Senior policy adviser

Job title: Senior Policy Adviser (Planning and Regeneration Committee)

Requisition ID: 047221

Salary: £56,797 per annum

Grade: 9

Location: City Hall

Contract type: Full time

Closing Date: 28/11/24 at 23:59

Team: Scrutiny and Investigation

Directorate: London Assembly and secretariat

About the team

The Scrutiny and Investigation team is a circa 30-person team of researchers working across 10 committees and with a small internal Research Unit. We are politically impartial and provide confidential advice, briefing, and support to all Chairs and Members of the London Assembly on scrutiny matters.

About the role

The London Plan is the strategic document that sets the vision and direction of London's public space. With a new London Plan process beginning, the Committee is looking for a planning policy expert to ensure that the Assembly pushes the Mayor to deliver the best possible Plan for all Londoners.

In this role you will be responsible for delivering the scrutiny work programme of the Planning and Regeneration Committee. You will support the Committee to hold the Mayor to account and to investigate planning and regeneration related topics that matter to Londoners. This will include:

1. Providing expert advice to the Committee Chair and Members of the Assembly on planning and regeneration issues in London.
2. Designing and delivering investigations, which will include research, drafting high quality briefings, formal committee meetings plus informal meetings, site visits and other ad hoc activities.
3. Developing policy recommendations and working with the political parties on the Committee to build consensus, and publish impactful reports and correspondence.

You will be plugged into some of the most pressing policy issues facing London today, working across political parties to bring about positive change. You will also work closely with communities and the planning sector to research and shape your investigations, and this role comes with great opportunities for stakeholder engagement and network building.

This job is 'politically restricted' under the Local Government and Housing Act 1989.

What your day will look like

1. Weekly liaison with the Committee Chair, and regular interaction with the group leads and members of the Assembly.
2. Leading the research element, including drafting internal briefings and published reports / correspondence.
3. Working within the Committee project team with procedural and comms experts to deliver the Committee's goals.
4. Taking a senior/management role in the wider scrutiny team in the secretariat.
5. Leading on engaging with external stakeholders / planning experts to ensure high quality meeting guests and informed research.
6. Line or task-managing one or two researchers to contribute to the research and scrutiny work of the committee.

Skills, knowledge and experience

To be considered for the role you must meet the following essential criteria:

1. Experience of one or more of the Committee's policy areas.
2. Knowledge and understanding of political, policy and governance issues relating to London and the UK more widely.
3. Experience delivering complex projects to tight deadlines.
4. Experience of operating effectively in a political environment.
5. Degree or equivalent experience.

Desirable

1. Experience establishing and successfully carrying out a programme of multiple scrutiny investigations/projects.

How to apply

If you would like to apply for the role you will need to submit the following:

1. Up to date CV
2. 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")

If you have questions about the role

If you wish to talk to someone about the role, the hiring manager David Hirst would be happy to speak to you. Please contact them at david.hirst@london.gov.uk

If you have any questions about the recruitment process, contact 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: week/commencing 16 December 2024.

Benefits

GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role. 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

Successful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening.

Job description can be found below:

Job purpose

To design and deliver a programme of work for the London Assembly, its committees and Members, providing substantive policy guidance and managing researchers (where necessary), to maximise the impact and effectiveness of the London Assembly in its roles of holding the Mayor of London to account and investigating issues of concern to Londoners.

Principal accountabilities

1. To work closely with the [Head of Policy Scrutiny or Head of Financial Scrutiny] to set and deliver priority areas of work for the Committee and to advise Assembly Members on the scrutiny and policy opportunities arising for the Assembly for their policy areas.
2. To lead Scrutiny staff on work for the assigned committee and the London Assembly as a whole, to deliver high quality research, analysis, briefings, advice and outputs to and for the Assembly and the committee.
3. To be accountable for the impact, timeliness and effectiveness of the policy and scrutiny work for the committee, in line with scrutiny frameworks and protocols.
4. To form effective working relationships with Assembly Members, staff across the Authority and external stakeholders in order to maximise the impact and effectiveness of the London Assembly's scrutiny and investigations work and supporting Committee investigations to be informed by a diverse range of voices from across London.
5. Actively identify new areas of opportunity and innovation for the London Assembly, both in relation to holding the Mayor of London to account and in relation to broader policy issues for London within the post-holder's research area.
6. [If required] Manage staff and resources allocated to the job in accordance with the Authority's policies and Code of Ethics and Standards.
7. Realise the benefits of a flexible approach to work in undertaking the duties and responsibilities of this job, and participating in multi-disciplinary, cross-department and cross-organisational groups and project teams.
8. To realise the benefits of London's diversity by promoting and enabling equality of opportunities, and promoting the diverse needs and aspirations of London's communities.

