1. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe work practices select the required quantity and quality of resources for the methods of work comply with organisational procedures to minimise the risk of damage to the work and surrounding area comply with the given contract instructions to carry out the work efficiently to the required specification complete the work within the allocated time, in accordance with the programme of work

2. interpret the given information relating to the work and resources to confirm its relevance

3. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

4. select the required quantity and quality of resources for the methods of work

5. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

6. comply with the given contract information to carry out the work efficiently to the required specification

7. complete the work within the allocated time, in accordance with the programme of work

1. interpret the given information relating to the work and resources to confirm its relevance

2. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

3. select the required quantity and quality of resources for the methods of work

4. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

5. comply with the given contract information to carry out the work efficiently to the required specification

6. complete the work within the allocated time, in accordance with the programme of work

1. interpret the given information relating to the work and resources to confirm its relevance

2. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

3. select the required quantity and quality of resources for the methods of work

4. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

5. comply with the given contract information to carry out the work efficiently to the required specification

6. complete the work within the allocated time, in accordance with the programme of work

7. interpret the given information relating to the work and resources to confirm its relevance comply with the given, relevant legislation and official guidance to carry out your work and maintain safe work practices select the required quantity and quality of resources for the methods of work comply with organisational procedures to minimise the risk of damage to the work and surrounding area comply with the given contract information to carry out the work efficiently to the required specification complete the work within the allocated time, in accordance with the programme of work

8. interpret the given information relating to the work and resources to

9. confirm its relevance

10. comply with the given, relevant legislation and official guidance to carry

11. out your work and maintain safe work practices

12. select the required quantity and quality of resources for the methods of

13. Work

14. comply with organisational procedures to minimise the risk of damage to

15. the work and surrounding area

16. comply with the given contract information to carry out the work

17. efficiently to the required specification

18. complete the work within the allocated time, in accordance with the

19. programme of work

20. 1 interpret the given information relating to the work and resources to confirm its relevance

1. interpret the given information relating to the work and resources to confirm its relevance

2. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

3. select the required quantity and quality of resources for the methods of work

4. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

5. comply with the given contract information to carry out the work efficiently to the required specification

6. complete the work within the allocated time, in accordance with the programme of work

1. interpret the given information relating to the work and resources to confirm its relevance

2. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

3. select the required quantity and quality of resources for the methods of work

4. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

5. comply with the given contract information to carry out the work efficiently to the required specification

6. complete the work within the allocated time, in accordance with the programme of work

1. interpret the given information relating to the work and resources to confirm its relevance

2. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

3. select the required quantity and quality of resources for the methods of work

4. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

5. comply with the given contract information to carry out the work efficiently to the required specification

6. complete the work within the allocated time, in accordance with the programme of work

7. interpret the given information relating to the work and resources to confirm its relevance comply with the given, relevant legislation and official guidance to carry out your work and maintain safe work practices select the required quantity and quality of resources for the methods of work comply with organisational procedures to minimise the risk of damage to the work and surrounding area comply with the given contract information to carry out the work efficiently to the required specification complete the work within the allocated time, in accordance with the programme of work

8. comply with the given, relevant legislation and official guidance to carry

9. out your work and maintain safe work practices

10. select the required quantity and quality of resources for the methods of

11. Work

12. comply with organisational procedures to minimise the risk of damage to

13. the work and surrounding area

14. comply with the given contract instructions to carry out the work

15. efficiently to the required specification

16. complete the work within the allocated time, in accordance with the

17. programme of work

18. interpret the given information relating to the work and resources to

19. confirm its relevance

20. comply with the given contract information to carry out the work

21. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe work practices

22. Manufacture routine products interpret the given information relating to the work and resources to confirm its relevance comply with the given, relevant legislation and official guidance to carry out your work and maintain safe work practices select the required quantity and quality of resources for the methods of work comply with organisational procedures to minimise the risk of damage to the work and surrounding area comply with the given contract information to carry out the work efficiently to the required specification complete the work within the allocated time, in accordance with the programme of work

23. interpret the given information relating to the work and resources to confirm its relevance comply with the given, relevant legislation and official guidance to carry out your work and maintain safe work practices carry out pre-start preparation inspections on power tools and equipment in accordance with approved procedures comply with organisational procedures to minimise the risk of damage to the work and surrounding area carry out operations using power tools and equipment in accordance with safe working practices to achieve the work outcome complete the work within the allocated time, in accordance with the programme of work

1. interpret the given operating information relating to the use of plant or machinery and confirm its relevance

2. organise with others the sequence in which the work is to be carried out

3. comply with the relevant, current legislation, special legal status documents, official guidance and organisational procedures to maintain safe and healthy work practices

4. request resources to sustain plant or machinery operations to complete the programme of work

5. select plant or machinery resources for the methods of work and operations to be carried out

6. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

7. comply with the given contract information to carry out the work efficiently to the required specification

8. complete the work within the allocated time, in accordance with the programme of work

1. Manage your own resources and undertake continuing personal development in the occupational practice area 1 develop and maintain personal networks of contacts, which are appropriate to meet your current and future needs for information and resources 2 check, on a regular basis, how you are using your time at work and identify possible improvements 3 ensure that your performance consistently meets or goes beyond agreed requirements 4 get regular and useful feedback on your performance from those who are in a good position to judge it and provide you with objective and valid feedback 5 discuss and agree, with those you report to, any changes to your personal work objectives and development plan in the light of performance, feedback received, any development activities undertaken and any wider changes 6 define the personal aims and objectives for undertaking personal development 7 identify and contact sources of support and guidance for undertaking personal development 8 identify and select relevant standards of competence against which personal development can be measured 9 analyse the current personal level of performance against the identified standards of competence and record a profile of present competence and personal development needs 10 prepare a development plan for achieving identified development needs 11 undertake development activities aimed at achieving identified development needs, review and record progress and the effectiveness of the activities 12 measure the achievement of identified development needs and record evidence of competence gained against the identified standards of competence 13 review the cycle of personal development aims and objectives and revise and update aims and objectives to suit changing circumstances

2. Enable people and yourself to learn and benefit from practice experience 14 identify, through discussion with people, areas where they need help to achieve their agreed competence levels and use the information to produce an agreed personal development plan 15 identify and offer adequate and appropriate opportunities and resources for people to learn 16 select and summarise relevant and up to date information about knowledge and practice in a format which is suitable for distribution and for developing learning materials 17 acknowledge appropriate opportunities to learn from other people 18 advise and coach people so that they can identify their current level of competence, their learning needs and targets 19 select and use appropriate learning techniques and methods which are suitable for the topic and the needs of the individual 20 present information to people using a pace, style and form which is appropriate to their needs 21 encourage people to ask questions, seek clarification and advice when they need help and during learning activities 22 review peoples' progress towards agreed objectives and give realistic and positive feedback on achievements

3. Identify and assess hazards, and identify risks 1 check that clients are made aware of the relevant health, safety and welfare regulations and legal framework and their obligations in relation to them 2 collaborate with stakeholders to ensure the compliance of designs with relevant health, safety and welfare regulations and legal framework 3 ensure that hazards and their consequences arising from operations and individual activities are identified and prioritised 4 ensure that hazards are assessed to identify the significance of risks on an iterative basis throughout the development process

4. Make design choices to reduce health and safety risks 5 ensure that identified hazards are eliminated and reduced whilst developing and modifying designs and conflicting demands are taken into account 6 ensure that community measures are given equal priority over project measures when reducing risks 7 take responsibility for ensuring that the risk reduction measures comply with relevant health and safety regulations and guidelines 8 ensure that the information needed by other people involved is recorded in any design documentation so that they can comply with their duties under relevant health and safety regulations 9 promote the implementation of the risk reduction measures with other people involved 10 encourage a responsible culture of health, safety and welfare in design processes and decision making

5. Manage the design process 11 agree with the stakeholders the purposes which will be served by production and installation design information appropriate to the project stage 12 choose a format for presenting the production and installation design information which meets the requirements of the stakeholders 13 identify which parts of the overall project require production and installation design information 14 ensure that the parts of the project design which interact with each other are identified and suitable ways to maintain coherence and consistency between all aspects of the production and installation design information are agreed 15 ensure that procedures are set up which will maintain coherence and consistency between the production and installation design solutions and the overall development concept 16 ensure that techniques are confirmed which are suitable for investigating, calculating, testing, developing and specifying the production and installation design which are consistent with best practice and conform to relevant codes and standards

6. Select and form a project team 1 identify the team resources that are needed and where they can be obtained, and select those that meet agreed timescales and budget limits 2 identify any significant factors which will affect the number, type and availability of team resources 3 evaluate the quality and potential reliability of team resources and circulate the results to decision makers 4 negotiate and agree proposals of contractual arrangements for team resources which are likely to produce an effective team and follow necessary rules and formalities 5 follow the rules and formalities for obtaining team resources

7. Develop and maintain working relationships 6 develop, maintain and encourage working relationships with people which promote goodwill, trust and respect 7 inform people about work activities in an appropriate level of detail and with an appropriate degree of urgency 8 offer advice and help to people about work activities with sensitivity and encourage questions, requests for clarification and comments 9 present proposals for action clearly to people at an appropriate time and with the right level of detail for the degree of change, expenditure and risk involved 10 clarify with people objections to proposals and suggest alternative proposals

8. Prepare proposal for a project brief 1 identify and agree the stakeholders' requirements, opinions and aspirations and prepare a project proposal 2 select data which is relevant and valid, analyse it and qualify its status 3 estimate and confirm the cost and timescale of the project 4 review the cost implications of adopting alternative design, construction, services, financing and use strategies and agree them with stakeholders 5 prepare a draft brief clearly, accurately, unambiguously and within the time agreed, and present the brief to stakeholders 6 explain and discuss any significant constraints, opportunities and areas of uncertainty relating to the project 7 modify the draft to reflect the discussion and relevant points which have been raised 8 negotiate a clear and mutually acceptable agreement on the brief which is in sufficient detail to allow work to start on the next stage of the project

9. Develop a project outline programme which meets the requirements of the brief 9 review the requirements of the brief and check and clarify initial assumptions about the project outline programme with stakeholders 10 develop a realistic outline programme for the project stages which takes account of identified constraints 11 discuss the outline programme with stakeholders and agree any necessary modifications to the brief, outline programme and constraints 12 prepare, present and agree an outline programme which meets the requirements of the brief and the expectations of stakeholders

10. Identify, assess and agree project requirements and stakeholder preferences 13 clarify the project stakeholders' understanding of project processes and procedures and the roles of those who need to be involved 14 identify and agree with project stakeholders what their goals and priorities are both now and for the future 15 clarify the project stakeholders' circumstances and requirements, the options available and the constraints and risks which might apply to the project 16 advise and guide project stakeholders about new regulatory or technological requirements and innovations to enable them to make informed decisions 17 summarise and present the project requirements and stakeholders' preferences 18 evaluate project requirements and stakeholders' preferences which do not appear to be realistic and recommend valid options and record agreement

11. Exchange information and present advice on technical issues 1 obtain and evaluate information which is sufficiently detailed for the purpose 2 present technical information and advice which is complete, summarised accurately and relevant to technical issues 3 present technical recommendations and judgements which are clear, accurate and valid, and which represent the best advice possible, given the information and resources available 4 give technical instructions and guidance which are likely to be understood by the people who will follow them 5 present technical recommendations and judgements using a style of communication which is appropriate to the people receiving information and advice 6 adapt and modify the presentation of technical recommendations and judgements where people have difficulties understanding them

12. Resolve complex indeterminate situations 7 identify where complex indeterminate situations exist, estimate their effects realistically and summarise the issues for the organisation 8 assess the validity and completeness of the information available and identify any significant gaps 9 specify and obtain sufficient additional information to cover any gaps and to provide a valid starting point for the analysis of the situation 10 analyse information and draw valid and justifiable conclusions 11 apply decision making techniques which increase the reliability of the conclusions 12 reflect on the conclusions and interpret them into detailed issues that enable known opportunities and solutions to be identified and utilised for establishing policy

13. Practice within an ethical framework 13 make judgements and offer advice which balance the needs of the client, the resources available and the needs of people in the community who are directly and indirectly affected 14 take clear and unequivocal personal responsibility for your own decisions and the decisions of others in your organisation 15 behave in an ethical manner and take appropriate action if unethical behaviour is brought to your attention 16 establish a system of communication to report instances of unethical behaviour which encourages responsibility and empowerment at all levels 17 offer judgements and advice which recognise the needs of other people 18 manage criteria that identify offers and contracts which are illegal and which may generate conflicts of interest and reject those that fail the criteria 19 define the limits of your professional expertise and set perimeters to work within them 20 disclose information obtained from clients only to those who have a legitimate right to receive it 21 enter into formal and informal contracts and agreements for advisory and problem-solving services which conform to legal requirements, ethical standards and recognised good practice and that service providers adhere to relevant conditions 22 communicate with clients in a style and manner which maintains professional independence and maximises goodwill and trust 23 define and agree the working practices and the expectations of the people involved in the contract 24 set up and implement systems to protect the individual, and the interests of society and to indemnify clients where the advice given results in loss or damage to the client 25 keep all funds, including interest, held on behalf of clients, separate from personal and organisational funds 26 promote a culture of honesty and equity with people, identify areas of weakness and recommend or implement improvements

1. engage colleagues and stakeholders in obtaining contracts to supply products and services

2. maintain systems to identify opportunities to bid to supply products and services

3. carry out targeted research amongst existing and potential customers to identify opportunities to tender to supply products and services

