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Appointment details

Biotechnology and Biological Sciences Research Council (BBSRC), Executive Chair

Summary

• Organisation: Biotechnology and Biological Sciences Research Council
• Sponsor department: Department for Science, Innovation & Technology
• Location: London
• Sectors: Professional, Scientific and Technical
• Skills: Transformation
• Number of vacancies: 1
• Time commitment: 12 month(s) per annum
• Remuneration: £120,000 to £130,000 per annum
• Length of term: 4 years
• Application deadline: 11:59pm on 16 October 2022

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Timeline for this appointment

1. Opening date

   5 September 2022

2. Application deadline

   11:59pm on 16 October 2022

3. Sifting date

   20 November 2022

4. Interviews expected to end on

   18 December 2022

Timeline dates are only an estimate and can change

About the appointment

Introduction

UKRI was established in 2018 and brought together the seven Research Councils, Innovate UK and Research England into one NDPB.  BBSRC, one of UKRI’s Councils, has a mission to promote and support high quality research and innovation relating to the understanding and exploitation of biological systems and provide trained scientists and engineers to advance knowledge and technology, contributing to UK economic competitiveness and wellbeing.

BBSRC also manages a portfolio of divested research institutes which are important national facilities, these are the Babraham Institute, Earlham Institute, Institute of Biological, Environmental and Rural Sciences, John Innes Institute, The Pirbright Institute, Quadram Institute, Roslin Institute and Rothamsted Research. 

You can find out more about UKRI and the BBSRC here. 

Appointment description

The Role

The Executive Chair, working with the BBSRC’s Council Members, is responsible for setting the strategic vision for BBSRC and contributing to the wider direction of UKRI. As the visible and credible leader of BBSRC you will manage its teams providing direction and intellectual leadership, ensuring delivery of research, skills, and infrastructure investments.

As a member of UK Research and Innovation's (UKRI) Executive Committee, you will be accountable to, and work closely with, the UKRI Chief Executive Officer. You will have a critical wider role within UKRI and in championing and increasing the impact of the life sciences.   

The Executive Chair will work closely with Government, including the devolved administrations, and in particular through DEFRA, DHSC and FCDO. The Executive Chair will also work closely with the Higher Education Funding Councils and with stakeholders, including industry, through a variety of approaches aimed at promoting the translation and take-up of the outcomes of BBSRC-supported research. 

Additional aspects of the role may be developed over time including leadership for a cross cutting UKRI theme. 

Responsibilities

Leadership

• Set the strategic vision and long-term strategic goals for BBSRC; 
• Ensure successful delivery of the BBSRC objectives and outcomes, providing the inclusive leadership, and the vision to nurture a research community and culture that will deliver the quality, outputs and impacts of its research, skills and capital investment portfolio;  
• Work collaboratively with the rest of the management team and Board to provide overall leadership and direction to UKRI; modelling the culture and behaviours required to bring to life UKRI's values;  
• Work in close collaboration with the Deputy Executive Chair of BBSRC and lead and develop the capacity and capability of the BBSRC Executive team; 
• Work at all times with integrity and to the highest professional standards-aligned to the seven principles of public life; 
• Embed equality, diversity and inclusion across the portfolio of BBSRC activities. 

Stakeholder Engagement 

• Work with the Senior Independent Member (SIM) of BBSRC and other Council members to lead and develop BBSRC’s strategic approach to world class bio-science research and training. 
• Actively engage and consult with the academic community, charities, Government, devolved administrations and industry to develop and catalyse new ideas and communicate the strategic outputs. This will involve close engagement with stakeholders in the full range of industries interested in the biological sciences, and with other non-industry-based stakeholders and the public. 
• Be a core member of the UKRI Executive Committee, working to deliver the best value from the overall research and innovation funding system and actively contribute to delivery of mission of UKRI. 
• Act to ensure UK Research and Innovation provides a strong, unified voice for science, research and innovation in the UK and globally, both in facilitating the dialogue with governments and funding partners on the world stage. 
• Represent and develop positive relationships between the BBSRC and its numerous and diverse stakeholders in government and public funding agencies, higher education institutions, academic and research communities, business, especially bioscience-using industries, and the public at large and internationally. 

