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Gofal/ Time to Change Wales

Marketing and Communications Manager

Dear Applicant,

Are you an innovative and creative marketing and communications professional? Would you like to join an organisation which is at the forefront of ensuring that the voices of people with mental health problems are listened to across Wales and beyond? Do you want to be part of creating a brand which lives its values and vision?

If that description sounds like you – we would like to hear from you. We are looking for a unique individual to join our Senior Operational Team as Marketing and Communications Manager on a fixed term basis for six months at a very exciting time in the history of the organisation.

Within this role, your time will be split equally between Gofal and Time to Change Wales.

Reporting to the Director of Business Development, you will advise the Senior Management Team in the development of Marketing and Communications Strategy for Gofal and Gofal Enterprises Ltd. Working directly to the Time to Change Wales Programme Manager you will also lead on the Time to Change Wales Social Marketing Role, working with colleagues from other leading Mental Health organisations across Wales. This is an exciting opportunity, which will appeal to a creative professional with a passion for creating a brand which tells the world what we aspire to.

If you are interested, please apply. We want to meet you.

To help you decide whether this role is for you, in this pack you’ll find:

Information on Gofal and Time to Change Wales Role expectations, competency framework and person specification Application form Equal opportunities monitoring form

Please send us your application form by 9.00 am on Monday 11th April 2016. We won’t be able to consider late applications, so please make sure your application is with us by that time. Shortlisted candidates will be invited to interview on Friday 22nd April 2016.

We look forward to hearing from you,

Ewan HiltonChief Executive

Marketing and Communications Manager of 31March 2016

Gofal – what do we stand for?

Our visionGood mental health and wellbeing for all

We work with People living with serious and enduring mental illness who face the most significant

challenges in achieving and maintaining independent lives within communities People experiencing mild to moderate mental health problems that impact on their

ability to achieve and maintain healthy fulfilled lives within communities The public, employers, groups other charities and the media to improve mental health

awareness and promote whole population mental health and wellbeing Politicians, Government officials and health and social care professionals to inform and

improve legislation, policy and practice

Our missionTo have a positive and lasting impact in all that we do

Working together to provide services that we can be proud of Ensuring that the voice of people using our services has a real and meaningful influence

on our work Demonstrating outstanding practice in relation to staff mental health and wellbeing,

learning and development Challenging the way we all think about, talk about and respond to mental health and

wellbeing in all areas of our lives Using our profile, influence and voice to improve legislation, policy and practice Increasing the range and reach of our services through collaboration and targeted and

sustainable business growth Spending our money where it will have the maximum impact

Our aspirations We aspire to:

Work with integrity and dignity Inspire and support people to exceed their expectations Develop a culture that is embracing and respectful of difference Communicate honestly and openly Be an organisation that is ambitious, creative and determined Create environments that are collaborative, supportive and empowering Be respected for our knowledge and expertise

Gofal – what do we do?Marketing and Communications Manager of 31March 2016

Why do we exist?One in four people will experience a mental health problem in any one year. With a UK population of sixty-four million that means sixteen million people in the UK this year, with one hundred and sixty thousand of those in Wales. Figures suggest that this is likely to rise by a further two million by 2030.

Gofal does not exist simply because these problems exist. We exist because we believe that we can be part of the solution. We know that with the right support and treatment people living with mental health problems can and do lead happy and fulfilled lives.

Where are we today?Today we support almost three thousand people a year; our recovery model provides a strong evidence based framework to operate within and we are able to clearly evidence the positive difference our services make to people’s lives. Our regular consultation exercises mean that we know exactly what matters to people who use our services and this drives everything we do.

We work in thirteen local authority and five Health Board areas. We have a group turnover of £6.3 million, employ over 250 people, and continue to develop and grow. We also operate an ambitious and growing trading subsidiary. Gofal Enterprises Ltd for the purpose of

Generating independent income to support Gofal’s charitable activities Providing volunteer, training and employment opportunities for people who use our

services

We firmly believe that we will achieve more by working with others. We have worked hard to develop strong and constructive relationships locally, regionally and nationally. We work closely with statutory, third and private sector colleagues in pursuit of Gofal’s vision.

