Deputy Box Office Manager

Thank you for your interest in the above post. Please find attached

• Job Description
• Person Specification
• Equal Opportunities Policy
• Equal Opportunities Form
• General Information about the Company

Please apply in writing, enclosing a CV and the names and addresses of two
referees to:

Ruth Butterworth
Administration Manager
Royal Lyceum Theatre Company
30B Grindlay Street
Edinburgh
EH3 9AX

Closing Date for applications: 5 February 2010

JOB DESCRIPTION

POST: DEPUTY BOX OFFICE MANAGER

LINE MANAGER: BOX OFFICE MANAGER

MAIN PURPOSE OF POST: To supervise the day to day operation of

the box office in the absence of the Box Office Manager, providing a
customer focused and efficient box office service.
Hours: 35 per week on a rota basis.
Salary: c£16,500

KEY TASKS AND RESPONSIBILITIES

To ensure the provision of an informed and efficient ticket-selling service

To deputise for the Box Office Manager in his/her absence, ensuring

operating standards are maintained at all times

To assist the Box Office Manager in the management of box office personnel

To deal courteously and efficiently with all ticket bookings, reservations and
enquiries

To actively support the marketing department in achieving production targets

To be fully conversant with the computerised box office operating system

(currently ENTA)

To amend and maintain patron database as and when necessary in

accordance with current style and policy

To help ensure prompt response to messages left on the answering system

and email enquiries

To help maintain day-to-day operation of the online booking service

To control issue of house seats with Box Office Manager

To reconcile daily takings, print and distribute daily reports

To secure the box office, turning off terminals and printers and locking all
cash in the safe

To open the box office and foyer, activate terminals, etc,

To help maintain box office as a secondary reception point for visitors,

tradespeople and deliveries, redirecting them to the appropriate department

To supply accounts, marketing and other departments with statistical

information as required

To ensure all transactions are properly recorded and that all cash handling
operations are in line with company procedures

To attend meetings and communicate information to Box Office colleagues

where appropriate

To adhere to the Company’s Health and Safety Policy and other policies

To carry out any other task which may be reasonably required by the Box
Office Manager, Marketing Manager or Artistic Director

To make a positive contribution to the work of the department and to the

Royal Lyceum Theatre Company as a whole
DEPUTY BOX OFFICE MANAGER

PERSON SPECIFICATION

Essential Skills

Computer literate (experience of box office systems and Microsoft Office

packages)
People management skills
Organizational skills
Numeracy skills
Customer care skills
Ability to work under own initiative and as part of a team
Ability to work with other departments within the organisation
Money handling and budgeting experience
Excellent telephone manner

Desirable

Ability to work calmly under pressure

Active interest in theatre
Sense of humour
EQUAL OPPORTUNITIES

STATEMENT of POLICY

The Royal Lyceum Theatre Company is committed to a policy of equality of

opportunity for its staff (existing and prospective) and customers. The aim of
this policy is to eliminate unlawful or unfair discrimination on the grounds of
sex, marital status, responsibility for dependents, disability (mental and/or
physical), sexual orientation, race, colour, ethnicity, nationality, religious
belief, politics, social background, part-time employment, age, trade union
activity, employment status, HIV status or gender reassignment and to ensure
that no person or group is disadvantaged by unjustifiable reasons or
conditions.

Employment practices will be operated based on the merits and abilities of

individuals and decisions regarding recruitment, selection training and
promotion will be based solely on objective, job-related criteria. The
Company undertakes to apply employment procedures and practices in such a
way as to minimise the possibility of discrimination and to develop means of
combating it whenever it arises. The Company will ensure that its Policy is
made known to all employees.

This Policy applies to advertisement of jobs, recruitment and appointment,

training, conditions of work, pay and every aspect of employment.

RECRUITMENT

Equal Opportunities applies to the advertisement of jobs, recruitment and

appointment. The Company will promote equal access to employment
opportunities by ensuring contact with the widest possible employment
market. The Company will ensure that its Policy is made known to all job
applicants.

