Property Manager - Temporary Accomodation (SO2)
Post Title and Number: Property Manager
Present Grade: S02
Dept: Council Housing, Regeneration & Environment
Service/Section/Team: Accommodation Services and Private Sector Housing
Purpose of the Role:
To provide a comprehensive and responsive management and support service for homeless households placed in privately leased and hostel type accommodation under Part VII of the Housing Act 1996.
To ensure that the units of temporary accommodation are used economically and effectively; that they remain in a good state of repair and compliant to statutory standards with regard to Health and Safety and suitability.
To maintain effective communication and be the department’s point of contact for; homeless households living in hostel and privately leased accommodation, Landlords and agents of accommodation providers and all associated internal and external organisations.
To ensure all records relating to the units of temporary accommodation and homeless households are maintained, up to date and accurate.
Percentage of Time (%)
A comprehensive day to day responsive management service; managing units of temporary accommodation, homeless households, Landlord and other associated T/A providers.
To complete property inspections and conduct occupancy checks to ensure the units of temporary accommodation are compliant to H&S & LBE standards.
To conduct Introductory viewings within strict timescales ensuring all relevant property and benefit advice is afforded to the homeless households at the time of the viewing.
Inspection of void properties within strict timescales ensuring they are compliant with Health and Safety standards.
To provide all relevant welfare support services to homeless families living in temporary accommodation
To investigate and deal with all complaints relating to anti social behaviour, Hate Crime, neighbour disputes disrepair claims and any other service delivery issues, including councillor and Member enquiries.
To maintain accurate records; ensuring all databases and computerised records are managed and updated regularly.
KNOWLEDGE, SKILLS & ABILITIES (You are not restricted to 2 criteria for each category)
Application – A
Test – T
Interview – I
Proven relevant Housing Management experience in dealing with temporary accommodation in either the private or public sector.
Ability to deal with tenants and landlords in a challenging environment with excellent communication skills, both written and verbal A, I
Able to work to conflicting deadlines without direct supervision and able to manage time and resources efficiently A,I
Possess a working knowledge of welfare benefit entitlements including Housing Benefit available to tenants A, I
An understanding and commitment to the provision of a quality service in a customer focused environment.
A good working knowledge of IT systems; Word, Excel, accounting and repair systems A, I
A good understanding of building maintenance and repairs issues A, I
Other Special Requirements
1. May be required to work remotely and/or other Council locations. A, I
2. Ability to drive and have access to own vehicle A
Additional information about the process
Annual budgetary amounts with which the role is either directly or indirectly concerned:
Responsible for repair expenditure budget of £800,000 per annum
Number of direct reports:
Supervisory responsibility will be expected in assisting with the induction of staff, on the job training and the allocation and monitoring of work.
Nature of reporting relationship between post holder and line manager:
Weekly assessment of void management work.
Monthly assessment of completed property inspections.
Case management supervision of individual contentious cases with a Property Team Manager.
Any other relevant statistics
The post holder will be required to work remotely and carry out independent home visits to both occupied and unoccupied units of temporary accommodation. These may be in or out of borough.
Key Relationships (Internal and External):
Establish and maintain links with both internal and external Groups and Teams to ensure effective channels of communication.
Internal Relationships: Options and Advice Team, Assessments Team, Voids and Allocations Team, Enfield Homes, Education & Children Services, Finance & Corporate Services, Community Safety Team, Environmental Services, & Corporate I.T.
Outside Agencies: Landlords, Accredited Agents, Police, London Fire and Emergency Planning Authority, Voluntary and Support Groups, Contractors, Housing Associations Partners, Department of Work & Pensions, Benefit Agencies, Solicitors & MPs / Councillors.
Equality and Diversity:
The Council has a strong commitment to achieving equality in its service to the community and the employment of people and expects all employees to understand, comply with and promote its policies in their own work.
Health and Safety:
The post holder shall ensure that the duties of the post are undertaken with due regard to the Council’s Health and Safety Policy and to their personal responsibilities under the provisions of the Health and Safety at work Act 1974 and all other relevant subordinate legislation.
For a more detailed definition of these responsibilities, refer to the current versions of the Corporate Health & Safety Policy, Group Safety Policy and employee information leaflet entitled "Health & Safety Policy; Guidance on Staff Health & Safety Responsibilities".
Corporate Health and Safety Responsibilities
All employees have personal responsibilities to take reasonable care for the health and safety of themselves and others. This means:
Understanding the hazards in the work they undertake;
Following safety rules and procedures;
Using work equipment, personal protective equipment, substances, and safety devices correctly; and
Working in accordance with the training provided and only undertaking tasks where appropriate training has been received.
Employees shall co-operate with the Council by allowing it to comply with its duties towards them. This requires employees to:
take part in safety training and risk assessments and suggest ways of reducing risks; and
take part in emergency evacuation exercises.
Employees shall report all accidents, ‘near miss’ incidents and work related ill health conditions to their manager/supervisor/team leader.
Employees shall read the Corporate Health & Safety – Organisation Part B Policy to ascertain and understand their responsibilities as an employee, line manager, Assistant Director or Director of the Council.
In order to protect the confidentiality, integrity and availability of Council information, including information provided by customers, partner organisations, and other third parties, where applicable, employees will comply with the Council’s Information Security Policy.
Statement of Commitment to Safeguarding of Children and Vulnerable Adults through safer employment practice:
Enfield Council is committed to safeguarding and promoting the welfare of children and vulnerable adults.
Safe recruitment of staff is central to this commitment, and the Council will ensure that its recruitment policies and practices are robust, and that selection procedures prevent unsuitable people from gaining access to children, young people and vulnerable adults. All staff employed to work with or on behalf of children and young people in the Council must be competent.
All staff working with Children & Vulnerable Adults should be aware of, and share the commitment to safeguarding and promoting the welfare of children, young people and vulnerable adults when applying for posts at Enfield Council.
If you match these requirements, please apply as usual.
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