POSITION DESCRIPTION

Transcription

1 POSITION DESCRIPTION Job Title: Heritage Advisor Team: Heritage and Planning Team Heritage, Environment and Regulatory Location: Council Headquarters, 20 Thames Street, Oamaru Hours of work: 40 Job Grade: 15 Salary Band: As at: 1 June 2018 Date PD Last Evaluated: June 2018 RWP No: Organisation Context: Chief Executive Group Manager Heritage, Environment and Regulatory Heritage and Planning Manager Heritage Advisor Senior Planner - District Plan Review Resource Management Planner x2.4 Planning Admin Officer Biodiversity Officer

2 Position Summary: Reason for the Position: The primary focus of this position is to: provide advice to building, land owner or community groups involved in heritage protection or education as to the options and support available to protect historic heritage provide expert historic heritage planning advice to Council and stakeholders particularly in regard to statutory planning services for Resource Consents, District Plan Review and Environment Court hearings work alongside other Council departments to coordinate Council activities regarding historic, cultural and natural heritage and provide professional heritage advice and advocacy to resolve them lead the planning, implementation and review of historic, cultural and natural heritage related projects including undertaking community engagements and relations in respect of them to promote stakeholder awareness and understanding of historic, cultural and natural heritage throughout Waitaki build and maintain databases and systems as required Key Result Areas: The position encompasses the following major functions or Key Results Areas: Core Position Accountabilities This section sets out the key Responsibilities and Tasks of the position. Percentage of Performance Review Process. 75% Jobholder is accountable for Jobholder is successful when KRA 1 Promoting Heritage Awareness across the Waitaki District 50% Actively engages with Heritage groups/building owners to support preservation and restoration of historic sites. Communication and education through community events, presentations, workshops and digital communication. Positive customer and councillor feedback. Public enquiries dealt with through direct meeting, , letter or telephone call within timeframes set. Articulates the Council s vision for heritage within the District. Actively seeks opportunities to communicate with the public, community, tourist operators, WDC Heritage Advisor PD / March 2018 Page 2

3 Jobholder is accountable for Works to resolve tensions between change of uses and re-development of historic buildings and heritage protection. Jobholder is successful when businesses in heritage precinct, verbally and through social media. Facilitates heritage focus groups within the local community as and when needed. Written and oral communication is clear, fluent, concise, timely and effective. Identifying and promoting voluntary mechanisms for the identification, retention and conservation of heritage resources. Provides responses and solutions that meet external needs wherever possible. Reasoning /advocating or mediating between opposing parties when required to reach consensus. Communicates clearly and effectively with a wide range of people and situations in order to explain and influence. Conflict of interests are avoided. KRA 2 Advises on heritage protection within the provisions of the Resource Management Act, the Heritage New Zealand Pouhere Taonga Act 2014 and the Reserves Act % Providing expert heritage advice on the identification, conservation and management of heritage resources, including buildings, archaeological sites, monuments and areas/landscapes. Applications are processed to a standard that can be signed off with minimal changes/corrections. Process resource consent applications, deemed permitted activity applications, notices of requirement and outline plans for historic heritage within the timeframes set out under legislation while also taking into account internal timeframes. Summarise and analysis of submissions, present reports and evidence to Council hearings and/or Environment Court as and when required Liaising with other Council units, Heritage NZ and/or consultants to obtain the necessary advice for processing consents, notices of requirements and outline plans Analysis of plan policy under RMA Section 32 and preparation of plan change documents. Positive feedback from Hearing Committee/Commissioner/Environment Court decisions Forms good working relationships with Council departments and external agencies. Advice is obtained within agreed service levels between council units. Any problems obtaining advice is flagged to the Planning Manager. Analysis considers all options and thoroughly assesses the costs and benefits of each in accordance with the RMA. Plan Change documents provide full and adequate planning assessment. WDC Heritage Advisor PD / March 2018 Page 3

4 KRA 3 Leadership and Co-ordination of Heritage Projects 20% Maintaining and inputting into relevant corporate documents, including the Culture and Heritage Strategy. Plays lead role in managing heritage projects to time and budget. Actively seeks new funding opportunities and provides advice on the prioritisation of projects. Accurate advice and timely input is given to corporate strategies and long term planning. Accurate advice and timely input is given to corporate projects. Successful bids to secure funding including seismic strengthening. KRA 4 Compiling Database of Heritage Resources 10% Develops an in-house database of heritage items that provides a basis for underpinning resource management decisions and funding bids. Undertake monitoring and compliance of resource consent conditions and permitted activities in alignment with corporate expectations. Establishes the effective development of an online database within agreed timeframes. Develops good relationships with museums and archive holders. Customers of the Heritage, Environmental and Regulatory Group have a high level of satisfaction with the operation of the consent and compliance regime. Discretionary Targets: This section sets out the key areas where priorities will be set annually Discretionary Position Accountabilities (these are the targets/goals that vary year to year but should fit under an overall title, specified annually) Percentage of Performance Review Process 10% Jobholder is accountable for Jobholder is successful KRA 5 Professional Development 10% Seek on-going professional development Maintain professional development by attendance at no less than 4 recognised training days Note The precise performance measures for this position will need further discussion between the jobholder and manager as part of the performance development system. WDC Heritage Advisor PD / March 2018 Page 4

