JOB DESCRIPTION & PERSON SPECIFICATION
Post Title:
Communities, Local Government and Wellbeing Lead
Salary:
Band D £32,743-£39,799
Responsible to:
Director of Wellbeing and Empowerment
Contract Type
Full-time - Permanent
Annual Leave
31 days plus 10 public and privilege holidays
Pension Scheme
Principal Civil Service Pension Scheme
DBS Required Level
Disclosure and Barring Service Enhanced check
Location:
Based in Cardiff
Date of Description:
July 2013
Last Updated
July 2013
ROLE OVERVIEW
Accountable to the Director of Wellbeing and Empowerment, the Communities, Local
Government and Wellbeing Lead will work with Welsh Government, local
government and other key agencies, to promote the importance of community
services, facilities and age friendly infrastructure to older people living in Wales.
The post holder will work with public bodies to ensure that older people are
effectively engaged with and their views listened to, in the delivery and planning of
community services and facilities
A key part of the role will be to work with public bodies to ensure that the wellbeing of
older people sits at the heart of public services in Wales and develop and maintain a
set of qualitative and quantitative indicators to measure the wellbeing and quality of
life of older people living in Wales and to deliver impactful change for older people.
In addition, you will also provide on-going internal briefings to enhance our provision
of advice and support to older people across Wales and where necessary to raise
issues with the relevant public bodies.
The post holder will be expected to promote and demonstrate an ethos of equality
and diversity and to ensure their work is relevant to all older people.
July 2013
PURPOSE OF ROLE

To support the Director of Wellbeing and Empowerment in the delivery of the
Commissioner’s Framework for Action through the promotion of the
importance of community services, facilities and age friendly infrastructure to
older people living in Wales.
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To have day to day responsibility for all work relating to UK Government,
Local Government, community services and wellbeing; reporting to the
Director of Wellbeing and Empowerment.
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To become recognised as an authoritative figures; acting on behalf of the
Commissioner and Director of Wellbeing and Empowerment operating within
a network of relevant service providers, policy makers and key stakeholders.

To put in place processes for gathering examples of good and poor practice
from the experiences of older people that can form part of the Commissioner’s
evidence base; these would likely be in the form of case studies.

To undertake an assessment of the effectiveness of Local Authorities in
engaging with and listening to older people when consulting and making
decisions about the future of their community services and facilities; this
would include evidence that changes are not disproportionate or
discriminatory.

To develop and maintain a set of qualitative and quantitative indicators to
measure the wellbeing and quality of life of older people living in Wales,
including indicators of poverty.

To build a persuasive evidence base demonstrating the impact of austerity on
older people including any evidence of discriminatory decision-making.

To produce a monthly update report for the Director of Wellbeing and
Empowerment on all active issues.

To ensure the Director of Wellbeing and Empowerment is kept fully abreast of
relevant developments in Wales and the UK through the provision of highquality summaries and updates in oral and written formats.
 To produce regular briefings for elected representatives and service providers
at local and national government to increase their understanding of the impact
of essential community services, facilities and infrastructure on the wellbeing
of older people. You will also provide on-going internal briefings to enhance
our provision of advice and support to older people.
July 2013

To undertake focus groups with older people about services in their areas and
visit existing groups to discuss topics such as scams, public toilets and other
local services.

To deliver information sessions to other staff members about communities,
local government and wellbeing in Wales and the UK.

To operate as part of a highly effective, productive and impactful Wellbeing
and Empowerment Delivery Team, ensuring joined up working across
Directorates as appropriate and relevant to post-holders responsibilities

To demonstrate a commitment to equality and diversity across all protected
characteristics.

