Planning Officer – AR

Carrington Blake Recruitment; Greater London; On-site; GBP 40,000 - 50,000; Full time

Job summary

A local government agency is seeking a Planning Officer to provide specialized planning services in Greater London. The ideal candidate will manage planning proposals, develop policies, and assist in project delivery, contributing to urban regeneration. Candidates should possess an RTPI accredited postgraduate degree and experience in planning fields. This role requires strong negotiation and communication skills to liaise effectively with stakeholders and ensure compliance with legislation.

Benefits

Travel Card allowance

Public sector pension

Qualifications

• Detailed knowledge of planning and regeneration issues in inner London.
• Good understanding of planning legislation and policy.
• Experience in Development Management or Plan Making.

Responsibilities

• Provide high quality specialized planning services.
• Negotiate planning proposals and applications.
• Research and produce planning policies.

Skills

Negotiation

Project management

Communication

Research and analysis

Education

RTPI accredited postgraduate planning degree

Job description

JOB TITLE: Planning Officer (Career Grade Level 2)

GRADE: Grade I

POST NUMBER: Various

DIRECTORATE: Place

SERVICE: Development Management/
Strategic Planning

RESPONSIBLE TO : One Team Leader at any one time, as allocated from the following:

• Development Management Area Teams
• Plan Making
• Place Shaping

RESPONSIBLE FOR: No direct supervisory responsibilities

DBS Basic / Enhanced check not required.

This post is not politically restricted.

TRAVEL ALLOWANCE

Zone 2-3 Travel Card allowance if based in Development Management.

Zone 2-3 Travel Card if based in Development Management and appointed after 6th July 2020.

JOB SUMMARY

• Provide high quality specialised planning services that meet the needs of Tower Hamlets’ multi-cultural communities including as appropriate; managing planning proposals and applications, developing planning policy and delivering planning strategy and projects and assisting with policy development relating to the services provided.
• Undertake planning work, including:
• • to undertake the Council’s responsibilities for the processing and negotiation of pre-application proposals including coordinating all associated assessment work including Environmental Impact Assessments and input into planning statements/briefs/and appropriate technical practice notes;
• • to undertake the Council’s responsibilities for the processing and determination of planning applications and the enforcement of planning control under the relevant legislation; including listed building consents and coordinating all associated assessment work including Environmental Impact Assessments;
• • researching, procuring, analysing, monitoring and evaluating information as part of the plan-making and delivery process;
• • producing and working with others, including the local community, to produce planning policy and documents as part of the plan-making process; and
• • producing and delivering planning strategies, co-ordination of strategic delivery initiatives such as improving town centres and all planning project work.

• Promote the work and services of the Directorate through effective liaison with other internal and external services and bodies.
• To contribute to the delivery of the spatial elements of the Community Plan through the effective operation of planning tools and powers in accordance with the Council’s visions and values.
• To contribute to the regeneration of the borough through the effective application of all planning powers and partnership working with regeneration agencies within and outside of the Council.

