appointment of chief operating officer national church ... · introduction to the church the church...

The National Church Institutions | Appointment of COO

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Appointment of Chief Operating Officer National Church Institutions 2020


CONTENTS 1. Welcome by Gareth Mostyn (CEO Designate, Church Commissioners)

2. Introduction to the Church of England

3. The role

4. The person

5. Terms of appointment

6. How to apply


WELCOME BY GARETH MOSTYN I’m delighted that you’re interested in finding out more about the rewarding role of Chief Operating Officer for the National Church Institutions.

Below you can read more about the broad strategic, cultural and operational remit that you would have. Here the leadership opportunities and challenges will come in different shapes and sizes each day, as you work to support the Church of England’s ambitious mission.

You will have the chance to help make a real difference to society through directly

supporting the Church’s varied work programme, whilst leading our dedicated people who deliver day to day services for the Church. You will be accountable and highly visible at the most senior levels, both internally and externally.

So, if you have a strong empathy for the Church of England’s mission, and you want to apply your passion and abilities within the Church’s institutions, then this may be the role for you. In return for bringing us your leadership and relational skills, alongside your strong track record in delivering excellent corporate services, we can offer you a unique opportunity working as a member of a supportive group of senior peers and trustees.

This role is a vital one in supporting and underpinning the Church of the future. It will be stretching, fascinating and fulfilling, and I would love to hear from you if you would relish the opportunity to join us in our work.

Gareth Mostyn

INTRODUCTION TO THE CHURCH THE CHURCH OF ENGLAND – A CHRISTIAN PRESENCE IN EVERY COMMUNITY

The roots of The Church of England go back to the time of the Roman Empire when a Christian Church came into

existence in what was then the Roman province of Britain. Today, The Church of England plays a vital role in the life of

the nation, proclaiming the Christian gospel in words and actions and providing services of Christian worship and praise.

About 60% of the population in England describe themselves as Christian, with around 1m attending Church of England

services each week.

The Church’s network of parishes covers the country, bringing a vital Christian dimension to the nation as well as

strengthening community life in numerous urban, suburban and rural settings. Its cathedrals are centres of spirituality

and service, and its network of chaplaincies across continental Europe meet important local needs.

The Church of England plays a leading role in charitable giving and volunteer work; it supports almost 16,000 churches

and 42 mainland cathedrals (including three World Heritage sites); and it has a long history of involvement in education

through around 4,500 Church of England primary schools and over 200 Church of England secondary schools across the

country.

The Church of England also plays an active role in national life with its members involved in a wide range of public

bodies. Twenty-six bishops are members of the House of Lords and are engaged in debates about legislation and

national and international affairs.


THE NATIONAL CHURCH INSTITUTIONS

The National Institutions of the Church of England (or National Church Institutions, NCIs) provide various forms of national level support for the work of the Church, which is carried out in its dioceses, parishes, missions, schools and chaplaincies.

The NCIs provide expertise, advice, guidance and services to the whole Church, supporting Church leaders in their

national roles and enabling the work of the dioceses. They are also stewards of the Church’s historic endowment,

ensuring that these funds are used wisely to contribute to the mission and ministry of the Church. A high priority for the

NCIs is supporting the work of the wider Church through delivery of a programme of change – “Renewal and Reform” –

which is intended to support growth through a range of initiatives. The NCIs together have recently embarked on

refreshed work focused on culture, encompassing leadership, engagement of our people, and Belonging and Inclusion,

together with a project to redesign our workplaces to encourage collaboration.

The seven NCI organisations are:

• The Archbishops' Council

• Bishopthorpe Palace (Office of the Archbishop of York)

• The Church Commissioners

• The Church of England Shared Services

• The Church of England Pensions Board

• Lambeth Palace (Office of the Archbishop of Canterbury)

• National Society for Promoting Religious Education

More information about the institutions can be found here, via the Church of England website.

https://www.churchofengland.org/about/leadership-and-governance/national-church-institutions


THE ROLE CONTEXT OF THE ROLE

Gareth Mostyn was appointed Chief Finance & Operations Officer for the National Church Institutions at the start of 2018, a newly expanded role incorporating the finance function (previously led by a CFO) and also some of the other shared services that were brought together in order to improve the clarity of leadership, co-ordination, service levels and staff engagement.

