Who we are and our values
We, in the National Church Institutions, support the mission and ministries of the Church locally and throughout England. We work together in our teams, with those who serve in Parishes, Dioceses, Schools and other ministries and with our partners at a national and international level.
We have developed our NCI people values which are below, and we work with these regardless of whether we are of Christian faith, another faith or no faith;
Excellence: we take pride in doing a good job
- Understand the needs and expectations of those we serve and support
- Take personal responsibility for solving problems and learn from what we do
- Support what works but be open to and welcome change where it’s needed
- Work with others to get the best Result for those we serve and support
Respect: we treat everyone with dignity
- Value people for who they are and embrace our differences
- Listen and learn from each other, regardless of who or what we are
- Set clear, realistic and fair expectations
- Recognise achievement and support each other
Integrity: we are trustworthy
- Do what we have said we will do
- Take accountability for what we do
- Be open and straightforward with ourselves and others
- Celebrate behaviours that support our values and challenge those that don’t
Our training, policies, procedures and practices are all intended to support behaviours in line with our values and we expect all staff to uphold these.
Diversity
We understand the benefits of employing individuals from a range of backgrounds, with diverse cultures and talents. We aim to create a workforce that:
- values difference in others and respects the dignity and worth of each individual
- reflects the diversity of the nation that the Church of England exists to serve
- fosters a climate of creativity, tolerance and diversity that will help all staff to develop to their full potential.
We are committed to being an equal opportunities employer and ensuring that all employees, job applicants, customers and other persons with whom we deal are treated fairly and are not subjected to discrimination. We want to ensure that we not only observe the relevant legislation but also do whatever is necessary to provide genuine equality of opportunity. We expect all of our employees to be treated and to treat others with respect. Our aim is to provide a working environment free from harassment, intimidation, or discrimination in any form which may affect the dignity of the individual.
Standards of Behaviour and Conduct
Staff are expected to act at all times with due consideration for others and in a manner befitting their position as employees of the Church and as professionals, whatever their job.
Health and Safety Responsibilities
The NCIs take Health and Safety at work very seriously and require their staff to familiarise themselves with, and follow, their policy.
Confidentiality
Staff must not pass on to unauthorised persons, any information obtained in the course of their duties without the permission of their Head of Department.
The EIAG and the National Investing Bodies
The EIAG and its Secretariat is funded by the NIBs as a resource to their investment functions and trustees. The Secretariat is distinct from, but works closely with, the NIB Responsible Investment teams. The formal reporting line for the EIAG Secretary is presently to the CEO of the Pensions Board, on behalf of the NIBs. The hosting of the Secretariat moves from time to time between the NIBs, and it has previously been at hosted by CCLA and the Church Commissioners.
SUMMARY TERMS OF EMPLOYMENT:
Starting Salary:
£65,000 – 75,000 per annum. (pro rata if part-time)
Pension Contributions:
Staff will be automatically enrolled in the Church Administrators Pension Fund (CAPF, DC Section) unless they choose to opt out. Clergy already in the Church of England Funded Pensions Scheme (CEFPS) will have the option of either remaining in this scheme or joining the CAPF scheme.
The National Church Institutions have an income protection insurance arrangement. To be eligible for cover under this policy an employee must be a member of the CAPF DC section. Please note that insurance cover is not necessarily automatic and that underwriting may be required by the schemes in some instances. Cover will be subject to any terms and conditions laid down by the insurance company.
Hours of Duty:
A full time post is defined as 35 hours per week, Monday to Friday with an hour’s unpaid break for lunch.
This post is offered on a full time or part-time basis. Part time options could include 0.6 FTE, 0.8 FTE or a (broadly) term-time contract. There is scope to craft the role and work programme around the individual. The role could also be performed through a job-share arrangement.
Office base:
Office space is available at the NCIs’ office in Westminster, London. The postholder is encouraged to co-locate with the responsible investment teams in the NIBs when in the office. The NCIs operate a hybrid working policy which envisages 1-3 days per week (full time) in the office, with flexibility for full homeworking or full time office working open for discussion.
This role may require occasional travel in the UK and abroad.
Annual Leave:
30 days paid leave per leave year. This is exclusive of public holidays and additional holidays approved by your employer. [Pro rata to if part-time].
Season Ticket Loan:
Staff are eligible to apply for an interest-free travel season ticket loan for their journey to and from work.
Contract:
The post is offered on an open-ended contract, subject to a six-month probationary period.