We are able to recruit and retain a highly skilled, committed and respected workforce. We are Investors in People accredited and a Times Top 100 employer. In our regular Wellbeing Survey, staff report that mental health, wellbeing and recognition are getting stronger year on year.

We have a high level of political influence with evidence of this in legislation and cross government strategy. Our annual Primary Care and Mental Health research is viewed as an important piece of qualitative performance information by Health Boards; and our work developing mental health toolkits with the Wales TUC has recently moved into England.

Our most recent strategy planning event brought Non Executive and Executive teams from Gofal, Esgyn and GEL together to develop ambitious strategies for the future. These strategies continue to focus on sustainable growth, strengthening our financial position in the back drop of challenging economic environments.

Through innovation and a ‘ can do’ approach we have continued to enhance our reputation as the provider of choice helping us to retain existing business, grow new business and support more people.

Where are our challenges and opportunities?


The prevalence of mental health problems and demand on mental health services in the UK is increasing year on year.

With an estimated cost to the UK of £112 billion and £7.2 billion in Wales a strong economic case has been made for investing in early intervention, prevention and whole population wellbeing interventions, in addition to providing high quality treatment and support for people who need them. It is increasingly acknowledged that community based services, close to friends and family with holistic packages of support wrapped around the person is the best way to support recovery for the vast majority of people experiencing mental health problems.

Mental health problems are now the number one reason why people take time off work costing UK employers an estimated £28 million, and £1.2 billion in Wales. Yet employers continue to find supporting people with mental health problems in work the biggest challenge. Now more than ever there is a role for ‘non health’ organisations to be delivering solutions to these and many other mental health issues.

As competition to retain existing, and grow new business increases along with pressures to reduce costs, our challenge is to retain and develop our business, increase our financial strength whilst ensuring we are able to resource an infrastructure that supports high quality service delivery, a continued ability to influence at a national level and to innovate, develop and grow.

In 2014/ 5 we supported nearly 3000 people 82% of the people we supported during acute crisis were able to return to their

community or own home 100% of external stakeholders agree that Gofal works with integrity and dignity. We know that, with the right support, people with mental health problems can and do live

fulfilled lives. If you share our commitment, please let us know. If you join us, you will be coming into the organisation at a very exciting time.

TIME TO CHANGE WALESThe Time to Change Wales campaign is delivered by a partnership of three leading Welsh mental health charities: Gofal, Hafal and Mind Cymru

Time to Change Wales aims to create a mass movement for social change led by people with experience of mental health problems. We want to improve knowledge, attitudes and behaviour by putting mental health on the agenda in Wales; increasing understanding and awareness of mental illness amongst the public; revealing the impact that stigma has on people's lives; and, most importantly, getting people talking about mental health by removing the awkwardness that many people feel around it.

The campaign will achieve this through a wide range of activities including a high profile social marketing campaign; community events and projects that bring people with and without experience of mental health problems together; training led by people with experience of mental health problems; and the development of a network of champions who are empowered to challenge discrimination in their own communities.

The campaign is overseen by a Programme Management Board (PMB) which includes the Chief Executives or Directors and key senior staff from of all three partner organisations. 'The PMB' also includes people with lived experience of mental health problems and individuals with expertise relevant to the campaign.

The campaign is funded by Big Lottery, Comic Relief and the Welsh Government.


http://wales.gov.uk/

http://www.comicrelief.com/

http://www.biglotteryfund.org.uk/

GofalMarketing and Communications Manager

Location: Flexible across Gofal areas of operation with some time based with the Time to Change Wales Team in Cardiff

Salary: £29,000 per annum.

Contract: Six months Fixed Term Contract

Hours: 37 hours per week.

Holidays: 26 days annual leave plus bank holidays.Holidays increase by 1 day for each year of service up to a maximum of 30 days.