ROLE REQUIREMENTS

1. To undertake detailed negotiations on all allocated planning work ensuring the proper involvement of relevant Council directorates, local communities and other organisations to ensure that the development meets strategic objectives and local needs.
2. Assess, evaluate and advise on the need to undertake Environmental Impact Assessments and Sustainability Appraisals both within the Directorate and with Developers. Review and assess Environmental Impact Assessments and Sustainability Appraisals.
3. Plan and prepare planning service related public consultation exercises including the preparation of all materials and other documentation ensuring that relevant Council Directorates, community organisations, amenity and minority groups, external agencies and Government Bodies are consulted in accordance with the requirements of the Statement of Community Involvement (SCI).
4. Undertake a monitoring role in respect of all appropriate planning matters.
5. Keep abreast of Government policies, current ideas and developments in relation to urban and regional planning.
6. To maintain and keep up-to-date all planning files and documents on-line and hard copy (where relevant) in an clear ordered system with all material discussions/meetings/paperwork recorded and material documents properly filed and provide administrative support including ensuring working files get scanned, as part of any process, to enable the work of the allocated team to be undertaken.
7. Manage a number of major complex proposals, initiatives and/or projects simultaneously, responding quickly to changed circumstances and balancing often conflicting priorities under pressure.
8. Represent the Council and participate in Multi-Disciplinary project teams on major planning initiatives. Prepare and present detailed advice and reports, ensuring that the advice given is in accordance with the best professional standards.
9. To lead on the commissioning and periodical review of consultancy services in connection with the discharge of all planning proposal, policy development and project work.
10. Examine, consider and provide professional observations on plans, consultation documents, reports and work relating to planning matters from other services within the Council or from other government departments or other organisations that may have implications for service delivery.
11. To represent the Council at public Inquiries by written representation and informal hearing, prepare necessary correspondence and reports, represent the Service at Committees / Sub-Committees and represent the Council at Community Forums, Multi-disciplinary working groups, etc.
12. Respond to requests for advice on all the legislative and technical aspects of planning, as appropriate, advising Government Bodies, private companies, consultants and other Council Departments.
13. To represent the Council’s position relating to planning matters on liaison and multi-disciplinary working groups both within and outside the borough and ensure appropriate liaison with all interested parties on issues including the public, elected members, other Council Departments and other Local Authorities.
14. Lead on the preparation of policies, procedures, processes and guidance notes and the development of quality assurance and system manuals on good practice.
15. Co-ordinate and represent the Borough’s position acting as the nominated professional officer at external meetings and on other bodies, including government department meetings and other governmental, professional and judicial settings.
16. Keep abreast of professional developments, legislative changes and best practice in all areas of Planning work and subsequently attending Continuing Professional Development Courses considered by the Team Leader to be appropriate, applying updated knowledge to all Planning/case load work and sharing information gathered on courses, including providing training for other staff.
17. To make decisions on the most appropriate courses of action, within guidelines where they are available, professional standards and using professional judgement, offering advice and assistance, issuing instructions or initiating enforcement action with reference to appropriate Team Leader.

CORPORATE RESPONSIBILITIES

1. Develop, monitor and lead on planning proposals, policy development or planning project delivery as required, assuming project management responsibilities and ensuring all works are undertaken effectively, fulfilling the Core Values aims, policies and objectives of the Council.
2. Actively contribute to the council’s priorities and outcomes in a way that promotes a ‘one organisation’ approach.
3. Develop and maintain positive relationships with colleagues, stakeholders and communities to ensure the council and the directorate strategic priorities are effectively implemented.
4. Promote equality among all staff and ensure that services are delivered in a non-discriminatory way, that is inclusive of all disadvantaged groups.
5. Support organisational change and learning, following and implementing appropriate systems of self-development, communication and engagement, quality measures, monitoring and review in delivering the functions of the role.
6. Promote sustainability, including encouraging a culture of innovation and accountability amongst all council staff.
7. Appoint and manage consultants undertaking commissions for the Directorate to ensure that all relevant Council policies and procurement and financial regulations are fully met and complied with.
8. Promote the work and services of the Directorate and Service liaising with other services within the Council, elected Members, external bodies and statutory authorities including the provision of information, advice, guidance and assistance to residents of the Borough and businesses.
9. Keep Members and senior management aware of relevant planning issues and progress on negotiations on planning proposals, policy development and planning delivery matters in order to maintain a clear corporate policy stance.
10. To give sound advice to Members of the public, other Council departments, Council members and interested parties on planning matters either in person or through correspondence.
11. Provide specialist technical advice and guidance to all service users including Consultants, Developers, Council Officers, residents, customers, traders and business on all major planning matters.
12. Plan, prepare and present sound reports and documents to Members and Senior Officers up to Corporate Director on policy, procedural development, new and existing major development proposals and information relating to major planning initiatives.
13. To act as a point of contact and communication for matters relating to the planning team based in, as appropriate, both within the Council and with external parties.
14. Maintain effective working relationships with officers in relevant Central and London Government departments, agencies and other bodies, including neighbouring boroughs to ensure that the Boroughs’ interests are promoted and safeguarded in respect of all planning matters.
15. Represent the Council at external liaison and study groups and as a result assist in the preparation of policies, procedures and guidance notes and the development of quality reports and documentation.

SERVICE

• Participate in the development and implementation of policies and procedures to ensure that all aspects of the P&BC Service Plan are delivered within corporate objectives.
• Provide expert guidance and advice to members of the public, applicants and their professional advisors, clients and Members in relation to the Council’s Planning service responsibilities.