4. evaluate your organisation's capacity and capability to respond to opportunities to tender to supply products and services credibly and competitively

5. collaborate on tenders with other organisations with complementary capabilities, where appropriate

6. prepare tenders in line with customers' requirements, emphasising your organisation's capacity and capability and the unique features and potential benefits of your products and services

7. prepare financial quotations that take account of your organisations' financial objectives, the customer's ability to pay and your estimates of competitors' quotations

8. present your bids to potential customers, anticipating or pre-empting any queries and objections

9. evaluate potential trade-offs which will be beneficial both to the customer and to your organisation

10. respond to any queries or objections from potential customers

11. check the potential customers understand and accept your responses to objections and queries

12. negotiate contracts that meet both the new customer's and your organisation's requirements

13. ensure formal agreements are drawn up and signed which meet legal requirements

14. obtain feedback from customers identify how you can improve, in cases where you fail to obtain contracts

15. review the tendering process with colleagues and use the lessons learned to improve future bids

16. follow the legal, organisational, codes of practice and policies relevant to bidding for contracts

17. specify the purpose of teams and what they must achieve

18. define the expertise, knowledge, skills and attitudes required to achieve team purpose

19. identify team members' knowledge, skills and competences to determine their roles within the teams

20. plan and develop any knowledge, skills and competences lacking in the teams

21. develop and implement succession and knowledge and skills transfer plans, where required

22. confirm the work required of teams with your manager and seek clarification on any outstanding points and issues

23. plan how teams will undertake the work, identifying any priorities or critical activities and making effective use of the available resources

24. allocate work to team members by taking account of their skills, knowledge, competence, backgrounds and experience

25. analyse team members existing workloads, and opportunities for their development

26. brief team members on the work they have been allocated and the standard of performance expected

27. encourage team members to ask questions, make suggestions and seek clarification in relation to the work they have been allocated

28. respond to any concerns team members may have about their work

29. demonstrate behaviours that show and inspires team members to show, respect, helpfulness and cooperation

30. agree the behaviours that will help achieve team purpose and those likely to hinder progress with team members

31. support team members to understand their unique contribution to teams, the contributions of fellow team members, and how these complement each other

32. provide opportunities for team members to get to know each other's strengths and weaknesses and build mutual respect and trust

33. allow time for teams to develop through their stages of growth

34. support the team to seize opportunities presented by team member changes and the introduction of new members

35. encourage team members to share problems with each other and solve these creatively together

36. encourage open communication between team members, including providing constructive feedback to enhance the performance of individual members and the whole team

37. monitor the performance of teams to evaluate how well its purpose is being achieved

38. celebrate team and individual successes together

39. identify conflicts, acknowledge the feelings and views of all parties, and redirect energy towards a common goal

40. dissolve teams once their purpose has been achieved and they are no longer required

41. follow the industry legal, organisational, codes of practice and policies relevant to building teams and allocating work

42. Manage and carry out quality audits

• engage colleagues and stakeholders in auditing compliance with your organisation's quality systems

• establish the scope and objectives of quality audits

• evaluate the risks of organisational processes not complying with quality systems

• plan programmes of quality audits which prioritises the areas and processes at greatest risk

• develop, support and supervise people to carry out audit programmes

• allocate audits to people, based on their expertise and development needs

• ensure colleagues responsible for organisational processes understand their roles within quality audits, and the requirements of quality systems and procedures

• monitor progress of quality audits against planned programmes

• revise audit activities in the event of significant variances or changes in organisational strategy, risk assessment or resource availability

• evaluate the results of quality audits and report non-compliance and associated risks to senior management according to the level of urgency

• provide feedback to auditees to enhance their confidence and commitment to quality

• use audit results to inform risk assessment and future quality audit programmes

• carry out quality audits according to a plan and schedule agreed, giving auditees the required period of notice

• carry out quality audits in ways which enhance auditees' confidence in the quality system and their commitment to maintaining quality standards

• define the scope of audits, the responsibilities of the auditees, the quality procedures and previous audit history

• clarify the purpose of audits and the roles, responsibilities and expectations of yourself and the auditees

• carry out an investigation of the auditees' work in sufficient detail to reveal any non-conformances with required quality procedures

• encourage auditees to co-operate fully to achieve the purpose of audits

• share the results of audits with auditees

• agree corrective actions to remedy any non-conformances and the date by which the actions should be carried out

• check with auditees that corrective actions have been carried out by agreed dates

• seek advice from your manager or quality specialists if you cannot agree actions with auditees

• escalate any non-conformances which present serious or immediate risks to your manager or quality specialists

• identify and analyse any problems with processes and procedures and report your findings and any recommendations

• keep complete records of quality audits giving access to authorised people

• follow the legal, organisational, codes of practice and policies relevant to managing and carrying out quality audits

43. Participate in quality audits

• establish the quality standards and procedures that apply to your area of responsibility

• monitor work to ensure it consistently meets quality standards and complies with organisational procedures

• check that records and documentation are complete, up to date and accessible

• check that any corrective actions agreed in previous audits have been completed and that recommendations have been acted upon, where appropriate

• provide the auditor with access to information, records and documentation

• discuss the results of the audit to agree corrective actions to remedy any non-conformances and the date by which the actions should be carried out

• discuss any areas where business processes, quality standards or procedures could be improved, with the auditor

• create and carry out any corrective actions by agreed dates

44. help employees identify their needs and expectations for coaching or mentoring

45. ensure that employees' coaching or mentoring needs and expectations are in accordance with your organisation's objectives

46. define your own expectations of the coaching or mentoring process

47. agree coaching or mentoring contracts covering the specific area(s) for performance development, the gaps between current and required performance, and employees' motivations

48. outline the support that employees can expect from you, and the commitment you expect from them

49. provide opportunities for employees to approach you, as a mentor or a coach, with problems affecting their performance

50. identify performance issues and bring these to the attention of the employees concerned

51. identify obstacles to performance and support employees to overcome them

52. agree revisions to planned actions when required

53. maintain confidential records of your discussions with employees about problems affecting their performance

54. agree coaching or mentoring arrangements with employees including what you will provide, timescales, the location, frequency and duration of meetings

55. agree points when progress will be reviewed and how this will be measured and assessed

56. explore the skills employees need to develop and the behaviours for change to meet the desired standard of performance during coaching conversations

57. explore obstacles which could hinder employees' progress and how to remove these obstacles

58. plan with employees how they can develop new skills and behaviours in a logical step-by-step sequence

59. provide opportunities for employees to develop new skills and experiment with alternative behaviours

60. encourage employees to identify and seize opportunities to apply their newly developed skills and behaviours to their work

61. explore with employees any risks involved in applying their newly developed skills and behaviours to their work

62. plan how to reduce any risks to levels acceptable to employees and the organisation

63. identify and facilitate employees' access to the resources, information and advice they require for their development

64. provide advice to employees based on your own knowledge and experience during mentoring conversations

65. encourage and empower employees to take responsibility for developing and maintaining their own self-awareness, performance and impact

66. encourage employees to reflect on their progress and clarify their thoughts and feelings about it

67. monitor employees' progress in a systematic way, keeping records as required by your organisation

68. provide specific feedback designed to improve employees' skills, reinforce effective behaviours and enhance their motivation to achieve the desired standard of performance

69. agree with employees when they have achieved the desired standard of performance, or when they no longer require coaching or mentoring

70. follow the legal, organisational, codes of practice and policies relevant to coaching or mentoring employees

71. specify your organisation's customer-focused values

72. engage colleagues and stakeholders in delivering products and services to customers

73. establish customers' expectations in terms of products, services and the ways to deliver these

74. design organisational processes to deliver products and services to customers' expectations

75. manage organisational processes to deliver products and services to customers' expectations

76. check that colleagues are briefed on processes and customers' expectations

77. communicate colleagues' roles and responsibilities in meeting customer expectations, including any agreed standards of customer service

78. empower colleagues to meet or beat customers' expectations

79. provide training, support, supervision and other resources when required

80. establish sustainable processes to support customers and resolve any problems

81. monitor that the day-to-day behaviour of colleagues against your organisation's customer-focused values

82. develop a culture which nurtures, respects, values, recognises and rewards employees who work in the 'front-line' directly with customers

83. identify processes for monitoring levels of customer satisfaction with products, services and the ways these are delivered

84. operate processes for monitoring levels of customer satisfaction

85. evaluate the delivery of products and services to make recommendations for improvements

86. demonstrate increasing levels of customer satisfaction with the organisation's products, services and processes

87. follow the legal, organisational, codes of practice and policies relevant to delivering products and services to customers

88. develop business continuity plans and arrangements by collaborating with colleagues, team members and stakeholders

89. confirm the required aim, scope and objectives of business continuity plans and arrangements

90. identify key products or services and the critical activities and resources that support them

91. evaluate the resilience of the structures and processes of the organisation and external organisations

92. identify and assess alternative strategies to mitigate the effects of business disruption or emergencies

93. develop business continuity plans and arrangements that can mitigate the effects of business disruption or emergencies

94. produce a framework for business continuity management, co-ordination and control

95. develop procedures for determining when the business continuity plan must be invoked

96. define roles and responsibilities of colleagues and team members involved in business continuity management, co-ordination and control

97. outline prioritisation of organisational processes or services

98. develop procedures for activating response arrangements

99. agree provision of resources to support business continuity plans

100. provide resilient information and communications systems

101. check that the resources committed to business continuity management are proportionate to the potential impact of business disruption or emergencies

102. present business continuity plans and arrangements to colleagues, team members and stakeholders to promote understanding

103. establish the ownership of business continuity plans and arrangements within different business units

104. communicate business continuity plans and arrangements to colleagues, team members and other stakeholders

105. arrange training for colleagues and team members

106. provide exercises to validate and practice business continuity plans and arrangements

107. review business continuity plans systematically in response to organisational changes, changes to the potential impact of disruption or emergencies and lessons identified from incidents and exercises

108. define customer-focused organisational values and beliefs

109. assess the level of customer service your organisation is currently providing

110. produce plans to put customers at the heart of achieving your organisation's vision and strategic objectives

111. communicate your plans to key stakeholders and decision-makers to secure their agreement to your approach

112. review processes and systems throughout the organisation to ensure they are customer-focused

113. communicate your plans for embedding customer-focused approaches to colleagues to gain their commitment

114. develop employee skills, behaviours and attitudes to build a culture that puts customers first

115. implement processes and systems that reinforce staff commitment to providing service that meets or beats customers' expectations

116. establish collaborations with other organisations to maintain and improve services to customers, where appropriate

117. undertake joint activities with customers to identify improvements to the level of customer service provided by your organisation

118. model behaviour that shows, and inspires employees to show, respect, helpfulness and cooperation

119. analyse the level of customer service your organisation is providing at specified intervals, in accordance with your plan

120. make improvements to the level of customer service provided by your organisation based on analysis and feedback

121. follow the legal, organisational, codes of practice and policies relevant to developing a customer-focused organisation

122. engage colleagues and stakeholders in developing and implementing marketing plans

123. identify and prioritise marketing objectives for your area of responsibility

124. check that marketing objectives are consistent with your organisation's overall business plan, culture, vision and values

125. consider the needs of other areas of your organisation when developing marketing objectives

126. obtain advice and support from marketing specialists and those providing marketing services, as required

127. engage colleagues within your organisation and stakeholders in developing understanding of your markets and customers

128. review the available customer data and information

129. review the available data and information about your markets

130. carry out research to develop understanding of your organisation's markets and customers

131. evaluate information on current and potential markets for your products and services to identify the characteristics that distinguish market segments

132. evaluate current and potential customers to identify their behaviour, needs and expectations

133. evaluate the extent to which current and potential customers' needs and expectations are being met by your organisation's or competitor's products and services

134. evaluate current and potential developments in your sector, including competitors' activities

135. evaluate opportunities to enter new markets

136. assess the opportunities to introduce innovations that meet customers' needs

137. establish why customers select specific products and services, either your organisation's or your competitors'

138. identify any threats to, and weaknesses in, your organisation's products and services

139. provide data and information about markets and customers to help managers take decisions

140. develop marketing plans and budgets for the achievement of the strategies, setting out clear actions, risks, contingencies, responsibilities and milestones

141. discuss marketing plans and budgets with senior management and stakeholders

142. confirm the commitment of senior management and stakeholders to your marketing plans and providing the necessary employees and resources

143. identify and access the employees and other resources required for your marketing plans

144. communicate your marketing plans to ensure the understanding and commitment of colleagues and the support of stakeholders

145. ensure that those involved in implementing marketing plans understand their individual responsibilities and are committed to achieving objectives

146. provide training, support and supervision to enable colleagues to carry out their responsibilities

147. implement marketing plans as agreed, whilst responding flexibly to responses from customers and changes in the markets, including competitor activity

148. monitor the implementation and performance of your marketing plan against milestones and budgets

149. take action to address any significant variances in performance against the plan

150. report on the performance of your marketing plans to senior management and stakeholders

151. seek authority to make any significant changes to marketing plans, where required

152. evaluate the implementation of your marketing plans and use the information to improve future marketing planning

153. follow the legal, organisational, codes of practice and policies relevant to your role and the activities being carried out to develop and implement marketing plans

154. define your objectives for collaboration with relevant professionals and stakeholders

155. identify contacts and organisations that support your current work and provide future opportunities

156. create professional networks of contacts which meet your current needs for information and resources

157. compare your own and your colleagues' expectations of professional relationships

158. identify preferred ways of communication with your networks of contacts

159. develop your professional connections to meet your current and future needs for information and resources

160. outline your knowledge, skills and competence with your professional connections

