Analytical Administration Assistant

SELECTION CRITERIA

Essential Criteria

Candidates possessing all of the essential criteria as outlined in the relevant job description/person specification will be deemed eligible to apply for the position. It is therefore essential that applicants provide sufficient details, clearly demonstrating by way of example, how and to what extent they meet these requirements.

Applications will also be considered from applicants with relevant formal qualifications considered by the selection panel to be of an equivalent or higher standard to those required for the relevant role. If putting forward an equivalent qualification, please clearly detail the type of qualification and how an equivalency has been justified.

If a candidate believes a qualification to be equivalent to the one required, the onus is on the candidate to provide the panel with the details of modules studied etc., so that a well-informed decision can be made. All claimed equivalencies will, where possible, be verified in conjunction with the appropriate framework.

Desirable Criteria

In addition applicants should be aware that following the essential criteria based eligibility sift, should it be necessary to further shortlist candidates to progress to the next stage of the selection process, desirable shortlisting criteria will be used as defined within the person specification.

It is therefore essential that applicants provide sufficient details, clearly demonstrating by way of example, how and to what extent they meet these requirements.

Important Information All applicants must ensure that all relevant qualifications, experience and key skills, both essential and desirable, are clearly detailed by way of example within the application submitted. The selection panel will not make assumptions from the title of the applicant’s post or the nature of the organisation as to the skills and experience gained. Consequently it is not sufficient to simply list your duties and responsibilities.

If sufficient detail regarding how both the essential and desirable criteria is met is not provided within the submitted application, the application may be rejected by the selection panel.

Please note that the details provided in a submitted application form (qualifications, experience, key skills) are the only basis from which the selection panel will determine eligibility for the post. Only those applicants who appear from the information available at the closing date, to have met the essential and, if appropriate, desirable criteria will be progressed to the next stage of the selection process.

Salary and Benefits

Salary Role Dependent Almac offers generous and flexible industry competitive salaries and benefits packages. We regularly benchmark such packages against those of other relevant companies in order to ensure that they remain competitive.

Relocation Assistance Where Applicable Attracting talented appointees to Almac enables us to meet our continuously evolving global business needs. Where applicable, relocations are seen as a business necessity vital to the achievement of business aims, whilst providing valuable career enhancement opportunities for high calibre appointees.

Annual Leave Entitlement The holiday year runs from 01 January to 31 December each year. All employees, unless otherwise advised, are entitled to receive a total of 6.8 weeks paid leave per annum.

Pension Scheme Almac believes in assisting employees in making adequate financial preparation for their future. Consequently we offer all employees the opportunity to plan for their retirement through flexible pension plan options.

Work/Life Balance Almac have a number of policies in place to assist employees in maintaining and improving their work life balance and general wellbeing:

• Westfield Healthcare

• Bike to Work Scheme

• Enhanced Occupational Sick Pay

• Flexible Working Policy

• Maternity/Paternity Leave

• Parental Leave to include shared parental leave

• Emergency Leave

• Adoptive Leave

• Charity Policy

• Marriage Leave

• Moving House Leave

• Employee Discount Scheme

Learning and Development Opportunities At Almac there is a culture of development. Almac views people development as a partnership that ensures employees contribute to their learning and career management, while Almac helps to identify and support development activities.

Annual performance reviews link people development to the growth of our people and their effectiveness in achieving the needs of the business.

Talent Management Programme Almac provides a culture and work environment that is committed to nurturing and developing its talent pool, to support business objectives alongside the career and development aspirations of individual employees. We actively recognise employee contribution, expertise, and excellence through continuous development, career planning, performance management, and appropriate reward and recognition programmes.

Recruitment and Selection Process

Application To apply, please complete an online application form at www.almacgroup.com/careers

All applications must be received via successful online submission by the relevant closing date. Please note that the onus is placed upon the applicant to ensure that the completed application is submitted successfully on or before the closing date. Almac will not take into consideration the failure of external IT/IS services to deliver completed application forms by the closing date.

Applicants with a disability who require assistance will be facilitated upon request. Applicants who wish to receive an information pack in accessible formats are requested to advise Human Resources of their requirements as promptly as possible allowing for the fact that the closing date for receipt remains the same for all applicants as noted above.

Application Form The application form is designed to ensure that applicants provide the necessary information to determine how they meet the eligibility requirements as defined by the relevant essential and desirable criteria.

Applicants must clearly and fully demonstrate, by way of example, on the application form how they meet the required criteria. For example, if GCSE English Language Grade A to C or equivalent is required and only English is recorded or the grade of the qualification is not recorded, the application may not be progressed.

The selection panel will not assume that English means English Language or that a GCSE Grade C pass has been attained if this is not clearly recorded within the application form. We will shortlist solely on the information provided by the applicant on the application form. Members of the selection panel will not make assumptions or, in the case of internal applicants, take into consideration information known to them personally about any applicant.

Changes in Personal Circumstances Please ensure that Almac Human Resources are informed immediately of any changes in personal circumstances (i.e. amendments to contact details).

Shortlisting After the closing date, the first stage in the selection process will be to conduct a shortlist of completed application forms against the essential and, where applicable, desirable criteria. Applicants who have not fully demonstrated on their application form how they meet each of the criteria will not be progressed to the next stage of the process.

