Research and Impact Officer

Contract Type
Public Sector
£48,831 per annum
Expiry Date
The Civil Society and Sport unit work to support the civil society and community sport sectors in London through capacity building, policy, best practice, building collaboration and partnerships, and delivering targeted funding to the sectors.

Job Description

It also helps Londoners to play active roles in their city through volunteering. The Research and Impact Officer will work across many areas of the unit and is ideal for someone who enjoys variety in their work, is curious and has a keen eye for detail, delving into the nuances of research and data analysis. The candidate: 

 will be highly organised and can work with different parts of the unit to manage multiple project requirements and deadlines efficiently.  
analytical and reasoning skills are a must, enabling them to interpret complex data sets, draw meaningful insights, and identify patterns.  
will think creatively and innovatively, and use this to identify needs of the sector, responses, trends and explore novel approaches to problem-solving and demonstrating project outcomes. 
will help colleagues to and will at times themselves design and manage monitoring and reporting using various techniques to evidence the impact of the unit’s varied portfolio of programmes. 
can extrapolate data to predict trends and infer results of work and communicate research findings and at times complicated data effectively to diverse audiences, including stakeholders, policymakers, and the public.  
adaptability and openness to new ideas are vital, as is thinking strategically and the ability to identify new ways of working and increasing efficiency in processes. 


 Principal Accountabilities  


Some of the key accountabilities in this varied role include: 

Supporting the unit to evidence the impact of their programmes by designing, implementing and at times managing monitoring and evaluation frameworks for the unit, and other related areas of work 
Scoping, developing and delivering research briefs, including proposals for new pilot activities.  
Overseeing programme management and implementation of agreed projects, including procuring and managing external commissions 
Identifying, monitoring, evaluating and interpreting information from a wide range of sources. Report on risks, issues and performance, identifying and where relevant take steps to resolve performance issues in advance at both a programme and corporate level. 
Preparing written and oral comms, responses, briefings, advice and reports for the GLA related to policy issues, evaluation and measurement, and transparency.  
Presenting projects, in the context of the mayor’s policies, objectives and concerns at seminars, meetings and conferences to external bodies and organisations.  


 If you have a question about the role or would like to discuss it informally, please feel free to contact Karen Reed at to arrange a call.  


Please note all applications for this vacancy must be submitted via our online recruitment system. We do not accept CVs alone for this role. Please upload a supporting statement with a maximum of 1500 words to the ‘Additional Documents’ section of the form, ensuring you address the following technical requirements and competencies in your supporting statement. Word or PDF format preferred and do not include any photographs or images. Please ensure your CV and supporting statement documents are saved with the job reference number as part of the naming convention (E.g. “CV – applicant name - 012345) 
The GLA Competency Framework Guidelines further detailing each competency and the different level indicators can be found here: GLA competency framework 




Technical requirements/experience/qualifications 


The candidate will have: 


 An understanding of impact evaluation and measurement best practice, thought leadership, and experience of delivery of evaluation frameworks and development of research and policy briefs (essential) 
Experience of co-ordinating work across several stakeholders working in a partnership environment (essential), ideally including public sector agencies, voluntary and community groups, community sport, the youth sector, volunteers and the private sector.  
Experience of project and programme management and reporting, options appraisal, critical thinking, analytical and written skills, experience of analysing data from multiple sources and demonstrable ability to utilise these to assess, interpret, and present ideas, data, and information and the ability to negotiate and broker consensus within an organisation. Ideally with experience of managing multiple-project programmes and ensuring they deliver results on target and within budget, with first-hand experience of complex negotiation and monitoring issues and risks. (essential) 
Experience of social policy and/or sports issues, although applicants with transferable skills and experience will be considered. (Desirable) 
Knowledge of the structure of London government and an understanding of the issues associated with working in a complex political environment. (Desirable) 


Behavioural Competencies 


Problem Solving 

… is analysing and interpreting situations from a variety of viewpoints and finding creative, workable and timely solutions. 


Level 2 Indicators of Effective Performance 


Processes and distils a variety of information to understand a problem fully 
Proposes options for solutions to presented problems 
Builds on the ideas of others to encourage creative problem solving 
Thinks laterally about own work, considering different ways to approach problems 
Seeks the opinions and experiences of others to understand different approaches to problem solving 


Planning and Organising 

… is thinking ahead, managing time, priorities and risk, and developing structured and efficient approaches to deliver work on time and to a high standard. 


Level 2 Indicators of Effective Performance 

Prioritises work in line with key team or project deliverables 
Makes contingency plans to account for changing work priorities, deadlines and milestones 
Identifies and consults with sponsors or stakeholders in planning work 
Pays close attention to detail, ensuring team’s work is delivered to a high standard 
Negotiates realistic timescales for work delivery, ensuring team deliverables can be met 


Communicating and Influencing 

… is presenting information and arguments clearly and convincingly so that others see us as credible and articulate and engage with us. 


Level 2 Indicators of Effective Performance 

Presents a credible and positive image both internally and externally 
Challenges the views of others in an open and constructive way 
Communicates openly and inclusively with internal and external stakeholders 
Clearly articulates the key points of an argument, both in verbal and written communication 
Persuades others, using evidence-based knowledge, modifying approach to deliver message effectively 


Building and Managing Relationships 

… is developing rapport and working effectively with a diverse range of people, sharing knowledge and skills to deliver shared goals.  


Level 3 Indicators of Effective Performance 

Actively engages partners and encourages others to build relationships that support GLA objectives 
Understands and recognises the contributions that staff at all levels make to delivering priorities 
Proactively manages partner relationships, preventing or resolving any conflict  
Adapts style to work effectively with partners, building consensus, trust and respect 
Delivers objectives by bringing together diverse stakeholders to work effectively in partnership 


Organisational Awareness 

… is understanding and being sensitive to organisational dynamics, culture and politics across and beyond the GLA and shaping our approach accordingly. 


Level 2 Indicators of Effective Performance 

Challenges unethical behaviour  
Uses understanding of the GLA’s complex partnership arrangements to deliver effectively 
Recognises how political changes and sensitivities impact on own and team’s work 
Is aware of the changing needs of Londoners, anticipating resulting changes for work agendas 
Follows the GLA’s position in the media and understands how it impacts on work 


Responding to Pressure and Change 

… is being flexible and adapting positively, to sustain performance when the situation changes, workload increases, tensions rise or priorities shift.  

Level 2 Indicators of Effective Performance 

Maintains a focus on key priorities and deliverables, staying resilient in the face of pressure 
Anticipates and adapts flexibly to changing requirements  
Uses challenges as an opportunity to learn and improve  
Participates fully and encourages others to engage in change initiatives  
Manages team’s well-being, supporting them to cope with pressure and change  


 This role is based at London Fire Brigade’s Head Office (Union Street SE1 0LL)  

GLA staff are hybrid working up to 3 days a week in our offices and remotely depending on their role. As part of this, you will need to split your time between home working and coming into the office. 

London's diversity is its biggest asset, and we strive to ensure our workforce reflects London's diversity at all levels. We welcome applications from everyone regardless of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith or disability.  

We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce. 

We are committed to being an inclusive employer and we are happy to consider flexible working arrangements. We would welcome applications from candidates who are seeking part time work as this role is open to job share.  

In addition to a good salary package, we offer an attractive range of benefits including 30 days’ annual leave, interest free season ticket loan, interest free bicycle loan and a career average pension scheme. 


 Application closing date: 18th December 2023 at 23:59