We are now recruiting for the following positions:
To find out more, download the recruitment pack and to apply, visit the CharityJob website.
Salary: £32,830
35 hours per week, Monday to Friday
Permanent contract
Remote, with attendance at regular team and all-staff days (travel costs paid direct by CFG)
Summary
As CFG's Policy Officer you will make an impactful contribution to CFG's policy and advocacy work. Working with a wide range of stakeholders, including policy-makers, charity members and corporate partners, you will contribute to the smooth running of the Policy Team's work and effectiveness.
You will be comfortable using your research and analytical skills to ensure CFG remains at the forefront of its advocacy work on behalf of its members and the wider sector. You will have a passion for getting to grips with complex policy issues and bringing people together to engage with them. As a member of the Policy and Communications Directorate, you'll work alongside the Communications Team and other colleagues to ensure our policy work is shared with a range of external audiences. If this sounds like a role for you, read on to apply!
To find out more and to apply, visit the CharityJob website.
Salary: £30,850
35 hours per week, Monday to Friday
12 months’ fixed-term contract
Remote, with attendance at regular team and all-staff days (travel costs paid direct by CFG)
Summary
Are you a communications professional looking for your next move? Are you experienced in creating, commissioning and refining content and communications for a wide range of external audiences and the media? If so, CFG would like to hear from you.
We're looking for a Communications Officer to join our Policy and Communications Directorate. You'll have experience in working across PR/media relations, campaigning and content creation for professional/B2B/charity audiences and working to tight deadlines. You'll be comfortable using different comms channels and tools to share our messages, news and sector insights. If you are looking for your next move, read on to find out more.
Benefits of working at CFG
We offer a superb range of benefits:
- 25 days' annual leave per year in addition to bank holidays, increasing to 28 days after three years of continuous service (pro-rata if part-time).
- An extra three days' leave for the office Christmas closure.
- Wellbeing week closures - one in January and one in the summer.
- Time off for personal health appointments.
- Hybrid and remote flexible working options.
- Four paid volunteering days every year.
- A generous flexitime policy that allows employees to create a good work-life balance.
- Access to eye care vouchers and contribution to the cost of new glasses.
- 24-hour, free and confidential access to our mental wellbeing platform, Plumm.
- Enhanced sick pay, as well as enhanced parental and adoption leave.
- Continuing personal development - learning and development opportunities both individually and organisation wide, such as a mentor/coach, training courses and conferences.
- Auto enrolment to the Personal Pension Plan where CFG will contribute twice your contribution to the scheme up to 10%.
- Access to a season ticket loan or bicycle purchase loan to help ease the cost of travel in London (subject to completion of probation period) as well as interest-free employee loans.
How we pay our staff
CFG is an accredited Living Wage employer and we are committed to ensuring that we pay our staff fairly and in a way which ensures we attract and retain the right skills to have the greatest impact in delivering our charitable objectives.
In accordance with the Statement of Recommended Practice (SORP) CFG discloses:
- all payments to trustees (no trustees receive ‘pay’)
- the number of staff in receipt of more that £60,000 and above (in bands of £10,000)
- pensions and other benefits
CFG has a remuneration committee, which meets annually, is comprised of the CFG Chair, Vice-Chair, Treasurer and one other (who shall be appointed by the Chair), which sets the pay for all staff.
The CEO and Director of Finance & Operations are in attendance for the meeting (leaving for the discussion regarding their remuneration respectively) and no members of the executive are members of the committee.
The main responsibilities of the Committee are to:
- Review the CFG salary banding and make sure amendments as are appropriate to ensure that CFG salaries remain competitive
- Determine the remuneration package of the Chief Executive
- Approve the annual percentage increase in the payroll for all staff (which can be zero) taking into account the average RPI for the previous year.
- Approve any consolidated pay awards and staff salary increases outside of the annual review process as recommended from time to time by the Chief Executive.
- Approve any non-consolidated pay awards (bonus) as recommended by the Chief Executive
- Determine pension arrangements and ensure that contractual terms on termination are fair to the individual and the charity, that poor performance is not rewarded and a duty to mitigate loss is recognised.
In determining CFG’s remuneration policy, the remuneration committee takes into account all factors which are deemed necessary. The objective of the policy is to ensure that the Chief Executive and staff team are provided with appropriate incentives to encourage enhanced performance and are, in a fair and responsible manner, rewarded for their individual contributions to the success of the Charity.
The appropriateness and relevance of the remuneration policy is reviewed annually, including reference to comparisons with other charities ensuring CFG remains sensitive to the broader issues e.g. pay and employment conditions elsewhere.
We aim to recruit, subject to experience, at the lower – medium point within a band, providing scope for development and opportunity to be rewarded for excellence. We do not employ interns without pay and we pay at least the London Living Wage for all our staff.
Delivery of CFG’s charitable vision and purpose is primarily dependent on our staff, which is the largest single element of charitable expenditure. The total of employee benefits including pension contributions received by Key Management Personnel in 2023 is £321,004 (2022: £259,037). CFG's Board had defined that "key management personnel" would be based on our scheme of delegation where significant control had been delegated to the CEO and others; namely Directors or those making decisions of a significant nature. As a result, the following roles have been included; CEO, Director of Commercial Services and Marketing, Director of Policy and Engagement and Director of Finance and Operations.
Our Annual Reports outline our remuneration in more detail.
