer, and similarly internal candidates must provide the name of a supervisor or manager most closely involved in your present work. School leavers will have a recommendation from their head of school, or head of an educational or training establishment, which will be appropriate for this section of the application form. People who have not been in paid employment for a long time should tick the appropriate box. 

## Education And Professional Qualifications: Part C

Make sure you give all the information needed, including dates. Make clear the level of your examinations e.g. GCSE, GCE'O' Level or 'A' Level etc. and the grades you obtained. Also include here any courses, qualifications and special skills training you have had which is relevant to this job application. 

## Employment: Part D & E

Write here the names and addresses of your present and past employers and the dates that they employed you along with brief details of your main duties. This section should include any part-time or temporary jobs as well as period of nonemployment, unpaid voluntary work and study. 

## Experience: Part F

This is the most important section.  It is a good idea to write down all your ideas in a draft on a separate sheet of paper, before completing this section of the application form.  You should state why you want to join London Councils in this post, and write why you are a good candidate.   Think carefully about why you are suitable for the post.  Relate your skills, knowledge and experience to the duties of the post as fully as possible.  It is recommended that you address each criteria in the person specification point by point, providing examples where possible.  Take into consideration any paid or unpaid work you have done in the past and any work you are doing now.  Do not forget to include any relevant voluntary or community work, leisure interests, and relevant non work experience, including skills acquired in running a home and/or organising a family if this has been a major part of your experience.  You may find it helpful to discuss the contents of this section with a friend.  You can continue on a separate sheet of paper if necessary. 

 
OTHER INFORMATION (relatives/other interests, criminal records and criminal convictions, work permit and residency, disabilities and declaration)  
 
All of these sections should be completed and the declaration form signed. 

EQUAL OPPORTUNITIES The London Councils actively supports ensuring that everyone who applies to work for us receives fair treatment.  We aim to reduce the possibility of unfair discrimination occurring. To help us achieve the aim we ask you to complete the monitoring form.  We understand that some applicants will be hesitant to provide the personal details requested, but please be assured that you will be helping us to help you receive fair treatment with your application when you complete this form. The equal monitoring section will be separated from your application form and will not be shown to the shortlisting panel to ensure that none of the information that you have provided is used in the selection decision.  The information that you provide will be treated as strictly confidential and only used to monitor the fairness of our recruitment and selection procedures. 

DATA PROTECTION ACT 1998 
 
For your application form to be accepted the sensitive personal data consent form has to be completed and submitted via email or post with your completed application form. 

## Equal Opportunities Policy Purpose Of Policy

To ensure that equality and diversity issues are positively and fully incorporated in all aspects of the London Councils' work.  To ensure that all employees demonstrate respect and fairness to their colleagues, the public with whom they come into contact, and the people of London for whose benefit they work.  To ensure that the organisation is able to recruit and retain the best staff and celebrate the benefits of diversity on an individual and group level. 

 
Guiding Principles The London Councils expects all employees to positively promote the letter and spirit of this policy in all aspects of their work and their dealings with people, both internally and externally.  It is expected that these principles will be integral to all the London Councils' work from inception to implementation. 

 
Content of policy/procedure 
 
The London Councils has made the following statement about its vision for the future: "The London Councils will make a positive difference to the lives and future of all Londoners. We will work with others to maintain London as a world-class city.  We will be the recognised voice in support of local government in London.  We will fight to maintain, and where possible increase, London's share of resources." 
In order to translate this vision into reality, the London Councils needs an equal opportunities policy that ensures that equality and diversity issues are positively and fully incorporated in all aspects of its work.  One of its key objectives is to be open and accountable, with a commitment to equality of opportunity in all that it does, and to reflect the cultural and ethnic diversity of London. 

## Policy Statement

The London Councils is committed to ensuring that all employees demonstrate respect and fairness to their colleagues, the public with whom they come into contact, and the people of London for whose benefit they work. It is committed to the elimination of institutional racism and other forms of institutional discrimination.    

## 

The London Councils will continually strive to challenge direct and indirect discrimination in its organisation, personnel practices and provision of services, and celebrates the benefits of diversity on an individual and group level. 

The London Councils has an equal opportunities policy that recognises that London is a diverse community, and values each person regardless of race, gender, disability, sexuality, religion, marital status, social background or age. 

The London Councils aims to: 
 

 
Ensure fair and equal recruitment to its jobs 
 
Ensure fair and equal treatment of its employees and customers 
 
Develop a culture and working environment free from discrimination and harassment 
 
Act promptly on any complaints of discrimination and harassment 
 
Provide a safe, secure and accessible working environment which values and respects individual's identities and cultures 
 
Develop a culture which allows the growth of networks for different groups of staff 
 
Have a workforce that reflects the diversity of london's population 
 
Encourage and help all staff to reach their full potential 
 
Monitor and review all policies and procedures from an equalities perspective. 
 These principles will guide and inform the development of all other employment policies, and the provision of the London Councils' services and work programmes. 

Implementation It is important that a commitment to Equal Opportunities underlies the structure of London Councils and the provision of its services.  The Management Team will play a key role in ensuring that the policy is implemented within the organisation and in its links with outside agencies and constituent authorities. The Management Team members will review and monitor practices within their spheres of responsibility. It is however the responsibility of all staff to carry out their duties in accordance with the Equal Opportunities Policy at all times. The Management Team will work together to develop plans for ongoing implementation, monitoring and review of the policy. Human Resources will specifically ensure that the operation of policies and procedures in practice are monitored and reviewed in the light of any concerns about potential discriminatory impact. 

