Please find below further Details, including a summary of main terms and conditions of employment

Salary

The grade for this post is General Secretary, which equates to a salary of £55,000 to £60,000 per annum, dependent on qualifications and experience. Salaries are paid monthly in arrears by electronic bank transfer, by 25th of the month.

Contract

This appointment will be offered on the basis of a 5 year contract, renewable once for a further 5 years by mutual agreement, subject to meeting UK Border Agency visa and work permit requirements (as appropriate).

Probationary Period

The post is subject to a probationary period of six months. Should CWM need to extend the probationary period to monitor performance further it reserves the right to do so for no longer than a further 1 month.

Place of work

The Employee's normal place of work will be Ipalo House, 32-34 Great Peter Street, London SW1P 2DB, or any such reasonable location or premises to which the offices of CWM may move. The General Secretary is expected to travel outside the UK on a regular basis for short periods of normally not more than two weeks. International travel requirements may be up to 50% of working days per month. No smoking is permitted inside Ipalo House

Working hours

Office hours of work are normally from 0900 to 1700 hours Monday to Friday with a one hour break for lunch. The working week is five days. Hours of working may be adjusted slightly to allow for domestic circumstances.

Holidays

The annual leave year runs from 1 January to 31 December. Holiday leave with pay is a period or periods totalling 24 days per annum and is taken at a time or times to suit the work. Public holidays are observed. The office is closed between Christmas and the New Year. No payment will be made in lieu of holiday not taken. During the probationary period, the employee is entitled to take up to 2 days per calendar month leave for the duration of the probation.

Statutory deductions

Statutory deductions are made from all salary payments for income tax and social security. Any tax payable for benefits in kind is the liability of the Employee.

National Insurance

A contracting-out certificate is not in force for this employment.

Pension

Superannuation is offered through the Pensions Trust for Charities and Voluntary Organisations. If the Employee wishes to take advantage of this arrangement, they may enrol with the scheme upon successful completion of the probation period. The employee contribution to the scheme is 6% of gross pensionable salary. CWM also makes a contribution on behalf of scheme members of at least 11.2% of their gross pensionable salary in order to secure certain pension benefits for those employees.
Alternatively, the Employee may choose to enrol in, or continue membership of, another pension scheme. In this case, a CWM pension contribution of 10% of gross pensionable salary can be added to the employee's own contributions and be paid over to the pension scheme of their choice.

Expatriate Benefits

If the successful applicant is not a UK citizen, additional benefits are payable including the provision of staff housing accommodation in the London area (utility bills are payable); return airfares to their ‘home' country for the employee, spouse and dependent children after 2 years continuous service with CWM; and repatriation costs of resettlement on return to their ‘home' country at the end of their contract of employment.

Restrictions on employment

The Employee will not accept any additional employment or contracted work during their employment with CWM, the performance of which may cause CWM to suffer any detriment, including the Employee's ability to carry out this contract.

Termination of employment

If CWM finds that it has to bring the contract to an end it will give as long a notice as the circumstances permit. This will be at least the statutory minimum of one week after four weeks' service. The Employee is entitled to leave on giving three months notice. Either party may accept payment in lieu of notice.

Nationality

The post is open to applicants of any nationality. Before CWM can confirm an offer of employment, the candidate will be required to provide relevant proof of eligibility to work in the UK. For candidates who do not have UK or European citizenship, appointment will be subject to successful application by CWM for the required Tier 2 sponsored work permit from the UK Border Agency.

Staff Development

CWM is committed to people development, ensuring all staff have the skills and knowledge to enable them to contribute to CWM's current and future needs. Training and development needs will be identified as part of regular performance management and appraisal activities.

Equal Opportunities

It is CWM's intent not to discriminate against applicants on the grounds of age, race, colour, ethnic or national origin, disability, sex, sexual preference, religion or marital status. It is CWM's aim to maintain a diverse multi-cultural Ipalo House staff team that reflects its international nature. That said, in its recruitment and selection of staff, CWM is guided by the requirements of jobs and individual merit. For this post it is a requirement that the candidate is a practising member of the Christian Church, as a Genuine Occupational Requirement (GOR) under section 7.3 of the Employment Equality (Religion or Belief) Regulations 2003.