To drive a high-performance culture across our Employment Advisor teams. Identifying, sharing, and modelling good practice and providing development support to underperforming Advisors.

This role will largely involve one to one observations, co-facilitation of appointments and providing feedback to the EA being supported so they will have a clear, practical understanding of what achieves high performance.
To improve the individual performance of advisors either (1) at risk of being place on or currently on a performance support plans, or, (2) coach new advisors during induction on the behaviours/activities for consistent quality performance.
Facilitating/co-facilitating induction sessions on areas of employability (e.g., action planning, better off calculations, hidden jobs market, diary planning, caseload management etc) as well as delivering best practice training to established teams as agreed with their line manager or through collaboration with Training and Development
*Close liaison with Business Manager and Operations Managers to identify a caseload and prioritisation of employment advisors.
*Provide monthly feedback to the OM on observations and themes throughout the operation.
*Co-facilitation of individual advisors appointments to model best practice and to coach advisors to improve performance.
*Provide verbal and written feedback to an EA after each period of coaching for the individual to work on before the next performance coaching intervention.
*Written feedback should copy in the relevant BM and OM.
*Undertake follow observations 3 – 4 weeks after initial sessions to ensure that the learnings demonstrated at the previous interventions have been embedded into working practice
*Review and evaluation of high performing EAs with a view to identifying good practice and sharing this wider though developing tools alongside Training and Development.
*Working with Training and Development colleagues to identify and roll out learning opportunities to raise performance levels across provision and Employability as a whole.
*Support the Performance Manager with deep dive reviews of persistent areas of underperformance in branches to identify and address root cause issues.
*Work on other employability contracts / locations as required during implementation or when contracts are underperforming to share practice and improve outcomes.




Qualifications & Experience

*Previous work experience as an Employment Advisor/Employability Coach
*Proven success in achievement of targets against outcomes and compliance requirements
*Microsoft office & internet-based applications – intermediate level



Individual Competencies

*Performance and delivery focused – proven track record in exceeding stretching performance targets
*Excellent understanding of what behaviours and approaches result in high levels of performance
*Excellent interpersonal skills
*Demonstrable ability to deliver compliance requirements on complex provision
*Clear communicator and good listening skills
*Ability to persuade others and appropriately challenge
*Ability to utilise data to inform decision making
*Excellent understanding of different routes into employment including the advertised and hidden jobs market
*Ability to challenge and influence job goals to roles aligned to the labour market
*Self-starter with strong planning and organisation skills
*Enjoys working on their own and as part of a team
*High degree of accuracy and attention to detail
*Values and supports continuing professional development
*Calm, rational and objective in all situations
*Individual coaching skills




Key Business Priorities
Internal
*Reporting to the Performance Manager, and working closely to identify through data and trend analysis where high impact coaching is required to address underperformance
*Training and Development colleagues – to identify possible resources to support performance improvement and development of learning materials where required
*Quality and Contracts Manager – to identify trends in underperformance which require individual coaching support 
*Business and Operations Managers – to provide support in addressing areas of underperformance identified through regular performance or caseload reviews


External
*Industry experts




EEO Statement
Maximus is committed to developing, maintaining and supporting a culture of diversity, equity and inclusion throughout the recruitment process. We know that feeling included has a dramatic impact on personal wellbeing and are working to ensure that no job applicant receives less favourable treatment due to any personal characteristic. Advertisements for posts will include sufficiently clear and accurate information to enable potential applicants to assess their own suitability for the post.

We are a Disability Confident Leader, thanks to our commitment to the recruitment, retention and career development of people with disabilities and long term conditions. The Disability Confident scheme includes a guaranteed interview for any applicant with a disability who meets the minimum requirements for a job. When you complete your job application you will find a question asking you if you would like to apply under the Disability Confident Guaranteed Interview Scheme. If you feel that you have a disability and apply under this scheme, providing that you meet the essential criteria for the job, you will then be invited for interview. Your?Guaranteed Interview application will only be shared with the hiring manager and the local resourcing team. Where reasonable, Maximus will review and consider adjustments for those applicants who express a requirement for them during the recruitment process.