New Job! Technical Officer

We are looking for a Technical Officer to help deliver high quality, tenant-focused services. The right person will be a knowledgeable and enthusiastic individual with strong values that match those of the organisation. This role requires you to assist in the provision of comprehensive property improvement, safety, and maintenance service to FCHA tenants. You will require a minimum of 2 years’ experience in a building-related discipline. Ideally candidates will have a degree or HNC in a related discipline.

Who we are

First Choice is at the forefront of the provision of specialised housing throughout Wales for vulnerable people with complex needs. The association is renowned for its tenant participation and we are committed to working in partnership with our stakeholders to develop best practice in development, management and maintenance of accommodation for people with additional needs.

The association works closely with Local Authorities, NHS Trusts and a wide range of support providers. As an all-Wales association we are in a strong position to meet the demand for our services and to provide innovative solutions to local issues.

We are a developing organisation with excellent benefits. We know the importance of our people and their wellbeing and our flexible approach to work life balance is an essential part of our approach to caring for our staff. The offices are based in Cardiff, but the role will require travel, largely in the Swansea area.

Technical Officer: The Work

• To assist in the monitoring and control of maintenance programmes, incorporating day to day repairs, cyclical decoration, major repairs and revenue improvements.

• To produce technical specifications, schedules of work and minor work contracts suitable for estimating and tender purposes, including disabled adaptations, major repair, cyclical re-decoration and refurbishment programmes.

• To administer five yearly stock condition and Welsh Housing Quality Standard compliance surveys and input and monitor the results on the association’s database.

• To undertake biennial maintenance inspections to maintain and monitor each properties condition, confirm future major repairs and ensure property safety compliance using risk assessments and test procedures for fire, legionella, HHSRS, asbestos and thermostatic mixer valves.

• To undertake pre and post inspection of work to ensure quality, value for money and compliance with specification.

Work hours

Standard full time hours are 35 per week, Monday to Friday. Flexible working hours including generous time off in lieu arrangements. We also offer agile working with a blend of home/office working. A working from home allowance is also provided of £50pcm.

Salary

SCP30 –SCP35 - £37,349 - £42,869

How to Apply?

This post is application only, no CV's will be accepted, please download the job pack and application form below to apply.

Job Application and Diversity Monitoring.pdf

Download PDF • 888KB

Technical Officer Job Description.zip

Download ZIP • 903KB

Closing date - 9am Friday 7th August

Interview date - Wednesday 19th August or Thursday 20th August

You can find all of the benefits of working for FCHA here:

https://www.fcha.org.uk/jobs

We look forward to receiving all of your applications!

Deeds Not Words: 5 Years on

It's been five years since the launch of Deeds Not Words Pledge. Our action alongside the Anti-Racist Wales Action Plan (ARWAP) 2030 progressed the recruitment, partnerships, governance and awareness of Equality, Diversity and Inclusion (EDI) at FCHA and across our partner organisations.

Despite the clear achievements, systemic racism continues to affect diverse communities across the country. Inequities in housing access, career progression, and lived experiences persist—impacting staff, tenants, and communities alike, as highlighted in Tai Pawb’s recent sector survey.

We remain committed to anti-racist action at FCHA. We, alongside many others are continuing to progress, amplify calls for justice, and ensure communities remain connected and empowered.

The pledge

1. Stand against racism and harmful narratives

We will create safe environments for staff, tenants and communities, through:

· Enforcing zero-tolerance policies and practices with trusted, safe reporting systems for racism and hate incidents.

· Preventing and challenging scapegoating of migrant communities with facts, human stories, community and staff engagement, education or other relevant approaches.

· Regularly training and educating board, colleagues and (if relevant) tenants on anti-racism, unconscious bias and any other relevant topics

2. Tackle racial disparities in housing conditions

We will work to ensure fair and equitable housing conditions for ethnic minority communities, through:

• Actively identifying and, where present, tackle racial disparities in any relevant areas, such as overcrowding, damp, mould, repairs, maintenance or homelessness ensuring prompt response to issues (stock holding organisations)

  
  

• Using our voice and influence to highlight and/or address racial disparities in any relevant areas such as overcrowding, damp, mould repairs, maintenance or homelessness (all organisations)

3. Advance fair representation and champion career progression

We will remove barriers for ethnic minority colleagues and open pathways to management and leadership, through:

• Applying inclusive and targeted approaches in recruitment to achieve change in hiring and reflect community diversity including positive action where possible

  
  

• Offering mentoring, sponsorship or other career development opportunities and pathways tailored to support progression and pipelines to management and leadership roles.

• Support and Equip HR teams with the knowledge to navigate immigration rules fairly and effectively, helping to remove barriers to employment for migrants.

4. Use data and engagement to drive racial equity and diversity

We will improve how we use data and engage with communities to inform anti-racist action, through:

• Closing data gaps and tracking ethnicity data across:

  • recruitment and all employee levels to ensure fair representation and progression (including preparing for ethnicity pay gap requirements)

  • housing conditions, repairs and maintenance (where relevant)

  • anti-racist, bias and other relevant training data

• Engaging, removing communication barriers and centering the lived experience and leadership of people affected by racism to shape service design and delivery

Our Shared Commitment

We recognise that dismantling racism requires more than strategy—it requires courage, honesty, and sustained commitment.

In the face of increasing resistance to EDI, our pledge is more than symbolic—it is a deliberate act of solidarity and accountability.

As signatories to Deeds Not Words 2.0, we commit to:

• Reporting transparently on our actions and progress each year.

• Applying top level oversight and scrutiny of our anti-racist commitments at board/committee level

• Defending and advance anti-racist work across the sector, even in a hostile climate.

