Skills Funding Systems Manager

​Working for City Hall makes a difference to the lives of Londoners. Our staff are at the centre of long-term planning and development for our great city.
 

Job title: Skills Funding Systems Manager
Requisition ID: 836
Salary: :£66,063.00 per annum
Grade:11 
Location: Hybrid Union Street
Contract type: Permanent
Closing Date: 19/03/2025 at 23:59
Team: Funding Policy & Systems,  Skills & Employment Unit
Directorate: Communities and Skills

Communities & Skills

Collaborative, open, inclusive and fair - we work with and through partners to ensure Londoners can shape healthy, empowered and productive lives. Communities and Skills is led by Executive Director, Tunde Olayinka and is comprised of the following units: Civil Society & Sport, Communities & Social Policy, Group Public Health Unit, Skills and Employment and Health, Children and Young Londoners. 

About the team

The Skills & Employment unit is responsible for overseeing adult skills delivery in London following delegation of the Adult Skills Fund from the DfE to the GLA in 2019 and the introduction of Skills Bootcamps in 2022.

About the role 

Sitting in the wider Funding Policy and Systems Team, the role will lead the Systems side of the team to ensure that the technical systems are in place to collect, store, manage and process data required to pay and performance manage providers, and to inform data analysis and contributing to the design of adult skills funding policy.   

What your day will look like 

• Using your knowledge of adult skills funded programmes managed by the GLA you will work collaboratively with other managers in the Funding Policy and Systems team and across the unit to shape the delivery of adult skills in London.
• Lead work to ensure that the systems are in place to collect, store, manage and process data required in the implementation and design of adult skills funding policy, including the approach to paying providers.   
• Lead work with Delivery and other colleagues across the Skills & Employment Unit to develop performance reporting and submit data returns to the DfE.
• Work collaboratively with technical leads in ESFA/DfE and other Devolved Authorities to develop national ILR data collection and other technical systems which also support devolved/delegated adults skills delivery, through the Technical User Group and Devolution Data Group. 
• Provide inclusive line management and support to the FPS Systems team.  

Skills, knowledge and experience 

To be considered for the role you must meet the following essential criteria:

• Be an experienced leader with the ability to manage a multi disciplinary team providing data analysis and technical advice across a range of adult skills funds whilst promoting a positive team culture that respects diversity and deals with barriers to inclusion.
• Seek and incorporate diverse perspectives to help produce workable strategies to address complex issues.
• Have, or be able to rapidly develop, an expert knowledge of adult skills funded programmes including funding rules, technical guidance, funding rates and formula.
• A detailed understanding of the individualised learner record system – the national dataset that records learner data.
• A knowledge of GDPR and Data Sharing Agreements to enable the effective management of systems that store sensitive data.
• An understanding of skills and employment priorities in the Capital specifically in relation to funding systems design.

This role is based at London Fire Brigade’s Head Office (Union Street SE1 0LL)

Behavioural competencies

Communicating and Influencing 
… is presenting information and arguments clearly and convincingly so that others see us as credible and articulate, and engage with us.

Level 3 indicators of effective performance:

• Encourages and supports teams in engaging in transparent and inclusive communication
• Influences others and gains buy-in using compelling, well thought through arguments
• Negotiates effectively to deliver GLA priorities
• Synthesises the complex viewpoints of others, recognises where compromise is necessary and brokers agreement
• Advocates positively for the GLA both within and outside the organisation

Building and Managing Relationships 
… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals. 

Level 3 indicators of effective performance:

• Actively engages partners and encourages others to build relationships that support GLA objectives
• Understands and recognises the contributions that staff at all levels make to delivering priorities
• Proactively manages partner relationships, preventing or resolving any conflict 
• Adapts style to work effectively with partners, building consensus, trust and respect
• Delivers objectives by bringing together diverse stakeholders to work effectively in partnership 

Problem solving
… is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions. 

Level 3 indicators of effective performance

• Clarifies ambiguous problems, questioning assumptions to reach a fuller understanding
• Actively challenges the status quo to find new ways of doing things, looking for good practice
• Seeks and incorporates diverse perspectives to help produce workable strategies to address complex issues
• Initiates consultation on opportunities to improve work processes 
• Supports the organisation to implement innovative suggestions

Research and analysis 
…is gathering intelligence (information, opinion and data) from varied sources, making sense of it, testing its validity and drawing conclusions that can lead to practical benefits. 

Level 3 indicators of effective performance

• Expands networks to gain new information sources for research and policy development
• Identifies and implements methods to ensure intelligence is of a high quality
• Encourages others to analyse data from different angles, using multiple perspectives to identify connections and new insights
• Tailors research investment in line with likely impact for Londoners and policy priorities
• Retains a bigger picture view, ensuring research recommendations are appropriate and practical for the GLA and its stakeholders

Organisational Awareness 
… is understanding and being sensitive to organisational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly.

