- All
- Application Process
- Before you apply
- How the grant works
- Professional Development
- Questions the leader might ask
- Recruiting your leader
- What is expected of the organisation and T2S leader?
No, the grant covers the salary, £2000 for NI/pension and a travel allowance. The organisation must match the full cost recovery element.
Charities are invited to apply by The Rank Foundation or via The National Lottery Community Fund (subject to conditions).
Eligible organisations will be contacted directly by The Rank Foundation.
The VCSE strength checker is a self-assessment, diagnostic tool which is available to assist organisations to identify capacity.
Time to Shine leaders work on all kinds of projects that demonstrate they will help the charity to grow e.g. Developmental fundraising, managing events, developing social media presence, digital marketing, research.
No. Funding is for one leader only.
Charities complete the online application identifying a priority business development gap and outlining what difference a leader with the right skills set would make in addressing this need.
A role description and evidence of specified company policies is required at stage1 as well as financial information.
The letter of support is written by the organisation championing the potential leader.
Regional interviews (via Zoom or in person) will take place in October/ November 2021.
The interview panel includes representatives from The Rank Foundation, The National Lottery Community Fund and Time to Shine alumni. The potential leader and manager both attend on behalf of the organisation.
Time to Shine is a leadership programme and both the manager and the leader are participants. The leader attends the interview to demonstrate to the panel that the essential criteria including skills set, underemployed status, work ethic and interest in the social sector are met.
Applications close 20th September 2021
The organisation is responsible for recruiting a suitable leader; this can be someone already volunteering, or they can be recruited to the specific role but should be underemployed or looking for their first career step into the social sector.
As well as any interviews with the organisation, the preferred candidate will attend additional regional interview with the Rank Foundation.
The organisation employs the leader and provides the contract of employment, treating them as any other employee on a one- year contract.
The programme starts in January 2022 (exact dates to be confirmed); the leader should have started in post with the organisation prior to the launch conference
The Foundation funds full time employment for 12 months, the number of hours is determined by what the organisation deems ‘full time’ (between 35 – 37.5 hours per week). Applicants with disabilities, or health circumstances that prevent them from working full-time, are welcome to apply, but the work focus must be achieved within the 12-month period.
Due to the nature of the programme including the action learning sets and residential events, job share is not suitable for this role.
This is specified by the Living Wage Foundation currently £9.50 per hour across the UK, £10.85 per hour in London.
No, T2S is a leadership programme and does not replace existing roles where funding has ceased. The programme gives the leader an opportunity to gain paid work experience while building and further developing the charity in some way.
January 2022 before the launch conference. Leaders should start after confirmation of funding and the signed contract is returned to The Rank Foundation.
The named line manager will be required to attend development days as specified in the contract. Mentoring and professional development is available through the network.
Each organisation will determine the specific skill set they need for the leader to undertake the T2S project/role. Individuals need the right mix of skills and talent to complete the 12-month project.
The organisation must provide a named line manager (employed by the organisation and working similar hours to the leader) to support the individual and commit time for the leader to undertake development. The organisation must be able to support the leader in a Covid19 context.
No, we require organisations to commit to leaders attending the development days (online and/or face-to-face) as specified in the contract to enable the leader to fully engage and benefit from the programme.
The conference dates relate to each leaders set and will be specified in the contract; organisations are not able to select which dates they can attend.
The foundation establishes the final grant award once the contract is signed. This will be a split grant with the first instalment in January 2022.
The £2000 is incorporated within the Time to Shine grant and can be used for any additional costs relating to the placement this could be NI/pension/other costs.
This fund does not cover full cost recovery. Funded organisations are expected to provide supervision and management time alongside time for the T2Shiner and their manager to attend conferences, events, mentoring and other learning opportunities.
The travel allowance is calculated by Rank as a contribution towards travel and subsistence to the statutory programme events; the launch and review conference for T2S leaders and managers, action learning and annual conference for the T2S leaders.
As members of RankNet, each leader and manager will be eligible to apply for up to £1000 in additional funding for training opportunities available through RankNet (subject to availability).
The named manager and leader are the participants in the programme and the grant cannot be transferred, The Rank Foundation will request a return of unspent funds and the proportion of the grant allocated for the leader’s role.
Reports are required to be submitted three times a year. Further evaluations may be requested at any point during the Time to Shine leadership year.
The programme is experiential and focuses on leadership skills and encourages personal development through the conferences, action learning and mentoring.
Action Learning forms part of the Leadership development days which take place during the programme. What is action learning? – Action Learning Associates
Other self-led training opportunities are available through bursary funding accessed via RankNet (the foundation’s online community platform).
Mentors and mentees are matched according to their skills and the nature of the project.
Opportunities for networking support and training are available for managers at training/development as promoted via RankNet.
Leaders can continue with membership of the RankNet online community platform and access various opportunities. Leaders are also invited to join the Rank Fellowship.
Time to Shine leaders work on all kinds of projects that demonstrate they will help the charity to grow e.g. Developmental fundraising, managing events, developing social media presence, digital marketing, research.
The organisation is responsible for recruiting a suitable leader; this can be someone already volunteering, or they can be recruited to the specific role but should be underemployed or looking for their first career step into the social sector. The organisation’s preferred candidate will attend an additional regional interview with the Rank Foundation.
The interview is informal; an interview panel includes representatives from the Rank Foundation, The National Lottery Community Fund and a former Time to Shiner. The potential leader and manager both attend on behalf of the organisation.
Interview days are set to allow preparation and convening of the interview panels; an alternative time and venue is unlikely to be possible. For application to 2022, interviews will take place face to face or via zoom during November, exact dates TBC.
A professional network of all Ranks currently funded organisations, where additional opportunities are advertised via our online community platform.
Applicants must either be unemployed or underemployed; they do not need to be working.
The Programme is aimed at providing an opportunity of paid employment to someone who is either unemployed or underemployed. We encourage you to consider potential candidates with lived experience from within your beneficiary or volunteer network and your own community.
Organisations recruit their own prospective leader; there is no central talent pool. We encourage you to consider potential candidates with lived experience from within your beneficiary or volunteer network and your own community.
Do leaders need to be based full time in the premises or can they work flexibly including from home?
Leaders should be treated the same as permanent organisation staff, company policy should be in place to support mixed office/home-based working. The leader must be provided with the adequate resources, suitable equipment, and line management support to undertake this developmental role.
No, organisations funded the TNLCF can apply if invited, subject to meeting the application criteria.
No, please explain on the application form that this is COVID funding.
The aim of the programme is to provide a new opportunity to an individual looking to gain work experience in the social sector.
The first stage of the application process is around the organisation and proposed T2S project. If successful, both the Time to Shine line manager and leader will then attend a second interview with Rank. Funding is not confirmed until the interview with Rank has taken place.
A travel allowance forms part of the grant to allow the T2S manager and leader to attend mandatory events as outlined in the guide and contract.
The prospective leader will not currently be in a substantive employment. They can be employed but the new role must have significantly increased responsibility.
The Time to Shine task should be time limited and able to be completed within the year. While ongoing employment for the leader is advantageous, Rank has no expectation that the organisation will provide a post for the leader.
This is an entry level role and Rank specifies the Real Living Wage to ensure parity across the programme.
No, leaders cannot leave substantive employment to take on this opportunity.
No
We encourage applications from leaders across the whole of society. Rank do not provide specific funding to support candidates with specific learning disabilities. Leaders can apply for individual development bursaries to improve skills.