Pension: Pension in the form of a money purchase pension scheme:5.5% paid if employee contributes 1%6.5% paid if employee contributes 2% or more(Subject to change in line with the government pension auto enrolment requirements)

Other Benefits: Income ProtectionLife Assurance Employee Assistance ProgrammeOpportunities for flexible workingTraining and personal development opportunities


Role ExpectationsMarketing and Communications Manager

Gofal/ Time to Change Wales

Job Purpose:

To lead on the development and implementation of effective marketing, communications and PR strategies across all parts of the Gofal organisation and its subsidiaries, associated brands and partnerships

To provide advice and guidance to the senior management team in line with organisational strategy

To support continual brand refresh and development, managing the brand guidelines for the group.

To lead development and delivery of the Time to Change Wales social marketing work.

To manage and make best use of marketing budgets and measure spend against outcome and impact.

To line manage the Group Marketing, Communications and PR Officer.

Role Expectations:Leading the marketing, communications and PR strategies

1. To ensure the marketing, communications and PR strategies deliver the Gofal message in a way which is accessible to all audiences, including commissioners, service users, external agencies and employees

2. To develop outward facing identities which meet the need of each part of the organisation

3. To lead the planning and delivery of marketing campaigns.4. To develop and implement the external communications strategy to increase

engagement with identified key audiences and the wider public.5. To develop and implement an internal communications strategy, developing new

tools, techniques and processes for effective internal communication, maintaining a strong brand awareness within staff communication materials

6. To lead market research into the impact of Gofal’s activities and presence.7. To build strong internal and external relationships to develop the sharing of

information and effective communication.8. To consult and advise on the impact on external audiences of subsidiaries, brands

and partnerships

Advising the management team

1. To maintain a current knowledge of communication and marketing tools, their use and application

2. To work in conjunction with Gofal SMT and Wider Management Team to devise and deliver strategies which develop the brand

3. To work with managers to develop and implement new initiatives to raise awareness of Gofal’s work.

4. To advise on the strategic direction of branding, ensuring that the brand remains consistent and integral to the organisational aspirations over time.

5. To understand the needs of management team members and generate creative options to maximise the impact of their ideas and requirements.

6. To advise on the best marketing and communication tools to be effective with a wide variety of audiences.


7. To work with Central Office employees to enable them to apply brand identity to their area of expertise, ensuring the consistency in all areas of Gofal work.

Supporting continual brand refresh

1. To identify the features of a powerful and creative brand image for Gofal, and ensure that it reflects the organisational aspirations.

2. Develop and refresh brands where appropriate to increase levels of engagement with the wider public, as well as specific key audiences and stakeholders

3. To maximise the visibility of the brand through all media channels4. To lead on the development of Gofal’s web presence, ensuring that it is current and

reflects brand identity.5. To lead in the production of e-marketing campaigns.6. To lead on the Gofal social networking strategy, and ensure regular monitoring,

enabling colleagues to understand their responsibility.7. Develop and implement brand management documents and processes which allow

staff to take ownership of brand, including training and awareness raising where required.

Time to Change Wales

1. Lead on TTCW social marketing activity, working in partnership with other leads to embed social marketing across the campaign

2. Work with other TTCW leads to develop champions as social marketing ambassadors

3. Develop and deliver social marketing and communications materials for TTCW4. Maximise engagement with the TTCW campaign across existing communication

channels and identify new ones5. Develop internal and external communications plans and processes for the campaign6. Work with the TTCW diversity officer to ensure bi-lingualism and thereby reach key

communities7. Support ongoing evaluation of TTCW impact8. Develop ongoing relationships with the Welsh media, digital and creative industries9. Work with leads and the Marketing, Communications and PR Officer to embed

TTCW across all parts of the organisation, brands and partnerships10. Co-ordinate TTCW media activity11. To build relationships with external agencies to develop their support for the social

marketing campaign and overall outcomes of TTCW.

Managing marketing budgets

1. To deliver the marketing strategy in a cost effective way, and manage the organisational marketing and communications budget.

2. To ensure that the budget is used to deliver campaign priorities in a way which will deliver the highest impact

Line management

1. To line manage and lead the work of the Marketing, Communications and PR Officer, and develop their skills, understanding and awareness of the role.