• Collaborate across the housing sector to ensure every person in Wales can access a safe, decent and dignified home—free from racism.

Together, we commit to real change — not just in policy, but in people’s lived experiences.

To sign Up to this pledge: Please email me your name/organisation and signature:

E.g.

Donna Webb – Director of Corporate Services & Housing – FCHA

Women with Technical Roles at FCHA

Across the UK, the housing sector has long been a male-dominated spaces in departments such as Maintenance, Technical Services and Development.  At FCHA we have been making strides to develop a more inclusive atmosphere to increase diversity across all departments.  

Over the past 3 years we have seen a significant transformation with our Maintenance and Technical department increasing  from 0% female representation to over 50%. Bringing women into these spaces is not just about increasing numbers or hitting a goal, it's about the value that diversity within these departments beings to our organisation. Here's Keeli, Sian and Tina to give their experiences in the workplace.  

Tina - Apprentice Electirician

I think being an electrical apprentice it made sense to work in housing as it is a perfect mix of repairs and new installations to help me gain the skills I will need to qualify. FCHA is the perfect fit for a female in this sector due to the support and empowerment they give to women in my role.

FCHA Supported me by giving me a whole year of experience working alongside the electrician before I could start my 3rd year at college. They also gave me all the relevant training I needed throughout my time here. They have helped by giving me time to revise for exams and any support I have needed they have given. Being a woman in the electrical industry can bring a balance to projects as different life experiences often mean a wider range of ideas, problem solving approaches and communication styles.

I think the diversity can lead to stronger collaborations and bring a different perspective and outlook on tasks. I'd like to see more awareness and opportunities in the housing by promoting trade careers to people. 

Sian - Development Officer  

When I was a newly qualified architect, being a young woman on construction sites with an influential role could be intimidating. I learned quickly that the guys on site didn’t take well to being told what to do. So, I started asking, ‘this is what we need to achieve, how would you do this?’ Listening to their point of view earned me respect and meant they were also willing to listen to my approach. Nearly 20 years on, I’m still applying this, and think it makes for better results and respectful relationships with contractor and consultants. 

I grew up around makers, fixers and designers. My family ran a consulting engineering firm, so my sister and I spent a lot of time poking around dilapidated buildings with my dad and folding endless construction drawings in the school holidays. When I moved back to Wales around 8 years ago, I took a job at a practice specialising in social housing. It was really refreshing to be working with a purpose, and I enjoyed working with RSL clients to get the most out projects for their tenants. During the covid pandemic I took role with Housing Justice Cymru, identifying buildings and land for the development of social housing and lobbying policy makers to provide more affordable housing in Wales. I encountered FCHA through HJC and really loved their mission, so when a role came up in the development team, I jumped at the chance to get back in the action of providing homes, turns out I’d really missed the problem solving and technical challenges of being on site. 

Coming to work for FCHA was a big culture shock, I was used to working in the private sector. FCHA invest time and money into our development and wellbeing, and the structure in place allows us to get on with the job of creating new homes. The development team has an array of experience that complement nicely, everyone is approachable and ready to share their experience or expertise to help deliver the schemes. Whilst I might be the only women on the team, I don’t feel like I’m treated any differently. 

I think women have to be great problem solvers, as we’re used to living in a world that isn’t always designed with us in mind; which makes it easier to empathise with our tenants. With my experience of designing buildings, I often help review layouts with the team. I try put myself in the shoes of our tenants and think, could we make this more comfortable or easier to use, and are we thinking about their future needs? 

I think the housing associations are a great place for women in construction, as early adopters of equality, diversity and inclusion frameworks they are a safe environment for feeling seen and supported in the construction industry. FCHAs gender diversity across all roles is a great example of this and I would hope that it would in encourage more women to join the organisation in technical roles as we continue to grow and demonstrate that collectively we are better team because of it. 

Keeli - Technical Services Assistant Manager

I was made redundant in 2008 and it gave me an opportunity to re-evaluate my work journey. I had trained to become a home inspector/energy assessor and when the recession started in 2008, I was looking at  job security and reduced risk ,thus entering housing. Here I learnt the  ropes for reactive maintenance. 

Over the years, I have improved my knowledge, works skills and experience within housing in all aspects, as the property is affected by every department. As I'm fairly new to FCHA, I would say the benefit would be the transition into dealing with a different type of contract holder role and the varied requirements and needs. 

As a female in this industry, I have had some challenges and know other females that have had worse experiences than myself. In some parts of the country, it's still perceived to be a male dominated industry, and I would say with experience I don't have those challenges as much. Training and experience helped improve this as I can confidently talk about a lot of the building industry and not listen to derogatory comments or language.  Women in my role has moved with the times. There are still challenges for women is in the trade community with a low number of electricians, carpenters and heating engineers and still I hear horrendous stories of sexist comments. 

Why it's important to us.

Women entering these roles provides fresh insights and alternative approaches to problem solving. Their contributions have led to a wealth of new solutions and innovative strategies to projects that the Association manages and strategically bring new perspectives to long term strategies to improve the organisation and the livelihood of staff and tenants. This ripples out beyond strategies at the organisation and influences our recruitment practices ensuring that we now attract a broader range of applications and foster a more inclusive workplace culture.  

The impact of this is significant in the context of social housing. Women make up 60% of homeless adults in temporary accommodation and 92% of single parents moving into social housing.

Having women involved in the design, development and maintenance of these homes ensures that the lived experiences of those most affected are considered in every decision from layout to safety, accessibility and comfort.  

We're continuing to listen, learn and lead with inclusivity at the heart of our mission.