PERFORMANCE

• Provide a high quality, specialist service, leading on allocated major/more complex planning including enforcement casework, policy development work and strategy and project delivery; carrying a case load ensuring that performance targets are met and all work is undertaken in accordance with statutory requirements, the Council’s policies and procedures and to the best professional standards for the benefit of the residents of the Borough.

OTHER CONDITIONS

• To maintain personal and professional development to meet the changing demands of the job and participate in appropriate training/development activities including the council’s ‘My Annual Review’ scheme.
• Ensure that all duties and responsibilities are discharged in accordance with the council’s policies and procedures, Code of Conduct and relevant regulations legislation.
• To comply with the council’s equal opportunities and diversity policies ensuring antidiscriminatory practice within the service area.
• To undertake additional duties that may arise from time to time commensurate with the grade of the post, such as to be able to work evenings and weekends with appropriate notice.

PERSON SPECIFICATION

Knowledge

1. Detailed knowledge of key issues relating to planning and regeneration within inner London.
2. Good understanding of planning legislation and policy at national, London and local planning authority level.
3. A good working knowledge and understanding of the operation of local government.
4. Knowledge of planning processes and procedures and their practical application in at least one of the following areas of planning: Development Management; Plan Making or Place Making (design and conservation).

Qualifications & Experience

1. RTPI accredited postgraduate planning degree.
2. Experience of working in at least one of the following areas of planning: Development Management; Plan Making or Place Making (design and conservation).
3. Experience of preparing and presenting planning reports to senior managers and/or Members.
4. Experience of interpreting and assessing plans and technical planning documents.

Grade G

• First degree or equivalent (e.g. a BA in geography) that would allow entry onto RTPI accredited postgraduate planning degree
• Planning or related experience desirable
• Assessment of competence against level 1 of person specification

Progression and Salary Information

Grade H
• Successfully completed 1st year of RTPI accredited postgraduate degree
• Generally 1 years planning experience desirable
• Assessment of progress towards level 2 of person specification
• Past performance against milestones and targets (internal assessment only)

Person specification level 2 (Planning Officer)
Progression subject to assessment by line manager & agreement of the Service Manager

Grade I
• Successfully completed an RTPI accredited postgraduate degree
• Assessment of competence against level 2 of person specification
• Past performance against milestones and targets (internal assessment only)
• Generally 2 year planning experience (desirable)
• Assessment of progress towards level 3 of person specification
• Past performance against targets (internal assessment only)
Person specification level 3 (Senior Planning Officer)
Progression subject to formal interview & assessment by line manager and agreement of Service Manager

Grade J
• RTPI accredited postgraduate planning degree
• Generally 3 years post qualification experience (desirable)
• Assessment of competence against level 3 of person specification
• Past performance against targets (internal assessment only)

Entry and Movement

• An officer’s starting salary scale entry point will be based on both qualification and experience at the time of employment, in addition to an assessment of their competence against the appropriate level of person specification. These entry requirements are defined in the table above for each salary grade (i.e. Grade G, H, I and J). Officers will normally start at the bottom of the salary scale band that they qualify for.
• In re‑structure exercises the entry point will also need to consider previous planning experience, approach to a postgraduate planning course or progress through the course and consideration of existing grade. Officers who are assimilated to a different grade will enjoy two year salary protection at their previous grade. This may enable any grading position lost through the assimilation to be recaptured, although that is not its objective.
• All staff who are not already at the top spinal column point of their grade will receive an automatic increment on accordance with the Council’s Pay Policy. Decisions on annual progression up the salary scale points within a salary scale band takes place in the normal manner through the Council’s annual Performance Development Review (PDR) process normally commencing in April each year. Subject to satisfactory evidence of progress against the criteria listed above, during the previous 12 months and the outcome of any internal interviews (if required), any promotion that is awarded will be backdated to 1 April.
• An officer who starts employment with the Council between 1 April and 30 September in any year can for progression through the career grade to commence on 1 April, the following year, i.e. between 6 and 12 months from their start date. An officer who starts employment with the Council between 1 October in one year and 31 March in the following year can apply for progression through the career grade in April the following year, i.e. between 12 and 18 months from their start date.
• Officers should only apply to move when they are confident that they have achieved the appropriate criteria for the next band (as set out above) as only one application to move to the next salary scale band can be made in any 12-month period. The scheme will only allow an officer to move to the grade and it does not allow them to jump a salary scale band (e.g. from grade G to grade I).
• Progression from Grade G to H will be based on confirmation that an officer has reached the necessary level of qualification and experience plus an explicit assessment, by their line manager, of continued progress towards the requirements of the relevant person specification and that a satisfactory level and quality of work has been produced over the previous year. This assessment has to be agreed in writing by the relevant Service Manager. Any appeal against these decisions will be to the Service Head Planning and Building Control, whose decision will be final.
• Progression from grade H to grade I and from grade I to grade J will be based on a formal interview. It will generally be with the line manager and the relevant Service Area Manager and may also involve testing. Essentially it will be the same process as applying for the post in response to an advert. Any appeal against these decisions will be to the Service Head Planning and Building Control, whose decision will be final.
• A decision to allow an officer to move will be based on confirmation that they have reached the necessary level of qualification and experience plus an assessment of demonstrated competence against the requirements of the relevant person specification and that a satisfactory level and quality of work has been produced over the previous year.

