Date: 28 June 2012
Department: Physical Programmes
Post number: 1304 was 716 was 810300
Section: Project Management
Job title: Assistant Project Manager
Main purpose of job
To be responsible to the Project Manager for proactively assisting in the effective planning, procurement and contract management of the council’s interests in physical project delivery, in accordance with the Services project management procedures and in compliance with applicable statutory obligations and requirements.
To identify, mitigate and manage all risks associated with allocated projects in conjunction with the Project Manager.
To keep under review new developments relating to project management issues which might benefit project delivery or unit operations and to make appropriate recommendations for change.
To ensure accurate and timely production of all information required for project reports, returns and performance measurement.
Summary of responsibilities and personal duties
- Responsible for the provision of advice, design and cost management services and technical support.
- Assist with the procurement and establishment of service delivery agreements for consultants of all disciplines and prepare all appropriate tender and contract documentation.
- The co-ordination, management and monitoring of contracts and service delivery agreements for consultants/external project teams and ensuring that contractual obligations are fulfilled in line with service contract management guidelines.
- Assist with the preparation, review and revision of project implementation plans as necessary throughout the project lifecycle.
- Lead the development of effective project briefs, in conjunction with project sponsors and project managers, and the coordination and integration of the work of the consultants attached to design teams.
- To identify, mitigate and manage all risks and environmental considerations associated with allocated projects in conjunction with the Project Manager.
- Undertake the role of Council representative on a range of projects, and act as focal point of contact and technical liaison between project sponsors and the delivery team(s).
- To develop relationships and partnerships with key stakeholders to ensure a co-ordinated approach to project management and effective communication between all parties.
- To be responsible for the resolution of problems which arise in relation to project delivery in a timely manner and to refer to project manager as appropriate.
- To maintain and comply with relevant project systems and record, manage and publish project and procurement information using specialised project intranet and extranet systems.
- Identify synergies and interdependencies between projects and assisting with the identification of efficiencies, value for money etc across council wide projects.
- Assist with the advancement of projects through the Gates process at each stage of project delivery.
- To be responsible for the effective management, monitoring and control of allocated projects from inception to successful delivery compliant with project briefs and objectives and in accordance with project implementation plans.
- Adhere to project change/variation management procedures.
- Lead on the prudent management and monitoring of budgets for allocated projects in accordance with Council policies, Financial Regulations and Standing Orders as directed by the Project Manager.
- Implement appropriate formal project handover procedures and ensure that project sponsors receive necessary information and appropriate demonstrations and instructions.
- As required, lead on the monitoring and control of quality, time and cost parameters on allocated projects and report thereon as required
- Assist with the analysis of financial data, production of financial reports, reconciliation of financial data, auditing and verification of project expenditure and income for the unit as required.
- Collate consultant and contractor performance data and record and monitor as key performance indicators.
- Where appropriate, ensure compliance with funding conditions and provide information for funding bids and claims.
- Commit to continuous improvement and research and advise on the potential incorporation of relevant best practice.
- Keeping under review new developments and maintain knowledge in both the relevant field of professional expertise and project management generally and making periodic recommendations to the Project Manager for potential improvements in service delivery.
- Comply with the requirements of the CDM regulations and other Health and Safety legislation.
- Participate fully in all operational aspects of the Project Management Unit in accordance with the Service Business Plan.
- Participate, as directed, in the council’s interview procedure.
- Undertake the duties in such a way as to enhance and protect the reputation and public profile of the city council.
- Undertake such other relevant duties as may be from time to time required.
NB This summary of responsibilities and personal duties is not intended to be exhaustive. This role will develop and change in line with the council’s portfolio of strategic corporate programmes and projects.
Date: 26 January 2021
Department: Physical Programmes
Post number: 1304
Section: Project Management
Job title: Assistant Project Manager
Applicants must, as at the closing date for receipt of applications and throughout the selection process, be current Belfast City Council employees or current Belfast City Council agency assignees.
Qualifications and experience
Applicants must, as at the closing date for receipt of applications, have a full, current driving licence which enables them to drive in Northern Ireland and have a car available for official business or access to a form of transport which will enable the applicant to meet the requirements of the post in full. 