2. To ensure the workplan is delivered in line with organisational expectations, and regularly review progress


3. To work with the Marketing, Communications and PR Officer, to develop multimedia content and identify media opportunities

Organisation Expectations

To carry out all duties in a manner that reflects Gofal’s Aspirations:

1. Work with integrity and dignity;2. Inspire and support people to exceed their expectations;3. Develop a culture that is embracing and respectful of difference;4. Communicate honestly and openly;5. Be an organisation that is ambitious, creative and determined;6. Create environments that are collaborative, supportive and empowering;7. Be respected for our knowledge and expertise.

GOFAL/ TIME TO CHANGE WALESMarketing and Communications Manager of 31March 2016

Person SpecificationPost: Marketing and Communications Manager

Essential Desirable Assessed through

Experience

Experience of working in the field of marketing and communications, with responsibility for leading strategy within an organisation

Application/ Interview

Experience of working within the charitable sector

Application

Experience of raising the awareness of senior teams in developing and devising marketing and communications material


Leading direct line reports in the development and production of marketing and communications material

Application

Working within partnership arrangements, ensuring the delivery of different priorities and agendas

Application

Qualifications and skills

Qualification relevant to the work Application

Excellent communication skills and the ability to deliver presentations to groups of stakeholders in different formats and venues

Application/ Presentation

Full current driving licence and access to your own transport

Application

An understanding of the importance of the Welsh language within Welsh culture


Ability to communicate in Welsh Application

Excellent IT skills including web based applications, word processing and use of databases

Interview (skills assessment)

Knowledge and Understanding


Thorough knowledge of current thinking in communications and marketing techniques and products

Interview

The ability to communicate techniques and products to others

Interview

How mental health problems and associated problems can affect an individual’s life.

Application

Engagement of people with lived experience in the development of projects

Application

Targeting communications to a very varied audience

Application

Relationship building with external networks to develop strategies

Application

The importance of brand image and ways to ensure it is developed and maintained within the business

Interview

Ways to involve service users in the further development of communications and marketing strategy

Interview

Competencies

Be an Ambassador for Gofal by upholding standards of integrity and dignity both outside and inside the organisation

Interview

Enable people to set and achieve high standards for their own performance

Interview

Be an ambassador for Gofal by upholding standards of respect of difference both outside and inside the Organisation

Interview

Use communication to achieve organisational objectives

Interview

Deliver organisational priorities, and identify opportunities for improvement

Interview

Seek out opportunities to collaborate Interview


with others internally and externally to the Organisation

Ensure development needs are identified for all team members, and proactively ensure that they are met appropriately

Interview

Applicants for the post will be required to demonstrate evidence of competency at levels 1 and 2 and 3; please refer to the Competency Framework below.

Competency Framework


Gofal aspires to: Work with integrity and dignity

Level 1: Demonstrate integrity and dignity in all interactions with others

Maintain appropriate personal boundaries in all interactions with service users, colleagues and external contacts

Express opinions genuinely and honestly, while being mindful of the impact on others Take responsibility for reflecting on own behaviours Maintain confidentiality and be trustworthy in relationships with service users and

colleagues Bring to the attention of line managers, any situations where standards of integrity or

dignity are believed to have been breached. Make every effort to deliver on commitments made.

Level 2: Role Model behaviours of integrity and dignity to other team members

Give feedback to colleagues where behaviours are noticed which do not demonstrate integrity or dignity

Help others to understand their responsibilities to act with integrity and dignity Actively seek feedback to understand own personal impact on others, and use

personal insights.

