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Exciting opportunities – 2 x Project Manager posts
Passionate about property and devoted to development, you’ll discover all kinds of inspiration here on the beautiful East Norfolk coast. Our area is rich with heritage and famous for its unspoilt beaches, charming villages and breathtaking countryside. You will be at the heart of ambitious plans to shape a future every bit as exciting as Great Yarmouth’s storied past.
Great Yarmouth is firmly in the centre of the European shipping and offshore energy industries. The town boasts world-class knowledge in the offshore industry, with deep water outer harbour. Great Yarmouth boasts a growing retail experience and leisure market which the Borough Council is at the heart of supporting.
Our current projects:
Exciting project opportunities within the Project Management Office include:
· Town Centre redevelopment in line with the Masterplan.
· Seafront redevelopment, incorporating the potential delivery of a new leisure centre for the Borough.
· Preservation of the Venetian Waterways and Boating Lake, having secured more than £1.7m from the Heritage Lottery Fund and Big Lottery Fund.
· Preservation and renewal of the historic and nationally significant Winter Gardens.
Role:
As a member of our newly developed and expanding Project Management Office, you will enjoy a real influence on the continued growth and prosperity of the borough. Roles will be instrumental in the economic growth of the Borough with varied remits.
Project Manager:
Degree standard & PRINCE2 essential
2 Posts – Permanent and 2 Year Fixed Term Contract
Full Time or Part Time – all applications considered
Band 7: £28,485 to £31,601
The Project Manager role will have responsibility for a varied portfolio of projects, particularly in relation to the delivery of the Town Centre Masterplan, with the opportunity to expand and develop within the team. Your knowledge and experience is key and should include: PRINCE2 project management, an ability to process complex information, deliver against competing deadlines, communicate amongst many internal and external stakeholders, as well as influencing, persuasion and negotiation skills.
For this role, it is the pride you take in achieving ambitious goals that will set you apart.
The role will be in line with priorities identified in the Council Corporate Plan and the economic growth of the Borough, and regeneration projects.
For an informal chat, please contact Michelle Burdett on 01493 846812 or Kate Watts 01493 846547.
Closing date: 8th December 2017
Presentation to Panel will be held on 4th January 2018 and, if successful, you will be invited to attend an interview on 5th January 2018.
We offer a friendly working environment with attractive terms and conditions including generous holiday entitlement, flexible working and membership of the Local Government Pension Scheme.
The Council operates an equal opportunities policy and we welcome applications from all parts of the community and all personal circumstances. We are open to any potential applicant, whether the post holder is seeking temporary employment for a specific period of time, or has specific circumstances that means full time work is impractical (those returning to work after a period of time off / requiring school hours / compressed week).
A recent decision of the Employment Appeal Tribunal (EAT) has confirmed that a taxi driver who was free to work as and when he liked was not an employee. Professional Support Lawyer Elizabeth Stevens and Trainee Solicitor Laura Tanguay report.
The claimant in this case, Mr Knight, worked as a taxi driver with Fairway & Kenwood Car Service. Under the terms of their written agreement, Mr Knight was free to work or not work as and when he pleased.
Mr Knight brought a claim for wrongful dismissal, which was rejected by the employment tribunal on the grounds that he was not engaged under a contract of employment. He appealed against the tribunal’s decision to the EAT.
The EAT reviewed the relevant case law in this area which has established that, for a contract to be a contract of employment, it must infer an obligation to work and enable the employer to exercise some degree of control.
The EAT considered whether Mr Knight was under any obligation to work for Fairway & Kenwood and concluded that he was not. There was no contractual requirement for him to work a minimum number of hours or accept a minimum number of jobs. So long as the weekly ‘rent’ was paid to Fairway & Kenwood, Mr Knight was not in fact obliged to work at all. The fact that the taxi driver actually worked seven days a week in reality was not, in itself, sufficient to say that an employee-employer relationship should be implied by the tribunal.
Mr Knight’s appeal was therefore dismissed by the EAT and his claim for wrongful dismissal rejected.
Comment
This case is a useful reminder that tribunals will not infer an employee-employer relationship where there is clear evidence (in this case a written agreement between the parties) that a worker is not required to work – even if in reality he or she is working seven days a week. There was no suggestion in this case that the agreement was a sham and did not reflect the true arrangement between the parties. It is important when engaging such workers to make sure that any written agreement is an accurate reflection of the working arrangements.
