Congratulations ! You Have Been Selected.




<bR><bR><bR><bR> 5-11 Hope Street Liverpool L1 9BH Administration +44 (0)151 708 3700 Box Office +44 (0)151 709 4776 www.everymanplayhouse.com info@everymanplayhouse.com Artistic Director Gemma Bodinetz Executive Director Deborah Aydon THE LIVERPOOL AND MERSEYSIDE THEATRES TRUST LIMITED REGISTERED OFFICE 5-11 HOPE STREET, LIVERPOOL L1 9BH COMPANY REGISTRATION NO. 3802476 REGISTERED CHARITY NO. 1081229 VAT NO. 241 3631 39 11th August 2017 Dear Applicant Thank you for your interest in the Everyman and Playhouse Theatres. Artistic Administrator ref: AA17 Please find enclosed an application pack, which provides the following information:  Background  Department Structure  Job Description and Person Specification  Application Form  Equal Opportunities Policy  Monitoring Form The deadline for applications is Friday 25th August 2017 at 9.00am. Please apply in writing, using the application form enclosed, stating why you are interested in the post and detailing what skills and experience you would bring to it. You should also submit the names of two referees, one of whom should be your current or most recent employer, indicating at what stage of the application process they may be approached. Please note that only applications submitted on an application form will be considered, and we will not accept applications by CV. Applications should be sent electronically to: recruitment@everymanplayhouse.com Please include the job reference: AA17 in the subject line, and a contact telephone number in the main body of the message. Completed applications may also be returned to: Recruitment - Ref: AA17 Liverpool Everyman and Playhouse Everyman Theatre 5-11 Hope Street Liverpool L1 9BH All applicants will be advised on the outcome of their application in writing. Interviews will be held in Liverpool on the 6th and 7th September 2017 I look forward to receiving your application. Yours faithfully Victoria Adlard Head of Administration The Everyman & Playhouse The E&P is a local artistic force with national significance and an international reputation. Our two theatres are united by our passion for our art-form, our love of our city and our unswerving belief that theatre at its best can transform lives. Our mission is to reflect the aspirations and concerns of our audiences, to dazzle and inspire them, welcome and connect with them, nurture the artists within them and fuel their civic pride. Wherever these connections happen â€" whether in our theatres, in the community, in schools, or outside Liverpool â€" we hope to ignite the imagination, explore what it is to be human and always to exceed expectation. “The Everyman provided me and many others with the courage to follow our dreams and pursue a career in theatre. Now it can do the same for a whole new generation and act as a creative heart in the city.” David Morrissey Our Work The opening of the new Everyman in 2014 propelled us into a new and exciting era. The new theatre opened up many possibilities for artistic development and experience; for participation and involvement, and for building our relationship with a wide range of audiences. With the two theatres now reunited, there is an opportunity for the programme at each venue to complement the other in new ways, and across the two very different theatres â€" one a 400-seat thrust, the other a 670-seat proscenium â€" for us to produce and present the richest range of work for the widest audience. Our Young Everyman Playhouse programme (YEP) is much more than a youth theatre, it is a groundbreaking, multi-disciplinary talent development programme. We have profound relationships in the communities of Merseyside, nurtured through an extensive and innovative outreach and education programme, and believe passionately that the creation, delivery and experience of the highest quality theatre must be open to all. The Future As both theatres embark on an exciting new chapter in their illustrious histories, we intend to build on the exceptional track record of recent years, seize the possibilities we have created, and build a dazzling future for these theatres, their artists and their audiences. With an eye on the changing landscape of theatre, we are delivering a new artistic model that will increase our creative autonomy, connect even more strongly with audiences and, as part of the holistic development of our overall business model, enhance the E&P’s financial resilience. The season of productions to be performed by the resident acting company at the Everyman in 5 2018 has been announced. The Company will comprise of 14 actors, performing in 4 productions over months. Building on the success of Fiddler on the Roof, we'll open the 2018 season with another classic Broadway show: Lerner and Loewe’s musical Paint Your Wagon. There'll also be an adaptation of Anthony Burgess’ dystopian novel A Clockwork Orange, a contemporary production of Shakespeare’s Othello and a re-imagining of Henrik Ibsen’s Peer Gynt, relocated to 20th Century Liverpool by writer Robert Farquhar. At the Playhouse, high quality visiting work will take to the stage to bring some of the finest storytellers and theatre â€" makers to visit the city as part of our residencies’ programme. The Administration Department The Administration team work closely with the Finance Department to provide HR and administrative support to the organisation. We administer a people-focused HR strategy and work with all departments to support the administrative requirements of the production process. This