Leader Policy & Research Manager vacancy

The Policy & Research Manager is responsible for a small team of analysts ranging from Principal to Analyst level and leads a work programme considering family income adequacy and economics.

Closing date: 13 August 2008

For written applications and questions about the role contact: Charmaine Thomson, ph 04 9781004, 021 803222, email Charmaine Thomson.

Download a copy of the Leader Policy & Research Manager position description (PDF, 176KB) or read the full description below.

Full position description

Title: Leader Policy & Research Manager

Group: Policy and Research

Location: Wellington

Terms of Employment: Individual Employment Agreement

Reports to: Group Manager, Policy and Research

Responsible for: Economics Policy and Research Team

Background and context

The Families Commission is a recently established organisation whose role is to act as an advocate for the interests of families. The Commission promotes the interests of the full range of families in New Zealand and promotes better understanding of family issues and needs amongst government agencies and in the wider community. It also promotes, purchases and disseminates research into family issues and contributes to policy development across the Government as a key stakeholder on family-related issues.

The Families Commission Act states that the Commission takes an inclusive approach to New Zealand families and concerns itself with the issues faced by all New Zealand families, as well as specific types of families. It does not, however, act as an advocate for individual families. The Commission is also charged to ensure that it encompasses the wide variety of family living arrangements in contemporary New Zealand.

The Commission is an autonomous Crown Entity. This ensures it has the necessary independence to carry out its functions effectively and is able to comment on government policies that impact on families. Effective advocacy relies on the Commission building and maintaining constructive relationships with the Government, individuals and agencies with expertise in and knowledge of family issues.

Roles of the Commission

The Commission’s roles under the Families Act 2003 are to:

Encourage and facilitate informed debate on matters relating to the interests of families
Increase public awareness and promote better understanding of matters relating to the interests of families, including the importance of stable family relationships, the importance of the parenting role, and the rights and responsibilities of parents
Encourage and facilitate the development and provision of policies designed to promote or serve the interests of families
Consider any matters relating to the interests of families that are referred to it by any Minister of the Crown
Stimulate and promote research into any matter relating to the interests of families, for example, by:
collecting and disseminating information or research about families
advising on research priorities or gaps
commissioning research on families
Consult with or refer matters to other official bodies or statutory agencies
Undertaking any incidental functions relating to its main function or any of its additional functions

While it is important that the Commission has a degree of independence from the Government, the Families Commission Act 2003 sets out guidance to the Commission in terms of both its scope and priorities, in the form of a set of matters to which the Commission must have regard.

Organisational Form

The Commission is an autonomous Crown entity in terms of the Crown Entities Act 2004 with a Board of Commissioners, headed by a fulltime Chief Commissioner, responsible to and appointed by the Minister for Social Development and Employment.

Purpose of these Positions

The Policy & Research Manager reports to the Group Manager Policy and Research, and is responsible for a small team of analysts ranging from Principal to Analyst level.

This Manager will be responsible for a work programme considering Family income adequacy and economics.

The Policy and Research Managers will significantly contribute to the strategic leadership of the Policy and Research group and will advise on, organise and manage the most effective ways to provide high quality and rigorous policy analysis and advice and/or research and evaluation, analysis and advice on the range of policy issues relevant to the work of the Commission.

These positions will require an emphasis on adaptability and flexibility and, in particular, appointees will be expected to be able think strategically and to work in an inter-disciplinary team. They will also need to be able to make the linkages between research and policy.

Working Relationships

Internal:

Group Manager, Policy and Research
Policy & Research Group
Chief Executive
GM Community Relations and Community Relations Group
Chief Commissioner/Deputy Chief Commissioner/Commissioners
Group Manager Corporate Support
Other staff of the Commission.

External:

Senior policy or research staff in Public/State sector organisations.
Senior policy or research staff in other national and international organisations
Policy or Research Centres in the tertiary sector
Iwi / Maori
Pacific Island peoples
Ethnic and cultural groups
The community, public and stakeholder groups
Non-government organisations

Key Accountabilities:

The Policy and Research Managers will support the Commission by:

Achieving the Policy and Research Priorities of the Commission
Maintaining an effective policy work programme that is consistent with the Board approved work programme.
Proactively identifying priorities for future policy work of the Commission.
Maintaining an effective research programme that is consistent with the Board approved work programme.
Proactively identifying priorities for future research work of the Commission.
Ensuring the delivery of the policy and research programmes, on time, within budget and to a high quality.
Providing timely advice to the Group Manager Policy and Research on aspects of the policy and research projects and programmes in the allocated portfolio areas.
Ensuring that information gained from “obtaining views” under S13 of the Act is utilised in the policy or research work of the Commission.
Establishing and developing effective relationships with internal and external stakeholders, particularly policy or research staff in other key organisations.
Reporting regularly to the Group Manager and /or Chief Executive on emerging trends, issues and risk management strategies.
Maintaining an overview of social and related policy and research both nationally and internationally.