161. provide information about the benefits of collaboration with you

162. assess opportunities presented by your networks of contacts

163. maintain boundaries of confidentiality between yourself and your networks of contacts

164. agree guidelines for exchanging information and resources following your organisational policies

165. encourage your colleagues and team members to share information and knowledge in accordance with confidentiality

166. develop your professional connections in conjunction with your priorities and needs

167. select communication media channels and styles to suit different contacts and professional sectors

168. deliver your position and views where there are differing opinions

169. use the range of digital technologies for engagement, communication and maintaining your professional connections

170. use the information and resources gained through your professional networks to enhance your work

171. comply with legal requirements, industry regulations, organisational policies and professional codes of practice

172. evaluate opportunities to work collaboratively with other departments to improve overall organisational efficiency and effectiveness

173. identify departments and organisations that share common or complementary objectives to determine the feasibility of collaboration

174. judge when to collaborate with other organisations, based on an evaluation of potential benefits, the compatibility of the organisations and your ability to mitigate any risks involved

175. create a climate of trust and mutual respect where you have no authority, or shared authority, over those you are working with

176. agree the aims and objectives of collaboration with other departments and organisations and the benefits for each collaborator

177. outline the resources each department and organisation will commit to collaborations

178. plan the actions each department and organisation will complete and when

179. define the expected outcomes and levels of service when collaborating

180. identify the risks involved in collaborations and how these will be managed

181. set up arrangements for communicating and reporting on progress

182. plan how and when you will review the effectiveness of your collaborations

183. complete actions within the agreed time and to the agreed quality

184. inform the other departments and organisations if you are unable to complete actions and the reasons for this

185. explore difficult situations and issues from other departmental and organisational perspectives and provide support to move things forward

186. provide reports, and receive reports from, the other departments and organisations according to arrangements agreed

187. provide feedback to the other departments and organisations to help them to perform effectively and reinforce their commitment and enthusiasm for collaboration

188. process information supplied by the other departments and organisations in accordance with arrangements and relevant legislation

189. review the effectiveness of your collaboration at agreed times and the extent to which the aims and objectives have been achieved

190. evaluate the actions carried out by each department and organisation, any deviations from the actions agreed and reasons for these

191. identify any failures or mistakes, the reasons for these and ways of avoiding these failures or mistakes in the future

192. assess the collaboration costs and identify ways that costs may be reduced in the future

193. compare the benefits to each department and organisation, the value of these benefits and how mutual benefits may be increased in the future

194. agree the extent that expectations of each department and organisation have been met

195. recommend changes to make your collaboration more effective in the future

196. follow the legal, organisational, codes of practice and policies relevant to collaborative working

197. establish working relationships with relevant colleagues within your organisation

198. use relevant tools and technologies for managing different teams, including office-based, dispersed, remote or hybrid

199. recognise and respect the roles, responsibilities, interests and concerns of colleagues

200. create a climate of trust and mutual respect where you have no authority, or shared authority over your colleagues

201. explore difficult situations and issues from colleagues' perspectives and provide support to move things forward

202. provide colleagues with appropriate information to enable them to perform effectively

203. consult colleagues about key decisions and activities, taking account of their views

204. fulfil the agreements made with colleagues

205. advise colleagues of difficulties, or where it will be impossible to fulfil agreements

206. identify and resolve conflicts of interest and disagreements with colleagues in ways that minimise damage to work activities and to the individuals involved

207. monitor and review the effectiveness of working relationships with colleagues to identify areas for improvement

208. provide feedback to improve your colleagues performance

209. analyse the feedback you have received to improve your own performance

210. identify external stakeholders and the nature of their interest in the activities and performance of your organisation

211. establish working relationships with internal and external stakeholders

212. recognise and respect the roles, responsibilities, interests and concerns of stakeholders and, particularly in situations of matrix management, their managers requirements

213. evaluate difficult situations and issues from stakeholders' perspectives

214. provide support, where necessary, to move difficult situations forward

215. provide stakeholders with appropriate information to enable them to perform effectively

216. consult stakeholders about key decisions and activities and take account of their views, including their priorities, expectations and attitudes to potential risks

217. fulfil agreements made with internal and external stakeholders

218. advise stakeholders promptly of any difficulties or where it is not possible to fulfil the agreements made

219. identify and resolve conflicts of interest and disagreements with stakeholders in ways that minimise damage to work activities and to the stakeholders involved

220. monitor and review the effectiveness of working relationships with stakeholders to identify areas for improvement

221. gather feedback to improve your own and stakeholders' performance

222. monitor wider developments to identify issues of potential interest or concern to stakeholders in the future

223. identify new stakeholders to build working relationships with

224. follow the legal, organisational, codes of practice and policies relevant to developing and sustaining productive working relationships with colleagues and stakeholders

225. engage employees in your area of responsibility in developing their knowledge

226. identify where key knowledge is created, developed and shared in your area of responsibility

227. specify how information is made available to other departments or organisations

228. identify and access networks, communities and other sources of knowledge relevant to your area of responsibility

229. implement agreed standards and processes that support knowledge creation, development, sharing and capture to ensure that valuable knowledge is recorded

230. provide systems and tools to support the development, recording and sharing of knowledge

231. provide training, support and guidance to allow employees to use knowledge management systems and tools effectively

232. identify where work practices and behaviours hinder effective knowledge development and sharing

233. implement changes to improve knowledge development and sharing, when required

234. encourage employees to share knowledge and use knowledge management standards, systems, tools and processes

235. evaluate knowledge management risks and take action to manage them

236. protect intellectual property from unauthorised use

237. identify the information and knowledge employees require

238. communicate information and knowledge to those who require it, in accordance with policies

239. identify how employees prefer to receive information and knowledge and what media, languages, styles, timing and pace are most appropriate

240. check that the information and knowledge you are communicating are current, accurate and complete in line with your organisation's requirements

241. take action to minimise any interference or disruption to your communication

242. communicate in ways that help employees to understand the information and knowledge you are communicating and their relevance

243. use a variety of techniques to gain and maintain employees' attention and interest and help them retain information and knowledge

244. adjust and fine-tune your communication in response to both verbal and non-verbal feedback

245. state the level of confidence that can be placed in the information and knowledge you are communicating

246. explain jargon, technical terms or abbreviations

247. confirm that employees have received and understood the information and knowledge you have communicated

248. monitor communication and the use of knowledge management standards, systems, tools and processes in your area of responsibility to ensure that knowledge is effectively captured and made available to those who may benefit from it

249. implement improvements to knowledge management standards, systems, tools and processes

250. follow the legal, organisational, codes of practice and policies relevant to developing knowledge and communicating information

251. develop operational plans in collaboration with colleagues from your area of responsibility and other key stakeholders

252. develop operational plans that are consistent with organisational values and strategy and the specific objectives of your area of responsibility

253. identify synergies with other areas within the organisation when developing operational plans

254. compare innovative approaches and tried-and-tested solutions when developing plans

255. identify resource requirements and their availability both now and in the future

256. define indicators and methods for monitoring and evaluating the plans

257. communicate operational plans to secure colleague commitment and the support of other key stakeholders

258. review operational plans, in the light of changes to organisational strategy and the operating environment

259. specify risk management activities that take account of the size and nature of your organisation

260. develop your organisation's written risk management policy, including a statement of risk appetite and responsibilities for risk management

261. confirm that your organisation's risk management policy has management support and is clearly communicated across the organisation and to other stakeholders

262. define, and periodically review, risk criteria for your organisation, considering the views of relevant people across the organisation and stakeholders

263. evaluate current and planned organisational activities to identify potential risks, the nature of the risks, the probability of occurrence and consequences

264. produce a risk profile for your organisation and, taking account of your organisation's risk criteria and other relevant information

265. prioritise identified risks following your organisation's procedures

266. communicate risk information to colleagues and stakeholders to enable decisions and actions to be taken in terms of accepting or treating the risks

267. allocate resources to enable effective risk management

268. provide support for colleagues to integrate risk management into strategic and operational plans and activities

269. collect information about how identified risks have been or are being dealt with, including contingency plans which have been put in place

270. develop an organisational culture in which people are risk aware but are prepared to take acceptable risks and to make and learn from mistakes

271. seek specialist support on risk management issues, where necessary

272. maintain the risk management process in your organisation, identifying potential improvements and making changes where necessary

273. follow the legal, organisational, codes of practice and policies relevant to your role in developing operational plans and managing risks

274. monitor trends and developments in your professional sector and area of expertise

275. evaluate the impact of trends and developments on your work role

276. assess the current and future requirements of your work role in accordance with the vision and objectives of your organisation

277. identify gaps between the current and future requirements of your work role and your current knowledge, skills and competence.

278. assess your own values, motivations and emotions

279. identify your own strengths and limitations

280. identify your learning and development needs

281. agree a development plan which addresses identified gaps in your knowledge, skills and competence

282. agree a development plan which supports your own career and personal goals

283. undertake the activities agreed in your development plan using preferred learning methods

284. seek new sources of support, when necessary

285. access available learning and development resources to support development activities

286. evaluate how learning and development activities have contributed to your performance

287. request objective, specific and valid feedback on your performance from colleagues, team members and customers

288. collate and analyse the feedback and take appropriate actions, where required

289. update your development plan in the light of your performance, development activities undertaken and any wider changes

290. reflect on your learning and work experiences in your continuing professional development (CPD) records

291. engage colleagues, team members and other stakeholders in developing your organisation's values and culture in line with the organisation's vision and strategy

292. agree values consistent with your organisation's overall vision and strategy and the needs and interests of stakeholders

293. identify the behaviours expected of colleagues and team members aligned with its culture and values

294. communicate the agreed values to colleagues and team members across your organisation

295. encourage colleagues and team members to act in ways consistent both with organisational values and with their culture of origin

296. formulate policies, programmes and systems to support the agreed values

297. support colleagues and team members to demonstrate the values in their work

298. demonstrate awareness of your own values, motivations and emotions

299. identify colleagues' and team members' needs, feelings and motivations and take an active interest in their opinions

300. role-model organisational behaviours and values to inspires colleagues and team members to show respect, helpfulness and cooperation

301. monitor the way values are applied at work

302. challenge behaviour and counter messages that conflict with the agreed values

303. review your organisation's culture and redefine or reinforce values

304. follow, and ensure others follow, legal requirements, industry regulations, organisational policies and professional codes

305. develop your organisation's vision and strategies by engaging with the governing bodies, colleagues, strategic partners, shareholders, suppliers, customers and your community

306. challenge opinions to encourage, generate and recognise innovative solutions

307. formulate a vision based on an evaluation of the operating environment, the values of your organisation and the expectations of key stakeholders

308. check that the vision aligns with your organisation's longer-term strategic goals

309. communicate the vision to inspire stakeholders to commit to achieving it

310. develop strategic business plans by engaging colleagues and key stakeholders

311. establish and prioritise strategic objectives that are consistent with your organisation's vision and values

312. identify programmes of activity capable of achieving the strategic objectives

313. create a business plan to implement your organisation's strategic objectives

314. evaluate potential risks and develop realistic plans to manage risks

315. identify resource requirements and evaluate their availability both now and in the future

316. develop policies that will guide the work of colleagues towards the achievement of the organisation's vision

317. identify reliable measures and methods for monitoring and evaluating the plan

318. communicate the strategic business plan to win the support and commitment of key stakeholders

319. present ideas and arguments convincingly to engage people and create a common sense of purpose

320. identify stakeholders' needs and interests and manage these effectively

321. provide strategic direction and clear parameters that empower stakeholders to apply their energies and expertise creatively to achieve the vision

322. monitor organisational performance against strategic business plans

323. evaluate organisational performance against strategic business plans

324. seek opportunities to improve your own performance

325. balance risks against the benefits that may arise from taking risks

326. review and redefine the vision, strategies and business plan to reflect changes in the operating environment

327. follow the legal, organisational, codes of practice and policies relevant to your role when developing your organisation's vision, strategies and business plans

328. monitor national and international legal, regulatory, ethical and social requirements and the effect they have on your organisation

329. evaluate what will happen if you do not meet national and international legal, regulatory, ethical and social requirements

330. develop policies and procedures to make sure your organisation meets all requirements

331. check that colleagues understand organisational policies and procedures and the importance of putting them into practice

332. monitor the way policies and procedures are put into practice and provide support

333. support colleagues or team members to report any concerns about not meeting the requirements

334. identify potential risks and hazards

335. identify and raise ethical concerns with colleagues and decision-makers

336. identify and correct failures to meet the requirements

337. identify reasons for not meeting requirements

338. encourage others to share information and knowledge within the constraints of confidentiality

339. adjust policies and procedures to reduce the likelihood of failures in the future

340. implement difficult or unpopular decisions when necessary to ensure compliance

341. provide full reports about any failures to meet the requirements to key stakeholders

342. provide information and knowledge to support compliance with legal, regulatory, ethical and social requirements

343. engage your colleagues and team members to support evaluation of your organisation's operating environment

344. engage stakeholders to support evaluation of your organisation's operating environment

345. monitor political, economic, social, technological, legal and environmental trends and developments and evaluate their impact on your organisation

346. monitor needs, behaviours and expectations of existing and potential customers and evaluate their impact on your organisation

347. monitor the activities of existing and potential competitors and collaborators and evaluate their impact on your organisation

348. monitor and evaluate the impact of trends and developments within your organisation

349. benchmark your organisation's performance and practices with comparable organisations nationally and internationally, where appropriate

350. compare the strengths and weaknesses of your organisation to respond to opportunities and threats in existing and future work

