POSITION DESCRIPTION

Transcription

1 POSITION DESCRIPTION Job Title: Resource Management Planner Team: Planning Team Heritage, Environment and Regulatory. Location: Council Headquarters, 20 Thames Street, Oamaru Hours of work: 40 Job Grade: 14 Salary Band: As at: Date PD Last Evaluated: October 2012 RWP No: 96 Organisation Context: Chief Executive Group Manager, Heritage, Environment & Regulatory Planning Manager Resource Management Planner

2 Position Summary: Reason for the Position: The primary focus of this position is to support the Planning Unit with meeting its statutory requirements and LTP priorities. Key Result Areas: The position encompasses the following major functions or Key Results Areas: Core Position Accountabilities (Max of 5) This section sets out the key Responsibilities and Tasks of the position. Percentage of Performance Review Process. 80% Jobholder is accountable for KRA 1 Consents Processing 30% Processing resource consent applications, notices of requirement and outline plans. Presenting reports and evidence to Council hearings and/or Environment Court as and when required. Liaising with other Council units and/or consultants to obtain the necessary advice for processing consents, notices of requirements and outline plans. Summarising all submissions received in a format that meets RMA requirements and are understood by submitters. Applications are processed to a standard that can be signed off with minimal changes/corrections, and within the timeframes defined in the RMA. Positive feedback from Hearing Committee/ Commissioner/Environment Court re decisions. Advice is obtained within agreed service levels between council units. Submissions are summarised accurately and within timeframes agreed with the Planning Unit staff. KRA 2 Regulatory Compliance Assessments 20% Assessment of building consents, Sale of Liquor certificates, LIMs and other miscellaneous certificates for regulatory compliance with the District Plan. Compliance is assessed and applicants made aware of any non-compliance, and what is required to comply or apply for resource consent to legitimise. Assessments are processed within the timeframes set out under legislation and/or agreed service levels between council units. KRA 3 State of Environment Reporting 15% Data gathering for State of Environment reports, Council reports and any other requests from the Planning Manager or members of the public. Information is current and up-to-date, accurately summarised and collated in appropriate format. RWP 96 - WDC Planning Officer PD - April 2014 Page 2

3 Jobholder is accountable for Data collation, summarising and presentation of SoE reports, Planning Unit reports on national or regional policy matters, Council reports and any other requests from the Planning Manager Information is presented in a form that can be easily understood by councillors and the public; and report recommendations are adopted. KRA 4 Plan Reviews 15% Analysis of plan policy under RMA Section 32 and preparation of plan change documents. Consultation on plan changes being conducted in accordance with RMA requirements Capturing and amending all relevant District Plan provisions. Ensuring recommendations on submissions are appropriate and responded to in Council decisions. 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. All affected stakeholders are adequately consulted. All provisions are amended; no plan provisions are missed in required amendments. Submission recommendations allow Councillors/commissioners to make informed decisions. 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 5% Jobholder is accountable for KRA 5 Professional Development 5% Seeking on-going professional development. Professional competency is maintained by attendance at no less than 4 recognised and relevant 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. RWP 96 - WDC Planning Officer PD - April 2014 Page 3

4 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 KRA 6 Customer Service Delivery and Upholding of Council Values Delivery of customer-focused services (both internally and externally) being consistent with the WDC Customer Relationship Strategy Sharing knowledge and collaborating with each other to foster the spirit and disciplines of teamwork across WDC Accurate and timely information and/or solutions are provided in a manner that demonstrates approachability and helpfulness. Knowledge is shared and the jobholder is proactive in partnering with other departments and living the values of working as one team. KRA 7 Business Improvement, Workplace Safety and Emergency Management Identifying and implementing improvements to work processes (business excellence) Participating in workplace safety practices, including accident and hazard reporting, safe work practices, and participation in evacuation procedures Participating in emergency management training and responding to adverse events Council is responsible for Civil Defence emergencies and it is understood all employees may be called on to keep open essential services Improvements to work processes are implemented and the quality, effectiveness and/or efficiency of service delivery are 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. Key Person Specification: Qualifications Essential: University undergraduate degree in resource management, ie, Bachelor of Planning Desirable Post graduate qualification in resource management Driver s Licence RWP 96 - WDC Planning Officer PD - April 2014 Page 4

5 Knowledge / Experience Essential: Working knowledge of the RMA Customer service experience Desirable Working knowledge of the LGA Key Skills / Attributes / Job-Specific Competencies Expert: Advanced: Working Knowledge: Awareness: Nil Analysis and problem solving Written communication, including report writing MS Office software GIS mapping systems District Plan preparation and policy analysis Resource consent processing Submission summarising Giving expert evidence at hearings Local government processes Key Relationship Skills Key Internal / External Contacts: Planning Department Staff Regulatory Services Unit Staff Council managers and staff Applicants, submitters, appellants, network utility operators, statutory authorities and other customers Consultants Officers of Environment Canterbury, Otago Regional Council and other territorial local authorities Representatives of government and statutory agencies Typical contact takes the form of: Seeking direction, receiving feedback, liaising, gaining cooperation Gaining cooperation, explaining and liaising Receiving and giving information and liaising over multi-disciplinary matters RWP 96 - WDC Planning Officer PD - April 2014 Page 5

6 Additional Information: Position Delegated Authority: Will be reviewed annually Operational $Nil 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: 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. Exceptions: 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 RWP 96 - WDC Planning Officer PD - April 2014 Page 6