HEAD OF FINANCE AND OPERATIONS

Thank you for your interest in the above post. Please find attached

• Job Description
• Person Specification
• Equal Opportunities Policy
• Equal Opportunities Form
• General Information about the Company

Please apply in writing, enclosing a CV and the names and

addresses of two referees to:

Ruth Butterworth
Administration Manager
Royal Lyceum Theatre Company
30B Grindlay Street
Edinburgh
EH3 9AX

Or email rbutterworth@lyceum.org.uk

Closing Date for applications: 19 December 2008

The Royal Lyceum Theatre Company is a highly successful
theatre committed to the creation of an ambitious programme of
the highest quality theatre that entertains and enriches peoples’
lives.

We are seeking to recruit a Head of Finance and Operations to

join the senior management team. CA/ACCA/CIMA qualified, with
a minimum 5 years PQE, you will be expected to make a
significant contribution to the financial management and
strategy of the organisation from an early stage. You will Report
to the Artistic Director/Chief Executive and be responsible for
managing a small team of people.

Sound technical and analytical abilities are essential as are

excellent communication skills. You will be commercially aware
and able to think creatively. Strong staff and resource
management skills and experience are pre-requisites.
Experience of working in a similar arts environment is desirable
but not essential.

An opportunity to become an integral part of a highly-respected,

thriving theatre company and an attractive remuneration
package await the right candidate.
ROYAL LYCEUM THEATRE COMPANY

JOB DESCRIPTION: HEAD OF FINANCE &

OPERATIONS

LINE MANAGER: CE /ARTISTIC

DIRECTOR

LINE MANAGER FOR: Accountant, Administration Manager,

Buildings Manager.

MAIN PURPOSE OF POST:

• The application of strategic and robust
financial, risk management and
compliance policies and practice, by
provision of effective advice to the
Board, the Artistic Director/Chief
Executive, and to colleagues

• To effectively manage and organise the

Company's finance and
administration departments to meet
agreed objectives.

• In association with other executive

colleagues, to ensure effective:
• Business support strategies and
systems are developed,
maintained, and implemented –
including Financial Management,
Administration, IT, HR and
Buildings.

• Income generation opportunities are

identified and developed to
enable growth and new
opportunities.

• To oversee the production of annual

accounts, in close liaison with
auditors.

• To contribute effectively as a member

of the Executive management team*
to ongoing development and
implementation of the Company’s
strategic and business planning.
[*The Executive management team:
currently the Artistic Director/Chief
Executive, Producer,
Head of Finance & Operations, and
Head of Production.]
HEAD OF FINANCE & OPERATIONS

Key measures of success, tasks

and responsibilities

General

• To contribute effectively as a member of the Executive

management team.

• To facilitate by effective collaboration and communication the

complementary contribution of the Executive management
team, other managers, and the Board.

• To provide leadership, support and direction to people in the

department, using an approach that supports the
Company’s culture of collaborative working, mutual
respect & recognition, accountability, and an open style.

• To effectively manage and motivate people within areas of

accountability by:

• effective and fair recruitment, selection and

development of people.

• ensuring people have the necessary skills, knowledge

and information to work successfully, through
effective feedback
and performance management arrangements.

• ensuring a positive working relationship between areas

of accountability and the rest of the Company.

• ensuring on-going compliance with the Company’s

policies and procedures, in particular Governance
and Health & Safety.

• To contribute effectively in consultations and negotiations

with BECTU and Equity on issues affecting areas of
accountability.

• By keeping abreast of significant developments in all related

fields, to effectively influence the Company’s strategies,
plans, and policies.

• To undertake any other tasks which may reasonably be

required by the Artistic Director/Chief Executive and Board
of Directors
Financial

• To ensure appropriate financial planning and business control

is exercised throughout the Company.

• To ensure the RLTC continues to be a financially robust

business, focussed on artistic ambition and with the
financial capacity to respond successfully to challenges
and meet agreed financial targets.

• To ensure the Executive management team, the Board, and

other managers are kept informed by provision of accurate
and timely management information etc.

• To ensure effective risk management and governance

frameworks are developed, and implemented across the
Company.

• To be responsible for the preparation of the overall RLTC

budget in liaison with relevant budget holders.

