Communities & Skills
Collaborative, open, inclusive and fair - we work with and through partners to ensure Londoners can shape healthy, empowered and productive lives. Communities and Skills is led by Executive Director, Tunde Olayinka and is comprised of the following units: Civil Society & Sport, Communities & Social Policy, Group Public Health Unit, Skills and Employment and Health, Children and Young Londoners.
About The Team
The Children and Young Londoners team in the Health, Children and Young Londoners Unit, are passionate about improving the health and wellbeing of young Londoners and ensuring all our young people have access to positive opportunities to fulfil their potential. We believe that all young Londoners should be able to thrive in safe and welcoming communities and have the chance to have a say and contribute to London’s future.
About The Role
The Mayor is committed to supporting London’s children and young people. He continues to ensure that young people are helped at critical stages in their lives with positive activities and better access to opportunities through training, mentoring, education, and employment.
Ensuring that the voices of young Londoners are heard and embedded across the work of the Mayor is crucial. As future leaders of our city, their insight and opinions are vital in helping design solutions to some of the issues we face.
This has been a longstanding pillar of the Mayor’s work and has been facilitated by a range of youth engagement programmes across many of the GLA’s policy areas e.g. health inequalities, the environment and safety.
Working as part of a small and busy team, you will provide policy expertise and leadership, and be an advocate for, children and young people’s engagement and participation.
The post holder will be a strategic lead for youth engagement and will convene partners from the sector across London. They will manage three youth groups that help influence policy development and delivery on the issues that impact on young people.
We’re looking for someone with demonstrable ability and experience of leading children and young people’s engagement and participation, as well as managing dynamic teams of children and young people. An enthusiasm and passion to work for the benefit of all young Londoners, particularly the most disadvantaged, is important.
This role is based at London Fire Brigade’s Head Office (Union Street SE1 0LL)
What your day will look like
- Lead and manage three different youth groups, ensuing that they deliver young people’s participation to a high standard and gain a wide range of employability skills and experience.
- Manage a wide range of young people’s participation and engagement projects that feed into several policy areas, liaising with internal and external partners.
- Effectively line manage a post, providing support and guidance and ensuring they deliver to a high standard.
- Work effectively with key senior stakeholders, providing expertise and advice to the GLA Group and wider partners on best practice in relation to children and young people’s participation.
- Oversee and manage relevant resources and budgets.
Skills, Knowledge And Experience
To be considered for the role you must meet the following essential criteria:
- Demonstrable ability and experience of leading children and young people engagement and participation, managing teams of children and young people.
- An understanding of approaches and best practice models for project development and management.
- Experience in stakeholder management at all levels.
- Being responsible and accountable for the implementation and performance management of projects in accordance with recognised good practice/procedures.
- An understanding of the UN Convention on the Rights of the Child, together with evidence of working successfully within this framework.
- A good knowledge of relevant policy and legislation related to education, children and young people.
Person specification
- Technical requirements/experience/qualifications
- Experience in relevant discipline and a demonstrable ability to assimilate concepts, theories and principles and apply them to operational decision making
- Demonstrable ability and experience of leading children and young people engagement and participation, managing teams of children and young people
- An understanding of approaches and best practice models for project development and management
- Experience in stakeholder management at all levels
- Being responsible and accountable for the implementation and performance management of projects in accordance with recognised good practice/procedures
- An understanding of the UN Convention on the Rights of the Child together with evidence of working successfully within this framework
- A good knowledge of relevant policy and legislation related to education, children and young people.
- Behavioural competencies
Managing and developing performance
… is setting high standards for oneself and others, guiding, motivating and developing them, to achieve high performance and meet the GLA’s objectives and statutory obligations.
Level 3 indicators of effective performance
- Motivates and inspires others to perform to their best, recognising and valuing their work and encouraging them to learn and reflect
- Sets clear direction and expectations and enables others to interpret competing priorities
- Agrees and monitors challenging, achievable performance objectives in line with GLA priorities
- Manages performance issues effectively to avoid adverse impact on team morale and performance
Building and Managing Relationships
… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.
Level 3 indicators of effective performance
- Actively engages partners and encourages others to build relationships that support GLA objectives
- Understands and recognises the contributions that staff at all levels make to delivering priorities
- Proactively manages partner relationships, preventing or resolving any conflict
- Adapts style to work effectively with partners, building consensus, trust and respect
- Delivers objectives by bringing together diverse stakeholders to work effectively in partnership
Communicating and Influencing
… is presenting information and arguments clearly and convincingly so that others see us as credible and articulate and engage with us.
