London Risk and Resilience Communications Coordinator

Strategy and Communications

Strategy and Communications sits at the centre of the organisation, bringing together several teams with organisation-wide remits and mutual collaboration opportunities.

The work of the directorate’s teams includes delivery of major events, designing and leading public affairs or marketing campaigns, providing data, evidence and analysis, leading cross-organisational programmes, to making sure we plan for and can respond to emerging events or emergencies in our city.

The London Resilience Unit

As a global city with an open economy, London is exposed to continual international, regional and local change. The risks we face are also changing. COVID-19 put unprecedented pressures on health and welfare systems in London, and also revealed deep inequalities that put some Londoners at greater risk than others. Climate change is making risks like heatwaves and flooding more frequent and severe. Conflict in other countries also affects us, for example the impact of the war in Ukraine on energy and food prices. The Grenfell Tower Fire, the Manchester Arena bombing and the terror attack on London Bridge in 2017 are examples of recent incidents that have tested London’s resilience.

The London Resilience Unit works to ensure that London continues to thrive and prosper in the face of the difficulties and risks that we face. We are constantly improving how we respond to emergencies, and we are working to prevent risks from becoming disasters in the first place. We aim to create a London where everyone can be engaged, empowered, and connected with their communities, supporting each other in their daily lives as well as during disruption and disaster.

The risks we face show us that there is a need for excellent communications to raise awareness of risk, help people, organisations, and communities prepare, warn about coming emergencies, and provide vital information during crises. We know that some organisations do this well, but there is a need to share lessons and good practice so that we improve the performance of resilience partners across London in communicating about risk and resilience. Our new London Risk and Resilience Communications Coordinator will help strengthen partnership resilience communications activity through collecting and sharing good practice, mapping opportunities, gathering evidence, and producing relevant tools and resources. 

The London Risk and Resilience Communications Coordinator will be responsible for the following main accountabilities: 

• assess effectiveness of previous risk and resilience communications campaigns and develop framework for assessing effectiveness of future campaigns, including the relationship between communications and behaviour change
• map the capacity of resilience partners for effective communications across a range of civil contingencies risks including natural hazards, industrial accidents, and malicious threats.
• coordinate across multiple partners (sectors and geographies) on effective risk communication, alignment of communications priorities, and sharing of good practice.
• work with the London Communities Emergencies Partnership (LCEP) to promote communication and engagement with local communities, and particularly underserved groups.
• work with the London Resilience Communication Group (LRCG) to:
  - develop a London Resilience Partnership strategy for risk communications.
  - identify and implement improvements to the coordination of risk communications in preparing for and in responding to emergencies.

• work with London Councils and individual boroughs to help develop and promote consistency in how risk is communicated to Londoners and support the development of standards for risk communication so that all Londoners have access to the information they need to prepare and respond.
• investigate strategies for countering mis/disinformation and conspiracy theories
• support improvement of online communications, for example by reviewing partner websites and making recommendations for consistency of communications where possible.
• Support development of communications and training tools to help partners communicate with the public on risk and resilience. 

Technical requirements/experience/qualifications

Required attributes/abilities:

• Strong communications skills and ability to translate information into accessible language.
• Ability to convene and coordinate partnership working with a wide range of sectors and organisations.
• Familiarity with communications tools and resources, social media, etc.
• Strong project management skills and the ability to develop and coordinate the delivery of a multi-agency work programme.
• A strong commitment to equality, diversity, and inclusion.

Desirable:

• Experience of risk communication, or transferable experience of communicating complicated subject to the public to inform and influence public behaviour.
• Experience of developing public communications campaigns.
• An understanding of the arrangements for civil contingencies and resilience in the UK, and ideally in a London context.

Behavioural competencies

Building & 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

Stakeholder Focus

… is consulting with, listening to and understanding the needs of those our work impacts and using this knowledge to shape what we do and manage others’ expectations. 

Level 3 indicators of effective performance

• Understands diverse stakeholder needs and tailors team deliverables accordingly
• Is a role model to others, encouraging them to think of Londoners first
• Manages stakeholder expectations, so they are high but realistic
• Removes barriers to understanding the needs of diverse stakeholders, including hard to reach groups
• Focuses own and team’s efforts on delivering a quality and committed service 

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

Planning & Organizing

… 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 deliverable

Organisational Awareness

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

Level 2 indicators of effective performance

• Challenges unethical behaviour
• Uses understanding of the GLA’s complex partnership arrangements to deliver effectively
• Recognises how political changes and sensitivities impact on own and team’s work
• Is aware of the changing needs of Londoners, anticipating resulting changes for work agendas
• Follows the GLA’s position in the media and understands how it impacts on work

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

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

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.

Please note all applications for this vacancy must be submitted via our online recruitment system. We do not accept CVs alone for this role.

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 outlined above 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).

Applications submitted without a Personal Statement will not be considered.

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. 

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.

On this recruitment campaign, 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.

Reasonable adjustment will be made to working arrangements to accommodate a person with a disability who otherwise would be prevented from undertaking the work.

Application closing date: 29/05/2024 at 23:59

If you have a question about the role or would like to discuss it informally, please feel free to contact Kristen Guida, GLA City Resilience Manager, at [email protected] to arrange a call.

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

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.  

Secondment Opportunity 

If you are a GLA employee applying for an internal fixed term position, as an internal secondment opportunity, you must ensure you satisfy the following secondment policy criteria listed below before applying:

• On a permanent contract or a fixed term contract where the time left on the contract at the point at which you apply for secondment is longer than the secondment period;
• successfully completed your probation period and are performing to the required standard for your current role; and
• at least 18 months’ service with the GLA 

If you do meet the criteria listed above, you will need to complete the Approval for secondment application form and gain line manager approval, before emailing the fully completed form to the Resourcing Assistant who is managing the vacancy. This form must be received by the closing date of the vacancy. Failure to provide this form will mean your application cannot be progressed.

If you are unable to satisfy all of the criteria, unfortunately you are not eligible to apply for this vacancy as an internal secondment.  For further information, please see Secondment Policy and Procedure.

IMPORTANT: If you are a current GLA employee on fixed term contract, which is due to end BEFORE the end date of this vacancy, you DO NOT NEED to complete the Approval for secondment application form as it is not a secondment. 

If you are successful in securing this secondment opportunity, you will need to be released from your existing role, so please ensure that you make your line manager aware of your application.

If you have a disability which makes submitting an online application form difficult, please contact [email protected].