Key drivers for this new role were to deliver greater operational effectiveness of support functions and improve oversight of pan-NCI projects, both for work done internally within the National Church Institutions and externally for dioceses and the wider Church.

Following the appointment of Gareth Mostyn as the next Chief Executive of the Church Commissioners, there is a need to recruit a successor for his current role. The strategy of bringing together oversight of various shared services has proved successful and so in recruiting a new person the NCIs are looking to build on the progress

of the past two years, as well as to bring new thinking to the organisation.

The NCIs are now seeking to appoint a new Chief Operating Officer (COO) for Shared Services to oversee many of the core support functions, enhancing customer service and improving effectiveness and efficiency through improvements to the operating model, and well-planned investment in systems and processes.

THE COO

This is an opportunity to play a leading role across a variety of functions in the Church of

England which, for a dynamic and inspiring leader, offers the chance to make their mark

on a core part of the UK’s societal fabric.

The COO has a leading role across the shared services functions to ensure the effective, efficient delivery of support

services to the NCIs, and, where appropriate, to dioceses and the wider Church. This role will need to navigate the

complexity of working across the national Church with the governance bodies of the various national institutions and

engaging with wider Church customers and stakeholders. This role is fundamentally important in enabling the mission

and ministry of the Church of England.

The COO’s work is impactful to a broad range of stakeholders. The NCIs, whilst separate charitable organisations, work

together to support the church, and the Shared Services teams are at the core of their operations, providing support to

each of the NCIs. The service functions are therefore involved in a huge breadth of different projects and activities,

providing no end of opportunity and challenge.

The Church of England comprises many hundreds of organisations and the NCIs (including Shared Services)

provide national support based on the needs of these organisations. Most services are used on a voluntary basis

and not mandated across the Church, so a strong service ethic and belief in excellence is essential to get adoption

of solutions. The role holder also needs to be robust on not seeking to undertake work that is best done locally or

by groups of dioceses.

The COO will report to the Chief Executive of the Church Commissioners (Gareth Mostyn) and hold key strategic

relationships with the Chief Executives of the other NCIs, other NCI Directors, Trustee Boards, senior Church leaders

nationally and external advisors.

Reporting into this post are the departments of Finance, HR, Technology, Facilities and a Project Management

Office. Together the departments have over 100 staff, led by a team of senior directors.


MAIN RESPONSIBILITIES

SHARED SERVICE OPERATIONS

• Leading the shared services operations and their people to provide fit for purpose strategic and

operational services to customers who include the NCIs and the wider Church. Meet the operational needs

of the NCIs in respect of skilled and motivated people, finance and data.

• Ensure a passionate approach to customer service, with clear understanding of mutual (supplier &

customer) expectations and regular monitoring of and reporting against performance levels.

• Overall accountability for ensuring shared services meet agreed customer service commitments and are

correctly priced and offer value for money.

• Seek continuous improvement and encourage innovation to identify and implement opportunities for

change. Seek to drive and support improved levels of ‘corporate’ discipline, particularly in areas of

procurement, project management and quality assurance.

• Provide support and guidance to the senior governance bodies in the NCI, (The Archbishops’ Council, the

Church Commissioners and the Pensions Board) on all matters pertaining to support functions.

• Promote effective communication within the NCIs and between the NCIs and dioceses to help improve the

exchange of information and anticipate problems or opportunities early.

• Lead on pan-NCI projects bringing together the resources needed to deliver successful outcomes.

• Ensure a close dialogue exists between NCI shared services and diocesan leadership, such that the needs

of external customers are properly understood and provided for where appropriate.

• Manage shared services financial budgets, people plans and oversight of key projects, including systems

implementations such as the new People & Data system.