role will also work closely with the Artistic and Technical Departments. The Artistic Team Lead by the Artistic Director, the team also includes the Producers (planning, delivery and development of the in house programmes); the New Work Department; and the artistic direction of YEP. Overseeing all the creative activities for the company, from producing our homegrown e&P productions and commissioning new work, to programming visiting productions for our performance spaces. The team also support our talent development programmes for existing and emerging artists. The Technical Team The Technical team deliver and facilitate all of the production requirements of our work on stage:- lighting, sound, video, stage and wardrobe; provide technical support to visiting productions and support off-stage activities around the buildings and out in the community. The team is led by the Technical Director, who manages the Production Manager; Company Manger; and the Technical Heads of Department. For more information please visit www.everymanplayhouse.com Thanks to the City of Liverpool for its financial support Administration Department 2017 Technicians - Stage Finance Manager Sales & Marketing Assistant Head of Finance Head of Sound and AV Managing Director Head of Administration IT Services Manager Creative Communications Officer Assistant to the Directors Artistic Administrator Payroll and HR Officer LIVERPOOL AND MERSEYSIDE THEATRES TRUST Title Artistic Administrator Reporting to Head of Administration Responsible for N/A Purpose of Role  To support the Company Manager in the provision of welfare requirements of performers; creative teams; and stage management in the in-house and residency programmes, and to make travel and accommodation arrangements for in house productions, as directed by the Company Manager  To deputise for the Company Manager at internal and external meetings, as directed; and liaise with other departments on behalf of the Company Manager  To be the first point of contact for queries to the Artistic Department and to provide and efficient administrative service to facilitate the needs of the Artistic programme  To provide efficient and proactive administrative support to the Artistic and Associate Directors, at all times maintaining and developing positive internal and external relationships. Main Duties Support for the Company Manager  Administering and updating the Theatres’ digs list  Arranging accommodation and travel for performers; members the creative teams on in â€" house productions; stage management teams and production staff, as required  Arranging and / or completing inductions for the Residency companies  With Head of Administration, collecting and processing new starter information for performers and stage management, in line with LMTT procedures  Reconciling production expenditure (including credit cards; petty cash; PRS submissions)  Liaising with other departments to facilitate the delivery of events and hires  Liaising with the Sales team in response to Company ticket requests and use of Company seats as directed by the Company Manager Deputising for the Company Manager In agreement with the Company Manager  To attend and take notes at the weekly operational meetings  To liaise with the Engagement and Marketing Departments about their activities  Ensuring relevant documentation is up to date and distributed in a timely manner including  Accommodation Lists  Induction Packs for Company and Residency programmes  Database of performers, stage management and creative teams  Cast Lists and Contact sheets for productions  Managing the Props Stores, dealing with borrowing requests from other departments or hire requests from external sources as required and maintaining an accurate inventory of all props and furniture Administrative needs of the Artistic Programme  Updating the Theatres’ main schedule in response to the Artistic programme  Scheduling meetings; booking spaces; supporting casting and auditions  Photocopying and distributing scripts  Dealing with correspondence and unsolicited casting and programming enquiries  Arranging travel and accommodation for other LMTT staff as requested by the Head of Administration.  Being the departmental data controller Administrative support to the Artistic and Associate Directors  Co-ordinating the schedules of the Artistic and Associate Directors to maximise the use of their time and to ensure high quality information flow to and from the Directors, especially during rehearsal periods  Proactively supporting the Artistic and Associate Directors’ meetings as required, internally and externally, including arranging hospitality, accommodation and meeting materials as required.  Maintaining up to date and accurate records of expenditure on behalf of the Artistic Director.  Filtering emails and taking calls on behalf of the Directors and responding in a sensitive and timely way.  Collaborating with appropriate colleagues, in particular the Assistant to the Executive and Managing Directors and the Head of Administration  Attending performances and other events as required, to greet and host guests on behalf of the Directors.  Maintaining the need for confidentiality when dealing with sensitive information. General  Acting as the Theatres’ “responsible person” at agreed times  Performing your role in accordance with the company’s Staff Handbook, incorporating LMTT’s Manifesto and Code  LMTT is committed to diversity and equality and expects all staff to be active in promoting diversity and supporting people to experience our work and buildings.  