Interview Following the shortlisting exercise, it is intended that the selection process will involve a competency based interview in accordance with the Almac core competencies and job specific criteria for the role.

At Almac all our staff are required to demonstrate certain core skills, which we refer to as our "core competencies". These are assessed throughout the selection process. Candidates should make themselves aware of these, and how their own experiences may demonstrate each competency.

Each of the topics discussed at your interview/s will relate to one of the Almac Core Competencies (ACCs). These competencies reflect our priorities in terms of how we work to meet the needs of our customers and ensure success. Our selection assessments are designed to establish candidates’ suitability for not only the role for which they have applied but also the company as a whole. This enables us to offer candidates not simply jobs but satisfying careers.

When reading through the ACCs consider your personal experience in each of the areas. In your interview you should provide recent and relevant examples, which will give the interview panel an insight into your experience, skills and abilities in each competency area.

Where possible, interviews will be rescheduled to accommodate applicants who are unable to attend on the scheduled date and time. If you are unable to attend and wish to request an alternative appointment, please advise the Almac recruitment team as soon as possible.

If an applicant fails to present him or herself for interview, it will be deemed that they have withdrawn from the selection process. (NB - Please also refer to Competency Based Interview Guidance Notes in Section 6 of this guide)

Psychometric Assessment Our assessment tools vary widely and the nature of assessments used will be defined by the specific role to which the recruitment and selection process relates. Candidates may be required to sit one or more of the following:

• Ability/aptitude tests

• Management scenario exercises

• Personality profile questionnaires

Assessment tools used by Almac provide additional information regarding particular areas of ability which cannot be assessed objectively from other parts of the selection procedure, such as numerical reasoning ability or the quality of report writing skills.

All candidates within each specific recruitment exercise will be required to complete the same assessment exercises, affording all candidates the opportunity to be assessed on a fair and objective basis. Test results will have an impact upon the recruitment decision but they are not used in isolation. Instead they are considered along with the other information gathered during the selection process so that an overall view of role suitability can be formed. (NB - Please also refer to Assessment Guidance Notes in Section 6 of this guide)

Job Specific Knowledge Demonstrates required job knowledge and understanding to successfully and completely fulfil or exceed the requirements of the post. Follows correct procedures and guidelines (SOPs). Proactively demonstrates a desire to enhance and develop job knowledge.

• Has the necessary functional and technical knowledge and skills to do the job to a good standard

• Does not overly depend on their technical and functional knowledge to the detriment of their interpersonal and communication skills

• Follows and adheres to the relevant policies and procedures in completing their work as laid out by department, organisation and legislation/regulation (SOPs)

• Proactively shares their job knowledge with others to promote learning

• Understands and uses appropriate computer systems and programmes

• Demonstrates a willingness to learn and implement new skills and knowledge

• Takes personal responsibility for identifying areas of skill and knowledge development

• Continues to develop functional and technical skills and knowledge through active involvement in training and development activities

Leads by Example Promotes a clear vision and mission. Acts as a positive role model for the organisation, fostering a climate of teamwork and development.

• Leads by example and is a positive role model to others demonstrating commitment and dedication

• Is decisive in making critical decisions and recognises when it is important to do so rather than escalating a problem

• Has a clear sense of vision and direction and provides this for others where applicable

• Shares knowledge and understanding with others to foster a climate of learning and development

• Coaches and mentors others to help them realise their potential

• Takes clear responsibility and ownership for a task remaining accountable even when delegating

• Is open and approachable involving others in decision making

• Recognises the contribution of others and celebrates achievements

• Works effectively with others, recognises their contributions

• Is aware of others' needs within a team and is prepared to support and share resources to achieve business objectives

Communication

• Communicates clearly and effectively. Promotes the exchange of ideas and information across the organisation. Fosters dialogue to ensure everyone understands what is going on

• Communicates regularly and consistently to keep everyone informed of what is going on

• Communicates in a timely manner

• Has appropriate level of knowledge and understanding of issues to communicate information correctly and confidently

• Recognises communication is a two way process and demonstrates effective questioning and active listening skills to achieve this

• Communication style is open and approachable

• Tailors the message to the audiences needs to ensure information is clear and understood

• Chooses the most appropriate method/technique to communicate message, bears in mind purpose and audience

• Is open to giving and receiving feedback in order to highlight areas of improvement and lessons learnt

• Cascades information and decisions to all appropriate people across business units and departments

• Written communication is clear and easy to understand, keeps jargon to a minimum and is structured to aid understanding

• Manages or contributes to meetings appropriately in order to achieve meeting objectives in a timely manner

Customer Focus Strives to exceed the expectations and requirements of internal and external customers; acts with customers in mind and values the importance of providing high-quality customer service.

• Builds a positive working relationship with both the internal and external customer that fosters open and honest communication and feedback

• Understands and manages the customer expectations and different individual needs

• Identifies problems and issues and works with the customer to provide the most appropriate solutions

• Handles difficult and challenging customers – delivers the difficult message whilst maintaining relationships

• Strives to add value and continuously identifies ways to improve the service offered

• Acts with the customer in mind and is flexible to their needs

• Delivers a high quality product and service at all times

• Offers same level of respect and consideration of both external and internal customers

• Networks and develops relationships internally across departments and business units to deliver the best service to external customers