• To review on a regular basis the development of devolved

budgets and financial management information to cost
centres, and to maintain an overview of RLTC finances and
proportional spending in cost centres.

• To produce potential opportunities, figures and forecasts for

funding opportunities through effective liaison with
executive colleagues.

• To ensure contracts in relation to visiting companies, co-

productions and other organisations maximise benefits for
the RLTC, by actively contributing to negotiations.

• To present the Company budget at Board meetings in

conjunction with the Chief Executive/Artistic Director.

• To work with the Artistic Director on design, creation and

development of the artistic programme
Compliance

• Through effective liaison with auditors, to ensure the

satisfactory and timely completion of financial statements.

• To ensure the Company complies with all taxation obligations,

funding applications and charity regulation requirements,
by accurate preparation and timely submission of returns.

• To ensure the Company is effectively insured and to ensure

effective compliance, reporting, claims, cost recovery and
communication.

• To take the lead in all legal and litigation matters.

IT and Facilities

• Overall responsibility for the Company’s IT strategy and the

provision of day-to-day IT services and support, through
external IT consultants and the Administration Manager

Human Resource Management

• To ensure effective Personnel Management policies, practice,

and support procedures are identified, discussed and
implemented throughout the Company by:
• maintaining an overview of current relevant
legislation and good practice and
• making recommendations to the Executive Team.

• Taking the lead role in discussions with recognised trades

unions, on collective terms and conditions of employment,
consultations, and disputes.

• Ensuring efficient management and utilisation of the

Company’s training budget, in close conjunction with the
Administration Manager.

• Ensuring the continued effectiveness/consistency of the

internal communications processes, by monitoring and
reporting as necessary.
Buildings & Related

• Ensuring an overall management and long-term strategy is

developed and implemented for the improvement of the
Company’s premises, including dealing/negotiating with
landlords, sub-letting, security and maintenance provision.

• Ensuring the Company’s buildings are maintained such that

there is full compliance with lease arrangements,
regulatory obligations and agreed development strategies.

• To ensure that the Company's vehicle is properly serviced and

maintained.
 HEAD OF FINANCE & OPERATIONS

KEY SKILLS & EXPERIENCE

• Knowledge of business financial planning, management,

regulatory and reporting criteria.

• Leadership capabilities and understanding.

• Ability to differentiate between strategic and operational

issues.

• Planning and organisational abilities.

• Effective customer-relations. • Inter-personal skills.

• Problem-solving focus. • Business knowledge &

analysis.
• Effective advocacy insight.

PERSON SPECIFICATION

Necessary

• CA/ACCA/CIMA qualified

• A strong financial background.

• A proven track record in administration management.

• Experience of managing sensitive inter-personal situations,

including negotiations with staff representatives.

• Demonstrable leadership and managerial competencies

associated with a culture of collaboration, collegiate
working, and open style.

Desirable

• Knowledge of IT and HR key issues that support business

development.

• Knowledge of building maintenance regulatory and routine

issues.

• Knowledge and experience of theatre.

EQUAL OPPORTUNITIES

STATEMENT of POLICY

The Royal Lyceum Theatre Company is committed to a policy of

equality of opportunity for its staff (existing and prospective)
and customers. The aim of this policy is to eliminate unlawful or
unfair discrimination on the grounds of sex, marital status,
responsibility for dependents, disability (mental and/or physical),
sexual orientation, race, colour, ethnicity, nationality, religious
belief, politics, social background, part-time employment, age,
trade union activity, employment status, HIV status or gender
reassignment and to ensure that no person or group is
disadvantaged by unjustifiable reasons or conditions.

Employment practices will be operated based on the merits and

abilities of individuals and decisions regarding recruitment,
selection training and promotion will be based solely on
objective, job-related criteria. The Company undertakes to apply
employment procedures and practices in such a way as to
minimise the possibility of discrimination and to develop means
of combating it whenever it arises. The Company will ensure that
its Policy is made known to all employees.

This Policy applies to advertisement of jobs, recruitment and

appointment, training, conditions of work, pay and every aspect
of employment.

RECRUITMENT

Equal Opportunities applies to the advertisement of jobs,

recruitment and appointment. The Company will promote equal
access to employment opportunities by ensuring contact with
the widest possible employment market. The Company will
ensure that its Policy is made known to all job applicants.