Strategy and Planning

Contributing to the development of the Statement of Intent and other annual strategic planning or programming processes.
Developing strategies and other processes within the policy and research group to identify and establish policy and research project topics, priorities and programmes, including collaborative work with other groups.

Leadership and Management

Providing intellectual leadership on policy and research issues.
Leading and developing the team to deliver their work on time and to standard.
Providing mentoring, support and guidance to staff.
Implementing strategies to maintain and enhance team capability.

Board and Other Meetings

Assist with the coordination, collation and circulation of Board and other meeting papers to and from the Chief Commissioner, Deputy Chief Commissioner, Chief Executive and other Managers and staff.

Person specification

Ideal applicants will have:

Knowledge and Experience

Demonstrated ability in providing intellectual leadership and mentoring across complex policy or research issues.
Familiarity with public sector financial management.
Demonstrated a highly developed ability to organise and plan the accomplishment of activities, goals and objectives for major projects.
A comprehensive knowledge of social and economic policy.
Highly developed general analytical skills and a demonstrated commitment to developing and maintaining their own specialist skills and knowledge in their areas of expertise.
Understanding of a range of research and evaluation methods and approaches.
Demonstrated experience in making use of available information and research in policy analysis and development.
Demonstrated experience in research work in a social policy field and/or in managing complex policy projects.
Strong organisational, conceptual and writing skills
Demonstrated experience in managing a policy and/or research team
Demonstrated experience in a senior policy or research role
Demonstrated ability in producing high quality work, individually and as part of a cooperative team.
An ability to think strategically, taking short- and long-term considerations into account.
An ability to build and maintain positive and productive professional relationships and networks.
Sound problem-solving skills.
Sensitivity to and appreciation of Maori cultural perspectives in a manner that gives effect to Section 11 of the Families Commission Act 2003.
Sensitivity to and appreciation of the needs, values and beliefs of Pacific Islands peoples and other ethnic and cultural groups in a manner that gives effect to Section 11 of the Families Commission Act 2003.
A good level of computer and keyboard skills, including knowledge of Word, Office, Spreadsheets, PowerPoint etc.

Competencies:

The following generic competencies are relevant to this position:

Strategic Thinking Skills

Considers political and national/internal context in making decisions.
Demonstrates an ability to take long term (3-5 years) and short term consideration into account in work.
Demonstrates an awareness of impacts and implication of decisions on stakeholders.
Keeps up to date on strategic issues and trends that may affect or impact on the Commission.
Reviews own actions in terms of the broader strategic plan.
Demonstrates good political nous.

Team Leadership

Provides intellectual leadership to the team.
Conveys vision, and generates enthusiasm and commitment with the team.
Empowers team members and fosters co-operation.
Uses a range of persuading strategies in confronting issues and dealing with people.
Uses a range of leadership styles and skills depending upon the circumstances.
Confronts issues openly and directly.
Uses a range of persuading and motivational techniques.
Demonstrates the desired culture/style and leads change in the area.

Leadership

Contributes effectively to the leadership team.
Works constructively with peer group managers.
Clearly articulates the Commission vision to employees.
Models behaviours valued by the Commission.
Empowers employees to take responsibility for their work, make appropriate decisions and use their initiative.
Confronts issues and deals with them in a timely and appropriate way.
Makes an effort to put people at ease and establish a rapport.
Uses a range of persuading strategies to gain commitment and buy in for courses of action, views and recommendations.
Uses a directive style when needed.

Planning and Organising

Demonstrates ability to plan and manage a complex work programme across various fields.
Planning documentation is clear and understandable.
Ensures systems are in place to monitor performance of the project or programme.
Plans realistically and updates regularly.
Balances competing demands and separates the important from the urgent.
Manages own time by systematically establishing and reviewing priorities.
Sets well defined and realistic personal goals.
Meets deadlines.

Analytical Skills

Demonstrates the ability to clarify issues and focus on key points.
Ability to problem solve by thinking laterally and innovatively.
Is able to assimilate, interpret and summarise complex information.
Displays ability to research, compile, analyse and evaluate information

Relationship Skills

Ability to identify key internal/external relationships.
Accurately identifies the needs and expectations of external parties.
Actively fosters, builds and maintains positive and productive relationships and professional networks.
Relates well to a wide range of people.
Proactively shares information, ideas and experience.
Constructively provides alternative or opposing views without creating unnecessary hostility.
Responds to criticisms of the Commission in a constructive manner and presents the Commission in a positive light.