Level 3: Be an Ambassador for Gofal by upholding standards of integrity and dignity both outside and inside the organisation

Take ownership for ensuring the team understand their individual and collective responsibilities to treat all service users and colleagues with integrity and dignity

Create a team culture where people are able to give and receive feedback constructively and take ownership for their personal development

Be vigilant and responsive to colleagues who need to express concerns Ensure that new team members thoroughly understand their responsibilities with

regards to integrity and dignity and can clearly describe the standards which they need to maintain

Seek for self and others to continually do the right thing, and support colleagues where this may be difficult for them

Maintain the integrity of our values, even when there is pressure from outside forces

Gofal aspires to: Inspire and support people to exceed their expectations

Level 1: Support colleagues to deliver at their best

Role model positive and constructive behaviours to service users and colleagues Share knowledge, skills and learning to help others to be at their best. Work in a way that supports and promotes the wellbeing of others. Participate openly and constructively in team meetings Work co-operatively with others, supporting colleagues to deliver their best to service

users Actively engage in own supervision and appraisal, preparing and participating fully Maintain high quality standards in file and record keeping Notice and acknowledge great contribution from others

Level 2: Support the team to deliver at its best

Demonstrate flexibility and adaptability to change Support colleagues in managing the emotional impact of their work


Actively seek out information to share, which will help the team in its work Take a role in mentoring team members who need help or support Actively suggest ideas for improvement for the team Bring the great contribution of colleagues to the attention of others

Level 3: Enable people to set and achieve high standards for their own performance

Recognise, celebrate and appreciate great contribution at team and organisational level

Hold supervision and appraisal meetings which help individuals to develop and make progress with their performance

Encourage the team to work to goals which are realistic, but stretching Take steps outside own comfort zone, to take forward own development, and support

others to do so Develop a team culture where people feel they can talk about and learn from their

mistakes, with support and openness Effectively use management information to understand where quality can be

improved Face into difficult conversations with individuals where necessary, to help them

improve their performance and contribution to the team

Gofal aspires to: Develop a culture that is embracing and respectful of difference

Level 1: Demonstrate respect of difference in all interaction with others

Have a reputation for being a great listener Demonstrate a commitment to the value of equality and respect for diversity Show an awareness of the different needs of people from different backgrounds,

cultures and life experiences Seek to understand the perspective of service users through genuine interest and

questioning Demonstrate an open mind with people who may have a different viewpoint. Use language which is positive and non-judgmental towards others

Level 2: Role model behaviours underpinned by respect of difference

Give support to others where they may be finding it difficult to deal with issues of equality or difference

Share experiences and knowledge which can help others embrace difference in their work and lives, and take every opportunity to learn more about equality issues

Challenge behaviour which does not demonstrate a respect of difference Work to resolve conflict where it is observed

Level 3: Be an ambassador for Gofal by upholding standards of respect of difference both outside and inside the Organisation

Demonstrate a consistent approach to managing people, based on fairness and maintaining appropriate boundaries

Demonstrate how difference is a strength in teams, and manage conflict which arises in the team setting

Continuously check to ensure that all team members have a genuine commitment to equality


Encourage different ways of thinking and problem solving within teams, ensuring that all colleagues have a voice

Gofal aspires to: Communicate honestly and openly

Level 1: Communicate in a clear and concise way

See communication as a two way process, actively seeking out communication, as well as actively listening to the message delivered.

Use a communication style which is appropriate to the listener Use words appropriately, communicating in language which matches the

organisation’s values. Using observation, be able to judge the listener’s response and adapt

communication accordingly. Use written and IT based communication to explain key points clearly and

effectively, and in appropriate detail. Role model honesty and openness in communication with others, using genuine

care in the delivery of messages and challenging colleagues to do the same.

Level 2: Adapt communication to the audience

Think in advance about the most effective way to deliver the message, and adapt communication accordingly.

Simplify complex messages where necessary, so that others can understand key points.

Use a variety of communication methods with confidence, and understand where each is most effective.

Represent the organisation externally, and be able to speak confidently about its work.

Deliver difficult messages with honesty and compassion.

Level 3: Use communication to achieve organisational objectives

Confidently facilitate group meetings and discussions, ensuring that all members participate fully

Deliver organisational messages accurately, with balance and integrity at all times and deal with questions and challenges constructively

Present facts and situations to groups of people in a way which can be clearly understood

Explain the work of the organisation to external stakeholders with commitment and positivity

Structure meetings to deliver the best outcome, setting clear agendas and agreeing realistic next steps

Gofal aspires to: Be an organisation that is ambitious, creative and determined

Level 1: Work with a flexible and adaptable approach to achieve agreed outcomes.

