Re: Area Fundraising Manager - Job Ref 8062

Thank you for your interest in the above position. I am pleased that you are interested in working for RNIB, which achieves such a tremendous amount for blind and partially sighted people.

Our application pack consists of: an application form a job description and person specification our values and behaviours an equal opportunities monitoring form

This pack can also be made available to you in large print, Grade 1 or Grade 2 braille, or on disk or tape. Please feel free to ask us if you would prefer to receive it in one of these alternative formats.

If you have a disability and would like assistance in filling in the form then please contact me at least three days before the closing date for the role and we shall be glad to help you.

We only accept CVs from applicants whose disability makes it difficult to complete an application form. All applicants however need to address the specific information we have asked for in the job advert.

Please read the guidance notes on the careers page of our website before filling in the application form as you may find this helpful when completing the form.

Closing date for applications is 2pm on 27th February 2015. Interviews will be held on 12th March 2015.

If you are able to, please complete and return your application form and the equal opportunities monitoring form by email to applications@rnib.org.uk.

However we will accept braille, audio, disk, typed and handwritten applications sent to HR Administrator, RNIB, Human Resources, 105 Judd Street, London WC1H 9NE.

We want to ensure that as much of our resources as possible go towards supporting people with sight loss and therefore we do not normally contact unsuccessful applicants individually. If you have not heard from us within three weeks of the closing date, please assume that your application has been unsuccessful on this occasion. However, we would encourage you to apply for other suitable roles.

Once again, thank you for your interest in this vacancy and for working for the Royal National Institute of Blind People.

Sarah JanesAssistant HR Business Partner (Resourcing)Sarah.Janes@rnib.org.uk0207 391 2090

RNIB Job descriptionJob title: Area Fundraising Manager (East)

Job level: M3

Job level cluster: Management, Professional, Specialist

Group: Fundraising

Section: Community Partnerships

Unit: Community Fundraising

Location: RNIB Office in Peterborough

Reports to: Regional Fundraising Manager

Purpose of jobTo achieve budgeted income by creating a sustainable, vibrant, vital and effective network of Volunteer Fundraisers across the area of responsibility. To make a positive and proactive contribution to the development of Volunteer Fundraising across the UK.

Impact:No direct line management responsibility.

Financial responsibility:No budget responsibility

Main accountabilities:

1. To become thoroughly knowledgeable about the area of operation responsible for in order to identify opportunities to maximise income through volunteer Fundraising.

2. To maximise income generation by recruiting and managing volunteers who give time to RNIB, individually and through Fundraising Groups and by supporting other key Fundraising initiatives.

3. To put into place a plan for the achievement of income and recruitment targets within area of responsibility, and the identification of contingency activity to address shortfalls.

4. To work collaboratively with Area Fundraising Manager team and with other colleagues to achieve RNIB Fundraising objectives within the region.

5. To manage the delivery of RNIB Fundraising activities within the area, achieving income and acquisition targets and securing strong publicity for events.

6. To work with schools, businesses and groups / associations to build successful Fundraising partnerships within communities across the area.

7. To report regularly to the Regional Fundraising Manager, submitting accurate and up-to-date records of all Fundraising activities and financial transactions as required.

8. To promote and represent the work of RNIB in the area responsible for, personally and in the media, so that the cause is known and supported.

9. To develop and implement an annual PR plan for the area responsible for and build strong relationships with journalists and media outlets.

10. To ensure all activities comply with appropriate legal requirements and with RNIB policies and standards.

General

1. To ensure all activities comply with appropriate legal requirements and with RNIB policies and standards.

2. Any other tasks commensurate with role.

Person specification

All criteria are essential unless otherwise stated

3. Specialist knowledge, skills and experience

1.1 Experience of working in Fundraising at a community level, including experience of "making the ask" for support.

1.2 Experience of successfully recruiting and managing volunteers and building volunteer networks.

1.3 Experience of actively engaging with local groups, businesses and / or community networks to secure support.

Desirable

1.4 Experience of PR, communication and/or marketing activity.

2. People management skills / team working skills

2.1 Experience of motivating people to get involved and quickly building a rapport and establishing professional relationships with others, including supporting companies, organisations and individuals to maximise income and develop ongoing relationships.

3. Planning and organisational skills

3.1 Ability to identify opportunities and to focus activity to maximise success.

3.2 Ability to develop tactics and approaches and to develop and deliver plans.

4. Problem solving and creative skills

4.1 Ability to be proactive, self starting, enthusiastic and committed.

4.2 Ability to work under own initiative and take ownership to ensure delivery of objectives.

5. Communication skills

5.1 Experience of promotion, marketing and working with the press and media.

5.2 Experience of speaking clearly, fluently and in a compelling manner to both individuals and groups, on the telephone and face to face, adapting style and content to suit the audience, topic and occasion.

5.3 Ability to produce effective and appropriate general correspondence, reports and adverts.

6. Special conditions

6.1 This job will involve evening and weekend work, with some overnight stays. Considerable flexible with working hours is required.

Behaviours

Deliver results Motivates and develops others to continually exceed

standards and expectations.

Engage Customers Makes systems and processes more customer-friendly,

and acts as key “go to” person for customer knowledge for the service area.

Engage others Coaches and mentors others in the development of

supportive and trusting relationships with colleagues, customers and others which develop and enhance the service and organisation’s profile and reputation.

Set Direction Demonstrates awareness of commercial and financial

considerations. Drives and enables creativity, innovation, improvement

and new activities for team and service which contribute to sustaining organisational success.

Manages change effectively, recognising and addressing the impact of change on people and services.

