Please provide me with a job description for the role of DUTY RELIABILITY MANAGER and the subsequent competencies required and what level competencies have to be demonstrated.

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TfL Ref: FOI-0749-1819

Thank you for your request received by Transport for London (TfL) on 19 June 2018 asking for information about job roles.

Your request has been processed in accordance with the requirements of the Freedom of Information Act and our information access policy. I can confirm we do hold the information you requested. You asked:

Please provide me with a job description for the role of DUTY RELIABILITY MANAGER and the subsequent competencies required and what level competencies have to be demonstrated.

Please see the attached Job Description for the Duty Reliability Manager role. 

The competencies and behaviours which this role are assessed against are:

Managing Business Performance  - B

Definition: Taking responsibility for business performance; setting the standards, reviewing performance against these, anticipating issues and responding appropriately to drive and improve business performance.

Competency Requirement for Level B:

• Set standards and boundaries expected in job / task and monitor performance against these. Act when these are not met

   

• l Manage issues promptly that could negatively impact on business performance, seeking support where necessary

   

• l Assess work practices and performance to identify areas for improvement

   

• l Anticipate peaks and troughs of activity and manage resources effectively

   

• l Apply and build on best practice

Problem solving and decision making – B

Definition: Identifying and interpreting various sources of information / evidence to understand a situation or problem in order to reach conclusions / make effective decisions or recommendations.

Competency Requirement for level B:

• Identify key patterns / trends and recognise reasons and implications

   

• l Assess the potential wider impact of options

   

• l Use a range of relevant information, including qualitative / quantitative data and policies and procedures, to investigate the problem and guide decisions

   

• l Develop a range of potential options / solutions, identifying the pro’s and con’s of each

   

• l Make balanced and sometimes difficult decisions to effectively address the problem

Results Focus – C

Definition: Delivering business / performance results in TfL to time / budget / quality. This includes looking for ways to improve performance and add value to TfL.

Competency Requirement for level C:

• Make specific changes in own work methods to improve performance e.g. processes, systems

   

• l Identify business improvements and makes specific changes within a business area

   

• l Use feedback and performance trends to inform target setting

   

• l Pre-empt barriers and obstacles to delivery

   

• l Ensure systems and processes are in place to deliver business / performance results / strategy to time / budget / quality

Safety Awareness - C

Definition: Taking the safety of customers, employees, suppliers and the public seriously and understanding own and others’ responsibilities. At higher levels this involves establishing and promoting a safety culture.

Competency Requirement for level C:

• Encourage others to take safety seriously and ensure they understand the latest safety procedures e.g. via briefings, and checking others’ understanding

   

• l Address issues of non-compliance with rules and regulations

   

• l Ensure that safety standards are met

Team Leadership – B

Definition: For those that have responsibility for others, this is about providing strong management and leadership skills. The focus is on instilling trust and confidence in others and improving team, functional or organisational performance. The individual will be expected to lead others.

Competency Requirement for level B:

• Use appropriate management style to deal with issues

   

• l Effectively support and manage change in own business area, acting as a positive spokesperson for organisational decisions

   

• l Build and maintain loyalty to both the team and TfL by creating and maintaining a positive working environment

   

• l Delegate appropriately and create opportunities to enable others to develop their potential

   

• l Effectively manage conflicts at team and individual level to avoid adverse impact on performance

Please see the attached information sheet for details of your right to appeal.

Yours sincerely

Melissa Nichols

FOI Case Officer

FOI Case Management Team

General Counsel

Transport for London

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