351. assess the implications or consequences of future scenarios

352. specify the assumptions made and risks involved to understand future scenarios

353. organise information and knowledge in a way that supports the strategic planning and decision-making

354. structure information to facilitate organisational knowledge management

355. develop systems to gather information and knowledge within agreed timescales and ethics

356. maintain systems to manage information and knowledge

357. identify the internal and external political factors that impact on your organisation's operating environment

358. identify systemic issues and mitigate their impact on organisational performance

359. assess future scenarios based on the analysis of trends and developments

360. explore and assess the range of future scenarios within the environment in which your organisation operates

361. follow the legal, organisational, codes of practice and policies relevant to your role when evaluating your organisation's operating environment

362. inform employees about the standards of conduct and performance expected of them

363. identify your organisation's procedures for dealing with misconduct or unsatisfactory performance

364. seek support from colleagues, human resources or legal specialists on implementing disciplinary and grievance procedures when required

365. investigate and establish the facts relating to team members misconduct or unsatisfactory performance

366. resolve cases of minor misconduct or unsatisfactory performance informally

367. follow your organisation's formal disciplinary procedure in serious cases of misconduct or unsatisfactory performance

368. share your organisation's procedure for raising grievances with your team

369. identify potential grievances and take preventative measures to resolve issues where possible

370. recognise the role of employee representatives such as trade unions and ensure that they are included in the process

371. use an informal approach to resolve employee concerns, problems and complaints where possible

372. follow your organisation's formal grievance procedures if an employee raises a grievance in writing

373. maintain records related to disciplinary and the grievance processes and store these confidentially in line with organisational procedures

374. evaluate your organisation's disciplinary and grievance procedures to identify improvements

375. follow the legal, organisational, codes of practice and policies relevant to your role and the activities being carried out

376. identify opportunities for innovation and improvement through collaboration with colleagues and team members

377. identify potential new ideas in collaboration with external experts and other organisations

378. monitor trends and developments in your organisation's operating environment

379. monitor the performance of your organisation's products, services and processes

380. benchmark your organisation's products and services with comparable organisations

381. develop potential new products, services, markets, or processes

382. manage improvements to existing products, services and processes

383. encourage, generate and recognise imaginative and innovative solutions from colleagues and team members

384. agree clear criteria for evaluating potential innovations and improvements with key stakeholders

385. gather sufficient, valid information to allow potential innovations and improvements to be evaluated

386. gather, store and retrieve information within the budget and timescales agreed

387. evaluate potential innovations and improvements against agreed criteria

388. present your evaluation findings to key stakeholders to help them appreciate the potential value of innovations and improvements

389. communicate your evaluation to colleagues and team members to reinforce their commitment to seek opportunities for innovation and improvement

390. defend the intellectual property rights of innovations by acting, where required

391. follow the legal, organisational, codes of practice and policies relevant to your role when identifying and evaluating opportunities for innovation and improvement

392. confirm the organisational objectives to be achieved

393. identify and justify requirements for financial resources by engaging with stakeholders

394. identify methods of achieving objectives

395. evaluate the effectiveness and efficiency of methods to select the optimal method

396. estimate the costs of the activities and overheads required to achieve objectives by the optimal method

397. prepare the business case for your requirements for financial resources, specifying objectives and the benefits of achieving these objectives

398. outline the proposed method, timescales for activities and costs involved in your business case

399. perform cost benefit analysis

400. specify the assumptions made, the risks and how these will be managed in your business case

401. outline evaluation arrangements

402. provide any alternative options considered but rejected as sub-optimal to stakeholders

403. prepare alternative options for achieving objectives, in case your budget requirements are not approved

404. present your business case to budget decision-makers, providing any further information or rationale required

405. defend your business case, engaging the support of stakeholders and decision-makers

406. seek approval for alternative options when your original business case for budget requirements is not accepted

407. obtain feedback on your presentation of the business case from decision-makers to help improve future proposals

408. communicate the decision on your budget requirements to stakeholders, explaining the reasons for any changes or alternative options adopted

409. follow the legal, organisational, codes of practice and policies relevant to your role when identifying and justify requirements for financial resources

410. engage employees and other stakeholders in implementing changes

411. initiate your organisation's plans for change in line with agreed timescales and available resources

412. delegate responsibilities to colleagues in line with your plans

413. provide support and encouragement to colleagues implementing changes

414. arrange training and support for colleagues impacted by changes

415. implement your organisation's agreed contingency plans when required

416. take contingency actions in the event of risks or situations of crisis

417. identify, evaluate and resolve any problems or obstacles that arise

418. maintain the continuity of business activities during periods of change

419. monitor progress against your plans and take action in response to any significant variances

420. communicate progress and provide opportunities for people to give feedback

421. provide recognition for colleagues and teams who achieve results

422. check that change management meets the requirements of your organisation

423. engage employees and other stakeholders in evaluating changes

424. evaluate the change process against the success criteria agreed with stakeholders

425. establish the reasons for any failure to meet the success criteria in full

426. assess the impact on those involved in the changes

427. identify any unanticipated benefits or disadvantages arising from the change and the reasons for these

428. review the change process, including any deviations from original plans

429. identify the lessons to be learned for future changes

430. calculate the net value of the change and determine whether it meets the expectations of stakeholders

431. communicate the findings of your evaluation to stakeholders with recommendations for any further changes required

432. the legal, organisational, codes of practice and policies relevant to your role and implementing and evaluating changes

433. communicate your strategic business plan to colleagues and key stakeholders to engage their understanding and support

434. delegate responsibilities for achieving strategic objectives to individuals and gain their commitment to achieving them

435. evaluate risks to the achievement of strategic objectives and take action to mitigate risks

436. demonstrate your personal commitment by leading the achievement of key strategic objectives

437. review the strategic business plan at regular intervals, considering significant changes in the operating environment to ensure it can deliver the organisation's objectives within agreed timescales

438. communicate operational plans to gain the understanding and support of colleagues and key stakeholders

439. delegate responsibilities for achieving operational objectives to individuals and gain their commitment to achieving them

440. provide the resources required to achieve the objectives in your strategic and operational plans

441. hold employees to account for the achievement of the strategic and operational objectives delegated to them

442. use agreed methods and measures to monitor implementation of your business plans

443. provide advice, guidance and support towards achieving strategic and operational objectives, when required

444. apply indicators and methods for monitoring progress against your business plans at agreed intervals

445. evaluate variances from your business plans and the reasons for significant variances

446. ask colleagues to explain variances and propose action to address significant variances

447. adjust your business plans or the deployment of employees and resources to take account of significant variances, availability of employees and resources, or changes in your organisation's operating environment

448. inform colleagues of adjustments to your plans and help them make changes to their own plans

449. evaluate the implementation of your business plans to make recommendations that identify good practice and areas for improvement

450. evaluate and agree with colleagues and key stakeholders the extent to which the objectives in your strategic and operational business plans have been achieved

451. celebrate the achievement of strategic and operational objectives and recognise the contributions of those involved

452. analyse the reasons for any shortfalls in the achievement of strategic and operational objectives to inform the development and implementation of future business plans

453. follow the legal, organisational, codes of practice and policies relevant to implementing and evaluating business plans

454. establish the purpose and objectives of meetings

455. prepare to lead meetings and identify who needs to participate

456. use the relevant tools and technologies for conducting the meeting face-to-face or remotely

457. invite participants, giving them sufficient notice to enable them to attend

458. state the importance of the meeting, the role participants will be expected to play

459. circulate information in advance to enable participants to review and prepare

460. consult with relevant colleagues and prepare to represent their interests and opinions

461. brief participants on the content and purpose of meetings and their roles, when required

462. set time for meetings to begin and end and allocate time for each agenda item

463. check that all participants understand why they are present and what is expected of them

464. clarify specific objectives at the beginning of each agenda item

465. present information at meetings to develop the understanding of other participants

466. present your opinions and the interests of those you are representing persuasively, providing evidence to support your case, where required

467. encourage all participants to make contributions from their perspectives, whilst acknowledging and building on their contributions

468. re-focus attention on the objectives of the meetings when unhelpful comments and digressions occur

469. identify any issues emerging from discussions which impact on your area of responsibility

470. propose and evaluate possible solutions which meet the needs of your area of responsibility, other teams and your organisation

471. acknowledge and constructively discuss information and opinions provided by your colleagues

472. clarify decisions taken on the various agenda items, where necessary

473. manage time flexibly, giving more time to agenda items, if necessary, whilst ensuring key objectives are met

474. inform participants of changes in meeting agendas when these happen

475. summarise discussions at key points during meetings

476. allocate action points to participants at the end of each agenda item

477. take decisions within the meeting's authority, remit or terms of reference

478. observe any formal procedures or standing orders that apply to the meeting in accordance with your organisation's requirements

479. check that decisions and action points are recorded and communicated to participants

480. evaluate whether the purpose and objectives of the meetings have been achieved

481. identify how future meetings could be improved

482. follow the legal, organisational, codes of practice and policies relevant to your role when leading meetings to achieve objectives

483. define your organisation's direction by engaging with colleagues, team members and other stakeholders

484. assess and analyse current trends, opportunities and risks to your organisation

485. present the outcomes of your analysis to senior management representatives

486. facilitate discussions with senior management to secure commitment and expertise to achieving results

487. communicate and reinforce your organisation's purpose, values and vision across the organisation

488. communicate your organisation's purpose, values and vision to external stakeholders

489. evaluate the impact of your organisation on the environment, the local community and society

490. identify the benefits of your organisation's impact on the environment, local community and society

491. develop organisational plans that support your organisation's purpose, values and vision

492. identify specific details that are critical to achieving the results

493. develop methods of managing organisational difficulties and challenges

494. develop a range of leadership styles and apply them when leading and managing different stakeholders and situations

495. identify and evaluate colleagues' and stakeholder's needs and motivations

496. provide support to help colleagues achieve their objectives

497. protect your colleagues and team members from negative impacts

498. recognise individual and team successes and achievements

499. encourage colleagues to take responsibility for decision making and their own development needs

500. provide individual and team support, advice and guidance when required, especially during periods of setback and change

501. motivate colleagues, team members and stakeholders to present their own ideas

502. empower colleagues and team members to develop their own ways of working within agreed boundaries

503. encourage colleagues to take the lead when they have the relevant knowledge and expertise

504. follow other peer leaders and learn from their professional expertise and leadership styles

505. develop and maintain trust and support across the organisation and stakeholders

506. create your organisation's culture that encourages creativity and innovation through role-modelling

507. request regular feedback on your performance

508. analyse feedback to plan and implement personal performance improvements

509. monitor activity progress in different areas or departments of your organisation

510. communicate the standards of work and behaviours expected from team members

511. help team members understand how the roles of different team members interface, complement and support each other

512. plan how overall objectives can be achieved, identifying any priorities or priority activities

513. review employees' existing workloads to make the best use of the available resources

514. delegate responsibilities to employees on a fair basis taking account of their skills, knowledge and competence, backgrounds and experience

515. identify opportunities for employees' development

516. agree smart (specific, measurable, agreed, realistic and time-bound) objectives with employees, including the standard of performance expected

517. agree with employees how and when progress towards, and achievement of, objectives will be monitored, reviewed and evaluated

518. check that employees are committed to achieving their objectives and understand their unique contribution to team and organisational objectives

519. discuss and agree effective methods for achieving individual objectives and the resources, support and supervision required

520. provide employees with the resources, support and supervision agreed

521. monitor progress against objectives and evaluate performance against the standard expected at agreed times

522. provide employees with constructive feedback to maintain and improve their performance

523. identify any unsatisfactory performance, discuss the causes and agree ways of improving performance with the employees concerned

524. recognise successful achievement of objectives in line with your organisation's policy

525. review plans, responsibilities and objectives as agreed and following any significant changes to organisational plans and objectives

526. communicate plans, responsibilities and objectives and any changes to those affected

527. check the quality of team members work outputs against the standard of performance expected

528. motivate team members to complete their allocated work on time and to the quality standard required

529. provide additional support and resources team members require to complete their work on time and to the quality standard required

530. motivate team members to maintain and continuously improve their performance

531. use information collected on the performance of team members in formal appraisals of performance

532. identify potential conflicts between team members and take preventative action to avoid these

533. encourage team members to resolve their own problems and conflicts amongst themselves

534. manage conflicts when the team members concerned are not able to resolve the conflicts themselves

535. acknowledge and show respect for team members' emotions regarding the conflict and manage any negative emotions

536. investigate the causes of the conflict, giving all parties opportunities to present the facts and their perceptions about the conflict

537. agree with team members how to resolve the conflict, without apportioning blame

538. accept help from colleagues or specialists, where necessary

539. maintain complete, accurate and confidential records of conflicts and their outcomes, in line with organisational policy

540. follow the industry legal, organisational, codes of practice and policies relevant to your role in managing and quality assuring the work of your team

541. engage colleagues and stakeholders to provide information related to budget planning and management

542. gather information to plan budgets for your area of responsibility, activities or projects

543. identify organisational key performance indicators (KPIs)

544. evaluate information to prepare forecasts for your area of responsibility, activities or projects

545. produce budget proposals based on your evaluation of the information gathered

546. submit your proposed budgets for decision-makers approval clearly specifying assumptions made, risks involved and how these will be managed

547. negotiate the proposed budgets with decision-makers to agree final budgets

548. use the agreed budgets to monitor and control performance for your area of responsibility, activities or projects

549. identify the causes of any significant variances between what was budgeted and what happened