Lead and inspire Creates and leads high performing teams, recognise

the importance of leadership in own role and take steps to improve ability to lead and motivate others.

Displays resilience and takes a rational approach.

Personal impact Gains support for position and achieves win/win

situations through negotiation and compromise, demonstrating confidence, passion and authority.

Behaviours

Deliver results Motivate and develops others to continually exceed

standards and expectations.

Engage others Coach and mentor others in the development of

supportive and trusting relationships with colleagues, customers and others which develop and enhance the service and organisation’s profile and reputation.

Set Direction Demonstrates awareness of commercial and financial

considerations.

Lead and inspire Displays resilience and takes a rational approach.

Personal impact Gains support for position and win/win situations

through negotiation and compromise, demonstrating confidence, passion and authority.

For internal use only:

Role profile no: 1280

Group: Fundraising

Section: Community Partnerships

Planning unit: Community Fundraising

Benefits

1. Time off

Annual leave entitlements

Bands Bands 7,6,5 = 23 days (up to 25 days)Bands 4,3,2 = 25 days (up to 30 days)Band 1 = 30 days

For each full year of service, you will be granted one extra day until you reach the maximum number of days allocated to your grade. The long service entitlement does not apply to staff who receive 30 days’ annual leave or more (excluding Public and Bank Holidays). For further details, please see Staff Handbook.

Statutory holidays

All staff are entitled to public holidays, with exceptions for some staff at schools whose holidays are to be taken during school holidays. There is one extra day discretionary RNIB holiday, which is normally near Christmas. Teachers are entitled to a leave of absence from the school during normal holidays.

Long service unpaid leave

RNIB considers its employees to be its largest and most important resource and recognises that commitment to a large and diverse organisation for a length of time, may result in the need for a longer break than annual leave can

provide. Unpaid leave, which would be discretionary, may be given for various reasons which may include; extensive travel or participation in career development not specifically related to RNIB.

2. Pension scheme

RNIB offers a final salary contributory pension scheme. This is based on your salary up to a certain limit but is topped up by additional benefits, known as 'money purchase' benefits, in respect of your salary over that limit. You can also pay extra contributions known as Additional Voluntary Contributions (AVCs) in order to supplement your benefits.

You can become a member of the Scheme if you are over 17 or under the age of 63 and RNIB invites you to join. Members of the Scheme contribute 6 percent of their pensionable salary and contributions are automatically deducted from salaries.

3. Health

Eye care

Employees who habitually use visual display equipment (VDU) are entitled to a regular eye test and can be subsidised with our eye care vouchers usable at a wide range of opticians across the country.

Sickness

It is RNIB policy that advice and support is given to all employees who need to be away from work due to

sickness. Benefits are designed to reduce the financial loss and family/social pressure, which result when an employee is unwell, so that they may return to full health and their jobs as quickly as possible.

4. Learning and development

Supported induction programmeRNIB offers a tailored induction programme which is supported jointly by your line manager and the People Development team.

Development opportunitiesAppraisals are a key responsibility of line management and ensure that specific and significant time is given to discuss individual development needs and how these will be addressed.

5. Family friendly benefits

Flexible work patterns

It is RNIB’s intention to give all employees the opportunity to request any particular pattern of work which is most suited to their particular needs, i.e. job share, part time, term-time only, compressed weeks/fortnights, averaged/annualised hours, breaks from employment and remote working.

Childalert

RNIB offers staff a parenting support service providing peace of mind about childcare, children’s health, domestic and lifestyle worries, covering pre-birth through to the teenage years.

Childcare Vouchers

As part of its family friendly initiative RNIB, in conjunction with Childcare-plus, has introduced a more flexible way to meet the costs of your childcare. Childcare-plus is a government approved employee benefit under which part of your wages or salary can be given up or “sacrificed” and can be used to pay for a wide range of childcare that is registered with Ofsted or the equivalent authority for Scotland, Wales or Northern Ireland or have approved status.

Emergency and compassionate leave

RNIB grants employees leave (which may be paid or unpaid) in case of family bereavement and serious personal difficulties. This is to give staff maximum support and assistance through stressful times.

Parental leave

Employees with children under 5 can request up to 13 weeks’ unpaid leave in respect of each child, to a maximum of 4 weeks, per child, per leave year. This is extended for parents of disabled children.

6. Employee Assistance Programme (EAP)

This is an external confidential support service for employees, their partners and children up to the age of 21. It is a free telephone link that can be accessed 24 hours a day, all year round, dealing with a variety of issues, such as: work, financial, family/marital and legal.

7. Money saving initiatives

Xexec Lifestyle Solutions

An exciting scheme providing staff discounts on a number of high street and grocery stores, food outlets, health clubs, holidays, concerts, theatre and much much more!

You can purchase gift vouchers, set up retail 'top-up' cards and many more for use in a wide variety of outlets. Some examples of savings are: up to 50 per cent off special theatre packages, 10 per cent off at Debenhams, 6 per cent off at M&S and 7.5 per cent off at Hamleys.

Holiday discounts

Our travel agents offer all employees a 10per cent discount on their brochure holidays along with other discounted rates on hotels, flights (excluding low cost airlines) and special offer City breaks.

Interest free staff loan

At manager’s discretion all staff are entitled to an interest free loan to attend approved external training courses.

Season ticket loan

Employee’s can take advantage of buying an annual or half-yearly travel ticket. RNIB issue season ticket loans to allow staff to take advantage of reduction in travelling costs. The loan is then repaid via equal deductions from your salary.

8. Long Service Award

Staff who have completed 20 years’ continuous service will receive a Long Service Award as recognition of an employees’ loyalty and commitment to their work, to RNIB and to blind and partially sighted people