Bring energy, passion and excitement into all your work Demonstrate dedication and commitment to the team objectives Have a commitment to ‘never giving up on a person’, even when they are

challenging to you Use available time to achieve the best possible outcomes, and be flexible where

priorities change Stay enthusiastic and remain positive through setbacks


Work with colleagues and service users to come up with creative solutions Face change with a positive and constructive approach Ask for help and support where it is needed to ensure own wellbeing Use mistakes as a way to learn for the future

Level 2: Identify the best outcomes, solve problems and overcome barriers to achievement.

Actively try out different approaches to tackling problems Generously share ideas for service improvement and better ways of working Build an outcome focus into all aspects of work Support service users and colleagues in positive risk taking, allowing them to

overcome barriers and achieve the best outcomes Help colleagues to deal with changes they may be facing in a way which is right

for them Demonstrate resilience when facing challenges, seeking and using the support

which you need

Level 3: Deliver organisational priorities, and identify opportunities for improvement

Help people to develop their skills of problem solving, role modelling different approaches

Create a culture in which people are not fearful of blame, and in which they feel they can take positive risks to get the right outcome

Keep personal motivation levels high through adversity Create a team culture which sets its own standards of continuous improvement,

and every member is committed to pushing the standards upwards Lead a team which is known for its energy and enthusiasm Take responsibility for researching good practice in service delivery, and bring

knowledge and learning back to the wider organisation

Gofal aspires to: Create environments that are collaborative, supportive and empowering

Level 1: Work effectively in partnership with others

Build strong and constructive relationships with colleagues and service users Build and maintain trust with service users and other individuals outside the

organisation Seek out contacts in other teams within the organisation, to share learning,

support and experience Be seen as a strong representative of the organisation with external contacts,

and actively build networks which can help in delivery of service

Work positively through difference of opinion to get to the best outcome

Level 2: Identify new opportunities to seek and share experience with others

Identify contacts inside and outside of the organisation who can support partnership working and collaboration

Share contacts across the organisation, where it may help other teams to develop their service


Encourage other team members to make their own contacts inside and outside of the organisation

Take an active part in organising events which encourage others to come together to support and share experience

Level 3: Seek out opportunities to collaborate with others internally and externally to the Organisation

Take a genuine interest in other organisations, identifying mutual areas of interest, and identifying sources of expertise which can be beneficial

Encourage representatives of other organisations to visit and work with teams for mutual benefit

Develop an understanding of the culture and priorities of other organisations, and how they fit with ours

Actively seek feedback on the service we offer from external stakeholders, and use it to improve the service we deliver

Seek out expertise from across the organisation which can help in team development

Gofal aspires to: Be respected for our knowledge and expertise

Level 1: Regularly discuss own development needs with line manager, and attend training events identified.

Take responsibility for seeking out knowledge and finding out information to help own learning.

Take an active part in own development, working with your Line Manager to identify your development needs.

Attend all training programmes identified, participate fully and discuss the learning with your Line Manager afterwards.

Reflect on new learning, and how to use it for the best outcome of service users.

Level 2: Proactively identify own development needs and take action to meet them.

Identify any areas in your own performance where you need further development, and understand how best to get the training or experience you need.

Actively seek out others who may have the knowledge or skills you require, and ask for support for your learning.

Clearly understand the link between your learning and delivery of the best outcome for service users.

Take on development which is stretching and challenging, where it will have the best results on your own performance.

Show a passion and commitment for keeping updated with new information which impacts on your own performance and delivery of standards.

Level 3: Ensure development needs are identified for all team members, and proactively ensure that they are met appropriately

Role model commitment to own development and learning Regularly review the development needs of line management reports, having

honest conversations to identify where they need further support with their learning

Keep the team updated with new information which will help them in their performance and delivery of standards


Help team members use their learning for the best outcome of service users, reviewing and reflecting on any training or development sessions they have attended

Ensure that team members understand the importance of their own development and attend agreed training events

Demonstrate a commitment to becoming a great coach Encourage team members to support each other in their learning, through

mentoring, buddying and shadowing Take responsibility for sharing own expertise with colleagues from across the

organisation

Application for the post of: Marketing and Communications Manager

Closing date for the receipt of application forms is: 9.00 am Monday April 11th 2016

This page will be removed from the application form before shortlisting, to enable us to shortlist candidates anonymously. Therefore please avoid using your name, elsewhere on the application.