550. take corrective action when required to manage budgets

551. obtain agreement for corrective actions from decision-makers, if required

552. track the budgets in response to variances, significant or unforeseen developments and propose revisions to them

553. discuss and agree revisions with decision-makers

554. provide reports on performance against the budgets to decision-makers

555. identify and report evidence of potentially fraudulent activities in line with legal and organisational procedures, if required

556. gather information from implementation of the budget to assist in the preparation of future budgets

557. evaluate your budget management to identify and recommend improvements

558. follow the legal, organisational, codes of practice and policies relevant to managing budgets

559. identify your organisation's outputs to meet customer and stakeholder needs

560. engage employees and stakeholders in managing business processes

561. design business processes that deliver outcomes in line with organisational strategy

562. identify the resources required for business processes

563. secure the resources required for business processes

564. assess business processes to ensure they make effective, efficient and sustainable use of resources

565. identify and take account of factors that may affect how business processes work

566. link business processes so that they interact across the organisation to form a complete system

567. define employees' roles and responsibilities within business processes

568. identify the training, support and supervision requirements for teams and employees

569. provide training, support and supervision to enable employees to carry out their defined roles and responsibilities

570. develop measures to manage business processes effectively

571. implement measures to manage business processes effectively

572. review business processes at regular intervals, and in light of changes in customer needs or organisational strategy

573. identify how the processes can be improved

574. plan improvements to business processes

575. implement improvements to business processes

576. follow the legal, organisational, codes of practice and policies relevant to your role and the activities being carried out to manage business processes

577. communicate the different types of conflict management and dispute resolution processes available to your organisation

578. identify differences in expectations and working methods of employees from different backgrounds

579. promote ways of managing differences that take account of different expectations

580. create a climate of trust and mutual respect

581. compare difficult situations from different employees' perspectives to understand the conflicts

582. identify any issues with organisational structures, systems or procedures that are likely to give rise to conflict

583. resolve any issues with organisational structures, systems or procedures creating conflict

584. identify potential conflicts across the wider organisation or with other organisations and take preventative action to avoid these

585. encourage the employees concerned to resolve their own problems and conflicts amongst themselves

586. take action to act as a third-party mediator to deal with conflicts when the employees concerned are not able to resolve the conflicts themselves

587. demonstrate respect for employees' emotions regarding the conflict

588. manage any negative emotions in yourself and the parties involved

589. agree how to resolve the conflict with all parties, without apportioning blame

590. comply with organisational and legal requirements when resolving conflicts

591. follow the legal, organisational, codes of practice and policies relevant to managing conflict in the broader working environment

592. engage colleagues and key stakeholders in managing continuous improvement

593. specify valid and reliable measures for evaluating the performance of your organisation

594. set up systems for collecting and assessing information on the overall performance of the organisation

595. identify the cause and effects of problems and changes

596. identify opportunities where performance could be improved using information on the overall performance of the organisation

597. establish an organisational culture where people freely make suggestions for improvements

598. encourage customers, suppliers and other key stakeholders to provide feedback on your organisation's performance and suggest improvements

599. benchmark the performance of your organisation against other comparable organisations

600. identify improvements that are beneficial to your organisation, its customers and other key stakeholders

601. create action plans based on feedback and the benchmarking findings

602. agree continuous improvement actions with decision makers

603. implement actions to improve organisational performance

604. share knowledge and understanding of how improvements have, or can be made, across your organisation

605. check that any improvements made are aligned to the organisation's vision and objectives

606. show that the improvements made reduce the gap between what your customers and key stakeholders want, and what your organisation's products, services and processes deliver

607. follow the legal, organisational, codes of practice and policies relevant to your role and the activities being carried out to manage continuous improvement

608. review your organisation's CSR policy and objectives by engaging with colleagues and stakeholders

609. develop your organisation's CSR policy and objectives by collaborating with colleagues

610. evaluate the impact of your organisation on the environment, sustainability, the local community and society as a whole

611. identify ways in which your organisation's impact can be more beneficial

612. check that your CSR policy and objectives reflect your organisation's vision and values and its legal, ethical, social and environmental responsibilities

613. communicate your CSR policy and its benefits to colleagues and stakeholders

614. check that your organisation's normal business activities comply with your CSR policy (employment, selection of collaborators, suppliers, use of resources, health and safety)

615. support initiatives which create shared value for your organisation, the community and the wider social and physical environment

616. monitor compliance with your CSR policy and progress towards its objectives

617. define actions to ensure that objectives are met

618. provide advice, guidance and support towards achieving CSR objectives, when required

619. report progress towards your CSR objectives to stakeholders and ask for feedback

620. communicate the achievement of your CSR objectives to stakeholders

621. revise your organisation's CSR policy and objectives, using results, feedback from stakeholders and changes in the operating environment

622. engage colleagues and stakeholders in managing customer service

623. establish measurable standards of customer service, considering customers' expectations and your organisation's resources

624. organise colleagues and resources to meet customer service standards, taking account of varying levels of demand and likely contingencies

625. measure colleagues competence to ensure they can deliver the required level of customer service

626. provide training, support and supervision to colleagues when required

627. communicate the standards of customer service that colleagues are expected to deliver

628. outline colleagues' level of autonomy for responding to customers' requests and problems

629. respond to customers' requests and problems referred to you

630. seek advice from specialists and/or more senior managers, where necessary

631. keep customers informed about the actions you are taking to deal with their requests and problems

632. obtain feedback on staff and customer perceptions of the standards of customer service your organisation delivers

633. monitor the customer service delivered, customers' requests, problems and feedback against your organisation's standards for customer service

634. analyse your organisation's customer service data to identify the causes of problems

635. identify opportunities for improving customer service based on feedback and monitoring

636. recommend changes to processes, systems or standards to improve customer service

637. follow the legal, organisational, codes of practice and policies relevant to managing customer service

638. confirm your financial responsibilities, including the limits of your authority, with colleagues you report to

639. engage key stakeholders in managing finance to achieve objectives for your organisation or area of responsibility

640. evaluate financial information, your organisation's objectives and plans to identify priorities, potential problems and risks

641. identify the finance required to achieve your organisation's objectives and plans

642. access specialist financial expertise, where required

643. evaluate the costs, benefits and risks of different types of finance

644. select the types of finance which meet the needs of your organisation, taking account of levels of acceptable risk and views of stakeholders

645. identify and evaluate potential providers of finance

646. submit clear, evidenced and convincing proposals, bids or applications to potential providers of finance

647. request updates on progress to secure finance from providers

648. make formal agreements with providers of finance, specifying amounts, timing, costs and repayment schedules

649. discuss and negotiate delegated budgets with colleagues and agree provisional budgets

650. develop a master budget for your organisation or area and submit it for approval by budget decision-makers, clearly specifying assumptions made, risks involved and how these will be managed

651. discuss and negotiate the proposed master budget with decision-makers

652. communicate the final budget to colleagues in your area or senior managers

653. delegate responsibility for budgets for clearly defined activities to colleagues, providing ongoing support and resources as required

654. identify any shortfall in the level of finance obtained and take appropriate action

655. put contingency plans in place to deal with any problems in finance being made available and any changes to the level of finance required

656. establish systems to monitor and evaluate performance against delegated budgets and the master budget and put contingency plans in place

657. identify the causes of any significant variances between proposed versus actual budget

658. take corrective action, obtaining agreement from decision-makers, if required

659. propose revisions to the master budget, if necessary, in response to variances and/or significant or unforeseen developments

660. agree master budget revisions with decision-makers

661. report on the financial performance of your area to decision-makers

662. link operational targets with financial results

663. monitor the financial agreements with providers, identifying and making changes where necessary

664. advise relevant employees promptly if you have identified evidence of any potentially fraudulent activities

665. review the financial performance of your organisation or area and identify improvements to be implemented in the future

666. follow the legal, organisational, codes of practice and policies relevant to managing financial resources and obtaining finance

667. consult staff, their representatives and other stakeholders in developing and managing flexible and remote working arrangements

668. evaluate the range of flexible and remote working arrangements and identify those which are consistent with the nature of your organisation's business, its strategy and values

669. evaluate opportunities to introduce flexible and remote working arrangements to support business processes and the achievement of objectives

670. consider the impact of flexible and remote working arrangements on your own work activities, the management of your area and other parts of your organisation

671. introduce flexible and remote working arrangements in consultation with staff, their representatives and other key stakeholders

672. confirm that flexible and remote working arrangements are compatible with the workload of the team and the achievement of objectives

673. provide your organisation's flexible and remote working policy to staff

674. confirm that staff understand their rights under flexible and remote working legislation and the flexible working arrangements

675. consider requests for flexible and remote working from staff and seek to accommodate these, where possible

676. agree to trial and review flexible and remote working arrangements, when required

677. state specific reasons if you decide to refuse a flexible and remote working request, ensuring these reasons are consistent with your organisation's policy and legal requirements

678. manage appeals to decisions to refuse a flexible and remote working request in line with your organisation's policy and legal requirements

679. arrange support from specialists, where necessary

680. review flexible and remote working arrangements to recommend improvements

681. follow the industry legal, organisational, codes of practice and policies relevant to your role in managing flexible and remote working

682. engage colleagues and stakeholders in developing, implementing and maintaining information, knowledge management and communication systems

683. establish the current and likely future information, knowledge and communication needs of employees within your organisation or area of responsibility and other stakeholders

684. establish the levels of security required for information, knowledge and communication systems

685. evaluate the capability and capacity of existing information, knowledge and communication systems to meet current needs

686. evaluate the capability and capacity of existing information, knowledge and communication systems to meet likely future needs, and identify changes and enhancements

687. evaluate the capability of technologies and suppliers to meet current and likely future information, knowledge and communication needs

688. select technologies and suppliers capable of meeting current and likely future information, knowledge and communication needs to the level of security required within resource constraints

689. implement any new or modified protocols to allow information, knowledge and communication systems to be used effectively and securely

690. evaluate the training and on-going support required to enable employees to use information, knowledge and communication systems effectively, efficiently and securely

691. develop and implement plans to introduce changes and enhancements to information, knowledge and communication systems that minimise adverse impacts on business activities

692. enable employees to benefit from the changes and enhancements

693. provide user training and on-going support required

694. ensure maintenance and updating of information, knowledge and communication systems is carried out as required by your organisation

695. monitor the security of systems and their effectiveness in meeting employees' information, knowledge and communication needs, and take effective action to address any problems

696. identify where key knowledge is created, developed, shared and transferred and how it adds value to your organisation or area of responsibility

697. define and gain support for strategies to facilitate the creation, maintenance and sharing of organisational knowledge

698. specify standards and processes that support knowledge creation, development, sharing and capture to ensure that valuable knowledge is recorded

699. provide systems and tools to support knowledge management and sharing

700. ensure employees have the necessary guidance and competence to use systems and tools effectively

701. identify where organisational culture, values, work practices and behaviours hinder effective knowledge management and sharing, and any changes required

702. implement changes in organisational culture, values, work practices and behaviours to enable effective knowledge management and sharing

703. encourage senior managers and key influencers within your organisation to act as role models in using knowledge management standards, systems, tools and processes

704. implement effective systems and procedures to protect intellectual property from unauthorised use

705. identify and implement processes that promote effective knowledge management and sharing and communicate the benefits of doing so

706. monitor and review progress in embedding a culture of knowledge management and sharing in your organisation and plan any essential changes

707. evaluate and record the value of knowledge management and sharing to the organisation

708. follow the legal, organisational, codes of practice and policies relevant to managing information, knowledge and communication systems

709. engage resource users to identify and obtain the physical resources required

710. evaluate past patterns of resource use and trends

711. identify developments likely to affect future demand for resources

712. prepare specifications for the resources required

713. identify the range and quantity of resources required for the planned activities in your area of responsibility, including contingencies

714. identify sustainable resources and ensure their effectiveness and efficiency to meet specified needs

715. produce a business case for the resources required, showing the costs and expected benefits

716. agree adjustments to your planned activities, where the required resources cannot be obtained in full

717. negotiate with suppliers to ensure they deliver resources of the required quality on time

718. agree the use of shared resources with other teams, considering the needs of the different parties and the objectives of your organisation

719. engage resource users to plan how they can be used most efficiently

720. plan to use resources in ways that are effective, efficient and minimise any adverse impact on the environment

721. maintain the security of resources and monitor that they are used safely

722. ensure that resources no longer required are disposed of with minimal adverse environmental impact

723. monitor the quality of resources and patterns of resource use in line with your organisation's requirements

724. identify and deal with any significant variances between actual and planned resource use

725. follow the legal, organisational, codes of practice and policies relevant to managing physical resources

726. establish overall programme or project objectives and link these to strategic goals

727. discuss and agree the objectives and scope of programme or project with sponsors and stakeholders

728. confirm the available resources with the sponsors and stakeholders

729. identify how the proposed programme or the project fit with the overall vision, objectives and plans of your organisation

730. develop a programme or a project plan in consultation with project team members

731. agree the programme or the project plan with sponsors and stakeholders, making changes, where necessary

732. brief project team members on the final programme or project plan and their roles and responsibilities

733. provide ongoing support, encouragement and information to project team members

734. deploy resources in line with the requirements and priorities of the programme or a project

735. implement processes and resources to manage potential risks arising from the project and deal with contingencies

736. implement the programme or project plan, selecting and applying project management tools and techniques to monitor, control and review progress

737. establish the contribution different stages of the programme or the project to achieve the overall objectives

738. assess and manage risks for different milestones of the programme or the project

739. ensure your colleagues fulfil their responsibilities for the achievement of different stages of the programme or the project

740. monitor the programme or the project to ensure it achieves its objectives on time and within budget