To undertake such other duties and responsibilities commensurate with the
grade, as may be reasonably required.
THE CONTENTS OF THIS DOCUMENT WILL BE SUBJECT TO REVIEW FROM
TIME TO TIME IN CONSULTATION WITH THE POST HOLDER. JOB
DESCRIPTIONS MAY BE AMENDED TO REFLECT AND RECORD SUCH
CHANGES.
July 2013
PERSON SPECIFICATION
This Person Specification sets out the knowledge and/or qualifications, past
experience and personal competencies required for this particular post.
The Knowledge/Qualifications and Experience sections describe what is required
in terms of the technical ability that is needed to do this job successfully.
The Competencies section describes the kind of non-technical skills, abilities and
personal characteristics that the ideal person for this particular role would have. The
competencies describe how that person would ideally work with other people and
how they would approach their responsibilities.
The Special Conditions and Professional Requirements section describes any
other qualities appropriate to the particular circumstances associated with this role.
July 2013
ATTRIBUTE
ESSENTIAL
KNOWLEDGE /
EDUCATION
Educated to degree level or equivalent
experience.
DESIRABLE
Post graduate qualification
Knowledge of anti-poverty
Knowledge of Welsh Language – capable campaign tools.
of conducting a Welsh media interview.
Undertaken research
Demonstrable knowledge about the
relating to economic issues
Welsh political environment and how to
impacting on Wales and
influence the political agenda within Local the UK.
Government and the devolved context of
Wales.
Demonstrable knowledge and
understanding of the issues affecting
older people in Wales and current policy
and practice.
A clear understanding of the structures
and workings of Local Government in
Wales.
An understanding of the delivery of key
local and community-based facilities,
such as buses, public toilets, community
centres, lifelong learning and public
libraries in Wales and how these relate to
older people.
A clear understanding about the impact
of poverty on older people.
A clear understanding about the role and
remit of the Older People’s
Commissioner for Wales under the
Commissioner for Older People Wales
(2006) Act.
Significant evidence of critical thinking
skills and the ability to write persuasive
documents for a range of internal and
external audiences.
EXPERIENCE
July 2013
Working in a senior role for at least 2
years; with limited supervision, able to
exercise the freedom to act on a regular
Experience of undertaking
an equality impact
basis.
assessment.
A proven track record of working to
deliver impactful change for older people
in Wales.
Experience of
commissioning services for
older people.
A proven track record of building
alliances and working with stakeholders
to influence positive change for people in
Wales.
Experience of working with
community groups to
achieve meaningful
change.
Significant experience of conducting data
analyses using a range of recognised
tools and methodologies.
Experience of providing
support and advice to
casework teams.
Significant experience of producing high
quality, detailed written and oral
briefings- often at short notice- to a tight
deadline, and within a portfolio of shifting
priorities.
Confident to speak in public on behalf of
the Commissioner e.g. Committee
hearings, meetings with Ministers, media
interviews and public meetings.
The competencies for this post are taken from the organisation’s
Technical, Specialist and Professional Competency Framework.
Working in
Partnerships and
Teams (TS1)
Works positively and effectively with members of their own team, as
well as partners within the Organisation and from external
organisations as appropriate for their role:
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July 2013
Builds lasting, positive & supportive relationships with a wide
variety of people.
Draws upon the best ideas of the team to provide the best
service.
Is proactive and positive about giving support, advice,
guidance and sharing best practice with colleagues.
Prevents or overcomes conflict.
Demonstrates respect for colleagues at all levels.
Knows when it will be most effective to work as a team and
when to work alone; works well in both.