## Guidance Notes - Disability Monitoring

We would like to know a number of details about the people who apply for jobs at the London Councils for monitoring purposes, this is to ensure that disabled people and people who are from ethnic minority backgrounds are employed at all levels throughout the London Councils. The London Councils actively supports ensuring that everyone who applies to work for us receives fair treatment.  We aim to reduce the possibility of unfair discrimination occurring. To help us achieve this aim we ask you to complete the equal opportunities monitoring form provided.  We understand that some applicants will be hesitant to provide the personal details requested, but please be assured that you will be helping us to ensure fair treatment is received regarding your application when you complete the equal opportunities monitoring form. The equal opportunities monitoring form will be detached from your application form and will not be shown to the shortlisting panel to ensure that none of the information that you have provided is used in the selection decision.  The information you provide in the equal opportunities monitoring form will be strictly confidential and only used to monitor the fairness of our recruitment and selection procedures. The person specification document lists the attributes needed to conduct the job effectively. If you have an impairment which prevents you from meeting any of the criteria please tell us about this in your application.  Please contact the person on the cover letter if you need help in order to fill out the application form or please indicate what we can do to help you meet the criteria.  If you meet all of the essential requirements of the job you will be offered an invitation to attend an interview. 

The Disability Discrimination Act (DDA) 1995 defines "disability" as "A physical or mental impairment which has a substantial and long-term effect on the person's ability to carry out normal day-to-day activities".  Long-term means the impairment must last for 12 months, or is likely to last for more than 12 months.  Included in this definition is where the following is adversely affected: 
 

 Mobility  Manual dexterity  Physical co-ordination  Severe facial disfigurement  Physical impairments e.g. asthma, epilepsy etc  Mental impairments such as memory and ability to concentrate, understand or learn  Progressive conditions such as cancer, HIV infection etc  Understanding of the risk of physical danger 
 
According to the Disability Rights Commission (DRC), "reasonable adjustments are changes made to working policies and practices and to the physical features of the premises, where they are substantially disadvantaging disabled people". 

 
There are many examples of reasonable adjustments, these include: 
 

 Making adjustments to the employee's place of work  Making adjustments to policies and practices  Making adjustments to the actual duties expected to be carried out by the employee 
 Flexible working hours  Providing training  Modifying manuals and learning instructions so they are understandable and 
accessible 
As everyone is different there are no strict and rigid rules regarding reasonable adjustments.  
If an adjustment is not adequately made for an employee under the DDA guidelines then an employment tribunal can be used to decide whether the adjustment was reasonable or not. Please provide details in the application form of any requirements that we need to be aware of and make provision for specifically because of a disability or impairment to assist you at an interview or in employment.  Please contact the person on the covering letter if you need a reasonable adjustment made so we can discuss and try to accommodate the requirements indicated.  If you need help in filling out the application form or need information in a different format please contact the person on the covering letter.  Please note, if you are a disabled applicant and meet all of the requirements of the job you will be offered an invitation to attend an interview. 

## Additional Information On Terms And Conditions

FLEXI-TIME SCHEME The London Councils' full-time employees are required to work 35 hours per week. Under the flexi-time scheme the day can be broken down as follows: Core hours (must be worked) 
 
10.00 to 12.00 

|            |     |     |     |     |                | 14.00 to 16.00    |
|------------|-----|-----|-----|-----|----------------|-------------------|
|            |     |     |     |     |                |                   |
| Flexi-time |     |     |     |     | 08.00 to 10.00 |                   |
|            |     |     |     |     |                | 12.00 to 14.00    |
|            |     |     |     |     |                | 16.00 to 19.00    |

 

HOLIDAY ENTITLEMENT Your entitlement will be determined by reference to your continuous local government service, on the following basis: 
0-4 years continuous service 
 
26 days 
5-9 years continuous service  
 
29 days 
10 year + continuous service 
 
30 days 

 Additional days are also granted to enable the London Councils to close down between 25 December and 1 January.  Full-time and part-time staff will be treated equally and all entitlements will be given on a pro rata basis. 

## Pay

 
Employees are paid on the 11th of each month unless the 11th falls on a Saturday or Sunday when employees are paid on the Friday before.  Where applicable, employees will receive an incremental increase on 1st April. 

 
PENSION SCHEME You will be enrolled into the Local Government pension scheme (LGPS) with effect from your first day of employment. We will contribute to the LGPS on your behalf, with our employer contribution to the scheme being determined at each triennial valuation of the pension fund by the funds appointed actuary. Employee contributions are tiered based on actual pensionable pay as set out in the table below (2014/15). 

| Annual Pensionable Pay    | Pension Contribution    |
|---------------------------|-------------------------|
| Up to £13,500             | 5.5%                    |
| £13,501 - £21,000         | 5.8%                    |
| £21,001 - £34,000         | 6.5%                    |
| £34,001 - £43,000         | 6.8%                    |
| £43,001 - £60,000         | 8.5%                    |
| £60,001 - £85,000         | 9.9%                    |
| £85,001 - £100,000        | 10.5%                   |
| £100,000 - £150,000       | 11.4%                   |
| More than £150,000        | 12.5%                   |

 NB - These bands are periodically reviewed. Your contributions will be deducted from the pensionable pay paid to you each pay period. You will receive tax relief on those contributions, and on any extra contributions you choose to make. London Councils is an 'admitted body' to the London Pensions Fund Authority, (http://www.lpfa.org.uk). 

PROBATION All employees are required to serve a six-month probation period before an appointment is confirmed. For employees on a fixed term contract of 6 months or less, the probation period will be to the end date of the fixed term contract.