741. communicate progress and results of the programme or the project and its different stages to colleagues and stakeholders

742. change the programme or project plan to respond to problems encountered or changes to organisational objectives

743. obtain agreement to programme or project plan changes from project sponsors and other stakeholders, where necessary

744. deliver programme or project objectives on time and within budget

745. confirm satisfactory completion of the project with the project sponsor and any key stakeholders

746. make recommendations which identify good practice and areas for improvement

747. evaluate the success of the project, identifying what lessons can be learned and shared

748. celebrate the completion of the project, recognising the contributions of project team members

749. follow the legal, organisational, codes of practice and policies relevant to your role and the activities being carried out to manage programmes or projects

750. ensure that your organisation's quality standards can deliver the quality of products and services your customers expect

751. check that quality standards allow you to obtain any expected quality marks, awards or accreditation

752. confirm that quality standards are in line with your organisation's values, aims and objectives

753. establish systems, plans and resources to ensure quality standards are met and maintained

754. specify staff roles and responsibilities in meeting quality standards

755. check that staff are competent to fulfil their specified roles

756. identify and assess risks of shortfalls in the quality of processes, products and services

757. mitigate risks by taking preventative action in line with organisational procedures

758. encourage colleagues to take personal responsibility for achieving quality standards and to address or report any actual or potential shortfalls

759. obtain sufficient, valid information from your quality assurance system and other sources, including customers, to evaluate if processes, products and services are meeting the required standards

760. provide feedback to motivate colleagues to maintain quality standards and improve performance

761. detect and record any shortfall in the quality of processes, products and services

762. investigate the causes of shortfalls and take corrective action within the required timescales

763. report quality performance, including shortfalls and corrective actions taken, to stakeholders within agreed timescales

764. encourage customers and colleagues to identify and recommend improvements to your quality assurance system

765. develop plans to implement quality improvements which deliver significant benefits at reasonable cost and acceptable level of risk

766. agree quality action plans with decision makers

767. follow the legal, organisational, codes of practice and policies relevant to managing quality assurance systems

768. seek support from colleagues or human resources specialists to manage redundancies when required

769. provide accurate information on your organisation's redundancy policy and the appeals procedure to staff in your area of responsibility

770. justify the reasons for the redundancies

771. outline the consultation process for the redundancies with staff and their representatives

772. confirm the number of employees being dismissed for reasons of redundancy

773. outline the methods and criteria used to select employees for redundancy

774. provide information about the alternative employment opportunities

775. specify the learning opportunities, counselling or support available

776. confirm the process and timescale for the redundancies

777. confirm the method of calculating any redundancy payments

778. inform employees selected for dismissal for reasons of redundancy clearly, considerately and confidentially

779. interview employees being dismissed for reasons of redundancy to understand their experience of working in the organisation and of the redundancy process itself

780. demonstrate empathy with staff needs, feelings and motivations and take an active interest in their concerns

781. maintain the confidence and morale of remaining staff by sharing information about the process, in line with your organisation's confidentiality requirements

782. comply with your organisation's redundancy policy and current legislation throughout the process

783. maintain accurate records of the redundancy process and store these confidentially following organisational procedures

784. evaluate the redundancy process with colleagues or human resources specialists

785. identify areas for improvements in the redundancy process

786. confirm the information your team requires from you, other team members and other teams, and when they need it

787. discuss the preferred communication media and styles for different employees and situations in your team

788. agree the information your team need to provide to you, other team members and other teams, and when they need to provide it

789. outline when your team should discuss their work and issues with you, other team members and other teams

790. select the media and styles of communication that will be used

791. agree team communication methods which meet their needs and match organisational targets, resources, and available technology

792. agree the individual team contacts for specific work activities

793. agree the communication methods to be used in urgent or exceptional circumstances

794. provide information to your team as and when they need it

795. monitor that your team provide you, other team members and other teams with the information they need, when they need it

796. provide opportunities for team members to discuss their work and issues arising with you

797. identify the key communication challenges for remote, virtual workers with stakeholders

798. review the resource requirements for providing communication tools and processes for remote, virtual working with stakeholders

799. identify, develop and maintain effective tools and processes to support remote, virtual teams

800. identify networks, processes and systems that allow employees to connect to information and knowledge remotely

801. provide guidelines, training, coaching and support to facilitate and encourage effective use of communication tools and processes

802. provide guidelines to facilitate interactive collaboration between internal and external stakeholders

803. check that team members understand and adhere to regulatory, professional and commercial requirements

804. resolve records management issues arising from communication and remote/virtual working

805. evaluate the effectiveness of communication methods with team members and other teams to identify improvements

806. plan actions to sustain or improve effective communication

807. follow the industry legal, organisational, codes of practice and policies relevant to your role in managing team communications

808. identify opportunities for improving the environmental and social impacts by engaging your team and stakeholders

809. contribute to improving the environmental and social impacts by working with your team and stakeholders

810. organise work activities and safe and sustainable use of resources

811. assess work activities to ensure they comply with legal requirements, environmental and social impact policies

812. agree actions to minimise negative and maximise positive impacts on the environment and society

813. identify the environmental and social impacts of work activities

814. identify the environmental and social impacts of the use of resources

815. report any identified risks to the environment which you do not have the ability to control

816. identify and implement changes to work activities and the use of resources that will reduce negative and increase positive impacts on the environment and society

817. communicate the environmental and social benefits resulting from changes to work activities and the use of resources

818. obtain specialist advice, where necessary, to help you identify and manage the environmental and social impacts of your work activities and use of resources

819. follow the legal, organisational, codes of practice and policies relevant to managing the environmental and social impacts of your work

820. engage colleagues and other stakeholders in developing plans for redeploying employees

821. comply with your organisation's redeployment policies and procedures

822. use internal and external specialist resources, where required

823. identify the business need to redeploy employees to different roles, areas of the organisation or locations

824. define specific, fair criteria for selecting individuals for redeployment

825. apply the selection criteria objectively to identify those individuals to be redeployed

826. communicate the reasons for redeployment to those affected making the decision-making criteria transparent

827. make redeployment offers to individuals, specifying the new job specification, levels of responsibility, location and reporting arrangements

828. justify any changes in salary, benefits or other terms and conditions including any relocation allowances or remote working arrangements

829. confirm the date by which the offer must be accepted or rejected, and the alternatives if the offer is not accepted

830. identify colleagues' needs, feelings and motivations related to redeployment of themselves and their colleagues

831. provide support to individuals being deployed showing interest in their concerns

832. protect the confidentiality and security of information following organisational procedures

833. arrange induction, support, supervision and feedback to enable individuals to perform in their new roles

834. evaluate the redeployment process with those involved

835. identify any areas for improvement to the redeployment process and make recommendations

836. follow the legal, organisational, codes of practice and policies relevant to your role and managing the redeployment of employees

837. define the key purpose of your work role

838. identify how your role contributes to achieving your organisation's vision and objectives

839. identify how your role relates to other roles in the organisation and where there are opportunities for joint working and mutual support

840. develop personal objectives which are compatible with the vision, objectives and values of your organisation

841. prioritise objectives and plan work to make best use of available time and resources

842. assess your own values, motivations and aspirations

843. evaluate your organisation's vision, objectives and values against your own values, motivations and aspirations to identify alignment and conflicts

844. plan methods to maximise alignment and resolve the personal or organisational conflicts

845. agree and prioritise your objectives with members of staff you report to

846. monitor your progress and achievements against objectives and deadlines

847. manage your time to achieve objectives within agreed deadlines

848. delegate responsibilities to colleagues to ensure that deadlines are met

849. use the relevant technologies to help you achieve your objectives

850. identify and remove distractions and activities that do not help achieve your objectives

851. monitor changes to your organisation's objectives, processes, systems and structures

852. identify how changes to the organisation's objectives, processes, systems and structures impact on your role

853. identify new work opportunities as they arise

854. respond quickly and positively to new opportunities and revise your objectives and priorities

855. identify urgent situations that arise during work activities

856. respond quickly and positively to urgent situations when they arise, revising your objectives and priorities as necessary

857. maintain your wellbeing through self-reflection when working towards achievement of your objectives

858. use emotional intelligence to recognise and evaluate your own and your colleagues' strengths and weaknesses, feelings, opinions and judgements

859. manage your relationships with colleagues and customers to achieve your objectives

860. request regular objective, specific and valid feedback on your performance from colleagues and customers

861. monitor progress towards your objectives

862. seek new sources of support and feedback, when necessary

863. evaluate the achievement of your objectives with members of staff you report to

864. agree changes to your objectives with those you report to, based on your performance, feedback received or changes in organisational priorities

865. take actions to maintain balance between your professional and personal life, when required

866. develop effective approaches to the use of technologies by engaging relevant colleagues

867. identify and secure sources of internal and external specialist support

868. identify the current approaches to the use of technologies within your organisation or area of responsibility

869. identify any plans to discard or introduce technologies or to use existing technologies for different purposes within your organisation or work area

870. carry out benchmarking to identify good practice in relation to the use of technologies

871. identify lessons learnt and apply these to your organisation

872. identify opportunities for introducing new technologies, adapting existing technologies or using existing technologies for different purposes

873. develop your strategy for using technologies and monitoring performance, using specialist expertise when required

874. implement your strategy for using technologies and monitoring performance, using specialist expertise when required

875. review your strategy for using technologies and monitoring their performance

876. ensure that your strategy for using technologies is aligned to the overall vision, values, objectives and plans of your organisation

877. communicate the technology strategy to colleagues and key stakeholders

878. check that new technologies are compatible with current technologies

879. monitor the introduction of any technology, or adaptation of existing technology

880. resolve technological problems within agreed organisational service levels

881. provide resources and support to enable colleagues to make effective use of technologies

882. ensure that contingency plans are in place in case technology fails

883. maintain systems to monitor implementation of technologies

884. report on technology performance for your organisation or area of responsibility

885. follow the legal, organisational, codes of practice and policies relevant to optimising the effective use of technology

886. engage colleagues and other stakeholders in outsourcing decisions and managing outsourcing arrangements

887. analyse your organisation's core competences and identify business processes which are non-core

888. assess the potential benefits, costs, disadvantages, risks and legal and ethical implications of outsourcing non-core processes

889. produce business cases for outsourcing non-core processes

890. present business cases to decision-makers and confirm actions if they agree that outsourcing is worth pursuing

891. manage the human resource implications of outsourcing, including any redundancy, redeployment, training and development, and cultural issues

892. identify and evaluate potential vendors to outsource the processes to

893. develop a specification of your outsourcing requirements

894. invite potential vendors to tender for outsourced work

895. assess tenders received against the specifications

896. select the vendor which best meets your criteria

897. negotiate an outsourcing contract with the vendor which specifies the volume and level of service to be provided, payment terms

898. monitor the vendor's performance in partnership with work with legal specialists

899. communicate outsourcing plans, both internally and externally as required

900. monitor staff reactions to outsourcing plans and address their concerns

901. develop a plan to transfer the business processes to the vendor including contingency plans to manage risks

902. transfer the business processes to the vendor, addressing any emerging issues

903. monitor the vendor's ongoing performance in line with the contract, addressing any anomalies that occur

904. review the outsourcing arrangement at agreed points and in the event of significant changes in the operating environment

905. evaluate the business outsourcing processes to identify areas for improvement

906. follow the legal, organisational, codes of practice and policies relevant to outsourcing business processes

907. identify factors affecting sales trends for your organisation

908. measure the impact of trends on the existing sales structure and resources available

909. analyse the implications of trends for existing and future sales structures

910. evaluate the criteria your key customers use to choose suppliers, and how these impact your customers' buying practices

911. analyse sales resource requirements, based on information about the number, size and location of customers

912. identify potential gaps that need to be fulfilled to achieve sales targets

913. select an approach for structuring your sales team activities including territories, customer types and industry sectors

914. assign sales team members using the approach selected, matching their knowledge, abilities and skills to the requirements of customers within the relevant territories, customer types or sectors

915. identify customers and prospects to contact by telephone, email, or in person

916. estimate the time required to deal with your prospective or existing customers to sell effectively

917. set financial and sales activity targets for the sales team

918. review the selling procedures of the sales team to ensure that they can meet sales targets

919. monitor the effectiveness of sales call plans, identifying any significant variances from agreed targets

920. encourage members of sales teams to discuss new ideas for improvement and offer criticisms

921. make agreed tactical adjustments to call plans, where necessary, to achieve targets

922. follow the legal, organisational, codes of practice and policies relevant to planning and monitoring the work of sales teams

923. engage employees and other stakeholders in planning changes

924. outline the processes, systems, structures, roles or cultures that need to be changed with stakeholders

925. assess the gap between the current state and the required future state

926. identify obstacles to changes

927. develop a plan to achieve the required changes agreed

928. agree evaluation criteria to measure the success of change processes with stakeholders

929. identify the roles and responsibilities of colleagues involved in or affected by the changes

930. plan for the continuity of business activities during the period of changes

931. evaluate the risks associated with plans and develop contingency arrangements

932. identify how and when progress will be monitored against the plans

933. develop communication strategies to keep colleagues and stakeholders informed about the progress

934. present plans for change using appropriate tools to evaluate its impact

935. ask employees and stakeholders to give feedback on changes

936. ask employees and stakeholders to suggest innovations and improvements to products, services, processes, systems, structures, roles and cultures

937. communicate the business case for changes, specifying both the benefits, costs and risks

938. provide opportunities for employees and other stakeholders to discuss business cases for change, provide feedback, express any concerns and make suggestions