Applicants must also, as at the closing date for applications, either:
- have a relevant third level qualification in a construction related subject or equivalent qualification and be able to demonstrate, by providing personal and specific examples on the application form, at least one year’s relevant experience in a leading construction project management role representing the client’s interests in the delivery of building projects. This work experience must include one year’s relevant experience in the practical application of each of the following areas:
- be able to demonstrate, by providing personal and specific examples on the application form, at least two years’ relevant experience in a leading construction project management role representing the client’s interests in the delivery of building projects. This work experience must include two years’ relevant experience in the practical application of each of the following areas:
- i. management of construction projects under the NEC3: Engineering and Construction Contract (ECC) gained through undertaking the role of Project Manager, or as the client representative directly managing consultancy design teams;
- ii. successfully delivering significant  construction projects from inception to completion; and
- iii. building design quality issues; and preparing construction project budgets and expenditure plans and managing project accounts within approved parameters.
 Please be advised that this alternative is a ‘reasonable adjustment’ specifically for applicants with disabilities who, as a result of their disability, are unable to hold a full, current driving licence. However please also be advised that, given the business need for the post-holder to visit construction sites throughout all areas of Belfast, the ‘reasonableness’ of this adjustment will be thoroughly considered prior to any appointment being made.
 A significant project is defined as one that is over £500k.
In addition to the above qualifications and experience, Belfast City Council reserves the right to shortlist only those applicants who, as at the closing date for receipt of applications:
- in the first instance, have a relevant third level qualification in a construction related subject or equivalent qualification and are able to demonstrate, by providing personal and specific examples on the application form, at least two years’ relevant experience in a leading construction project management role representing the client’s interests in the delivery of building projects. This work experience must include two years’ relevant experience in the practical application of each of the above noted areas
- are able to demonstrate, by providing personal and specific examples on the application form, at least three years’ relevant experience in a leading construction project management role representing the client’s interests in the delivery of building projects. This work experience must include three years’ relevant experience in the practical application of each of the above noted areas; and
- in the second instance, possess full, current corporate membership, by examination, of one of the following bodies: Chartered Institute of Building; Institute of Civil Engineers; Royal Institute of British Architects; or Royal Institute of Chartered Surveyors (main qualification to be within Quantity Surveying/Construction, Project Management or Building Surveying pathways), or equivalent membership.
Special skills and attributes
Applicants must be able to demonstrate evidence of the following skills that will be tested at interview:
Technical knowledge: a working knowledge of the appropriate contract documentation, the Achieving Excellence in Construction process, design quality and sustainability issues and the management of procurement of consultants and contractors in full compliance with applicable statutory obligations and requirements.
Interpersonal skills: the ability to build rapport with others and to win the support of senior managers and representatives of outside organisations through the ability to present reasoned arguments.
Communication skills: the ability to draft written documents, and the ability to communicate effectively with internal and external groups, ensuring that communication methods and materials are appropriate and to the highest standard.
Analysis and decision making skills: the ability to analyse and interpret complex issues and exercise critical judgement in arriving at practical solutions.
Project management and work planning skills: the ability to determine resource requirements for projects, administer contracts and manage allocated workload on the basis of available resources and the ability to establish and maintain effective administrative, risk management, work monitoring and tracking systems.
Finance and resource management skills: the ability to prepare and monitor significant project budgets and expenditure plans and manage project accounts, to identify and explain variances, within approved parameters, with an awareness of financial administration and probity requirements.
Partnership working skills: the ability to form, maintain and enhance partnership working with external partners and stakeholders to build consensus around key issues.
Customer care skills: an understanding of end user needs and consultation principles and the need to respond to client and customer demands.
Team working skills: the ability to lead a team and work proactively to build and develop high levels of communication and cooperation between team members to achieve objectives, and the ability to work unsupervised to strict deadlines.
Terms and conditions of employment
Assistant Project Manager (PO6)
‘Temporary review’ post for 6 months, subject to review
Project Management Unit
Physical Programmes Department
Job applicant privacy notice
Belfast City Council is the Data Controller under the General Data Protection Regulations (GDPR) for the personal data it processes relating to job applicants. Processing data from job applicants allows the council to manage the recruitment process, assess and confirm an applicant’s suitability for employment and decide to whom to offer a job. It may also need to process data from job applicants to respond to and defend against legal claims.
If you apply for this job, you will be providing your personal data to the council whose lawful basis for processing it is for the performance of a task carried out in the public interest or in the exercise of official authority. In some cases, the council will also need to process your data to ensure it is complying with its legal obligations. For example, to monitor applicants’ sensitive data for equal opportunities purposes and to check applicants’ eligibility to work in the UK before employment starts. The council will collect a range of information about you, including:
- your name, address and contact details, including email address and telephone number;
- details of your qualifications, skills, experience and employment history;
- information about your current level of remuneration, which may include benefit entitlements;
- whether or not you have a disability, or if your first language is not English, so that it can make reasonable adjustments, as required, during the recruitment process; and
- information about your entitlement to work in the UK etc.