Level 3 indicators of effective performance:

• Uses understanding of differences between the GLA and its partners to improve working relationships
• Helps others understand the GLA and the complex environment in which it operates
• Translates changing political agendas into tangible actions
• Considers the diverse needs of Londoners in formulating GLA objectives
• Helps others understand how the media and external perceptions of the GLA influence work

Planning and Organising 
… is thinking ahead, managing time, priorities and risk, and developing structured and efficient approaches to deliver work on time and to a high standard.

Level 3 indicators of effective performance:

• Monitors allocation of resources, anticipating changing requirements that may impact work delivery
• Ensures evaluation processes are in place to measure project benefits
• Gains buy-in and commitment to project delivery from diverse stakeholders
• Implements quality measures to ensure directorate output is of a high standard
• Translates political vision into action plans and deliverables

Managing and Developing Performance
… is setting high standards for oneself and others, guiding, motivating and developing them, to achieve high performance and meet the GLA’s objectives and statutory obligations.

Level 3 Indicators of Effective Performance:

• Motivates and inspires others to perform to their best, recognising and valuing their work and encouraging them to learn and reflect
• Sets clear direction and expectations and enables others to interpret competing priorities
• Agrees and monitors challenging, achievable performance objectives in line with GLA priorities 
• Manages performance issues effectively to avoid adverse impact on team morale and performance 
• Promotes a positive team culture that respects diversity and deals with barriers to inclusion

How to apply 

If you would like to apply for the role you will need to submit the following:

• Up to date CV 
• Personal statement with a maximum of 1500 words. Please ensure you address how you demonstrate the essential criteria and competencies outlined in the advert.

Please ensure your CV and Personal Statement have a maximum file size of 1.5MB each and upload your Personal Statement to the ‘Additional Documents’ section of the form, ensuring you address the technical requirements and competencies in your Personal Statement.
Word or PDF format preferred and do not include any photographs or images. Please ensure your CV and Personal Statement are saved with the job reference number as part of the naming convention (E.g. “CV – applicant name - 012345)

As part of GLA’s continuing commitment to be an inclusive and equal opportunity employer we will be removing personal identifiable information from CVs and Personal Statements that could cause discrimination. 

Applications submitted without a Personal Statement will not be considered.

The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: GLA competency framework 

If you have questions about the role

If you wish to talk to someone about the role, the hiring manager Sally Denning would be happy to speak to you. Please contact them at sally.denning@london.gov.uk

If you have any questions about the recruitment process, contact the glaopdcrecruitment@tfl.gov.uk who support the GLA with recruitment. 

Assessment process 

Once you have submitted an application, your details will be reviewed by a panel. If shortlisted, you’ll be invited to an interview/assessment.

The interview/assessment date is: w/c 07.04.25

We will make every effort to give you as much notice as possible, however some interviews/assessments could be organised at short notice.

Equality, diversity and inclusion 

London's diversity is its biggest asset, and we strive to ensure our workforce reflects London's diversity at all levels. We welcome applications from everyone regardless of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith or disability.
We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.
We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. We would welcome applications from candidates who are seeking part time work as this role is open to job share. 
Please note we are a Disability Confident Employer so for candidates who wish to be considered under the scheme and meet the essential criteria, they will automatically be invited to interview. Please note, should you require any adjustments through the process, we will accommodate as much as possible. Please contact the recruitment team for further information if required.

Benefits

GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role. As part of this, you will need to split your time between home working and coming into the office.
In addition to a good salary package, you will be paid every four weeks, providing frequent salary payments. We also offer an attractive range of benefits including 30 days’ annual leave, interest free season ticket loan, interest free bicycle loan and a career average pension scheme

Additional Information 

Please note, all candidates will need to confirm that the information provided in this application form is true and correct. Should a candidate deliberately give false information, including the use of AI software, they understand that this would disqualify them from consideration.

Successful candidates must undergo a criminal record (DBS) check but some roles may require additional security screening.  

More Support

If you have a disability which makes submitting an online application form difficult, please contact resourcingteam@london.gov.uk.

The GLA is proud to be a Level 2: Disability Confident employer. We are committed to becoming a more inclusive and accessible organisation, and creating a truly inclusive and accessible workplace and culture for our disabled staff. We have named Disability Equality as a key corporate priority within our EDI Strategy. We welcome and encourage applications from disabled applicants. Should you wish to opt into the scheme, please let us know during your application.

Please note all applications for this vacancy must be submitted via our online recruitment system. We do not accept CVs alone for this role. Please upload a personal statement with a maximum of 1500 words to the ‘Additional Documents’ section of the form, ensuring you address the following technical requirements and competencies in your personal statement. Word or PDF format preferred and do not include any photographs or images.
 
The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: GLA competency framework.

GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role. As part of this, you will need to split your time between home working and coming into the office.

London's diversity is its biggest asset, and we strive to ensure our workforce reflects London's diversity at all levels. We welcome applications from everyone regardless of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith, or disability. 

We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce. We are a disability confident employer who guarantee an interview to any disabled candidate who meets all of the essential criteria.

We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. We would welcome applications from candidates who are seeking part time work as this role is open to job share. 

In addition to a good salary package, we offer an attractive range of benefits including 30 days’ annual leave, interest free season ticket loan, interest free bicycle loan and a career average pension scheme.