Communication Skills (General oral & written)

Expresses ideas clearly, concisely and accurately in individual and group situations, in both written and oral formats.
Demonstrates effective listening skills, including empathy and responsiveness.
Is open-minded, listens and shows consideration to other viewpoints.
Is open to constructive criticism.
Recognises individual and cultural differences and adjusts communication to the needs of the audience.
Employs a range of methods to ensure the message is understood.
Provides information in a timely and appropriate way.
Exhibits body language that adds to, rather than hinders, the communication.

Machinery of Government and social policy sector

Knows the structure and operations of Government.
Understands the role of Government and key Government Departments in the social policy sector.
Understands constitutional processes and practices.
Identifies issues that are likely to be sensitive for the Commission.
Understands the role of external stakeholders in relation to social policy and family issues.

Managing change

Creates an environment in which staff accept and take responsibility for change and continuous improvement.
Facilitates the implementation of change within the workplace.
Has a keen sense of changing organisational directions, identifying and keeping up to date on key policies, economic, political and social changes that affect the functional area.
Encourages staff to promote opportunities for different innovative approaches to addressing problems and opportunities.
Develops appropriate strategies, anticipating key factors and events to shape/manage the environment and to guide issues successfully.
Open to new ideas and ways of doing things.
Acts rapidly to new situations warranting attention and resolution.

Managing people

Sets clear and realistic performance objectives, expectations and standards.
Actively encourages the involvement of employees in the work of the team.
Wherever possible, allocates work so that employees are challenged and fulfilled and remain motivated.
Delegates but remains appropriately involved.
Encourages high performance and cross sharing of knowledge and skills.
Provides regular and constructive feedback.
Acknowledges and recognises productive effort and work of a high standard and quality.
Confronts and deals with poor performance issues through to a resolution.
Constructively resolves conflict between employees.
Personally puts time into coaching and mentoring employees.
On balance, is regarded by employees as fair and reasonable.

Managing finance

Contributes to the development of the annual business plan and budget.
Manages and monitors budget allocation within delegated or sub-delegated authorities.
Identifies and advises on any potential risk factors.

Managing workflow

Leads or contributes to planning the work programme for the functional area.
Identifies the staff and other resources needed to meet output demands.
Identifies risks and opportunities and develops contingency strategies.
Employs a systematic structured approach to work planning, management and monitoring.
Able to make things happen and expects the same of others.
Able to continually assess the effectiveness of the work group.
Is flexible, quick thinking and organised.
Thrives on managing a diverse work programme in a busy environment.

Maori Perspectives

Is sensitive to and appreciative of Maori cultural perspectives in a manner that gives effect to Section 11 of the Families Commission Act 2003.
Understands iwi issues and relationships with the Commission.
Has, or is willing to gain, knowledge of Te Reo me ona tikanga (the language and customs).
Represents the Commission in iwi forums or hui in a manner appropriate to the environment.

Cultural Understanding

Is sensitive to and appreciative of the needs, values and beliefs of Pacific Island peoples and other ethnic and cultural groups in a manner that gives effect to Section 11 of the Families Commission Act 2003.
Has, or is willing to gain knowledge of the different cultural and ethnic groups in New Zealand.
Represents the Commission in Pacific Island and other ethnic and cultural forums in a manner appropriate to the environment.

Negotiation

Confidently and clearly communicates the Commissions position.
Consistent and controlled under pressure.
Is able to generate creative responses to avoid or resolve a stalemate situation.
Maintains informal lines of communication with the other parties in negotiations.
Consults with Commission staff affected by negotiations.
Understands the process of negotiation.
Aims to achieve a win/win outcome and reach agreement without jeopardising future co-operation.
Written expression
Able to succinctly identify key issues, relating and comparing data from different sources.
Constructs logical arguments that analyse and reconcile areas of complexity or ambiguity.
Presents ideas in a logical sequence.
Breaks down explanations of complex processes, procedures, and situations into manageable pieces of information.
Provides transitions from one point to another and summarises main points.
Provides strong conclusions or recommendations that logically flow out of the body of the communication.
Able to produce a variety of written work that is thorough, objective and demonstrates clarity of thinking.

Qualifications

A relevant tertiary qualification is highly essential

Delegations

As issued

Health and Safety

It is the Commission’s policy to act positively in creating and maintaining a safe and healthy working environment and to comply with health and safety measures required by law. This includes providing necessary information, training and supervision for all Commission staff and employees.

General

Travel on official business within New Zealand may be required.

Approved

Signature:

Designation: Chief Executive

Date: :