The council will collect this information in a variety of ways for example, by application forms, through forms of assessment, from interview or from your identity documents. It may also collect personal data about you from third parties, such as references, but it will only seek this data if you have been recommended for appointment to the post and it will inform you that it is doing this. Your personal data will be shared internally within the council with staff who are involved in the recruitment process and, where necessary, between internal departments for the purpose of ensuring a fair, systematic and objective recruitment and selection process is in place. It will also be shared with external consultants for the purposes of candidate attraction and selection, where appropriate. Your personal data will not be shared or disclosed to any other organisation without your consent, unless the law permits or places an obligation on the council to do so. Your data will be stored in a range of different places including the recruitment file, the HR information management system and other IT systems such as email. It will be held and stored by the council in a safe and secure manner in compliance with Data Protection legislation and in line with the council’s Records Retention and Disposal Schedule.
As a data subject, you have a number of rights. These include your right to:
- access and obtain a copy of your personal data on request;
- require the council to change incorrect or incomplete personal job applicant data; and
- require the council to delete or restrict processing your data.
If you have any queries regarding the processing of your personal data, please contact our Job Line on 028 9027 0640. If you wish to contact the council’s Data Protection Officer, please write to Belfast City Council, City Hall Belfast, BT1 5GS or send an email to firstname.lastname@example.org
Please see further details of the terms and conditions relating to this post set out below:
The appointment will be made by the selection panel, but will be subject to ratification by the director of the relevant department.
If you are currently placed on furlough, you will be required to return from furlough to commence in this post.
There may be a reserve list of applicants drawn up for this post which would last for a maximum of 12 months. Should a similar post become vacant within this time, it may be offered to those on the reserve list, in order of merit, without further interview. For generic-type posts, this may include posts in another department.
If a similar post does become vacant within this time, it will be offered to candidates on the reserve list in the following way:
- Candidates will be initially contacted by telephone and must respond within three working days to accept or decline the post.
- Candidates who cannot be contacted by telephone will be contacted by letter and must respond by telephone or by return of acceptance form within five working days of the date of the letter.
If candidates do not respond within the above time frames, the post will be offered, in order of merit, to the next person on the reserve list. The names of those candidates who have not responded within the above timeframes will be retained on the reserve list, in order of merit, to be considered for future vacant posts.
However, if candidates have been contacted on three separate occasions, and they have not responded within the above timeframes on these three occasions, the council will assume that they are no longer interested in the post and their names will be removed from the reserve list.
Should your contact telephone numbers or your address change since you submitted your application form, it is your responsibility to notify the HR Employee Resourcing Unit on 028 9027 0640 or by emailing email@example.com with your new contact details.
This is a ‘temporary project’ post for 6 months, subject to review. An existing permanent employee of Belfast City Council will, if successful, be appointed on the basis of undertaking a ‘temporary project’ post with the right to return to his or her substantive post at the conclusion of the ‘temporary project’ post. An existing temporary or fixed term contract employee will, if successful, be appointed on the basis of a further temporary or fixed term contract into a ‘temporary project’ post but with no automatic right to revert back to his or her original temporary or fixed term contract post. Similarly, an existing agency assignee will, if successful, be appointed on the basis of a ‘temporary project’ post but with no automatic right to revert back to his or her original agency assignment. Temporary and fixed term contract employees and agency assignees should give consideration to this prior to applying or accepting this post.
For internally trawled permanent or temporary project/cover/review posts, candidates must remain current employees or agency assignees throughout the selection process in order to be recommended for appointment. Candidates who are no longer current employees or agency assignees as at the short-listing, testing/assessment or interview stage will not be eligible to progress through the process; even if they were an employee or agency assignee at the closing date for receipt of applications. Similarly, if placed on the reserve list, candidates must still be current employees or agency assignees as at the point in time that a vacancy arises. Candidates who are no longer Belfast City Council employees or agency assignees will not be offered any future vacant posts from a reserve list, even if the timing of the reserve list is still valid.
Job description: please refer to the job description for details of the duties of the post.
Employee specification: please refer to the attached employee specification for details of any qualifications, experience, etc. which are required for the post. Should an applicant be recommended for appointment to this post, he or she will be required to produce official original proof of any qualifications, etc. he or she relied upon to support their application. Please also be advised that an applicant must provide evidence to demonstrate that he or she was in possession of such qualifications, etc. at the closing date for applications.