The imposition of a condition or requirement which disadvantages individuals

of a particular race or sex (as they are less likely to be able to comply with a
requirement, whether directly or indirectly) will be unlawful unless it can be
justified on the grounds of business need. Any questions about this should be
addressed to the Administration Manager.
In addition, the Company aims to ensure that;

• all sections of the local community know about job opportunities in the
Company, where appropriate;

• where possible, under statutory rules, members of groups who are under-
represented in the workforce will be encouraged to apply for jobs;

• everyone who applies for a job or promotion with the Company will receive
fair treatment and will be considered solely on ability to do the job against
justifiable selection criteria and unbiased personnel specification;

• all procedures and practices used in recruitment and selection will be

reviewed regularly to make sure that there is no unintended bias;

• whilst it is Company practice to employ people between the ages of 16 and

65, any other age limits should only be used if they are imposed by statute
or can be shown to be essential for the job;

• all employees including part time staff, will be advised that they have equal
access to training and are encouraged to take advantage of such training;

• all areas of the workplace are accessible to all employees. Lifts have been
installed in all three buildings to enable access to employees and visitors
with mobility difficulties.

EMPLOYMENT PROCEDURES AND PRACTICES

Any member of staff may use the Company’s grievance procedure to complain
about discriminatory conduct. The Company wishes to ensure that every
member of staff feels able to raise grievances and no individual will be
penalised for raising such grievances unless it is untrue and made in bad
faith.

RESPONSIBILITIES OF EMPLOYEES

The responsibility for providing equal employment opportunities rests

primarily with The Royal Lyceum Theatre Company but every manager and
every employee has a personal responsibility for the implementation of the
Equal Opportunities Policy.

Individual employees

• are required to implement or comply with measures introduced by the

Company to promote equal employment opportunities and eliminate
discrimination;
• must not discriminate against other employees of the Company or job
applicants;

• must not induce or attempt to induce other employees, management or

trade unions to practice discrimination;

• are required to draw to the attention of management any suspected

discriminatory acts or practices or contravention of the Company’s Equal
Opportunities Policy;

• must not victimise any individuals who have made complaints or who have
provided information about discrimination or harassment;

• must not harass, abuse, or intimidate other employees on any grounds or

otherwise act in a discriminatory manner;

Employees must recognise that discriminatory acts or failure to comply with

the terms of the policy will be viewed seriously and will normally result in
disciplinary action being taken which may include dismissal.

Any questions about the application of the Policy should be addressed to the
Administration Manager.

Heads of Department have a specific responsibility for the implementation and

monitoring of equal opportunities within their own departments and areas of
work.

MONITORING

The Company will develop a separate policy to monitor the progress of the
equal employment opportunities policy in practice. This policy will address all
aspects of collecting relevant statistics and information on the composition of
the workforce and job applicants.

The composition of the workforce and job applicants will be monitored

primarily by means of voluntary self-classification in the following areas:

a) sex

b) marital status

c) disability

d) racial/ethnic origin

e) age
The information collected will be used solely for monitoring purposes. The
Company will ensure that arrangements are made to protect confidentiality
during its collection and retention.
PROVISION OF SERVICE

The Royal Lyceum Theatre Company will provide equal access to customers
through consultation with the groups concerned and through market research
surveys, to ensure that specific reference is made to the needs of groups
covered by the Policy.

The Company is aware of the importance of ensuring independent access to

our premises by disabled people, people with mobility difficulties, people with
small children etc. and the physical and emotional barriers which prevent
these and other minority groups from involving themselves in the
organisation’s activities.

The Company will regularly assess its access provision for performers, artists
and audiences. The installation of a lift backstage means that within the
theatre all people with mobility difficulties have access to all areas of the
Theatre.

Access information will be displayed prominently

The Company’s pricing policy will include concessions for unemployed,

disabled, young people and the elderly.

CONSULTATION WITH THE TRADE UNIONS

The trade unions recognise the importance of equal employment

opportunities and the Company will consult with trade unions on the content
and implementation of the Company’s Equal Opportunities Policy.

Arrangements will be put in place to allow for the appropriate consultation.