GENERAL

• Serve as a leadership role model of the NCI’s values and behaviour, being an agent for driving a service driven and learning culture and increasing levels of staff engagement.

• Lead on opportunities to promote and enhance a more collaborative, efficient and integrated working environment which promotes both the wellbeing and effectiveness of our people and our many visitors. Build partnerships with senior leaders across the NCIs and the wider church.

• Ensure that our people are well led and supported in their work through internal communication and performance management, and that they are motivated by understanding and identifying with the common purpose of the NCIs.

• As a member of the senior executive leadership team across NCIs, work in partnership with the Chief Officers and Trustees of the NCIs, to ensure that all the NCIs continue to deliver improved coherence and efficiency for the Church of England.

• Represent the Church of England in external forums and be an advocate on behalf of the Church.

The post holder needs to be comfortable with attending worship and observing prayer as a part of many meetings they

attend, though Christian faith is not an occupational requirement for the role.


PERSON SPECIFICATION

The successful candidate will be an experienced leader with a demonstrable track record of having delivered

successful service provision, ideally with a significant degree of change, in an organisation of significant scale

and/or complexity. They will be a dynamic, proactive person, capable of inspiring teams, working across

functions, and effectively navigating a complex stakeholder landscape.

The successful candidate will be naturally collaborative and will act as a role model for the NCI’s values of

respect, integrity and excellence. They will ideally bring all or most of the following:

KNOWLEDGE/EXPERIENCE

• Substantial experience operating at executive director or equivalent level, influencing boards and committees and contributing effectively to wider organisational issues. This could have been gained in the private, public or third sectors.

• Demonstrable ability to initiate action to resolve problems; overcome barriers; exploit opportunities.

• Demonstrable experience of working in a variety of environments, demonstrating both sound

judgement and independence of mind.

• Demonstrable experience leading multi-disciplinary teams at a senior level, ideally including experience of leading major projects and ideally including experience of leading significant projects and change.

• Previous responsibility for managing large budgets. Strong financial literacy.

• Experience in working with governance best practice and applying it in an operating context.


SKILLS/APTITUDES

• A track record of highly visible and impactful leadership. Exceptional leadership and management skills, with the ability to inspire, motivate and empower people within a complex and values-driven setting.

• Demonstrable track record of achievement in relevant corporate services fields and ability to think at a strategic level.

• Strong ambassadorial, representational, influencing and communication skills and ability to work with complex and diverse groups of stakeholders.

• An innovative approach which always strives for continuous improvement and better ways of serving stakeholders.

• A pragmatic approach to problem solving, which builds confidence in others in pressurised situations through a positive and confident demeanour and approach.

PERSONAL ATTRIBUTES

• Possession of a high level of self-awareness, personal integrity and credibility – the successful candidate will be a person who engages and commands the confidence and respect of others quickly.

• A strong personal commitment to the NCI “belonging and inclusion” agenda in both our employment and service delivery, with a caring and respectful attitude to our people.

• A positive approach which contributes, supports and leads as the situation requires, in order to maximise the effectiveness of the team’s work.

OTHER

• Demonstrating visible leadership by example, with an enthusiastic commitment to, and empathy for the mission and priorities of, the Church of England. An appreciation of the Church’s role nationally,

internationally, and in every local community at a challenging time politically and socially.


THE NATIONAL CHURCH INSTITUTIONS’ VALUES We in the National Church Institutions (NCIs) support the mission and ministries of the Church locally and throughout

England. We work together in our teams, with those who serve in Parishes, Dioceses, Schools and other ministries and

with our partners at a national and international level.

We have developed our NCI ‘people’ values which are below, and we work with these regardless of whether we are of

Christian faith, another faith or no faith.

Excellence: we take pride in doing

a good job

• Understand the needs and expectations of those we serve and support

• Take personal responsibility for solving problems and learn from what we do

• Support what works but be open to and welcome change where it’s needed

• Work with others to get the best result for those we serve and

support.