PERSONAL INFORMATIONMarketing and Communications Manager of 31March 2016

APPLICATION FORM

Surname

First Names

Address(including postcode)

Contact Telephone NumberE-mail address

REFERENCES

At least one of your references should be a present or most recent employer, tutor, volunteer work supervisor etc. If your most recent employer is not in a similar field but you have worked with a vulnerable client group within the last 5 years then we will also require a reference from this organisation. References will be requested after interview and Gofal reserves the right to contact any previous employer.

Name________________________________

Address: ______________________________

______________________________________

__________________Postcode____________

Telephone no: __________________________

E-mail: ________________________________

Relationship to yourself: __________________

Name________________________________

Address: ______________________________

______________________________________

__________________Postcode____________

Telephone no: __________________________

E-mail: ________________________________

Relationship to yourself: __________________WELLBEING

Gofal is committed to equality of opportunity and welcomes applications from all. When shortlisting applicants, the information used is that which relates to the person specification. Gofal upholds the commitments of the Disability Symbol. Where applicants meet all essential criteria then if a disability is declared an interview will be guaranteed and that applicant will not be further assessed against desirable criteria.

The Equality Act, 2010 defines a disability as:“A physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day to day activities.”

With reference to the above statement do you consider yourself to have any disabilities:

(please delete as appropriate)


If YES, please highlight any additional support or special arrangements you would require if you are shortlisted and invited to interview.

Are you subject to any restrictions which would prevent you from taking employment in the United Kingdom? (Documentary Evidence will be required) (please delete as appropriate)

If YES please provide details:

CRIMINAL CONVICTIONS

Gofal aims to promote equality of opportunity for all with the right mix of talent, skills and potential and as such welcomes applications for employment from a diverse range of candidates, including those with criminal records.

Due to the nature of our work with vulnerable adults, some posts at Gofal are exempt from the provisions of the Rehabilitation of Offenders Act and as such will request information on all convictions including those that would be deemed to be ‘spent’ under this act. Checks are made with the Disclosure and Barring Service and any offer of employment is made subject to receipt of a satisfactory Disclosure.

A criminal record or conviction is not necessarily a bar to employment with Gofal and each case will be decided on the individual circumstances.The above is the policy statement of Gofal, if you wish to see our full procedure then please do contact the office in confidence and a copy will be sent to you.

ADDITIONAL INFORMATION

How much notice are you required to give?

How did you hear of this post? Please specify _____

Are you to your knowledge, known to any Trustee or employee of Gofal? YES/NO* (please delete as appropriate)

Details: _______________________________________________________


I confirm that to the best of my knowledge the information given in this application is true and correct. I understand that if any false information is given it may result in the withdrawal of an offer or termination of employment should I be appointed.

Signed: Date:

EDUCATION(Including secondary, further and vocational education)

Dates Establishment Qualifications and Grades


OTHER TRAINING ATTENDED

Dates Course Details – Title and length of course


EMPLOYMENT

Please provide details of your work history, both paid and unpaid, in chronological order. Please ensure that you do not leave gaps unaccounted for. Gofal reserves the right to contact any of your previous employers

DATES PAID OR

UNPAID

EMPLOYER POSITION AND DUTIES

REASON FOR LEAVING


SUPPORTING STATEMENT

Please use this section to provide your supporting statement which should address the criteria outlined in the person specification. The information provided in this section helps us to determine who to invite for interview. Before completing it you may find it useful to read our Guidance Document for Applicants available on the recruitment section of our website www.gofal.org.uk.

Please attach additional sheets if required.

Please note that we do not accept CV’s in place of this section.

Supporting Statement of Applicant


http://www.gofal.org.uk/

DRIVING

Do you hold a current driving licence? YES/NO

Do you have your own transport, which you would agree to maintain and insure for work purposes?