LMTT is committed to the safeguarding of children and people to whom we have an enhanced duty of care, and therefore may at their discretion require any member of staff to submit a satisfactory enhanced check from the Disclosure and Barring Service (DBS), depending on the activities they are carrying out. This Job Description is not exhaustive, and it will be reviewed regularly to ensure that it reflects the evolution of the company, and the skills and personal development of the post-holder; a flexible approach to work in all roles is essential. Main Terms and Conditions of Employment Tenure: This is a full time, permanent contract and is subject to a probationary period of 3 months. Reporting to: Head of Administration Salary: £18 158 per annum. Hours: 40 per week. The postholder may be required to work during evenings and weekends. No overtime is paid but time off in lieu will given for hours in excess of the contracted 40 per week. Notice Period: Two weeks by either party during the probationary period; One month thereafter for both employee and employer. Pension: The Company operates an auto-enrolment pension scheme. This employment is not contracted out of SERPS (the State Earnings Related Pension Scheme). Annual Leave: 28 days per holiday year (1 January â€" 31 December) inclusive of all statutory English bank holidays. Additional Benefits: The Theatres offer a number of discretionary benefits including:-  Interest-free Season Ticket Loans with Merseytravel  Cycle to Work scheme â€" enabling you to buy a bike in a tax efficient way, for travelling to and from work.  Childcare Voucher Scheme â€" offering salary sacrifice savings  Membership of a healthcare cash plan: Paycare (including an Employee Assistance Programme and 24 Hour GP Telephone Consultation Service)  Free and / or discounted tickets for performances  Discounts on our food and drink offer All others terms as detailed in Staff Handbook. Person Specification Essential:  Excellent attention to detail and organisational skills  Excellent verbal and written communication skills  Experience of providing administrative support  Be a highly competent IT user (particularly in MS Outlook, Word and Excel)  Be confident when working with figures  Ability to work on own initiative within agreed guidelines  Ability to prioritize workload and to meet deadlines, with the ability to keep calm during intensive periods of work  Self-motivated, with the ability to work proactively using their own initiative, but also able to work collaboratively as part of a team  Experience of working with confidential information and awareness of data protection issues  Ability to deal with people in an effective and diplomatic way, and experience of managing relationships with external parties  Confidence to deal with people at varying levels of seniority Desirable  Knowledge of theatre and the performing arts industry, including experience of relevant trade union agreements  Knowledge of production processes and terminology  Have a flexible approach to work, and the ability to keep calm during pressurised periods of work  Awareness and experience of health and safety legislation and practice APPLICATION FORM The first three pages of this form will be removed by the Human Resources Department and will not be seen by those short listing. Please do not put your name on any other pages. Position Applied For Job Reference Candidate Reference (office use only) PERSONAL DETAILS Surname Forename(s) Address Telephone Mobile Postcode Email If you supply an email address then we will assume that all written correspondence will be conducted via email. Do you have the legal right to work in the UK? (We will require evidence of the right to work in the UK prior to commencement of employment) DECLARATION The information I shall provide on this form, is accurate and I understand that the Liverpool & Merseyside Theatres Trust Ltd may terminate my employment, without notice, should I knowingly mislead during the recruitment process. Data Protection: I agree to the Liverpool & Merseyside Theatres Trust Ltd using the personal data contained in this form, or information which may be obtained from me or other sources, for the purpose of dealing with my application for this employment. Signed: ______________________ (Please type name if submitting electronically.) Date: ______________________ Candidate Reference Number REFEREES Please give the name of two people who can be contacted for references, one of whom should be your current/most recent employer, indicating at which stage of the process they may be contacted. Name Relationship to Applicant Address Postcode Email Telephone When may we contact them? Name Relationship to Applicant Address Postcode Email Telephone When may we contact them? EQUAL OPPORTUNITIES MONITORING Liverpool Everyman and Playhouse seeks to be an Equal Opportunities employer and strives to ensure that in its provision of services in general, and as an employer, in particular, it will offer equality of opportunity for all persons regardless of race, colour, ethnic or national origin, disability, sex, religion, marital status or social background. In order to ensure that we can monitor implementation of this policy, employees are requested to complete this form. The information given will be anonymously retained by the Administration Dept. for monitoring purposes and associated record keeping only in line with the Data Protection Act 1998. This information will not form part of any personal file and