939. plan changes, identifying roles and responsibilities

940. evaluate how the changes will affect employees and other stakeholders

941. mitigate for change and understand the differences between change and crisis management

942. identify training or support that employees and stakeholders need and how and when these will be provided

943. communicate with employees and other stakeholders about change processes, specifying how it affects them and any actions required of them

944. discuss planning progress, overcoming difficulties and inviting suggestions for improvements

945. monitor engagement with and responses to the change planning processes

946. provide training, support and encouragement to colleagues

947. recognise the contributions and cooperation of those involved and affected by the change

948. evaluate employees experience of the change planning process and use the lessons learned to improve future change processes

949. follow the legal, organisational, codes of practice and policies relevant to your role and the activities being carried out to plan organisational change

950. engage colleagues and key stakeholders in planning workforce requirements

951. confirm specialist resources to assist in workforce planning activities, where necessary

952. evaluate your organisation's strategic objectives and plans to obtain information needed for workforce planning purposes and identify any key issues for further consideration

953. identify the knowledge, skills and competence required to deliver your organisation's strategic objectives and plans

954. review the capacity and capability of the current workforce to meet identified knowledge, skills and competence requirements

955. identify any learning or development needs of the current workforce to meet requirements

956. check that the diversity of the workforce provides a suitable mix of people to achieve its objectives

957. interpret the range of needs of your workforce

958. develop workforce plans that meet the organisation's long, medium, and short-term requirements, making effective use of internal and external specialists

959. check that employment contracts meet the needs of the organisation

960. confirm that resources needed to recruit, develop, retain and redeploy people are available

961. develop contingency plans to deal with unforeseen circumstances and maintain business continuity

962. identify any recurring issues that cause people to leave your organisation and seek to address these

963. communicate workforce plans to colleagues

964. review your workforce plans when required by your organisation, or in the light of changes to your organisation's strategic objectives and plans

965. engage colleagues and key stakeholders in deciding whether to produce or buy in products and services

966. establish your organisation's requirements for products and services

967. establish whether your organisation has the capability and capacity to produce required products and services, or could develop capability and capacity in the timescale required

968. identify potential suppliers and evaluate their capability and capacity to supply required products and services in the timescale required

969. analyse the costs of producing products and services in-house, including the benefits of developing new capability and expertise

970. analyse the costs of buying in products and services, including procurement processes and the benefits of collaborative arrangements

971. evaluate the risks involved in producing products and services compared to buying them in

972. review ethical and sustainability considerations and the interests of key stakeholders

973. decide whether to produce or buy in products and services based on your analysis of costs and benefits, risks, review of ethical and sustainability considerations, and the interests of key stakeholders

974. record and communicate your decision, explaining your rationale and the assumptions made

975. seek support from colleagues, procurement or legal specialists when required

976. create specifications for products and services to meet your organisation's requirements

977. identify a diverse range of products and services suppliers to compare options

978. select products and services suppliers which offer the optimal mix of quality, cost, timeliness and reliability

979. negotiate with selected suppliers to reach an agreement which offers value for money and is acceptable to both parties

980. agree a contract which states the quality and quantity of products and services to be supplied, timescales, costs, terms and conditions, and the consequences if either party fails to comply with the contract

981. monitor the performance of suppliers in terms of the quality, timeliness and reliability of products and services

982. resolve any supplier problems, in accordance with the terms of the contract

983. review your decisions to produce or buy in products and services at agreed intervals, taking account of the actual costs and benefits and any changes in your organisation's operating environment

984. follow the legal, organisational, codes of practice and policies relevant to procuring products and services

985. engage staff, their representatives and other stakeholders in promoting staff wellbeing

986. review key indicators to identify patterns and trends

987. analyse the available quantitative and qualitative data to determine levels of staff wellbeing

988. review current research and ideas related to staff wellbeing

989. create plans to improve staff wellbeing based on your analysis

990. identify areas of your organisation that create support to develop a wellbeing culture

991. implement specific initiatives to enhance staff wellbeing in identified areas

992. check that objectives and workloads of staff are achievable within the working hours available

993. provide staff with the training, support and supervision they need to be able to fulfil their responsibilities effectively both now and, in the future,

994. provide opportunities for teams to talk about their wellbeing

995. discuss problems affecting wellbeing with individual staff

996. respect individual confidentiality in relation to information sharing or addressing the issues and problems

997. identify when staff have problems affecting their wellbeing and take action to alleviate the problems, where possible

998. consult with specialists, where their problems are outside your area of competence or authority

999. refer staff to specialists, when required

1000. follow the industry legal, organisational, codes of practice and policies relevant to your role in promoting and managing staff wellbeing

1001. identify your organisation's and your own responsibilities and liabilities under equality, diversity and inclusion legislation and any relevant codes of practice

1002. identify your own responsibilities and liabilities under equality, diversity and inclusion legislation and any relevant codes of practice

1003. check that your organisation's written equality, diversity and inclusion policy and action plan enables you to carry out your own responsibilities

1004. agree revisions to your organisation's written equality, diversity and inclusion policy and action plan with decision makers, if required

1005. check that the equality, diversity and inclusion policy and action plan has been communicated to all colleagues and other relevant stakeholders

1006. challenge the status quo and seek better alternatives when required

1007. promote equality of opportunity, diversity and inclusion by engaging colleagues and other key stakeholders

1008. agree management commitment to promoting equality of opportunity, diversity and inclusion

1009. check that commitment to promoting equality of opportunity, diversity and inclusion underpins your organisation's vision, values, objectives and plans

1010. use language and behaviours that role-models your organisation's commitment to equality of opportunity, diversity and inclusion

1011. monitor the language and behaviours used by colleagues to ensure it supports your organisation's commitment to equality of opportunity, diversity and inclusion

1012. review the diversity and needs of your organisation's current and potential customers

1013. select communication media and styles that meet the needs of different colleagues, customers and situations

1014. identify areas where needs are not being satisfied or where the diversity of customers should be improved

1015. review the diversity of the workforce, at all levels, in comparison to the population and your organisation's current and potential customers and

1016. consider the views and actions of colleagues, team members and other stakeholders when making decisions

1017. support colleagues, team members and other stakeholders to encourage use of their knowledge, skills and expertise

1018. take action to uphold individuals' rights following your organisation's guidelines for decision-making and building allyship

1019. identify areas for improvement in the diversity of the workforce

1020. seek specialist expertise in relation to equality, diversity and inclusion issues, where required

1021. maintain systems to monitor, review and report on progress in relation to equality of opportunity, diversity and inclusion within your organisation

1022. use the findings of your reviews to identify required actions and changes to practice

1023. comply with, and ensure others comply with, legal requirements, industry regulations, organisational policies and professional codes

1024. identify your personal responsibilities and liabilities under health and safety legislation

1025. communicate your organisation's health and safety policy statement to employees in your area of responsibility and other colleagues

1026. ensure the working environments and practices in your area of responsibility comply with your organisation's health and safety policy statement and are reviewed when required

1027. check compliance with your organisation's health and safety policy statement following any significant changes to the environment, practices or legislation

1028. consult employees in your area of responsibility or their representatives on health and safety issues, in line with organisational requirements

1029. set up a system for identifying health and safety hazards in your area of responsibility

1030. implement a risk assessment system in your area of responsibility

1031. ensure that a system is in place for identifying and assessing risks to the security of resources in your area of responsibility

1032. agree actions to eliminate or control identified hazards and manage identified risks

1033. refer identified hazards and risks outside your level/area of authority to colleagues responsible for health and safety

1034. ensure that the health and safety of employees and the security of resources and information are prime considerations when designing or reviewing working environments and practices

1035. allocate sufficient resources across your area of responsibility to deal with health, safety and security issues

1036. seek and make use of specialist expertise, where required

1037. set up systems for monitoring, measuring and reporting of health, safety, security and productivity performance in your area of responsibility

1038. demonstrate your personal commitment to health, safety, security and productivity through your actions

1039. review the application of health and safety policy statement in your area of responsibility and make recommendations to inform future developments

1040. follow the legal, organisational, codes of practice and policies relevant to providing healthy, safe, secure and productive working environments and practices

1041. communicate the purpose and objectives of the team to all members

1042. define direction within your area of responsibility by engaging your team

1043. plan how the team will achieve its objectives by consulting with them

1044. agree individual work objectives with all team members

1045. explain how individual objectives help to achieve the objectives of the team and the organisation

1046. persuade your team to commit their efforts and expertise to achieving results

1047. communicate a vision and shared values of where your organisation is going

1048. check that your team understand how the operational plans align with your organisation's vision, values and objectives

1049. manage your area successfully through challenges

1050. develop a range of leadership styles and apply them to different roles and situations

1051. communicate regularly and effectively with your team

1052. demonstrate that you listen to what your team say and act on it

1053. encourage team members to take responsibility for their own development needs

1054. support team members' resilience

1055. provide support and advice face-to-face or while working remotely

1056. encourage and recognise creativity and innovation within the team

1057. motivate team members to achieve their work and development objectives, providing recognition when they are successful

1058. empower team members to work autonomously and take their own decisions within agreed boundaries

1059. encourage team members to take the lead in their own areas of expertise, following their lead

1060. model behaviours that reflect your organisation's values and expected behaviours to build trust and support in your team

1061. make decisions that meet your organisation's requirements for fairness and integrity

1062. protect your own and your team's work against negative impacts

1063. request feedback from others and act on this to improve your leadership practice

1064. follow the legal, organisational, codes of practice and policies relevant to your role when providing leadership to your team

1065. engage colleagues and other stakeholders in recruiting, inducting and retaining staff

1066. seek specialist resources, where required

1067. review the work required in your area of responsibility

1068. identify any shortfalls in number of employees, their knowledge, skills and competence

1069. evaluate the options for addressing shortfalls and decide on the best options

1070. develop up-to-date job descriptions and person specifications for recruitment

1071. plan the recruitment and selection process for identified vacancies, the methods that will be used, the associated timings and who is going to be involved

1072. specify and agree criteria for assessing and selecting applicants

1073. inform applicants about the progress of their applications, in accordance with organisational policy

1074. carry out recruitment in accordance with your plan, using the agreed selection criteria

1075. offer positions to applicants who meet the selection criteria

1076. provide constructive feedback to unsuccessful applicants, in accordance with organisational policy

1077. welcome new staff and explain their roles in achieving the objectives of the organisation and their work area

1078. establish employees' needs for information about your organisation, organisational policies and practices, their work roles and people they will work with

1079. identify the learning and development needs to enable employees to perform their duties

1080. provide an induction programme to meet new staff information, learning and development needs

1081. consider employees' needs when designing their induction programmes

1082. introduce employees to their colleagues, explaining respective roles and how they will interface

1083. encourage employees to take responsibility for monitoring their progress and completing their induction programmes

1084. provide support, supervision and feedback to enable employees to perform their roles to your organisation's requirements

1085. provide work opportunities that challenge employees to make effective use of their knowledge, skills and competences to develop their potential

1086. review employees' performance and development systematically and provide constructive feedback

1087. recognise employees' performance and their achievements in line with your organisation's policy

1088. support employees to access the career and professional development opportunities within your organisation

1089. provide opportunities for employees to discuss issues about their work or development with you

1090. identify when employees are dissatisfied and agree solutions that meet the individual and organisational needs

1091. identify when employees' values, motivations and aspirations are incompatible with your organisation's vision, objectives and values and seek alternative solutions with the employees concerned

1092. meet with employees planning to leave your organisation and resolve any issues or misunderstandings

1093. evaluate the recruitment, induction and retention process to identify any areas for improvements

1094. follow the legal, organisational, codes of practice and policies relevant to recruiting, inducting and retaining staff

1095. seek support from colleagues or procurement or legal specialists on any aspects of tendering about which you are unsure

1096. produce a specification which describes the products and services required, including information on quality, time and cost constraints

1097. invite a number and range of suitably qualified prospective suppliers to tender, proportionate to the value of the contract and the diversity of suppliers available

1098. provide full information about the tendering process

1099. confirm deadlines for receipt of tenders

1100. outline contract details

1101. specify how pre-tender queries will be dealt with

1102. respond to pre-tender queries so that all prospective suppliers have the same information available to them

1103. establish criteria to allow tenders to be evaluated fairly so that the supplier that provides the optimal mix of quality, cost, timeliness and reliability can be selected

1104. receive, record and open tenders in line with your organisation's procedures

1105. evaluate tenders, by yourself or with others as required, applying your criteria

1106. seek clarification from prospective suppliers where necessary

1107. offer a contract to supply the products and services to the supplier whose tender was evaluated most highly

1108. inform unsuccessful prospective suppliers of the outcome of the evaluation and provide them with feedback where appropriate

1109. resolve any post-tender queries with unsuccessful suppliers

1110. follow the legal, organisational, codes of practice and policies relevant to selecting suppliers through a tendering process

1111. contact customers identified as sales leads, accessing those who can make buying decisions

1112. identify customer requirements through questioning and checking for understanding

1113. summarise customer motivations, buying needs and interests

1114. identify the key features and benefits of your relevant products and services, matching these to the needs identified

1115. assess which products and services are suitable for customer needs

1116. evaluate potential trade-offs which may be beneficial both to the customer and to your organisation

1117. provide accurate information about products, services and prices

1118. make proposals to match the customer's requirements

1119. explore any queries or objections raised by the customer and identify any reasons holding the customer back from agreeing the sale

1120. identify and prioritise any customer concerns

1121. provide evidence of the strengths of your organisation and its products and services to address any concerns the customer may have