As he launches the 2018/19 police budget and council tax consultation, Norfolk’s Police and Crime Commissioner, Lorne Green, is asking ‘Would you pay more council tax to help fund policing?’
PCC Lorne Green will soon have to decide whether to increase or freeze the policing element of council tax to fund next year’s policing service, and he wants to know what the Norfolk public thinks.
By law, the PCC can only raise policing council tax by a maximum of just under 2% – a cap fixed by central government. But, as well as giving Norfolk’s communities the chance to vote for a freeze or a 2% rise for 2018/19, for the first time Lorne will be asking if they would be willing to pay even more if the central government cap is lifted – a possibility in mid-December.
“What I am asking is do you support a freeze, keeping policing council tax at last year’s level or do you support a rise? And, if so, please tell me the maximum amount you would be prepared to pay,” said Lorne.
“I am now 18 months into my work as your PCC and, during my time in office, I have become increasingly aware of just how challenging the financial situation is for policing in our county.
“Grant funding from central government continues to reduce year on year but policing costs are increasing, along with demands for service. If austerity continues, Norfolk Constabulary will need to make cuts of between £2 million and £3 million every year just to cover inflation. The Government has made it clear it expects me to increase the policing element of council tax by the maximum I can to help bridge the gap. That budget gap in 2018/19 is estimated to be £6.8 million.
“The Chief Constable has recently announced a new policing model for Norfolk which he says will ensure the Force is best placed to tackle the biggest threats to the safety of our communities, while also maintaining neighbourhood policing and being more sustainable in the current financial climate. He also says, however, that further difficult decisions will be needed to balance the 2018/19 policing budget.
“I, along with other PCCs, have been lobbying central government to look again at police funding and lift the council tax limit above the 2% maximum. This would allow PCCs more flexibility to set council tax levels in response to funding challenges and local policing needs.
“To help inform my budget decision if that were to happen, I would like to know what you would be prepared to pay next year for policing in Norfolk.
“Some 58% of Norfolk’s policing budget is funded by central government, meaning your council tax makes up the rest so I want all Norfolk residents to have the opportunity to have their say.”
You can also share your views by telephone on 01953 424455, by email to [email protected], or by writing to the PCC at OPCCN, Jubilee House,Building 8, Falconers Chase, Wymondham, NR18 0WW.
LSI Architects is delighted to announce that Associate Partner Peter Courtney is to become an Equity Partner at the Practice from 1st May.
Since joining the Practice in 2009, Peter has played an integral role in the development of LSI Architects London studio, successfully delivering projects such as the Lycée International de Londres, Brent Knoll School and Queensmill ASD School.
Peter has led EFA Framework, BSF, Diocesan and Independent sector school projects with a number of notable contractors, covering traditional and D&B procurement and both new-build and refurbishment work, including the Harpley PRU in Stepney Green, recipient of two BCSE national design awards.
Previous experience in other sectors has been invaluable to the ongoing diversification of work in the London studio, including a number of office projects for the London Borough of Islington, an office project in India, and commissions at several London teaching hospitals.
Peter Courtney commented “Over the past few years the Practice has gone from strength to strength. I am very proud to have been given the opportunity to play a leading role as we continue to improve our design and our service to the benefit of our clients. I believe that the exciting opportunities ahead reflect the importance the London studio plays in the growth and direction of the Practice.”
The Practice is also delighted to announce that experienced project Architects David Bannister and Daniel Pedley are both promoted to Associates.
Since joining LSI’s London studio in 2012, David has been involved in projects such as Brent Knoll School, St John’s Green Primary School and the SS Robin Visitor Centre, with current projects including Eltham Primary School. Over his time at LSI, David has gained particular experience designing spaces for Autistic children, with projects including the conversion of a 1990s office building into a school for Autistic children to accommodate the expansion of Blossom House School in Wimbledon.
Daniel is another experienced Project Architect who initially joined LSI’s Norwich office as a Part 1 student in 2006. Since then, Daniel has achieved his Part 2 and Part 3 qualifications whilst at LSI, working on projects such as the on-shore facility for offshore energy company SCIRA and the Moy’s End Stand at Peterborough United Football Club as well as numerous education projects. Daniel is currently involved with projects at Gresham’s School in Holt, including the development of a new sixth form and music school and boarding house.
Join together with colleagues and take part in the 2018 Active Workplace Challenge and be in with a chance to win prizes!