Communicating
Effectively (TS2)
Professional
Expertise and
Development
(TS3)
Communicates clearly and comprehensively using a range of
communication tools; adapts communication style to suit different
audiences.
 Consistently uses the form of communication that is best for
the situation (e.g. verbal, email, writing).
 Has a pleasant and friendly communication style.
 Communicates clearly and concisely.
 Adapts their style of communication to suit their audience
including ‘translating’ technical language.
 Listens to others, is receptive and actively checks they’ve
understood the message.
 Produces excellent and accessible written information.
 Cascades and shares information appropriately – on time and
to the right people.
 Has excellent presentation skills.
Keeps technical knowledge and expertise up to date, shares it
willingly, and provides a great technical service.
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July 2013
Praises other team members and helps to motivate people
and maintain morale.
Will go ‘over and above’ what’s normal to contribute to the
team’s effectiveness.
Demonstrates excellent practice and an extensive knowledge
base in their own professional area.
Proactively keeps up-to-date with changes to legislation,
policy, procedure and best practice within the Organisations
Understands and complies with external requirements,
standards and benchmarks.
Analyses and evaluates information and data accurately.
Is always up-to-date with new IT and technology, promotes
use of IT to support their work.
Is positive about continuous professional development (CPD)
and seeks opportunities to improve own knowledge.
Coaches and mentors less experienced staff, passing
knowledge on willingly.
Takes feedback positively and uses it to develop; learns
from mistakes.
Provides best value and quality services by utilising available
resources efficiently and effectively.
Managing
Resources (TS4)
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Manages own projects and tasks effectively to achieve
organisational targets; is aware of own targets, prioritises
tasks well and meets deadlines.
Achieving
Results (TS5)
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July 2013
Anticipates problems and takes action to reduce the risk of
things going wrong.
Plans well in advance to meet deadlines.
Prioritises workloads according to needs and risk; uses the
business plan as reference point.
Reviews resources regularly to meet changing demands.
Looks at the bigger picture in terms of resources.
Seeks out alternative solutions to achieve outcomes within
available budgets.
Demonstrates a good understanding of financial issues and
procedures.
Ensures that resources are managed with consideration to
the environment and strives to reduce wastage.
Takes pride in delivering high quality work for the benefit of
Service Users. Meets or exceeds targets.
Sets objectives and targets based on team/ Organisation’s
strategy and business plans.
Makes the best possible use of time.
Is proactive and flexible to changing demands and knows
when to compromise.
Creates effective action plans identifying the relevant stages
required to complete a project.
Consistently meets deadlines.
Anticipates potential problems and resolves them early.
Makes decisions based on a wide range of information.
Uses technical and professional knowledge to provide the
best possible solutions for both internal and external
customers.
Focusing on
Service Users
(TS6)
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Creating and
Responding to
Change (TS7)
Is open to new ways of working; uses technical expertise to
introduce and review changes.
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July 2013
Acts in order to understand the needs of internal customers
and Service Users.
Identifies and responds to all needs, not just those presented
to them.
Uses professional knowledge and expertise to raise
standards of service for customers.
Understands and actively addresses diversity issues and
treats all customers according to individual needs.
Treats customers in a non-judgemental, polite and respectful
way.
Is very approachable and encouraging to customers, whilst
remaining professional and unbiased.
Maintains appropriate customer confidentiality.
Sets clear and realistic expectations for customers.
Engages with new ideas and looks for ways to make them
work.
Responds quickly and effectively to both internal and external
changes.
Contributes ideas to better manage systems, processes or
practices.
Revisits changes to see what is working and makes
appropriate changes.
Uses own creative and innovative skills to achieve best
results.
Finds ways to use new learning.
Being
Accountable
(TS8)
Taking personal accountability for their role in the
effectiveness of the Organisation.
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Demonstrates good knowledge and understanding of how their
role fits in to the bigger picture.
Takes a positive attitude towards delivering work.
Makes decisions that align positively with delivering for the
Organisation e.g. public sector ethos, political implications,
organisational structure and hierarchy.
Takes full responsibility for delivery of tasks.
Is always open, honest and transparent.
Understands the Organisation’s approach to the environment
and demonstrates consideration of social and environmental
concerns in their day to day role.

Special
Conditions and
Professional
Requirements

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July 2013
There will be a requirement to evidence ongoing continuous
professional development.
There will be a requirement to attend some meetings and
events outside normal working hours.
The post holder may also occasionally be expected to travel
throughout Wales, which could involve overnight stays.
The post holder may also be required to provide comment to
media, including interviews.