will be treated on a private and confidential basis. Job applied for: Please indicate your gender: Male Female Please indicate your age: 0 â€" 16 years 16 - 19 years 20 - 24 years 25 â€" 29 years 30 â€" 34 years 35 â€" 39 years 40 â€" 44 years 45 â€" 49 years 50 â€" 54 years 55 â€" 59 years 60 â€" 64 years 65 and over Please indicate your ethnic origin: (These are the ethnicities specified by our major funding bodies) African Black Other Nigerian White & Black African Asian British Caribbean Pakistani White & Black Caribbean Asian Other Chinese Somali White Irish Bangladeshi Indian White & Asian White Other Black British Mixed Other White British Yemen Other Ethnic Minorities The Equality and Human Rights Commission defines a disabled person as someone who has a physical or mental impairment that has a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities. For further information, please see the Commission website (www.equalityhumanrights.com). Do you consider yourself to have a disability? Yes No If selected for interview, do you require any assistance or adjustments to enable you to attend? Yes No Please do not hesitate to call a member of the recruitment team, in confidence, if you would like to discuss this further with us, on 0151 708 3700, or via recruitment@everymanplayhouse.com How did you find out about this post? _________________________ How did you hear about this vacancy? _________________________ Thank you for taking the time to complete this form. Do not write your name on this page Candidate Reference Number EDUCATION and TRAINING Dates Qualifications Obtained From To From To From To From To Please continue on a separate sheet if necessary Other Training Events Attended or Qualifications Achieved: Dates Training Provider Qualifications Obtained From To From To From To From To Please continue on a separate sheet if necessary Do not write your name on this page Candidate Reference Number CURRENT / PREVIOUS EMPLOYMENT Dates Employer Post Held Summary of Duties From To From To From To From To From To Please continue on a separate sheet if necessary Do not write your name on this page Candidate Reference Number SUPPORTING STATEMENT With reference to the job description and person specification, please use this space to tell us your reasons for applying for the post; how your experience and skills support your application and any other information you believe is relevant. You should demonstrate clearly how, and to what extent, you meet each element of the specification. Please do not include any supplementary material (such as a CV) as this will not be considered as part of your application. Use no more than 2 pages to complete your response. Please continue on a separate sheet if necessary Do not write your name on this page SUMMARY EQUAL OPPORTUNITIES POLICY The Liverpool and Merseyside Theatres Trust aims to be fully aware of the historical, cultural and social experiences of many individuals and groups. We are committed to eliminating discrimination and encouraging diversity amongst our workforce. Our objective is to create a working environment in which there is no unlawful discrimination and all decisions are based on merit. The Company led by the Board is committed to Equal Opportunity practice and to making this policy fully effective. EQUALITY IN LMTT The Company aims to make its work fully accessible for as wide an audience as possible and to reflect the cultural diversity of the communities it works with, and we select employees on their abilities and aim to ensure that no employee, patron or potential employee is discriminated against on the ground of the criteria set out in the Equality Act (2010). Discrimination is unlawful when it takes place on one of the following grounds (the protected characteristics):- • age • disability • gender re-assignment • marriage and civil partnership • pregnancy and maternity • race • religion or belief • sex • sexual orientation The Company will not tolerate discrimination against any staff by fellow employees, or persons appointed to the service of the Company. Discrimination can take a number of forms: • Direct discrimination is when someone is treated worse than someone else just because of a protected characteristic. • It is also direct discrimination when someone is treated worse than someone else because they associate with someone with a protected characteristic or because they are perceived to have a protected characteristic. • Indirect discrimination is when an apparently neutral practice or requirement disproportionately disadvantages one group and cannot be justified by the needs of the business. (For example, imposing a requirement that job applicants must speak fluent English disproportionately disadvantages non-English groups and would be unlawful unless it could be justified on genuine business grounds.) • It is also discrimination when a disabled person is treated unfavourably because of something connected to their disability and this cannot be justified by the needs of the business or when the business fails to make reasonable adjustments for a disabled person. We will make adjustments to accommodate disabled employees where possible and reasonable. For example, we can provide extra equipment or support, we can re-arrange duties and we can make changes to our premises in appropriate case. If you think you may have a disability, you are encouraged to tell the business about this so that we can explore what adjustments might be appropriate. RESPONSIBILITY AND MONITORING It is the duty of all