RELEVANT LEGISLATION

Race Relations Act, 1976

Sex Discrimination Act, 1975

Equal Pay Act 1975, (Amended 1985)

Disability Discrimination Act, 1995

Protection from Harassment Act, 1997

Rehabilitation of Offenders Act, 1974

EQUAL OPPORTUNITIES MONITORING

Deputy Box Office Manager

The RLTC is committed to equal opportunities for all, irrespective of race,

colour, ethnic or national origins, gender, marital status, sexuality, disability
or age.
So that we can monitor the implementation of our policy we are seeking your
help. It would be of great assistance in pursuing our commitment to equal
opportunities if you would complete and return this monitoring slip.
This information will be treated in the strictest confidence and will be used
only for statistical monitoring. It is not part of the selection process and will
be separated from the application prior to shortlisting.
Male Female (Please tick)

African

Asian

Caribbean

Chinese

White European

White other

Other
Please specify below

.....................................................................................................

Age band:(Please circle)

18-24 25-29 30-36

35-39 40-44 45-49

50-54 55-59 60+

Disability:Do you consider yourself to have a disability Yes/No

Where did you see this vacancy advertised?

THE ROYAL LYCEUM THEATRE COMPANY

GENERAL INFORMATION

The Royal Lyceum is Scotland’s premiere producing theatre company.

Established in 1965 it has gained a reputation for excellence in both classical
and contemporary work. As part of Scotland’s national theatre community it is
committed to developing the considerable indigenous talents whilst presenting
the best of international drama to the public. The RLTC aims to reach as wide
an audience as possible, whatever their age or experience of theatre-going
and to enable them to access the richly imaginative world of drama. Audience
figures are impressive: over 3,000 season ticket holders come to every show;
and over 100,000 people attend our plays each year.

With a seating capacity of 658, the building is a magnificent example of late

Victorian theatre architecture. The theatre is situated just off Lothian Road in
Edinburgh’s busy West End, close to the Usher Hall, the Traverse Theatre and
the Edinburgh Filmhouse. In 1991 a major refurbishment transformed the
audience spaces and backstage areas. In the same year the office and
rehearsal space was moved across the road from the theatre building into first
floor accommodation in Grindlay Street. In 1996 a capital Lottery grant
enabled further work to be carried out on the auditorium seating. In 2002/3,
the Rehearsal space was refurbished and new office space created in the
building at 30b. In addition, the Company’s scenic workshop, stores,
wardrobe making and hire departments are situated at Roseburn,
approximately one and a half miles from the theatre. These were also
refurbished in 2002/3.

The Company presents up to eight productions during the period September

to July with a six/seven play season, for which we sell season tickets, running
from September to May. For two weeks in May/June the theatre becomes a
venue for the Scottish International Children’s Festival. During August the
theatre is used as an Edinburgh International Festival venue and the
Company has recently produced three plays for the EIF.

The RLTC’s policy is to develop a local, UK and international profile for the
theatre that is uniquely Scottish; this includes commissioning new Scottish
work, giving second productions to contemporary Scottish plays and
producing classics of world theatre with a Scottish cast. The Company aspires
to touring successful productions whenever possible. For example, at the
beginning of 2005 we toured our very successful productions of Look Back in
Anger and The Girl With Red Hair
The theatre employs 50 full time and 30 part time staff. The Artistic Director,
Mark Thomson, is also the Chief Executive. He succeeded Kenny Ireland in
April 2003. There are 15 Board Directors chaired, since July 2004, by Donald
Emslie

The Company has a commitment to education and has a permanent Head of

Education. The education work is both in-house and outreach and the
Company has a Youth Theatre Leader. This area of work is popular and
successful and plays an integral part in a long term audience development
initiative. Resource packs are produced for a number of productions and
these go to the growing number of schools which bring parties to the theatre.

The RLTC operates in an increasingly competitive environment where there

are around 9,000 theatre seats to be filled every night in a city with a
population of 450,000 and, within a catchment area of a 30 mile radius a total
population of 750,000.

The Company has an operating turnover of around £3.5million of which just

over £1.5 million is in grant aid from its principal funders, the City of
Edinburgh Council and the Scottish Arts Council. The box office income is
budgeted at around £900,000. Other income is raised through sponsorship,
hires and lettings. The theatre has a trading arm which generates income
through the bars, events, a gallery space and rental activities for conferences
and meetings. The restaurant area is rented to Zucca.

The Royal Lyceum Theatre, workshop buildings and admin buildings are all
owned by the City of Edinburgh Council.