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Housing & Property Management

Housing & Property Management

Sales, marketing and procurement

Level 3 - Technical Occupation

Creating and sustaining successful tenancies in the private and social rented housing sectors.

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Reference: OCC0234

Status: assignment_turned_inApproved occupation

Average (median) salary: £38,560 per year

SOC 2020 code: 1251 Property, housing and estate managers

SOC 2020 sub unit groups:

  • 1251/02 Landlords, property and housing managers
  • 3223/00 Housing officers
  • 3229/06 Homelessness and housing advice support workers

Technical Education Products

ST0234:

Housing and property management

(Level 3)

Approved for delivery

Employers involved in creating the standard:

Aspire Housing Ltd, Spectrum Housing Group Ltd, Your Housing Group, Rendall & Ritner Ltd, Coast & Country Housing Ltd, St Basil’s, B3 Living Ltd, Crosby Housing Association Ltd, Genesis Housing Association Ltd, Innisfree Housing Association, Yarlington Housing Group, The Guinness Partnership, Chartered Institute of Housing, Institute of Residential Property Management Ltd, Sovereign Housing, Barnet Housing, Family Mosaic, Community Housing Group, New Charter Group, Association of Registered Letting Agents, National Housing Federation, Affinity Sutton Group, Futures Housing Group

Summary

The housing and property management occupation is customer facing and primarily responsible for the creation and sustainment of successful tenancies in the private and social rented housing sectors. This work must comply with contractual, statutory and legal regulations and approved Codes of Practice. The work is varied and often includes addressing complex people related matters (for example supporting people to live independently) as well as property related responsibilities. The role incorporates a degree of lone working with minimum supervision whilst predominantly working within the wider organisation and team, communities and external partners. Housing and property management professionals are proactive in finding solutions to problems and identifying areas for improvement. They take individual responsibility for the quality and accuracy of their work and its administration. At Level 3 some housing and property professionals may also have supervisory responsibility for other people. The apprenticeship prepares an individual for a range of general housing and property management duties leading to operational or specialist roles.

Employers involved in creating the standard:

Aspire Housing Ltd, Spectrum Housing Group Ltd, Your Housing Group, Rendall & Ritner Ltd, Coast & Country Housing Ltd, St Basil’s, B3 Living Ltd, Crosby Housing Association Ltd, Genesis Housing Association Ltd, Innisfree Housing Association, Yarlington Housing Group, The Guinness Partnership, Chartered Institute of Housing, Institute of Residential Property Management Ltd, Sovereign Housing, Barnet Housing, Family Mosaic, Community Housing Group, New Charter Group, Association of Registered Letting Agents, National Housing Federation, Affinity Sutton Group, Futures Housing Group

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Mid Green occupation

Typical job titles include:

housing management

Keywords:

Housing
Housing Management
Private Housing
Property Management
Social Housing

Knowledge, skills and behaviours (KSBs)

K1: Legislation and regulation: Understand the principles, practices and legislation relating to current landlord and tenant law for the letting, maintenance and termination of a variety of tenancy types, including but not limited to: shorthold, assured, secure, long leasehold and shared ownership.
K2: Legislation and regulation: Understand the principles, practices and legislation as it applies to governance, court proceedings, contracts, data protection, safeguarding and other relevant areas
K3: Legislation and regulation: Understand legislation and regulations as they apply to housing standards
K4: Organisation backgroun information: Understand the principles, priorities and values of the organisation they work for, including an awareness of the business plan, the range of services available to clients and customers, , the roles and responsibilities of others and team targets and or Key Performance Indicators.
K5: Assets: Understand the social and physical context of estates, neighbourhoods and how to resolve defects, common problems, health and safety issues and repairs to dwellings.
K6: Customers: Understand the diversity of the communities which the business serves
K7: Context: Understand the current and historical context of social, rented, affordable, private housing and the broader housing market.
K8: Range of services: Have an appreciation of the range of applicable housing services for example repairs and maintenance, allocations, lettings, tenancy sustainment, financial and social inclusion, anti- social behaviour, care and supported housing, rents, service charges and portfolio accounts and community involvement.
K9: Organisational Policies: Understand the principles, policies and practices of the organisation they work for in terms of customer and client care, employee code of conduct, team working, risk, personal safety, health and safety, equality and diversity, safeguarding and business communications.

S1: Customer Service: Apply a range of customer service skills in order to provide a professional, accurate, timely, ethical and non-judgemental front line service which meets the needs of a diverse range of customers and stakeholders
S2: Communication: Demonstrate appropriate communication skills to enable timely identification and/or resolution of issues for customers and appropriate signposting to other colleagues and/or partner agencies.
S3: Collaborative working: Work collaboratively with colleagues and partners to achieve individual, team and business targets.
S4: Respond to vulnerability: Use skill and judgment to understand the needs of vulnerable individuals and groups(including those with complex needs) and respond appropriately
S5: Information collection and sharing: Use a variety of methods to identify, collect and communicate technical and other information in a confident and effective manner.
S6: Influencing and negotiating skills: Influence and negotiate with customers, partners and suppliers.
S7: Self Management: Organise and plan their own work to ensure tasks are completed and deadlines met.
S8: Problem Solving: Use a problem solving and flexible approach in their day to day duties.
S9: Tools and Equipment: Effective use of IT equipment and software, through administration and the appropriate use of work equipment
S10: Decision making: Effective decision making in order to apply the businesses objectives and priorities.

B1: Responsive: Takes timely and responsive action to address issues
B2: Trust and Integrity: Develop trust by working in a confidential, ethical and empathetic manner with a common sense and professional attitude.
B3: Adaptability: Willingness to accept changing priorities and work patterns
B4: Independence: Work independently and effectively without close supervision.
B5: Dependability: Meets personal commitments and expectations of others
B6: Personal Commitment: Takes responsibility for their own personal and professional development.
B7: Resilience: Has a high level of resilience, tenacity and calmness
B8: Role Model: Acts as an ambassador and role model for their employer with customers, clients and partners.
B9: Customer Care: Demonstrates a responsive approach to customer needs and understands their personal impact on customers and their lives
B10: Team Work: Values team work and is an effective team player, accepts responsibility for the work of themselves and others.

Occupational Progression

This occupational progression map shows technical occupations that have transferable knowledge and skills.

In this map, the focused occupation is highlighted in yellow. The arrows indicate where transferable knowledge and skills exist between two occupations. This map shows some of the strongest progression links between the focused occupation and other occupations.

It is anticipated that individuals would be required to undertake further learning or training to progress to and from occupations. To find out more about an occupation featured in the progression map, including the learning options available, click the occupation.

Progression decisions have been reached by comparing the knowledge and skills statements between occupational standards, combined with individualised learner movement data.

Technical Occupations

Levels 2-3

Higher Technical Occupations

Levels 4-5

Professional Occupations

Levels 6-7

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Level 2

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Level 2

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Level 3

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Level 4

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Level 6

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Level 6

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Level 6

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Construction and the built environment

Sales, marketing and procurement