employees to accept a personal responsibility for the practical application of the policy, but, at the same time, the company acknowledges that specific responsibilities fall upon the Board, management, supervisory staff and individuals professionally involved in recruitment and employee administration. The Company includes any employee whether full or part time, or on temporary employment or who acts on behalf of the Company. Advice and support from relevant professional national and local organizations will be sought from time to time as necessary. Through monitoring, the current Policy and practice will be regularly examined for effectiveness and changes made as necessary. We will ask job applicants, employees, and contractors for information about some of their protected characteristics. We do this to help us to: • establish whether our equality policy is effective in practice; • analyse the effect of other policies and practices on different groups; • highlight possible inequalities and where appropriate investigate their underlying causes; • take action where we think it is needed to address problems or reduce disparities. We collect this information anonymously and we will use it only for monitoring purposes and not for any other purpose. We will protect the confidentiality of the information given to us. Some examples of the type of monitoring we may carry out are as follows: • how many people with particular characteristics apply for each job, are shortlisted and recruited; • how many people in the workforce have a particular protected characteristic and the levels within the organisation that they are employed at, their length of service and their resignation rates and patterns; • the protected characteristics of staff attending training; • the satisfaction levels of staff with a particular protected characteristic; • the protected characteristics of employees using the grievance or bullying and harassment procedures. RECRUITMENT AND SELECTION We aim to ensure that job requirements and job selection criteria are clear and based only what is required to get the job done effectively. We will avoid making stereotypical assumptions based on protected characteristics about who is able to do a particular job. We aim to ensure that no job applicant is placed at a disadvantage by practices or requirements which disproportionately disadvantage protected groups and which are not justified by the demands of the job. For all jobs, we will draw up a clear and accurate job description and person specification to ensure that we remain focused on what the job involves and the skills, experience and qualifications which are relevant and necessary to do the job. Depending upon the skills required for the job, recruitment shall be aimed at as wide a group of suitably qualified and experienced people as possible and each candidate will be considered on his/her merits, experience and suitability for the post. Shortlisting for interview will be done by two people using a pre-agreed marking system that is applied fairly and consistently to all applicants. If we hold interviews, we will try to ensure that more than one person conducts them to ensure that we avoid unintentional bias. Where appropriate and possible, selection panels will include a balance of gender and ethnic dimension. We will not ask for personal or irrelevant information on application forms or in interviews. We will focus instead on whether someone has the relevant skills, qualities and experience to do the job. As posts become vacant the Head of Department concerned will review the area of work in conjunction with the Administration Department. Where a job description already exists it will be reviewed in light of the vacancy and to ensure that it contains no indirect discrimination. Any changes are to be agreed with the Administration Department. Candidates for interview will receive copies of job descriptions and information on the Company. The Company aims to encourage applications from and training opportunities for people from under-represented groups in the community. For some recruitment and promotion exercises we may take positive action to address underrepresentation in our workforce by encouraging applications from people from certain under-represented groups. For example, we may target our advertising towards particular groups, we might hold open days, work shadowing opportunities targeted at particular groups or we might provide training for particular groups to prepare them for promotion. However, we will ultimately make recruitment and promotion decisions on merit and not on the basis of protected characteristics. All those involved in the interviewing procedure will be made fully aware of the Company’s Equal Opportunities Policy. Recruitment procedures shall be regularly monitored and modified to ensure that individuals are selected on the basis of their merits, experience and suitability for the post. DECLARATION â€" The Rehabilitation of Offenders Act (1974) requires that people applying for positions which give them ‘substantial, unsupervised access on a sustained and regular basis’ to children under the age of 18 years MUST declare all previous convictions which are then subject to police checks. An applicant in this category can only be offered a job subject to a successful police check. This includes potential employees, volunteers and self-employed people such as practitioners. They should also be required to declare any cases pending against them. Applicants should be reassured that any information