Other Legal Notes

Persons Specification for the Post of Planning Officer

Grade G
• First degree or equivalent (e.g. a BA in geography) that would allow entry onto RTPI accredited postgraduate planning degree
• Planning or related experience desirable
• Assessment of competence against level 1 of person specification

Progression subject to assessment by line manager & agreement of the Service Manager

Grade H
• Successfully completed 1st year of RTPI accredited postgraduate degree
• Generally 1 years planning experience desirable

Person specification level 2 (Planning Officer)
Progression subject to assessment by line manager & agreement of the Service Manager

Grade I
• Successfully completed an RTPI accredited postgraduate degree
• Assessment of competence against level 2 of person specification
• Past performance against milestones and targets (internal assessment only)

Grade J
• RTPI accredited postgraduate planning degree
• 3 years post qualification experience (desirable)

Entry criteria 1. An officer’s starting salary scale entry point will be based on both qualification and experience at the time of employment, in addition to an assessment of their competence against the appropriate level of person specification. These entry requirements are defined in the table above for each salary grade (i.e. Grade G, H, I and J). Officers will normally start at the bottom of the salary scale band that they qualify for. 2. In re‑structure exercises the entry point will also need to consider previous planning experience, approach to a postgraduate planning course or progress through the course and consideration of existing grade. Officers who are assimilated to a different grade will enjoy two year salary protection at their previous grade. This may enable any grading position lost through the assimilation to be recaptured, although that is not its objective. Movement each year 3. All staff who are not already at the top spinal column point of their grade will receive an automatic increment on accordance with the Council’s Pay Policy. Decisions on annual progression up the salary scale points within a salary scale band takes place in the normal manner through the Council’s annual Performance Development Review (PDR) process normally commencing in April each year. Subject to satisfactory evidence of progress against the criteria listed above, during the previous 12 months and the outcome of any internal interviews (if required), any promotion that is awarded will be backdated to 1 April. 4. An officer who starts employment with the Council between 1 April and 30 September in any year can for progression through the career grade to commence on 1 April, the following year, i.e. between 6 and 12 months from their start date. An officer who starts employment with the Council between 1 October in one year and 31 March in the following year can apply for progression through the career grade in April the following year, i.e. between 12 and 18 months from their start date. 5. Officers should only apply to move when they are confident that they have achieved the appropriate criteria for the next band (as set out above) as only one application to move to the next salary scale band can be made in any 12‑month period. The scheme will only allow an officer to move to the grade and it does not allow them to jump a salary scale band (e.g. from grade G to grade I). 6. Progression from Grade G to H will be based on confirmation that an officer has reached the necessary level of qualification and experience plus an explicit assessment, by their line manager, of continued progress towards the requirements of the relevant person specification and that a satisfactory level and quality of work has been produced over the previous year. This assessment has to be agreed in writing by the relevant Service Manager. Any appeal against these decisions will be to the Service Head Planning and Building Control, whose decision will be final. 7. Progression from grade H to grade I and from grade I to grade J will be based on a formal interview. It will generally be with the line manager and the relevant Service Area Manager and may also involve testing. Essentially it will be the same process as applying for the post in response to an advert. Any appeal against these decisions will be to the Service Head Planning and Building Control, whose decision will be final. 8. A decision to allow an officer to move will be based on confirmation that they have reached the necessary level of qualification and experience plus an assessment of demonstrated competence against the requirements of the relevant person specification and that a satisfactory level and quality of work has been produced over the previous year.