YES/NO

WELSH LANGUAGE

Do you speak: Welsh as a 1st language ¨ 2nd language ¨ do not speak Welsh

Please return the completed application form by post or e-mail by the stated closing date.

Please Note: If sending via post please ensure you use the correct postage. Gofal cannot accept late applications due to insufficient postage.

By post: HR Department, Gofal, 2nd Floor, Derwen House, 2 Court Road, Bridgend, CF31 1BN

Or by e-mail to: [email protected]

Gofal is striving to ensure equality in its employment policies and as part of this; we are monitoring our recruitment practices. This will help us to identify areas of under-representation in our work force and to assess areas where action is required.

Your co-operation in completing this form would be greatly appreciated. We should stress that any information you give will be strictly confidential to the personnel section.If you do not wish to answer any question (s) this will not affect your application in any way.

Post Applied For………………………………………… Date……………………….Marketing and Communications Manager of 31March 2016

EQUAL OPPORTUNITIES MONITORING FORM

mailto:[email protected]

Where did you see this post advertised…………………………………………..……………

Thank you for your time and co-operation in completing this form.

1. SEXAre you :-

¨ Male¨ Female

¨ Prefer not to say

1a. GENDER IDENTITYIs your gender identity the same as the gender you were assigned at birth?

¨ Yes¨ No


Do you live and work full time in a gender opposite to that assigned at birth?

¨ Yes¨ No


AGEMy age is:-……………………….


2. RELATIONSHIP STATUSAre you:-

¨ Single¨ Married¨ Divorced¨ Widowed¨ Co-habiting¨ Civil Union¨ Domestic partnership


3. DISABILITIES

The Equality Act, 2010, defines a disability as:Marketing and Communications Manager of 31March 2016

“A physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities”

Do you consider yourself to have disabilities?

¨ Yes¨ No


Please specify:

¨ Physical impairment¨ Sight loss or partially sighted¨ Hard of hearing¨ Deaf (non BSL user)¨ Deaf BSL user¨ Learning difficulties¨ Mental and emotional distress¨ A health condition e.g. HIV, multiple sclerosis, cancer


4. MENTAL HEALTHDo you have your own lived experience of mental ill health?

¨ Yes¨ No


Do you have experience of providing care/support to a friend or family member experiencing mental ill health?

¨ Yes¨ No


5. SEXUAL ORIENTATIONI would describe myself as:-

¨ Bisexual¨ Gay¨ Heterosexual¨ Lesbian



6. ETHNIC ORIGINI would describe my ethnic origin as:-

WHITE

¨ British¨ English ¨ Scottish ¨ Welsh ¨ Irish ¨ Traveller

Any other white background, please write…………………………………………………..….

MIXED

¨ White and Black Caribbean¨ White and Black African¨ White and Asian

Any other mixed background, please write in…………………………………………………..

ASIAN, ASIAN BRITISH

¨ Indian¨ Pakistani¨ Bangladeshi¨ Chinese

Any other Asian background please write in……………………………………………...……

BLACK, BLACK BRITISH

¨ Caribbean¨ African

Any other black background please write in………………………………..…………………..


7. RELIGION OR BELIEFI would describe my religion or belief as:-

¨ Buddhist¨ Christian¨ Hindu¨ Jewish¨ Muslim¨ Sikh¨ Any other religion or belief (please specify)…………………………………………¨ No religion



8. LANGUAGE

¨ Welsh ¨ as a 1st language ¨ as a 2nd language

¨ English ¨ as a 1st language ¨ as a 2nd language

Any other please specify (include BSL)………………………………………………………………………

¨ as a 1st language ¨ as a 2nd language


Please return with your application:

By post: HR Department, Gofal, 2nd Floor, Derwen House, 2 Court Road, Bridgend, CF31 1BN

Or by e-mail to: [email protected]

This form will be immediately separated from your application form and it will not be seen by the recruitment panel.


mailto:[email protected]

time to change wales - gofal.org.uk€¦ · web viewthe campaign is overseen by a programme...

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