5 Corporate Contribution This section sets out the key areas where position will contribute or display overall Council objectives. Percentage of Performance Review Process 15% Jobholder is accountable for Nature of Contact KRA 6 Business Improvement, Workplace Safety and Emergency Management Identify and implement improvements to work processes (business excellence). Participate in workplace safety practices, including accident and hazard reporting, safe work practices, and participation in evacuation procedures. Council is responsible for Civil Defence emergencies and it is understood that in emergencies caused by wind, rain, fire, snow, storms, floods, tides and earthquakes or similar occurrences, all employees may be called on to keep open essential services. Position Specific Civil Defence Responsibilities: Improvements to work processes are implemented and the quality, effectiveness and/or efficiency of service delivery is improved. Accidents involving the jobholder are reported in a timely and accurate manner as specified in the Health and Safety Manual. Hazards identified by the jobholder are reported to the Health and Safety Team as specified in the Health and Safety Manual. The jobholder follows safe work practices. The jobholder follows safe evacuation processes. Civil Defence controller is satisfied with participation in training and the level of service provided in emergency events. As directed. WDC Heritage Advisor PD / March 2018 Page 5

6 Key Person Specification: Qualifications Essential: Desirable University undergraduate degree. Driver s Licence University postgraduate degree in architecture, conservation, history, art history or resource management/planning. Knowledge / Experience Essential: Several years relevant experience in a similar role Working knowledge of relevant legislation and processes Customer Relationship skills Preparation and presentation of reports and evidence Research skills and the preparation of heritage and related educational materials for various audiences Desirable Working knowledge of the RMA, Reserves Act, Building Act and the Heritage New Zealand Pouhere Taonga Act 2014 Experience of biculturalism and the Treaty of Waitangi in relation to heritage and resource management Negotiation and conflict resolution, particularly in relation to resource management and heritage issues Key Skills / Attributes / Job-Specific Competencies Expert: Advanced: Working Knowledge: Awareness: Report preparation Analysis and problem solving Resource consent processing District Plan preparation and policy analysis Summarising submissions Presenting evidence at hearings MS Word and other MS Office software Preparing and presenting reports to Council Customer service Databases for heritage resources, tracking consents and submissions Local government processes GIS mapping systems Key Relationship Skills Key Internal / External Contacts: Planning Department Staff Typical contact takes the form of: Seeking direction, receiving feedback, liaising, gaining cooperation WDC Heritage Advisor PD / March 2018 Page 6

7 Heritage, Environment and Regulatory Services Unit Staff Council managers and staff Oamaru Whitestone Civic Trust Applicants, submitters, appellants, network utility operators, statutory authorities and other customers Consultants and councillors Officers of Environment Canterbury, Otago Regional Council and other territorial local authorities Representatives of Heritage NZ, Department of Conservation, Ministry of Culture and Heritage and other agencies Receiving and giving information, advising, gaining cooperation, explaining things and liaising Receiving and giving information, advising, gaining cooperation, influencing and persuading and liaising over heritage matters Liaising, collaborating with on special projects, receiving and giving information and processing applications Receiving and giving information, advising, influencing and persuading, gaining cooperation, facilitating, liaising, explaining things, resolving minor conflicts Receiving and giving information, advising, persuading, gaining cooperation, liaising, explaining things Receiving and giving information, influencing and persuading, gaining cooperation, liaising, explaining things Receiving and giving information, influencing and persuading, gaining cooperation, liaising, explaining things Result Areas Additional Information: Position Delegated Authority: Will be reviewed annually Operational $ Project $NIL Authority to be exercised in accordance with the delegation manual general section and budget manager section Signing Correspondence: Talking with Elected Members: Communicating with Media: Exceptions: Elected Members generally seek permission from the Chief Executive to gain information from the Team. (Different roles will require individual permissions). Factual information only, under guidance from Exec Team. Providing expert planning evidence and advice to the Hearing Committee and advice to Council associated with reports on other planning matters. WDC Heritage Advisor PD / March 2018 Page 7

8 Changes to position description: From time to time it may be necessary to consider changes in the position description in response to the changing nature of our work environment including technological requirements or statutory changes. Such change may be initiated as necessary by the manager of the position. This Position Description will be reviewed as part of the preparation for performance planning for the annual cycle. (A review in job size and possible impact on remuneration structure of the position will only be considered where change of the position is significant (guideline: significant would typically involve a 25% change in the complexity / accountability of the role.) Approved: (Manager/Supervisor) Date:../../20 Agreed: (Staff Member) Date:../../20 WDC Heritage Advisor PD / March 2018 Page 8