The imposition of a condition or requirement which

disadvantages individuals of a particular race or sex (as they are
less likely to be able to comply with a requirement, whether
directly or indirectly) will be unlawful unless it can be justified on
the grounds of business need. Any questions about this should
be addressed to the Administration Manager.
 In addition, the Company aims to ensure that;

• all sections of the local community know about job opportunities

in the Company, where appropriate;

• where possible, under statutory rules, members of groups who

are under-represented in the workforce will be encouraged to
apply for jobs;

• everyone who applies for a job or promotion with the Company

will receive fair treatment and will be considered solely on
ability to do the job against justifiable selection criteria and
unbiased personnel specification;

• all procedures and practices used in recruitment and selection

will be reviewed regularly to make sure that there is no
unintended bias;

• whilst it is Company practice to employ people between the ages

of 16 and 65, any other age limits should only be used if they
are imposed by statute or can be shown to be essential for the
job;

• all employees including part time staff, will be advised that they
have equal access to training and are encouraged to take
advantage of such training;

• all areas of the workplace are accessible to all employees. Lifts

have been installed in all three buildings to enable access to
employees and visitors with mobility difficulties.

EMPLOYMENT PROCEDURES AND PRACTICES

Any member of staff may use the Company’s grievance

procedure to complain about discriminatory conduct. The
Company wishes to ensure that every member of staff feels able
to raise grievances and no individual will be penalised for raising
such grievances unless it is untrue and made in bad faith.

RESPONSIBILITIES OF EMPLOYEES

The responsibility for providing equal employment opportunities

rests primarily with The Royal Lyceum Theatre Company but
every manager and every employee has a personal
responsibility for the implementation of the Equal Opportunities
Policy.

Individual employees
• are required to implement or comply with measures introduced
by the Company to promote equal employment opportunities
and eliminate discrimination;

• must not discriminate against other employees of the Company

or job applicants;

• must not induce or attempt to induce other employees,

management or trade unions to practice discrimination;

• are required to draw to the attention of management any

suspected discriminatory acts or practices or contravention of
the Company’s Equal Opportunities Policy;

• must not victimise any individuals who have made complaints or

who have provided information about discrimination or
harassment;

• must not harass, abuse, or intimidate other employees on any

grounds or otherwise act in a discriminatory manner;

Employees must recognise that discriminatory acts or failure to

comply with the terms of the policy will be viewed seriously and will
normally result in disciplinary action being taken which may include
dismissal.

Any questions about the application of the Policy should be

addressed to the Administration Manager.

Heads of Department have a specific responsibility for the

implementation and monitoring of equal opportunities within their
own departments and areas of work.

MONITORING

The Company will develop a separate policy to monitor the progress

of the equal employment opportunities policy in practice. This
policy will address all aspects of collecting relevant statistics and
information on the composition of the workforce and job applicants.

The composition of the workforce and job applicants will be

monitored primarily by means of voluntary self-classification in the
following areas:

a) sex

b) marital status

c) disability
d) racial/ethnic origin

e) age

The information collected will be used solely for monitoring

purposes. The Company will ensure that arrangements are made to
protect confidentiality during its collection and retention.

PROVISION OF SERVICE

The Royal Lyceum Theatre Company will provide equal access to

customers through consultation with the groups concerned and
through market research surveys, to ensure that specific reference
is made to the needs of groups covered by the Policy.

The Company is aware of the importance of ensuring independent

access to our premises by disabled people, people with mobility
difficulties, people with small children etc. and the physical and
emotional barriers which prevent these and other minority groups
from involving themselves in the organisation’s activities.

The Company will regularly assess its access provision for

performers, artists and audiences. The installation of a lift
backstage means that within the theatre all people with mobility
difficulties have access to all areas of the Theatre.

Access information will be displayed prominently

The Company’s pricing policy will include concessions for

unemployed, disabled, young people and the elderly.

CONSULTATION WITH THE TRADE UNIONS

The trade unions recognise the importance of equal employment

opportunities and the Company will consult with trade unions on
the content and implementation of the Company’s Equal
Opportunities Policy.

Arrangements will be put in place to allow for the appropriate

consultation.