1122. check that the customer agrees how any concerns can be overcome

1123. interpret verbal and non-verbal buying signals given by the customer and act upon them to progress towards closing the sale

1124. close the sale by gaining the commitment of the customer

1125. agree future contact arrangements, including post-sales calls to confirm customer satisfaction where relevant

1126. record all required details in line with organisation processes and procedures

1127. follow the legal, organisational, codes of practice and policies relevant to selling products and services

1128. promote the benefits of learning to employees in your area of responsibility

1129. encourage employees to seek feedback on their performance from colleagues who can provide objective, specific and valid feedback

1130. give employees objective, specific and valid feedback on their work performance, discussing and agreeing how they can improve

1131. agree the knowledge, skills and competence required to meet the demands of their current and potential future work roles with employees

1132. provide opportunities and tools for employees to make an accurate assessment of their current levels of knowledge, skills and competence and of their potential

1133. evaluate any additional, or higher levels of, knowledge, skills and competence employees need for their current work roles, potential future work roles and their personal aspirations

1134. engage employees in identifying and obtaining information on the learning activities available to address identified learning needs

1135. agree personal development plans which include learning activities to be undertaken, the learning objectives to be achieved, the required resources and timescales

1136. identify and evaluate any learning difficulties or specific needs employees may have

1137. provide opportunities and tools for employees to identify the types of learning they find most effective

1138. provide learning and development activities that match their learning preferences

1139. identify the range of learning methods, platforms and technologies to suit individual needs or preferences

1140. encourage employees to focus on their prioritised learning needs when selecting learning activities and planning their development

1141. arrange advice and support from learning and development specialists, when required

1142. support employees in undertaking learning activities, making required resources available

1143. remove any obstacles to learning, if required

1144. provide opportunities for employees to apply their developing competences in the workplace

1145. identify and make use of unplanned learning opportunities

1146. discuss progress towards the achievement of learning objectives

1147. discuss readiness to take on new roles and responsibilities with employees

1148. agree the support and supervision employees will require to take on new roles and responsibilities

1149. appoint employees to roles and responsibilities that are compatible with their competences and potential

1150. provide employees with the support and supervision they require

1151. provide specific feedback to enable employees to improve their performance

1152. discuss and agree revisions to personal development plans based on performance, learning activities undertaken and any wider changes

1153. encourage people to take responsibility for their own learning and development, including practising and reflecting on what they have learned

1154. evaluate learning and development activities to identify improvements for future support

1155. follow the legal, organisational, codes of practice and policies relevant to supporting employees' learning and development

1156. identify colleagues who may be affected by decisions and their interests

1157. engage colleagues who can contribute to decision-making processes or will be affected by the decisions

1158. establish the objectives of the decisions to be taken and what you are trying to achieve

1159. check that all parties involved agree with the objectives

1160. identify the information you need to take decisions and where this can be sourced

1161. obtain information to enable you to take decisions

1162. verify the accuracy and reliability of the information obtained

1163. resolve issues with inadequate, unreliable, contradictory or ambiguous information

1164. analyse the information to identify facts, patterns and trends that may impact on your decisions

1165. identify and evaluate the range of options open to you

1166. draw conclusions supported by reasoned arguments and evidence, clearly stating any assumptions you have made and risks that may be involved

1167. take decisions in line with your objectives, within the scope of your authority

1168. make decisions that are consistent with your organisation's values, policies, guidelines, and timelines

1169. obtain help and advice if you do not have adequate information

1170. analyse the data to inform the decision making

1171. refer decisions that are outside your area of responsibility or scope of authority

1172. discuss your decisions with key stakeholders if they are likely to conflict with current values, policies, guidelines and timelines

1173. communicate your decisions and rationale to colleagues who are affected

1174. follow the legal, organisational, codes of practice and policies relevant to using information for decision making

1. interpret the given information relating to the work and resources to confirm its relevance

2. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

3. select the required quantity and quality of resources for the methods of work

4. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

5. comply with the given contract information to carry out the work efficiently to the required specification

6. complete the work within the allocated time, in accordance with the programme of work

1. interpret the given information relating to the work and resources to confirm its relevance

2. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

3. select the required quantity and quality of resources for the methods of work

4. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

5. comply with the given contract information to carry out the work efficiently to the required specification

6. complete the work within the allocated time, in accordance with the programme of work

1. interpret the given information relating to the work and resources to confirm its relevance

2. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

3. select the required quantity and quality of resources for the methods of work

4. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

5. comply with the given contract information to carry out the work efficiently to the required specification

6. complete the work within the allocated time, in accordance with the programme of work

7. interpret the given information relating to the work and confirm its relevance

8. organise with others the sequence in which the work is to be carried out

9. comply with the given, relevant, current legislation, special legal status documents, official guidance and organisational procedures to maintain safe and healthy work practices

10. request resources to sustain plant or machinery operations to complete the programme of work

11. select resources for the methods of work and operations to be carried out

12. Contribute to the planning and organisation of plant installation activities

13. Contribute to effective working relationships for plant installation activities

14. work safely at all times, complying with health and safety and other relevant regulations and guidelines establish and where appropriate mark component for re-assembly ensure that any stored energy or substances are released safely and correctly make all isolations and disconnections to the equipment in line with approved procedures carry out the dismantling to the agreed level using correct tools and techniques store components for reuse in approved locations dispose of unwanted components and substances in accordance with approved procedures deal promptly and effectively with problems within your control and report those that cannot be solved

15. work safely at all times, complying with health and safety and other relevant regulations and guidelines follow the relevant maintenance schedules to carry out the required work carry out the maintenance activities within the limits of your personal authority carry out the maintenance activities in the specified sequence and in an agreed timescale report any instances where the maintenance activities cannot be fully met or where there are identified defects outside the planned schedule complete relevant maintenance records accurately and pass them on to the appropriate person dispose of waste materials in accordance with safe working practices and approved procedures

16. interpret the given operating information relating to the work and resources and confirm its relevance

17. comply with the relevant, current legislation, special legal status documents, official guidance and organisational procedures to maintain safe and healthy work practices

18. select plant or machinery resources for the methods of work and operations to be carried out

19. interpret the given operating information relating to the use of plant or machinery and confirm its relevance

20. interpret the given operating information relating to the use of plant or machinery and confirm its relevance organise with others the sequence in which the work is to be carried out comply with the relevant, current legislation, special legal status documents, official guidance and organisational procedures to maintain safe work practices request resources to sustain plant or machinery operations to complete the programme of work select plant or machinery resources for the methods of work and operations to be carried out comply with organisational procedures to minimise the risk of damage to the work and surrounding area comply with the given contract information to carry out the work efficiently to the required specification complete the work within the allocated time, in accordance with the programme of work

1. interpret the given information relating to the work and resources to confirm its relevance

2. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

3. select the required quantity and quality of resources for the methods of work

4. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

5. comply with the given contract information to carry out the work efficiently to the required specification

6. complete the work within the allocated time, in accordance with the programme of work

7. interpret the given information relating to the work and confirm its relevance

8. organise with others the sequence in which the work is to be carried out

9. comply with the given, relevant, current legislation, special legal status documents, official guidance and organisational procedures to maintain safe and healthy work practices

10. request resources to sustain plant or machinery operations to complete the programme of work

11. select resources for the methods of work and operations to be carried out

12. Contribute to the planning and organisation of plant installation activities

13. Contribute to effective working relationships for plant installation activities

14. work safely at all times, complying with health and safety and other relevant regulations and guidelines establish and where appropriate mark component for re-assembly ensure that any stored energy or substances are released safely and correctly make all isolations and disconnections to the equipment in line with approved procedures carry out the dismantling to the agreed level using correct tools and techniques store components for reuse in approved locations dispose of unwanted components and substances in accordance with approved procedures deal promptly and effectively with problems within your control and report those that cannot be solved

15. work safely at all times, complying with health and safety and other relevant regulations and guidelines follow the relevant maintenance schedules to carry out the required work carry out the maintenance activities within the limits of your personal authority carry out the maintenance activities in the specified sequence and in an agreed timescale report any instances where the maintenance activities cannot be fully met or where there are identified defects outside the planned schedule complete relevant maintenance records accurately and pass them on to the appropriate person dispose of waste materials in accordance with safe working practices and approved procedures

16. interpret the given operating information relating to the work and resources and confirm its relevance

17. comply with the relevant, current legislation, special legal status documents, official guidance and organisational procedures to maintain safe and healthy work practices

18. select plant or machinery resources for the methods of work and operations to be carried out

19. interpret the given operating information relating to the use of plant or machinery and confirm its relevance

20. interpret the given operating information relating to the use of plant or machinery and confirm its relevance organise with others the sequence in which the work is to be carried out comply with the relevant, current legislation, special legal status documents, official guidance and organisational procedures to maintain safe work practices request resources to sustain plant or machinery operations to complete the programme of work select plant or machinery resources for the methods of work and operations to be carried out comply with organisational procedures to minimise the risk of damage to the work and surrounding area comply with the given contract information to carry out the work efficiently to the required specification complete the work within the allocated time, in accordance with the programme of work

1. interpret the given information relating to the work and resources to confirm its relevance

2. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

3. select the required quantity and quality of resources for the methods of work

4. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

5. comply with the given contract information to carry out the work efficiently to the required specification

6. complete the work within the allocated time, in accordance with the programme of work

1. interpret the given information relating to the work and resources to confirm its relevance

2. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

3. select the required quantity and quality of resources for the methods of work

4. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

5. comply with the given contract information to carry out the work efficiently to the required specification

6. complete the work within the allocated time, in accordance with the programme of work

7. interpret the given information relating to the work and resources to confirm its relevance comply with the given, relevant legislation and official guidance to carry out your work and maintain safe work practices select the required quantity and quality of resources for the methods of work comply with organisational procedures to minimise the risk of damage to the work and surrounding area comply with the given contract information to carry out the work efficiently to the required specification complete the work within the allocated time, in accordance with the programme of work

interpret the given information relating to the work and resources to confirm its relevance comply with the given, relevant legislation and official guidance to carry out your work and maintain safe work practices select the required quantity and quality of resources for the methods of work comply with organisational procedures to minimise the risk of damage to the work and surrounding area comply with the given contract information to carry out the work efficiently to the required specification complete the work within the allocated time, in accordance with the programme of work

1. interpret the given information relating to the work and resources to confirm its relevance comply with the given, relevant legislation and official guidance to carry out your work and maintain safe work practices select the required quantity and quality of resources for the methods of work comply with organisational procedures to minimise the risk of damage to the work and surrounding area comply with the given contract information to carry out the work efficiently to the required specification complete the work within the allocated time, in accordance with the programme of work

2. interpret the given information relating to the work and resources to confirm its relevance

3. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

4. select the required quantity and quality of resources for the methods of work

5. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

6. comply with the given contract information to carry out the work efficiently to the required specification

7. complete the work within the allocated time, in accordance with the programme of work

1. interpret the given operating information relating to the use of plant or machinery and confirm its relevance

2. organise with others the sequence in which the work is to be carried out

3. comply with the relevant, current legislation, special legal status documents, official guidance and organisational procedures to maintain safe and healthy work practices

4. request resources to sustain plant or machinery operations to complete the programme of work

5. select plant or machinery resources for the methods of work and operations to be carried out

6. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

7. comply with the given contract information to carry out the work efficiently to the required specification

8. complete the work within the allocated time, in accordance with the programme of work

1. interpret the given information relating to the work and resources to confirm its relevance

2. comply with the given, relevant legislation and official guidance to carry out your work and maintain safe and healthy work practices

3. select the required quantity and quality of resources for the methods of work

4. comply with organisational procedures to minimise the risk of damage to the work and surrounding area

5. comply with the given contract information to carry out the work efficiently to the required specification

6. complete the work within the allocated time, in accordance with the programme of work

7. select the required quantity and q uality of resources for the methods of work

8. interpret the given information relating to the work and resources to confirm its relevance comply with the given, relevant legislation and official guidance to carry out your work and maintain safe work practices select the required quantity and quality of resources for the methods of work comply with organisational procedures to minimise the risk of damage to the work and surrounding area comply with the given contract information to carry out the work efficiently to the required specification complete the work within the allocated time, in accordance with the programme of work

1. identify the organisational and communication needs for the project in relation to the following and implement procedures which ensure administrative, management and operational control

• roles and responsibilities

• site or head office interface

• contract or project administration

• health, safety, welfare, wellbeing and environmental needs

• project team interfaces

• integration of data

• sharing of project data

• team working

• stakeholders

2. establish and maintain systems which are compatible with those used by the client, customer or their representative, the supply chain and other stakeholders

3. ensure project information is produced, accurate and issued to relevant stakeholders for the following

• details of roles and responsibilities

• details of the organisational structure

4. implement inclusive methods of communication for reporting, recording and retrieving information between the project team, organisations and stakeholders

5. monitor communication systems and organisational procedures for effectiveness

6. identify, investigate and record any breakdowns, conflicts or opportunities for improvement to the communication systems and organisational procedures

7. implement and record any action taken to improve or restore effective communication systems and organisational procedures

8. prepare for and manage meetings with colleagues and stakeholders that include the following

• prepare an agenda, arrange venue and contact attendees in good time

• the objectives to be achieved during the meeting

• encourage and acknowledge constructive contributions from the attendees during the meeting

• encourage a balanced and informed discussion on the agenda items

• run the meeting on time

• agree whether objectives have been achieved

• agree and record actions and responsibilities following the meeting

9. ensure post meeting activities are carried out including

• minutes of the meeting drafted and circulated

• monitoring of the completion of the agreed post meeting actions