Active Norfolk’s 2018 Workplace Challenge is back for eight weeks, running from January 8th with the aim of encouraging you and your colleagues to reduce your stress, improve your wellbeing and re-energise by building in 10-minute bite-sized chunks of activity into and around the working day.
Just adding small chunks of activity throughout the day can all add up; switching the lift for the stairs, walking to work, challenging the boss to a table tennis rally or taking part in a Midday Mile. So together let’s make every minute count!
Throughout the eight weeks there are some amazing local and national prizes up for grabs thanks to our sponsors.
It’s free to get involved! Click here for more information.
Take part in our anuual Owner managed Business Survey and be in with a chance of winning a Jarrold Christmas Hamper for you or one of your clients.
Many thanks to those businesses that have taken part in the survey so far. We are confident that the results will prove to be very beneficial and allow us to provide you with future help and advice.
For those that haven’t yet been able to participate, we hope that you can find a few minutes of your time to complete this simple survey.
The survey will take no longer than 10 minutes to complete and will close on Wednesday, 13 December 2017.
If you’d like to see a copy of the survey report from last year please click here.
If you have any questions please do not hesitate to contact us.
Workplace Pension: Do you need to consult employees on contribution changes?
Ryan Oates, Corporate Financial Adviser, SG Corporate Services says
“Changing a pension scheme’s rules or terms and conditions to increase member contributions normally requires employers to consult with the scheme members. ” Consultation is only necessary if: • An employer has 50 or more employees, which is determined by calculating the average number of employees in the previous 12 months. • An employer wishes to amend the scheme rules to increase member contributions at a different time or rate than originally set out. The consultation period must not be less than 60 days. However, where the scheme rules are already set to increase contributions to the minimum levels, either in April 2018 and 2019 or earlier, the employer will not need to consult members. You should still notify them that increased contributions are due to be taken. If the change is being made to ensure the scheme remains qualifying – that the rules or terms and conditions are being amended purely to reflect the minimum increases set out in law – the employer will not need to consult.” Further information can be found here: https://www.thepensionsregulator.gov.uk/docs/employer-duty-to-consult-on-scheme-changes.pdf
Following on from the success of a technology trial at 10 Flagship properties earlier this year, Phase 2 of the project benefitting hundreds of customers has launched this week (Tuesday 5 December). The second phase aims to reduce fuel poverty and rent arrears, prevent damp and mould, increase digital usage and improve boiler maintenance at 493 properties across 11 towns in Norfolk and Suffolk. It is anticipated the technology will also have a significant impact on Flagship’s housing and asset management costs in the long-term. Smart technology company Switchee are providing smart thermostats, installed by Gasway Services Ltd. The pilot first phase involved Flagship and a number of local companies working together to demonstrate that the technology works and gauge the potential benefits of using smart technologies in the ‘real world’. The pilot resulted in the following main benefits: – Income generation as the new technology allowed for faster housing benefits to be claimed leading to earlier payments – Allowed for digital payment reminders to be used, leading to quicker collection of missed payments – Preventative action could be taken where the devices showed a high risk of mould/damp, poor insulation and faulty boilers – Positive customer feedback as they found it easier and more convenient to contact Flagship and felt more secure in their homes – An increase in the number of ‘Log A Repair’ requests online resulting in a reduction in calls to Flagship’s Contact Centre Marie-Claire Delbrouque, Director of Housing and Customer Insight at Flagship said: “We’re really pleased with how the pilot was received by our customers and it’s fantastic we’re now rolling out the project to more people. “There are lots of potential benefits including helping our customers tackle fuel poverty. A worrying number of families across the UK, including our own customers, suffer as a result of rising fuel costs. We anticipate this project will create cheaper fuel bills, helping people to pay their rent and ultimately keep them in their homes.” Matt Brazier, Director of IT at Flagship said: “It’s exciting to be at the forefront of using technology in such a pioneering way. The pilot has already demonstrated that this technology can work so we anticipate the wider rollout will make a huge difference to us as a business, our customers, as well as the housing sector as a whole.” Ian Napier is Commercial Director at Switchee, which helps families reduce their energy bills with their Smart Thermostat for social housing. Ian said: “We are thrilled that Flagship are rolling Switchee out on a much larger scale following the success of the initial pilot. Phase 2 of this project will result in a material reduction in fuel poverty across the 493 selected homes and help Flagship to better diagnose repair issues in their housing stock, continuing the shift from reactive to pre-emptive maintenance. Switchee data will lead to quicker and better repair outcomes for residents and significant efficiencies for Flagship.”
