Job Details

Job introduction

The service recently appointed an Assistant Planning Officer, there were a number of candidates and we would like to use the recent interviews to appoint to this post.

The current postholder is a Planning Officer - this is a linked grade post ranging from Assistant Planning Officer - Planning Officer.  There are 10 positions across DM that benefit from the linked grade.  Progression from Assistant Planning Officer to Planning Officer is dependent on meeting certain criteria and all posts are funded to the top of the grade.  Following the promotion of 2 Assistant Planning Officers to Planning Officers and 4 Planning Officers overall, it is proposed that we recruit at Assistant Planning Officer.  The current post holder works 3 days a week, however, permission is sought to appoint a FT employee, this is funded by surplus of hours at M10 grade (14.5 hours per week), which will cover the additional days.  In addition, none of the current SO1/2 planning officers are working at the top of the grade.

The planning service is currently working with an outside company to process 160 of our oldest applications to help implement the modernisation and ensure the handling of applications is efficient and effective in the longer term.  To maximise the opportunity it is important to appoint to the vacant post, otherwise the 50 applications that would be allocated to this officer would need to be shared between existing staff members and therefore negating the benefit of the intervention which is intended to remove a portion of applications to release capacity amongst officers and enable them to clear other applications in the backlog.

The processing and determination of planning applications is a statutory process.

The Government have introduced measures to monitor and assess the performance of Planning Departments. Performance for the rolling 24 month up until the end of September 2019 was above the Government target of 70% for non majors determined in time.  However, performance and throughput of work is still constrained by case officer's large caseloads and inefficiencies in the system. Work on database enhancements continue that will assist with improving efficiency and the timeliness of decision making. 

The service continues to work on a modernisation programme and includes implementing efficiencies; increasing performance; improving customer service, introducing pre-application advice and creating a modernised positive planning service. The service is still working on the modernisation strands and the efficiencies in the determination of applications are still to be fully implemented and effective as the improvements of the database are ongoing. This, together with ongoing vacancies in the team is impacting on the overall effectiveness and workflow of the team.

The Development Management service undertook a re-shape of the service in 2018. The main purpose of the current Development Management re-shape was to deliver modernisation and a sustainable service. This included the following goals: - Provide an efficient and cost-effective service - Rebalance management resource and empower staff - Develop and retain staff by growing and developing staff from within and implementing an effective workforce development plan. - Provide an excellent customer service - Support for managers to implement modernisation programme.

 

About the role

Additional information

Your starting salary will be pro rata if the above position is part-time or term-time only.

Work Permits: we may be able to obtain a Work Permit for this post but this is subject to meeting the requirements of the UK Border Agency's Points-based Immigration System.

From 6 April 2011 the Home Office has placed a permanent restriction on the number of migrant workers that all Tier 2 (General) Sponsors can recruit. Due to the restrictions we cannot guarantee that individuals that meet the requirements of the Points-based Immigration System will be issued with clearance to obtain work permits.

Company information

We welcome applications from all sections of the community but particularly encourage applicants from a BME or White Other background as well as those who identify as disabled, LGB, female or trans as these groups are currently under-represented in our Directorate workforce.

As part of Brighton & Hove City Council's ongoing commitment to redeployment, please note that this vacancy may be withdrawn at any stage of the recruitment process, without prior notice if a suitable redeployee (internal employee at risk of redundancy) is identified.

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