Policy Support Officer

Communities and Social Policy Unit

We are a collaborative, motivated and friendly Unit of around sixty people. We have four teams within the Unit: Community Engagement, Equalities, Financial Hardship and Migration.

Together, we are responsible for:

• Helping increase civic participation, especially among underrepresented groups, so that Londoners have the voice, power, and influence that they need to thrive.
• Delivering the Mayor’s statutory equalities duties and helping to address structural inequalities.
• Tackling labour market inequalities and increasing opportunities for underrepresented groups in the labour market.
• Helping Londoners to access the support they need to avoid or escape financial hardship.
• Helping ensure all Londoners can thrive irrespective of their background and immigration status.

This is an exciting and unique opportunity to play a leading role within a team that addresses structural inequalities across the capital.

Job purpose

The post holder will contribute to and support the development and delivery of key policy and programme areas in the Equalities team. This covers flagship projects including Building a Fairer City, aimed at addressing structural inequalities in London, and the Workforce Integration Network’s (WIN) Design Lab programme, which works with employers to reduce racial inequalities in the workforce.

As part of a GLA policy team, the post holder will work with colleagues from across the wider GLA and in partnership with external stakeholders to ensure work is carried out to support the delivery of the Mayor of London’s cross cutting work to reduce inequalities. This will involve project management and supporting project delivery, event organisation and communications, managing data collection and data entry, and supporting procurement processes.

The postholder will be expected to achieve desired outputs within agreed timeframes and budgets, to specification and operational standards.

Principal accountabilities

1. Provide general administrative support to the work of the Equalities team, including:

• Providing administrative support to team meetings;
• Contributing to the development of effective communication and information systems to support the team’s work.

2. Support the work of the Equalities team by taking the opportunity to participate in appropriate communications and engagement projects, as agreed with the Manager.

3. Act as a first point of contact for the Equalities team, dealing efficiently and effectively with high level enquiries.

4. Develop and maintain effective networks, partnerships and relationships with other teams, other parts of the GLA Group, and with external bodies and represent the GLA in a variety of forums.

5. Contribute as required to the team’s business planning, budget and performance monitoring processes.

6. Support communications on policy issues related the Equalities team, setting out the Mayor and GLA perspectives.

7. Manage any resources and carry out all functions allocated to the job in accordance with the GLA’s policies and Code of Ethics and Standards,

8. 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, particularly in the context of the disproportionate impact of COVID-19 on some of those communities.

9. Realise the benefits of a flexible, agile 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.

Person specification

Technical requirements/experience/qualifications:

Accountable to: Senior Policy Officer in the Equalities team

1. Experience of delivering an administrative support service to senior staff in a high-profile organisation, or relevant transferable skills.
2. Evidence of providing administrative and project support to major events and including managing databases, administering and delivery of training, and coordinating administrative processes.
3. A high level of competence in standard Microsoft Office packages such as advanced MS Word and Outlook and intermediate Excel and PowerPoint. MS Project skills are desirable, but some learning will take place in the role.

Behavioural competencies

1. 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 2 indicators of effective performance:

• Develops new professional relationships
• Understands the needs of others, the constraints they face and the levers to their engagement
• Understands differences, anticipates areas of conflict and takes action
• Fosters an environment where others feel respected
• Identifies opportunities for joint working to minimise duplication and deliver shared goals

2. 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 1 indicators of effective performance:

• Represents self and team positively within the organisation
• Speaks and writes clearly and succinctly using appropriate language that is easy to understand
• Considers the target audience, adapting style and communication method accordingly
• Communicates persuasively and confidently
• Checks for understanding

3. Problem Solving

… is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions.

Level 1 indicators of effective performance:

• Breaks down work issues, seeking further information if necessary
• Provides workable solutions to solve immediate work problems
• Makes suggestions and implements improvements to personal work processes
• Actively supports new initiatives and tries different ways of doing things
• Learns from others’ experiences

4. 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 2 indicators of effective performance:

• Prioritises work in line with key team or project deliverables
• Makes contingency plans to account for changing work priorities, deadlines and milestones
• Identifies and consults with sponsors or stakeholders in planning work
• Pays close attention to detail, ensuring team’s work is delivered to a high standard
• Negotiates realistic timescales for work delivery, ensuring team deliverables can be met

5. Organisational Awareness

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

Level 1 indicators of effective performance:

• Understands the structure and statutory responsibilities of the GLA
• Understands how own role and work contributes to team and organisational objectives
• Understands the role of the GLA, the Mayor and the Assembly in relation to Londoners
• Is sensitive to the culture and political context of the GLA and uses it to work effectively
• Treats GLA information as sensitive and confidential

6. 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 1 indicators of effective performance:

• Stays calm in pressurised and demanding situations
• Responds flexibly to changing circumstances
• Recognises when unable to cope and asks others for help
• Demonstrates openness to changing work priorities and deadlines
• Maintains personal well-being and achieves a balance between work and home life

Reasonable adjustment

Reasonable adjustment will be made to working arrangements to accommodate a person with a disability who otherwise would be prevented from undertaking the work.

This role is based at London Fire Brigade’s Head Office (Union Street SE1 0LL)