Respect: we treat everyone with

dignity

• Value people for who they are and embrace our differences

• Listen and learn from each other, regardless of who or what we are

• Set clear, realistic and fair expectations

• Recognise achievement and support each other.

Integrity: we are trustworthy • Do what we have said we will do

• Take accountability for what we do

• Be open and straightforward with ourselves and others

• Celebrate behaviours that support our values and challenge

those that don’t.

Our training, policies, procedures and practices are all intended to support behaviours in line with our values and we

expect all staff to uphold these.


BELONGING AND INCLUSION We understand the benefits of employing individuals from a range of backgrounds, with diverse cultures and talents. We

aim to create a workforce that:

• values difference in others and respects the dignity and worth of each individual;

• reflects the diversity of the nation that the Church of England exists to serve;

• fosters a climate of creativity, tolerance and diversity that will help all staff to develop to their full potential.

We at the NCIs are committed to being an equal opportunities employer and ensuring that all employees, job applicants, customers and other persons with whom we deal are treated fairly and are not subjected to discrimination. We want to ensure that we not only observe the relevant legislation but also do whatever is necessary to provide genuine equality of opportunity. We expect all employees to be treated and to treat others with respect. Our goal is that everyone in the NCIs feels they belong, are valued for who they are and what they contribute.

Leaders in the NCI are committed to this goal and have a role in enabling and supporting it. Our aim is to provide a working environment free from harassment or discrimination in any form which may affect the dignity of the individual. In 2019 we commenced a major piece of internal consultation on Belonging & Inclusion and

have an agreed strategy and action plan which is now rolling out.

Staff are expected to act at all times with due consideration for others and in a manner appropriate to their position as

employees of the Church and as professionals, whatever their job. The NCIs take Health and Safety at work very

seriously and require their staff to familiarise themselves with, and follow, their policy.


TERMS OF APPOINTMENT

Salary will reflect the seniority of the role and will depend on skills and experience.

The successful candidate will be automatically enrolled in the Church Administrators Pension Fund (CAPF, DC Section)

unless they choose to opt out. The National Church Institutions have an income protection insurance arrangement. To

be eligible for cover under this policy an employee must be a member of the CAPF DC section. Please note that

insurance cover is not necessarily automatic and that underwriting may be required by the schemes in some instances.

Cover will be subject to any terms and conditions laid down by the insurance company.

The post holder will need to be able to travel within England and attend meetings away from London and respond to key

events out of hours. You will need to be willing to work flexibly, as this is a job that requires the ability to respond to

events seven days a week.

Normal hours of work are 35 per week, Monday to Friday with an hour’s unpaid break for lunch.

30 days paid leave per year. This is exclusive of public holidays and additional holidays approved by your employer.

Staff are eligible to apply for an interest-free travel season ticket loan for their journey to and from work.

The post is offered on permanent contract, subject to a 6-month probationary period for external candidates.

We are open to receive applications from those who wish to work flexibly whilst being able to deliver the visible

leadership and impact required, undertake some domestic travel, and to be present in our London office as and when

required, and at least 4 days per week.

HOW TO APPLY Saxton Bampfylde Ltd is acting as an employment agency advisor to the Church of England on this appointment. Candidates should apply for this role through our website at www.saxbam.com/appointments, using code FAEZE2. Click on the ‘apply’ button and follow the instructions to upload a CV and cover letter and fill-out an equal opportunities monitoring form*. If you have difficulty applying please call 0207 227 0880 (during office hours) quoting reference FAEZE2. If you are unable to apply through the website, please call 0207 227 0880, during office hours, quoting reference FAEZE2. * The equal opportunities monitoring online form will not be shared with anyone involved in assessing your application. Please complete as part of the application process. GDPR personal data notice According to GDPR guidelines, we are only able to process your Sensitive Personal Data (racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership, genetic data, biometric data, health, sex life, or sexual orientation) with your express consent. You will be asked to complete a consent form when you apply and please do not include any Sensitive Personal Data within your CV (although this can be included in your covering letter if you wish to do so), remembering also not to include contact details for referees without their prior agreement.

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