2012 marks the 20th Anniversary of the successful relocation of UFS Ltd T/A Uniex Freight Services (formerly Uniex Transport) to Thetford in Norfolk
Specialising in road freight services to / from all over Europe with core markets being Holland / Belgium / Germany / Switzerland and France
UFS Ltd, established in 1963, moved their head office to the purpose built site in Thetford offering 1000m2 of warehousing capability. Over the coming years the company has gone from strength to strength resulting in the addition of two further warehouses, 555m2 and 350m2 respectively in order to accommodate the increased demand for warehousing space from both local and overseas companies alike. The demand has grown largely due to the fact that UFS Ltd can offer 24/7 security with CCTV monitoring to give their clients peace of mind that their goods are in safe hands and the capability of UFS Lts to handle hazardous cargo (ADR/IMDG) with their own trained staff, indeed one of their warehouses has been specifically designed for the safe handling and storage of dangerous goods with interceptor drainage to avoid pollution of the local environment
UFS Ltd has always been a privately owned company and in 2004 became a family owned company when the founder member retired. This not only brought new owners but also saw the re-branding of the Uniex name and company logo
With additional offices in Manchester offering Worldwide Seafreight / Airfreight services and in Dover offering a 24/7 attended service for customs formalities for cargo arriving in and leaving the UK, UFS Ltd can claim to be a one-stop shop for clients which are made up of internationally renowned blue chip, locals and other freight forwarding companies alike
For any enquiries please contact the Sales Manager, David Cowell on 01842 751751 or [email protected]
Brown & Co are delighted to announce that all nine candidates who sat the Central Association of Agricultural Valuers (CAAV) examinations this autumn have passed and are now Fellows of the CAAV. The two-day examination process held each autumn sees candidates thoroughly tested on their practical, written and oral knowledge of valuation and professional work related to rural business. Managing Partner, Charles Whitaker said “We are very proud to announce the formal qualification successes of this group of chartered surveyors. It reflects excellence of our staff and those that contribute to our innovation, training and development effort internally and externally to seek to be at the forefront of the provision of services to add value to our clients’ property and businesses”. Charles Birch, head of Land Agency added “I am delighted that we have such talent within the firm and that all nine taking these difficult exams have passed. It demonstrates the candidates’ commitment to the exams themselves and is encouraging for their continuing careers within Brown & Co, which we are keen to develop for the future. The success of our business revolves around enthusiastic and excellent staff to look after clients in what is an increasingly specialist rural environment, so an expanding group can only help”. Personal congratulations for all their hard work and achievement to: Sarah Barker – Melton Mowbray Anita Riggall – Brigg Emma Houghton – Grantham Tom Phillips – King’s Lynn Rowley Barclay – King’s Lynn Felicity Thornett – Norwich Jamie Seaman – Norwich Sophie Hardy – Spalding John Smithson Whitehead – Spalding A number of candidates also sat their RICS APC qualifications this autumn, with the following achieving MRICS status: Anita Riggall – Brigg Land Agency Emma Houghton – Grantham Land Agency Jon Clampin – Huntingdon Land Agency Anna Smith – Norwich Commercial
Whilst shooting on location we’ve received many perplexed looks from folks passing by. In September JMS Group’s crew travelled to Ipswich to film the University of Suffolk’s new TV & cinema campaign. Confused stares reached a new high!
We’ve been collaborating with the University of Suffolk (UOS) and their Ipswich neighbours Firebrand Creative to spread the university’s message: Be fearless, not faceless. At the UOS you can be yourself, not an anonymous cog in the machine of a giant university.
The campaign began with a 10-second teaser to advertise the UOS’ fictional nemesis. At the large and impersonal ‘University of Sheep’ individuality is discouraged – the students wear identical sheep masks and are referred to only by number. We were inspired by hacktivist network Anonymous and the cult TV series Mr Robot. We gave the University of Sheep a dystopian feel by shooting at a suburban bus stop and washing out the colours.
Several days after the release of the 10-second teaser, a 30-second ‘reveal’ commercial joined the campaign. In the thirty, one of the ‘sheep’ waiting at the bus stop removes their mask. They break free from the bland anonymity of the University of Sheep, and stride towards the bright and lively UOS campus.
The campaign aired on Sky AdSmart and was also shown in Odeon cinemas across East Anglia.
To bring life to your next TV campaign contact the team on 01603 811855 or email [email protected].