will be treated in confidence and will not be used against them unfairly. Disclosure and Barring Service â€" When an applicant has been selected who will be required to work with young or vulnerable people, an application for an Enhanced check from the Disclosure and Barring Service will be made and must be received by the organization before their appointment can be confirmed. Details on this procedure can be obtained from the Administrator. Advertising Advertising will be drafted by the Administration Department and agreed with the Communications and Sales Department. All advertisements will carry wording stating that the Liverpool Everyman and Playhouse is striving to be an equal opportunities employer. It is the general principle of the Liverpool and Merseyside Theatres Trust and Liverpool and Everyman Trading Ltd. to advertise all vacant posts. Notice of vacancies will be advertised on the Company notice boards. TRAINING FOR EQUAL OPPORTUNITIES The Company will provide information to ensure all staff are aware of the Equal Opportunities Policy and to enable those who are involved in the recruitment and selection of staff to be more effective. Training shall be provided to all staff to ensure their awareness and understanding of this Policy in relation to specific responsibilities of their work. If an existing employee is unable to perform his/her job satisfactorily due to serious illness or disability, the Company will examine ways of retaining the employee where possible and appropriate - each case being dealt with individually. AUDIENCE The Company strives in its programming policy to produce a programme of work that will appeal to and serve as many sections of the community as possible. The Company will strive to devise policies to bring new audiences to the theatres and make it possible for all members of the community to have full access to its work. The Company aims to provide access information detailing the range of services the theatre provides for disabled people. You must not discriminate against any of our visitors, audience members, customers or suppliers. Equally, we expect our visitors, audience members, customers and suppliers not to discriminate against you and we will take appropriate action against any found to have done so. GRIEVANCES Any job applicant who believes that s/he has been treated inequitably within the scope of this policy should write to the Administrator who will investigate the complaint. Allegations of potential breaches of this policy will be treated seriously. Employees and contractors who make such allegations in good faith will not be victimised or treated less favourably as a result. However, false allegations of a breach of this policy which are found to have been made in bad faith will be dealt with under our disciplinary procedure. WORKING CONDITIONS AND TERMS OF EMPLOYMENT We will try to accommodate cultural or religious practices such as prayer or dietary requirements where we reasonably can. We aim to ensure that our terms of employment, benefits, facilities and policies are free from unlawful discrimination. We will review our benefits and facilities regularly to ensure that they are available to all employees/contractors who should have access to them and that there are no unlawful obstacles to accessing them. We will ensure that decisions made under our disciplinary, grievance, performance improvement and attendance management policies are carried out fairly and without discrimination. We aim to ensure that our pay systems are transparent, fair and free from discrimination. Termination of Employment We will ensure that we avoid discrimination in making decisions about dismissal or redundancy. Where possible, we will ensure that any manager’s decision to dismiss an employee is endorsed by the Administration Department. We will encourage leavers to give feedback about their employment in exit interviews. Your rights and responsibilities You have the right not to experience unlawful discrimination in our workplace. You also have a responsibility to understand this policy and help us to implement it. All employees have a duty not to discriminate against each other and not to help anyone else do so. What will happen if you act in a discriminatory way? If, after investigation, we decide that you have acted in breach of this policy you may be subject to disciplinary action up to and including dismissal. This applies to the most senior levels of management as well as to all other employees. Policy review and promotion We will promote and publicize our Equality Policy as widely as possible, and will review it on a regular basis. <div style="clear:both; padding-bottom:0.25em"></div> </div> </div> <p class="day-date"> <em>posted by Isaac Hobart at <a href="http://isaachobart.blogspot.com/2018/01/finalnotice-isaac.html" title="permanent link">4:04 PM</a></em> <span class="item-action"><a href="https://www.blogger.com/email-post.g?blogID=5822814595924108787&postID=4483806798667849569" title="Email Post"><img class="icon-action" alt="" src="https://resources.blogblog.com/img/icon18_email.gif" height="13" width="18"/></a></span><span class="item-control blog-admin pid-1569513089"><a style="border:none;" href="https://www.blogger.com/post-edit.g?blogID=5822814595924108787&postID=4483806798667849569&from=pencil" title="Edit Post"><img class="icon-action" alt="" src="https://resources.blogblog.com/img/icon18_edit_allbkg.gif" height="18" width="18"></a></span> </p> </div> <!-- End 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