Guidance
Capability and Resourcing - Associate Commercial Practitioner
Published 8 July 2024
漏 Crown copyright 2024
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Job Pillar 搁辞濒别听颁辞尘辫辞苍别苍迟 |
ENABLING Capability and Resourcing |
|---|---|
| Commercial Professional Level |
Associate Commercial Practitioner (Executive Officer equivalent) |
| Role Summary | In this role you will contribute to delivering commercial excellence for your department by supporting financial budgeting, commercial capability, learning and development, capacity management, resourcing and competency management. You will work closely with the Government Commercial Function to ensure that your department aligns with best practice and has the right commercial skills and resources in place to deliver against objectives now and in the future. You will work as part of a larger team, but will be expected to be able to prioritise and manage your own workload to deliver to deadlines and know when to seek support in order to balance both operationally urgent and important tasks. |
| Key Responsibilities | Typically, the key responsibilities in this role will include (but are not limited to): 鈼徛燙ontributing to the improvement of commercial awareness and capability across the organisation to ensure best practice is applied through all phases of the commercial lifecycle 鈼徛燯ndertaking a commercial capability review for the department and using the findings to drive commercial capability improvement initiatives 鈼徛燚efining the approach for driving capability improvements 鈼徛燛ngaging with a wide range of stakeholders across the department and Government Commercial Function 鈼徛燘ringing together the end-to-end change and capability, communications and engagement and training activities across commercial services 鈼徛燗ctively promoting L&D, development opportunities, career opportunities etc that will enhance commercial capability 鈼徛燱orking closely with the Commercial Function鈥檚 delivery teams to align with best practice, define the commercial skills required and promote learning opportunities 鈼徛燬upporting the strengthening of the department鈥檚 commercial capability through the recruitment and effective induction of capable professional commercial staff 鈼徛燤aintaining commercial and corporate records and compliance 鈼徛燬haring knowledge and best practice to achieve better outcomes for the department鈥檚 commercial team 鈼徛燬upporting succession planning and talent management 鈼徛燬upporting in estimating costs, managing a budget and controlling forecasts and actual spend against the budget 鈼徛燬upporting the qualification and licencing approach for the department 鈼徛燛ngaging with stakeholders and effectively communicating messages to support decision making 鈼徛燗pplying a strong visual project management approach |
| Essential Criteria |
Capability and Resourcing: 鈼徛燞as the ability to contribute to management projects in accordance with agreed specifications, delegations and timelines 鈼徛燞as the ability to support the development of others by sharing technical knowledge, coaching and mentoring 鈼徛燞as experience in HR, talent management and recruitment 鈼徛燞as the ability to produce summary dashboards by drawing together and manipulating information Commercial Focus: 鈼徛燞as a good understanding of the elementary economics factors that may determine a market shape, dynamics and models and can apply tools and techniques associated with gathering commercial data Risk and Assurance Management: 鈼徛燚emonstrates the ability to identify possible risks, understand their impact, use appropriate mitigation techniques and escalate them where appropriate Commercial Ethics: 鈼徛燞as an understanding of the standards to eliminate corruption, fraud and unethical behaviour in supply chains and can take action in the event of any alleged breach of standards Team Focus: 鈼徛燚emonstrates the ability to work as part of a team to support their resilience and performance Build Relationships: 鈼徛燞as good stakeholder management skills and the ability to use different communication styles with different audiences |
| Civil Service Behaviours | Ability to show examples across the following behaviours for level 2 of the : Seeing the Big Picture: 鈼徛燯nderstand how your work and the work of your team supports wider objectives and meets the diverse needs of stakeholders. Keep up to date with the issues that affect your work area. Take a keen interest in expanding knowledge in areas related to your work. Focus on overall goals and not just specific tasks to meet priorities Changing and Improving: 鈼徛燫egularly review own and team鈥檚 work and take the initiative to suggest ideas to make improvements. Give feedback on changes in a constructive manner. Take a positive, open approach to the possibility of change and encourage others to do the same. Help others to understand changes and the reasons they are being put in place. Identify and act on the effects changes are having on your role and that of the team. Look for ways to use technology to achieve efficient and effective results. Consider accessibility needs of the diverse range of end users Making Effective Decisions: 鈼徛燭ake responsibility for making effective and fair decisions, in a timely manner. Analyse and research further information to support decisions. Talk to relevant people to get advice and information when unsure how to proceed. Explain how decisions have been reached in a clear and concise way, both verbally and in writing. Demonstrate the consideration of all options, costs, risks and wider implications, including the diverse needs of end users and any accessibility requirements Leadership: 鈼徛燬how pride and passion for your work and positive, inclusive engagement with your team. Understand your areas of responsibility and display awareness of the wider impact of your actions. Proactively role model and promote an inclusive workplace, promptly dealing with inappropriate language and behaviours when they arise, including any instances of discrimination or misconduct. Give praise and credit to colleagues and stakeholders where appropriate Communicating and Influencing: 鈼徛燙ommunicate clearly and concisely both orally and in writing. Take time to consider the best communication channel to use for the audience, including making the best of digital resources and considering 鈥榲alue for money鈥�. Interact with others in an enthusiastic way. Express ideas clearly and with respect for others. Listen to and value different ideas, views and ways of working. Respond constructively and objectively to comments and questions. Handle challenging conversations with confidence and sensitivity Working Together: 鈼徛燚evelop a range of contacts outside own team and identify opportunities to share knowledge, information and learning. Show genuine interest when listening to others. Contribute to an inclusive working environment where all opinions and challenges are listened to and all individual needs are taken into account. Ensure it is clear that bullying, harassment and discrimination are unacceptable. Offer support and help to colleagues when in need, including consideration of your own and their wellbeing. Change ways of working to aid cooperation within and between teams in order to achieve results Developing Self and Others: 鈼徛營dentify gaps in own and team鈥檚 skills and knowledge. Set and consistently meet development objectives. Seek learning opportunities. Support the development plans of all colleagues, recognising how diversity of experience/background can help to build an inclusive team culture. Consider the contributions of all team members and delegate work to aid the learning and development of all. Encourage and listen to developmental feedback from colleagues Managing a Quality Service: 鈼徛燱ork with customers to understand their needs and expectations. Create clear plans and set priorities which meet the needs of both the customer and the business. Clearly explain to customers what can be done. Keep colleagues and stakeholders fully informed of plans, possibilities and progress. Identify common problems that affect service, report them and find possible solutions. Deliver good customer service which balances quality and cost effectiveness Delivering at Pace: 鈼徛燫egularly review the success of activities in the team to identify barriers to progress or challenging objectives. Identify who and what is required to ensure success, set clear goals and areas of responsibility and continually assess workloads considering individual needs. Follow relevant policies, procedures and legislation to complete your work. Ensure colleagues have the correct tools and resources available to them to do their jobs. Have a positive and focused attitude to achieving outcomes, despite any setbacks. Regularly check performance against objectives, making suggestions for improvement or taking corrective action where necessary. Ensure that colleagues are supported where tasks are challenging |
| Department Context | To enhance the generic commercial role profile, additional information can be added by a department to outline the specific nature of the role. This may include: 鈼徛燗n additional short paragraph in the role summary 鈼徛燗dditional key responsibilities based on the department context 鈼徛燘espoke essential skills/experience required for the role |