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Multiple Job opportunities

Royal Borough of Kingston Upon Thames

Vision

The work they do helps make the borough of Kingston better for everyone who lives and works here. You will play a vital part in that work and they are committed to doing all they can to make sure you are happy and supported in your role. They believe their staff are their biggest asset and they want you to feel valued and enabled.

They are very proud of their values which were designed by their staff in 2019. These values reflect what is important to them and they’re what makes Kingston Council unique. They are a commitment to how they want to work together to achieve results.

Supportive of trying new ideas, with the courage to change direction.
Transparent and connected in all that they think, say and do.
Appreciative of each other, recognising and celebrating success.
Respectful of difference and valuing diversity.

Their organisational STAR values underpin their commitment to you, and the commitment they make to each other as colleagues - they will always strive to be Supportive, Transparent, Appreciative, Respectful in everything they do.

‘Making Kingston Better Together’

This is Kingston Council’s Corporate Plan, setting out the vision, ambitions and priorities for the borough over the next four years (2019-23).

The plan focuses on three main outcomes:

A sustainable approach to new homes, development and infrastructure which benefits their communities, in a well maintained borough.
A safe borough which celebrates their diverse and vibrant communities, with local priorities shaped through participatory democracy.
Healthy, independent and resilient residents with effective support to those who need it most.

Against each outcome, the council has a number of priority activities it will focus on delivering, together with a range of measures to monitor performance. These outcomes and priorities will guide the decisions the council takes and how it allocates resources.

Addressing some of their toughest challenges

Residents and communities need RBK more than ever to work alongside them to help everyone in Kingston emerge from the economic, social and financial challenges stronger, more united and able to achieve their goals.

There are a number of key interdependent and overlapping strands of work that are informing how they move forward.

Strategic priorities

Managing their in-year budget spend (Jul 2020 - Mar 2021)- Managing expenditure and delivering current and new in-year savings at pace to support this year’s budget position
Their continued COVID-19 response and recovery (Jul 2020+) - Supporting their communities and the local economy to recover from the impact of COVID-19 and continuing to respond to the pandemic as it develops
Accelerating the delivery of transformation & future budget planning (Jul 2020 - 21/22 & 22/23) - Delivering transformational change to service delivery at pace and taking a transformational approach to setting the budget for 21/22

Their Transformation Programme’s vision is to deliver improved outcomes and better services for people in Kingston by doing more with less, recognising the challenging financial context.

Ambitious transformation is cross-cutting, outside the remit of one single service or council function, therefore transformation at a corporate level is grouped into thematic areas which are overseen and driven at the most senior officer level:

Sustainable Communities
Maximising Independence
Enterprising Borough
Leading Council

However, there are also service transformation and improvement plans being delivered across the organisation by individual services to deliver continuous improvement in service delivery at every level. You can find out more about how you and your team contribute to this transformation journey as part of your orientation programme.

Valuing you

“Appreciative: of each other, recognising and celebrating success” is one of their corporate values. They are proud to have a range of schemes which recognise the achievements of their staff and show their appreciation of their contribution by living their STAR values – these include their weekly STAR / STAR team of the week, the Chief Executive’s STAR of the month, ‘show someone a STAR compliment’ which enables colleagues to recognise others at any time on their intranet home page, recognition at Directorate away days and their newly launching glitzy STAR Staff Awards ceremony!

You will also receive regular feedback from your Manager through transparent and open conversation and discuss your progress against mutually defined objectives through their appraisal process.