The salary will be determined by the council in line with that determined by the National Joint Council for Local Government Services, currently Salary Scale PO4, SCP 35 to 38, £38,890 - £41,881 per annum (in normal circumstances, the starting salary is the minimum point), paid monthly by direct payment by the Bankers Automated Clearing System (BACS) to a bank or building society account of your choice.
The person appointed will be based initially in 9 Adelaide, 9-21 Adelaide Street, Belfast but will be required to work in and/or visit other locations.
Please note, given the uncertainty of the ongoing situation with Covid 19 (Coronavirus) and the closure of council buildings the person appointed may be asked, in the first instance, to report to a different location, work from home and/or be reassigned or redeployed to another area of work within the council.
Prior to taking up duty the person recommended for appointment must:
- Enter into an agreement which sets out the main terms and conditions of employment.
- Provide evidence of the right to work and reside in the UK via an original full UK birth certificate and original proof of national insurance number (for example, via national insurance card, P45 or payslip etc). No temporary national insurance numbers can be accepted. Individuals who do not have a UK birth certificate will be asked to bring their passport and other documentation as required.
- Produce official evidence of his or her qualifications as required. Please be advised that candidates must provide evidence to demonstrate that they were in possession of them at the closing date for applications.
- Provide details of the bank or building society account to which his or her salary or wage will be lodged.
- Provide two satisfactory work references. If suitably satisfactory references are not received, he or she will not be offered the appointment.
- Pass satisfactorily a medical assessment by the council’s Occupational Health Service provider.
- Complete the relevant Northern Ireland Local Government Officers’ Superannuation Committee (NILGOSC) membership or opt out forms.
- Complete a disclosure of family relationships form.
- Complete a disclosure of criminal convictions form, under the Rehabilitation of Offenders (NI) Order 1978. All applicants who are recommended for appointment to a post within Belfast City Council must provide details in respect of any criminal convictions which are not regarded as ‘spent’ convictions. Any disclosed convictions will be taken into account only when the conviction is considered relevant to the post and will be seen in the context of the job, the nature of the offence and the responsibility for the care of existing client/customer and employees.
If the person appointed acquires a conviction throughout the course of his/her employment with Belfast City Council, he/she must bring this to the attention of his/her line manager/departmental HR representative. Failure to comply with this request can result in a breach of the terms and conditions of employment and may result in sanction or dismissal. Any information will be dealt with confidentially and help is available.
Please note that if an applicant is recommended for appointment he or she must complete the pre-employment checks, outlined above, within 10 working days or consideration will be given to withdrawing the recommendation for appointment and no formal offer of appointment will be made. After pre-employment checks are complete, an applicant must formally accept and commence employment in this post within four weeks.
The person appointed will be required to comply with all current and future council policies, procedures, guidelines, agreed working practices and any relevant collective agreements incorporated into the contract of employment.
The general conditions of service as prescribed from time to time by the National Joint Council for Local Government Services and by the council for its officers shall apply to the appointment and the Single Status Implementation Agreement dated 2007 as renegotiated from time to time is hereby incorporated into the contract of employment.
A copy of the council’s Disciplinary Procedure and Grievance Procedure will be issued to all new employees at the council’s Induction Course.
Please note if you are an applicant with previous local authority service in England, Scotland, Wales etc., you are advised to clarify your particular situation with regard to the continuity of this service, prior to accepting an offer of appointment from Belfast City Council.
Service and hours of duty
The hours of duty are 37 per week, working five days per week, Monday to Friday. Flexible working hours are in operation between 7.30am and 6.30pm, with set core times that the person appointed must be in work. However, the person appointed will be required to start and finish work at specific times that suit the operational needs of the service and she/he will, when advised, be required to work outside of these hours for operational reasons including on extra statutory, bank and/or public holidays.
In accordance with the National Joint Council for Local Government Services National Agreement on Pay and Conditions of Service variations to the established working week or patterns of work will be reasonable and subject to adequate notice.
Annual leave and extra statutory, bank or public holiday entitlement is calculated in hours/minutes.
A person appointed on the standard full time hours of 37 per week will be entitled to 170.2 hours (23 days) annual leave, plus 88.8 hours (12 days) bank or other holidays.
Annual leave entitlement will be increased by 37 hours (5 days) in the case of officers who have not less than 5 years’ continuous service and by a further 22.2 hours (3 days) in the case of officers who have not less than 10 years’ continuous service.