RELEVANT LEGISLATION

Race Relations Act, 1976

Sex Discrimination Act, 1975

Equal Pay Act 1975, (Amended 1985)

Disability Discrimination Act, 1995

Protection from Harassment Act, 1997

Rehabilitation of Offenders Act, 1974

EQUAL OPPORTUNITIES MONITORING

HEAD OF FINANCE AND OPERATIONS

The RLTC is committed to equal opportunities for all, irrespective of

race, colour, ethnic or national origins, gender, marital status,
sexuality, disability or age.
So that we can monitor the implementation of our policy we are
seeking your help. It would be of great assistance in pursuing our
commitment to equal opportunities if you would complete and
return this monitoring slip.
This information will be treated in the strictest confidence and will
be used only for statistical monitoring. It is not part of the selection
process and will be separated from the application prior to
shortlisting.
Male Female (Please tick)

African

Asian

Caribbean

Chinese

White European

White other

Other
Please specify below

...........................................................................................
..........

Age band:(Please circle)

18-24 25-29 30-36

35-39 40-44 45-49

50-54 55-59 60+

Disability:Do you consider yourself to have a disability Yes/No

Where did you see this vacancy advertised?

THE ROYAL LYCEUM THEATRE COMPANY
GENERAL INFORMATION

The Royal Lyceum is Scotland’s premiere producing theatre

company. Established in 1965 it has, over the last 43 years, gained
a reputation for excellence in both classical and contemporary
work. As part of Scotland’s national theatre community it is
committed to developing the considerable indigenous talents whilst
presenting the best of international drama to the public. The RLTC
aims to reach as wide an audience as possible, whatever their age
or experience of theatre-going and to enable them to access the
richly imaginative world of drama. Audience figures are impressive:
over 3,000 season ticket holders come to every show; and over
100,000 people attend our plays each year.

With a seating capacity of 658, the building is a magnificent

example of late Victorian theatre architecture. The theatre is
situated just off Lothian Road in Edinburgh’s busy West End, close
to the Usher Hall, the Traverse Theatre and the Edinburgh
Filmhouse. In 1991 a major refurbishment transformed the
audience spaces and backstage areas. In the same year the office
and rehearsal space was moved across the road from the theatre
building into first floor accommodation in Grindlay Street. In 1996 a
capital Lottery grant enabled further work to be carried out on the
auditorium seating. In 2002/3, the Rehearsal space was refurbished
and new office space created in the building at 30b. In addition, the
Company’s scenic workshop, stores, wardrobe making and hire
departments are situated at Roseburn, approximately one and a
half miles from the theatre. These were also refurbished in 2002/3.

The Company presents up to eight productions during the period

September to July with a six/seven play season, for which we sell
season tickets, running from September to May. For two weeks in
May/June the theatre becomes a venue for the Scottish
International Children’s Festival. During August the theatre is used
as an Edinburgh International Festival venue and the Company has
recently produced three plays for the EIF.

The RLTC’s policy is to develop a local, UK and international profile

for the theatre that is uniquely Scottish; this includes
commissioning new Scottish work, giving second productions to
contemporary Scottish plays and producing classics of world theatre
with a Scottish cast. The Company aspires to touring successful
productions whenever possible.
The theatre employs 50 full time and 30 part time staff. The Artistic
Director, Mark Thomson, is also the Chief Executive. He succeeded
Kenny Ireland in April 2003. There are 13 Board Directors chaired,
since July 2004, by Donald Emslie

The Company has a commitment to education and has a permanent

Head of Education. The education work is both in-house and
outreach and the Company has a Youth Theatre Leader. This area
of work is popular and successful and plays an integral part in a
long term audience development initiative. Resource packs are
produced for a number of productions and these go to the growing
number of schools which bring parties to the theatre.

The RLTC operates in an increasingly competitive environment

where there are around 9,000 theatre seats to be filled every night
in a city with a population of 450,000 and, within a catchment area
of a 30 mile radius a total population of 750,000.

The Company has an operating turnover of around £3.1 million of

which just over £1.5 million is in grant aid from its principal funders,
the Scottish Arts Council and the City of Edinburgh Council. The box
office income is budgeted at around £990,000. Other income is
raised through sponsorship, hires and lettings. The theatre has a
trading arm which generates income through the bars, events, a
gallery space and rental activities for conferences and meetings.
The restaurant area is rented to Marque Central.

The Royal Lyceum Theatre, workshop buildings and admin buildings

are all owned by the City of Edinburgh Council.