ategi is a not for profit organisation with over 25 years’ experience in helping people live their lives their way. Recently, ategi has been undergoing a significant transformation, building on what is already a fantastic organisation and enabling us to do even more of what we do brilliantly with more people who want our services.
We are therefore looking for a permanent CEO who will continue the inspirational changes, nurture the organisation and the people we support whilst taking our dedicated ategi team with them. We are looking for our next CEO to bring their own special qualities, foresight and expertise to our organisation.
Building upon the Trustee’s decision to invest in the long-term growth of ategi and ensuring that those that we support are at the forefront of all that we do, the CEO will provide inspirational and motivational leadership to the Executive Team and all ategi staff as they deliver the vision described in the three-year Business Plan.
The CEO will lead all aspects of the management of ategi ensuring consistency of approach and cultural style. Responsible for the performance and quality of services the CEO will maintain managerial responsibility for all organisational areas, recognising that a professional balanced view of operational effectiveness will yield positive long-term results for ategi.
The CEO will win the trust and confidence of all stakeholders and work tirelessly to raise the profile of ategi and those it supports. Developing further and ensuring operational realism, the CEO will deliver the three-year Business Plan, sustaining and nurturing the Charity’s business to ensure it remains a trusted and well-supported charity.
1. Strategic direction of the charity
2. Business development / Overall financial viability of the charity
3. Governance and Compliance
4. Overall leadership, direction, and management of the Senior Management Team
5. Any other duties/requirements of the role
All employees should be aware that flexibility is essential, and they must be prepared to work in the most effective way for ategi
As with all job descriptions, the pattern of work is subject to review and reasonable adjustment in accordance with the needs of the service.
All information relating to clients, the Charity and staff is strictly confidential, and all employees are required to sign and abide by the Charity’s Confidentiality Regulations.
Any breach of confidentiality may be subject to disciplinary action.
All posts are subject to a satisfactory pre-employment check
We carry out appropriate and proportionate pre-employment checks to determine the suitability of the candidate.
Our checks are carried out in accordance with the principles as set out within the Data Protection Act 2018. Personal data is processed fairly, lawfully, and transparently and obtained only for specific, explicit, and lawful purposes. All copy documents will be stored securely on the employee’s file.
New Appointment Health Assessment
Conducted by our Occupational Health provider. The assessment is designed to ask relevant health questions related to risks and activities being undertaken within the role and to understand. The purpose of the assessment is to determine whether you have health problems that could affect your ability to undertake the duties of the post you have been offered or place you at risk in the workplace and establish whether any reasonable adjustments or assistance is required to fulfil the role.
Right to Work Check:
We have a legal obligation to ensure that we are not employing those who do not have permission to work in the UK. We will ask to see original documents and will photocopy (in a format that cannot be altered) the passport and/or travel documents:
Passport showing the holder is a UK citizen or an EEA National
· The front page (writing the date of the copy on the copy itself)
· Any page containing personal details of the holder including the photograph and date of birth and;
· Any pages containing right to work endorsements from the UK Government
Full birth certificate
Official Document showing the individual’s National Insurance Number
If an individual cannot produce acceptable right-to-work documents, we may be required to apply to the Home Office for a positive verification notice
Criminal Records Check
We require a prospective employee to undertake criminal records check prior to commencing employment through the Disclosure and Barring Service (DBS) in England and Wales) so that we can make a more informed recruitment decision.
Whilst there is no legal obligation to obtain an employment reference, we do request at least one reference from a previous employer who, when providing one, is under a duty of care to provide a reference that is accurate and not misleading.
Validity of educational and professional qualifications
A full Job Description with person specification is available upon request.
Application deadline: 12/12/2021
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