Victorian Women’s Disabilities Network (VWDN) - Amazon S3



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5th September, 2016

POSITION TITLE: Gender Equity Program Manager

ABOUT WOMEN WITH DISABILITIES VICTORIA

Women with Disabilities Victoria is the leading organisation of women with disabilities in Victoria. Our mission is to improve women’s choices by being a voice for women with disabilities, by building partnerships and providing information and education.

A key Women with Disabilities Victoria (WDV) priority is to increase women’s wellbeing and prevent violence against women with disabilities. The main initiative to support this is the Gender and Disability Workforce Development Program. This program aims to increase awareness of how to deliver gender equitable and sensitive services and to influence organisational culture as a strategy for violence prevention and improving women’s well-being and status.

In mid-2012 WDV sought and received a one-off grant from Disability Services in DHS to develop and establish a “Delivering Gender Sensitive Disability Services” training package. In 2013 WDV received further DHS funding phase two, to pilot the implementation of the workforce development program. The program was piloted and evaluated during 2013-2015, demonstrating that it was well received and has had some impact on gender sensitive and responsive practice and policy of the participating organisations.

The Victorian Government have funded further refinement and roll out of Program which commenced on November 2015 until March 2017.

It is anticipated further funding may be allocated to the program as part of the Victorian Government’s Violence Prevention Strategy.

POSITION DETAILS

Classification: WHV EBA 2007, Level 5, Year 1 ($80,488 per annum pro rata)

Hours of Work: .8 EFT (60.8 hours per fortnight)

Position Location: Level 9/255 Bourke St, Melbourne.

Tenure: This position is from 14/11/2016 to 15/5/2017 (6 months) and may be extended subject to funding

POSITION OBJECTIVES

This position is responsible for the strategic direction and oversight of the implementation of the third phase of the Gender and Disability Workforce Development Program.

KEY RESPONSIBILITIES

Strategic Direction of the Program

a. Develop strategies to sustain and grow the program over time.

b. In collaboration with the Senior Program Manager source funding to implement the program on a state wide basis

c. Develop and monitor the program budget

d. Contribute to positioning violence prevention policy at all levels of government

e. Develop and monitor the implementation of an evaluation framework for the program

f. Oversee the industry needs analysis and strategic development and implementation plan

g. Participate in relevant high level workforce and industry development fora and strategic advisory groups

Partnership development

a. Build and maintain strategic relationships with relevant organisations, national, state and local government

b. Identify appropriate partners for the strategic development of the program

c. Develop and maintain partnership agreements and Memorandums of Understandings with relevant delivery partner organisations

d. Develop relationships with disability support organisations to gain the commitment to undertake the program

Management

a. Manage and monitor the implementation of the program budget and expenditure

b. Manage program staff within the agreed budget and service agreement.

c. Manage contracts with consultants as agreed.

Oversee program implementation

a. Oversee appropriate governance arrangements for the program

b Implement and monitor the quality of a co-facilitator train-the-trainer program for training women with disabilities and violence prevention and response workers from delivery partner organisations

d. Ensure continuous quality improvement of training products and process

e. Redesign/Reconfigure program delivery model to support a more flexible and responsive approach to meet the delivery needs of disability organisations including online and social media options.

f. Engage and liaise with disability organisations for further roll out of the program, targeting senior staff, managers and direct disability service staff

g. Develop and implement internal evaluation data collection methods in accordance with endorsed evaluation framework

h. Facilitate mentoring mechanisms including Communities of Practice to embed the learnings from the training and increase organisational capacity.

i. Scope and map a process for investigating appropriate accreditation avenues for the program

j. Establish and service an advisory group for examining accreditation of the program

k. Develop discussion papers and relevant documents related to the potential accreditation and sustainability of the program

General

The following responsibilities are carried out by all staff:

a. Participate in strategic priorities development and implementation.

b. Participate in the Staff Development Scheme including setting of performance measures, skills development plan and performance appraisal feedback system.

c. Collect activities data within agreed frameworks to inform funding agreements and planning processes.

d. Develop, review and implement WDV policy and procedures

e. Support and participate in risk management processes.

ORGANISATIONAL RELATIONSHIPS

Internal

Contribute to the culture of the decision making processes incorporating co-operation, collaboration and shared accountability with other staff, and the Board.

External

a. Progress strategic directions by building and maintaining relationships with relevant organisations, national, state and local government.

b. Develop and formalise strategic partnerships

c. Liaise with services participating in the program and the Program Advisory Group members.

d. Encourage involvement of women with disabilities and other key stakeholders in the project.

Accountability

a. The position will report on delivery of agreed performance measures to the Senior Program Manager, Women with Disabilities Victoria.

b. Provide regular bi-monthly project reports to the Senior Program Manager.

c. Provide timely reports to the Department of Premier and Cabinet against agreed deliverables

Extent of Authority

The position reports directly to the Senior Program Manager and supports and supervises project staff and volunteers/students as required.

KEY SELECTION CRITERIA:

a. A demonstrated commitment to the values and principles underpinning WDV

b. Knowledge of the key policy areas relating to the organisation’s priorities

c. Demonstrated project management skills

d. Knowledge and experience in high level written and verbal communication and partner relationships.

e. Demonstrated high level skills in developing and delivering training programs.

f. Demonstrated experience in staff management and support

g. Demonstrated budget development and management skills

POSITION CLASSIFICATION:

Level 5

a. Work is likely to be in accordance with a broad plan, budget or strategy. Responsibility and broad ranging accountability for the structure, management and output of the work of others and/or functions may be involved.

b. Work involves the exercise of significant delegated authority with decisions and actions taken having a significant effect upon the programmes or work areas being managed. The selection of methods and techniques is based on sound judgement.

c. Competency at this level involves the self-directed development and mastery of broad and/or specialised areas of knowledge with a range of skills. Application is to major, broad or specialised functions in highly varied and/or highly specialised contexts.

d. Competencies are normally used independently and are non-routine. Significant high level judgement is required in planning, design, operational, technical and/or management functions.

POSITION COMPETENCIES:

a. Ability to link the Service’s corporate strategy and the effectiveness of its program delivery. This requires constant scanning of the Service’s internal and external environment for significant changes likely to affect either the original strategy or its subsequent delivery. Possible modifications would then be assessed to ensure that client service remains effective, through input from clients, management and staff.

b. Ability to achieve work area objectives while monitoring and improving where possible financial management. Ability to focus on clients’ needs by matching the Service’s program objectives with present priorities and expected results.

c. Ability to continually promote work area objectives which are set in conjunction with staff, feedback which is given on staff performance and team work.

d. Ability to effectively represent the Service through liaison and negotiation, plus developing and maintain networks to share expertise.

e. Ability to manage for results by allocating and monitoring resources to balance competing priorities and respond to changing ones. This requires workloads to be assessed, staff to be involved and targets to be reviewed. Significant liaison would also be required with management and other resource allocation bodies.

f. Ability to ensure that effective change management strategy is drawn up, assessed and evaluated in consultation with staff and implemented through them.

g. Recognition of personal abilities and ways these could be enhanced, through feedback from others in the immediate work environment and a strategy for self-development. Application of effective time management techniques.

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