Figures in brackets represent the number of days based upon a standard day of 7.4 hrs.
For individuals who do not work the standard full-time hours, annual leave and extra statutory, bank or public holiday entitlement will be calculated on pro-rata basis to their contracted hours, based on the standard full time hours of 37 per week and a standard day of 7.4 hours (i.e. 7 hrs 24 minutes).
Employees are entitled to a holiday with a normal day’s pay for each of the statutory, general and public holidays as they occur. Where the balance of the employee’s public / bank and statutory holiday entitlement has been exhausted, additional leave taken for public / bank and statutory holidays will be deducted from the employee’s annual leave entitlement.
All employees required to work on extra statutory, bank or public holidays will be remunerated in accordance with Part 3, paragraph 2 of the National Joint Council for Local Government Services National Agreement on Pay and Conditions of Service.
The leave year commences on 1 April. If an employee starts part way through the annual leave year, the employee will receive annual leave entitlement on a pro rata basis, calculated on the number of days remaining in the current leave year from the first day of employment.
This scheme is intended to supplement Statutory Sick Pay and Incapacity Benefit so as to maintain normal pay during defined periods of absence on account of sickness, disease, accident or assault. Absence in respect of normal sickness is entirely separate from absence through industrial disease, accident or assault arising out of or in the course of employment with a local authority. Periods of absence in respect of one shall not be set off against the other for the purpose of calculating entitlements under the scheme. Employees are entitled to receive sick pay for the following periods:
|Duration of service||Sick pay entitlement|
|During first year of service||
one month’s full pay and (after completing four months service) two months half pay
|During second year of service||two months’ full pay, and two months’ half pay|
|During third year of service||four months’ full pay, and four months’ half pay|
|During fourth and fifth years of service||five months’ full pay, and five months’ half pay|
|After five years’ service||six months’ full pay, and six months’ half pay|
The person appointed will automatically become a member of the Local Government Pension Scheme (Northern Ireland) LGPS (NI) in line with scheme regulations. He or she may opt out of the scheme. However, the council is required to comply with automatic enrolment provisions and will automatically enrol the person appointed at certain times. The LGPS (NI) is administered by Northern Ireland Local Government Officers’ Superannuation Committee (NILGOSC) (www.nilgosc.org.uk).
Canvassing in any form, oral or written, direct or indirect, will disqualify an applicant for appointment. Candidates can, however, contact the relevant department for further information about the post. The person from the relevant department who provides further information should not be a member of the selection panel.
The minimum period of notice to be given by an employee shall normally be the ordinary period from one payment of salary or wages to the next.
Belfast City Council may terminate an employee's employment with the council by giving the following period of notice:
|Continuous service||Period of notice|
|One month or more but less than two years||Not less than one week|
|Two years or more but less than twelve years||Not less than one week for each year of continuous service|
|12 years or more||Not less than 12 weeks|
It is usual to give one week’s to terminate this ‘temporary cover’ post arrangement. Your statutory notice periods which relate to your substantive post with the council remain unchanged.
The person appointed may be required to complete a six month probationary period, if this is a requirement of the relevant department, and during this time one week’s notice will be given by the council to terminate employment.
Reimbursement of interview expenses is not available.
Receipt of applications
Completed applications must be emailed to firstname.lastname@example.org by 4pm on Thursday 25 February 2021.
Please note, as part of our COVID HR Service Recovery Plan, we are unable to issue or receive any hard copy application forms, either by post or hand-delivered, at this time.
Please note that it is the candidate’s responsibility to ensure that his or her application form is submitted and received in the Human Resources Section via email@example.com by this closing date and time. Application forms returned electronically must be submitted as an email attachment. Due to the council’s Computer Use Policy and security protocols, storage services such as SkyDrive are not accessible. Applications submitted as a link to a storage service will not be accepted. No late application forms will be considered. No application forms, or supporting information in respect of an already submitted application form, will be considered after this date and time. Applications will not be accepted by fax.
Short-listing and interview date
It is envisaged that short-listing for this post will take place on Monday 1 March 2021. Whilst no specific testing or assessment arrangements are anticipated for this post, depending on the volume of applicants, the council reserves the right to include these mechanisms as part of the selection process. It is also envisaged that interviews will be held on Monday 8 March 2021 and will be held via MS Teams.
The council will make all reasonable efforts to accommodate applicants who are unavailable on the specified interview date but it is under