Key contacts

Accountable to: Head of Policy Scrutiny/Head of Financial Scrutiny

Accountable for: [Possible] Management of 0-2 specified staff within the Scrutiny team

Principal contacts: Assistant Director, Scrutiny and Investigation, Executive Director of Secretariat, Assembly Members, Senior Managers in the Secretariat

Person specification

Technical requirements/experience/qualifications

Essential:

1. Experience of one or more of the Committee's policy areas.
2. Knowledge and understanding of political, policy and governance issues relating to London and the UK more widely.
3. Experience delivering complex projects to tight deadlines.
4. Experience of operating effectively in a political environment.
5. Degree or equivalent experience.

Desirable

1. Experience establishing and successfully carrying out a programme of multiple scrutiny investigations/projects.

Behavioural competencies

BUILDING AND MANAGING RELATIONSHIPS

... is developing rapport and working effectively with a diverse range of people; and sharing knowledge and skills to deliver shared goals.

Level 3 indicators of effective performance:

1. Actively engages partners and encourages others to build relationships that support GLA objectives.
2. Understands and recognises the contributions that staff at all levels make to delivering priorities.
3. Proactively manages partner relationships, preventing or resolving any conflict.
4. Adapts style to work effectively with partners, building consensus, trust and respect.
5. Delivers objectives by bringing together diverse stakeholders to work effectively in partnership.

PLANNING AND ORGANISING

... is thinking ahead, managing time, priorities and risk, and developing structured and efficient approaches to deliver work on time and to a high standard.

Level 3 indicators of effective performance:

1. Monitors allocation of resources, anticipating changing requirements that may impact work delivery.
2. Ensures evaluation processes are in place to measure project benefits.
3. Gains buy-in and commitment to project delivery from diverse stakeholders.
4. Implements quality measures to ensure directorate output is of a high standard.
5. Translates political vision into action plans and deliverables.

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:

1. Encourages and supports teams in engaging in transparent and inclusive communication.
2. Influences others and gains buy-in using compelling, well thought through arguments.
3. Negotiates effectively to deliver GLA priorities.
4. Synthesises the complex viewpoints of others, recognises where compromise is necessary and brokers agreement.
5. Advocates positively for the GLA both within and outside the organisation.

RESEARCH AND ANALYSIS

... is gathering intelligence (information, opinion and data) from varied sources, making sense of it, testing its validity and drawing conclusions that can lead to practical benefits.

Level 4 indicators of effective performance:

1. Exchanges ideas and knowledge with partners, subject-matter experts, and senior stakeholders to foster new research agendas and derive insights for the GLA.
2. Takes accountability for the quality of intelligence that research and new policy are based upon.
3. Encourages new and innovative insights from analysis.
4. Evaluates the feasibility and cost effectiveness of research proposals, stringently assessing whether the research will add real value.
5. Encourages research with a highly practical focus and maximum impact for Londoners.

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:

1. Maintains a focus on key priorities and deliverables, staying resilient in the face of pressure.
2. Anticipates and adapts flexibly to changing requirements.
3. Uses challenges as an opportunity to learn and improve.
4. Participates fully and encourages others to engage in change initiatives.
5. Manages team's wellbeing, supporting them to cope with pressure and change.

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 2 indicators of effective performance:

1. Seeks opportunities to develop professional skills and knowledge, and encourages team to do so.
2. Ensures own and others' workloads are realistic and achievable.
3. Provides staff with clear direction and objectives, ensuring they understand expectations.
4. Recognises achievements and provides constructive feedback and guidance.
5. Gives staff autonomy and confidence to perform well and to their potential.

ORGANISATIONAL AWARENESS

... is understanding and being sensitive to organisational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly.

Level 3 indicators of effective performance:

1. Uses understanding of differences between the GLA and its partners to improve working relationships.
2. Helps others understand the GLA and the complex environment in which it operates.
3. Translates changing political agendas into tangible actions.
4. Considers the diverse needs of Londoners in formulating GLA objectives.
5. Helps others understand how the media and external perceptions of the GLA influence work.

This job is 'politically restricted' under the Local Government and Housing Act 1989.