Level 3 indicators of effective performance
- Encourages and supports teams in engaging in transparent and inclusive communication
- Influences others and gains buy-in using compelling, well thought through arguments
- Negotiates effectively to deliver GLA priorities
- Synthesises the complex viewpoints of others, recognises where compromise is necessary and brokers agreement
- Advocates positively for the GLA both within and outside the organisation
Strategic Thinking
…is using an understanding of the bigger picture to uncover potential challenges and opportunities for the long term and turning these into a compelling vision for action.
Level 2 indicators of effective performance
- Works with a view to the future, prioritising own and others’ work in line with GLA objectives.
- Briefs and prepares team to accomplish goals and objectives
- Understands what specific actions need to be taken to contribute to organisational objectives.
- Shows consideration for wider organisational implications of personal work.
Planning and Organising
- is thinking ahead, managing time, priorities and risk, and developing structured and efficient approaches to deliver work on time to a high standard.
Level 3 indicators of effective performance
- Monitors allocation of resources, anticipating changing requirements that may impact work delivery
- Ensures evaluation processes are in place to measure project benefits
- Gains buy-in and commitment to project delivery from diverse stakeholders
- Implements quality measures to ensure directorate output is of a high standard
- Translates political vision into action plans and deliverables
Responsible use of Resources
… … is taking personal responsibility for using and managing resources effectively, efficiently and sustainably.
Level 3 indicators of effective performance
- Allocates financial and people resources efficiently to maximise value for team and wider organisation
- Thinks in terms of maximum efficiency when planning resource allocation
- Implements good practice on efficient use of resources
- Monitors financial performance and efficiency of own team, ensuring delivery of work within budget
- Negotiates and manages contracts responsibly across a diverse supplier base
Responding to Pressure and Change
… is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift
Level 2 indicators of effective performance
- Maintains a focus on key priorities and deliverables, staying resilient in the face of pressure
- Anticipates and adapts flexibly to changing requirements
- Uses challenges as an opportunity to learn and improve
- Participates fully and encourages others to engage in change initiatives
- Manages team’s well-being, supporting them to cope with pressure and change
How to apply
If you would like to apply for the role you will need to submit the following:
- Up to date CV
- Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria and competencies outlined in the advert.
Please ensure your CV and Personal Statement have a maximum file size of 1.5MB each and upload your Personal Statement to the ‘Additional Documents’ section of the form, ensuring you address the technical requirements and competencies in your Personal Statement.
Word or PDF format preferred and do not include any photographs or images. Please ensure your CV and Personal Statement are saved with the job reference number as part of the naming convention (E.g. “CV – applicant name - 012345)
The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: GLA competency framework
If you have questions about the role
If you wish to talk to someone about the role, the hiring manager Josie Todd would be happy to speak to you. Please contact them at josie.todd@london.gov.uk.
If you have any questions about the recruitment process, contact the glaopdcrecruitment@tfl.gov.uk who support the GLA with recruitment.
Assessment process
Once you have submitted an application, your details will be reviewed by a panel. If shortlisted, you’ll be invited to an interview/assessment.
The interview/assessment date is: to be confirmed.
Equality, diversity and inclusion
London's diversity is its biggest asset, and we strive to ensure our workforce reflects London's diversity at all levels. We welcome applications from everyone regardless of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith or disability.
We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.
We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. We would welcome applications from candidates who are seeking part time work as this role is open to job share.
Please note we are a Disability Confident Employer so for candidates who wish to be considered under the scheme and meet the essential criteria, they will automatically be invited to interview. Please note, should you require any adjustments through the process, we will accommodate as much as possible. Please contact the recruitment team for further information if required.
Benefits
GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role. As part of this, you will need to split your time between home working and coming into the office.
In addition to a good salary package, you will be paid every four weeks, providing frequent salary payments. We also offer an attractive range of benefits including 30 days’ annual leave, interest free season ticket loan, interest free bicycle loan and a career average pension scheme
Additional Information
Please note, all candidates will need to confirm that the information provided in this application form is true and correct. Should a candidate deliberately give false information, including the use of AI software, they understand that this would disqualify them from consideration.
Successful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening.
More Support
If you have a disability which makes submitting an online application form difficult, please contact resourcingteam@london.gov.uk.