Finance, Planning & Analysis 

• Maximise efficiency and ensure value for money from public investment;  
• Work closely with the UKRI CFO to ensure robust budget planning and financial control. 
• Work closely with the UKRI Executive Director for Strategy, Governance and Engagement to ensure robust analysis underpins decisions and evidences outcomes. 

Regulation of appointment

This post is regulated by the Commissioner for Public Appointments. For more information, please refer to the Commissioner’s website 

Person specification

Essential criteria

• An ability to develop a clear and transformative strategic vision for BBSRC ;  
• A good communicator able to command confidence and have credibility across the academic and industrial domains of BBSRC and wider stakeholder landscape; 
• A senior leader and manager, able to deliver research and innovation results   
• Expertise and credibility in communicating the insights from the biological sciences and turning them into impact ; 
• Capable of a collegiate approach across UKRI, working with peers on the Executive Committee to deliver against a shared strategy for UK R&D;  
• An ability to advise on major business developments that impact on the Council’s role or activities and on its exposure to and management of risk;  
• Ability to manage and build the capability of a diverse cadre of skilled employees and programme managers and able to inspire and motivate colleagues throughout the organisation. 

Desirable criteria

• Understanding of current developments in the full spectrum of the biological sciences and other areas relevant to the work of the BBSRC;    
• An ability to understand and demonstrate the highest standards of research in the biological disciplines and its wider relevance to and impact on the cultural, social and economic wellbeing of the country; 
• Knowledge and understanding of synthetic biology. 

Application and selection process

How to apply

Your application is submitted in two parts. 

Both parts must be submitted by 23:59 on 09 October 2022 in order for your application to be considered complete.

Applications received after this date will not be considered. 

Part one: CV and Statement of Suitability

One document combining a two-page statement of suitability and two-page CV (no more than four sides of A4 in total). The key to a good application is to give the reader specific information about how you meet the criteria for appointment. Think about your knowledge, skills, experience and personal attributes, and take full advantage of the space available. Provide practical evidence that best demonstrates how you meet the essential criteria

Save the document as ‘Surname, First initial – URN574 – BBSRC, Exec Chair. 

Send to publicappointments@beis.gov.uk with URN574 – BBSRC, Exec Chair in the subject heading.

Part two: Diversity Monitoring and Conflict of Interest Form. 

Complete this form

Overview of the application process

Public appointments are made on merit following a fair and open competition process which is conducted in accordance with the Governance Code for Public Appointments. We will deal with your application as quickly as possible and will keep you informed at key stages. We aim to conclude the appointment process within three months of the deadline for applications – this is in accordance with the Governance Code.

The assessment process

1. Ministers are responsible and accountable to Parliament for the public appointments made within their department. As a result, they must be consulted at every stage of the appointments process.

2. An Advisory Assessment Panel (“Panel”) is appointed by Ministers to assist them in their decision making. The role of the Panel is to decide, objectively, which candidates meet the eligibility criteria for the role.

3. At the shortlisting meeting the Panel will assess applications against the eligibility criteria and decide which candidates have best met the criteria, who should be recommended for interview. Ministers will then be consulted on the Panel’s recommended shortlist. If you have applied under the Disability Confident Scheme and you meet all the essential criteria, then you will also be invited for an interview.

4. Once the shortlist has been agreed by Ministers, you will be advised (by e-mail) whether you have been shortlisted. Those shortlisted will be invited to an interview.

5. The Panel will meet again to interview candidates and determine who is appointable to the role. The Panel may invite you to make a brief presentation at the start of the interview and will go on to question you about your skills and experience, including asking specific questions to assess whether you meet the criteria set out for the post. The Panel will also explore with you any potential conflicts of interest or any other issues arising from your personal and professional history which may impact on an appointment decision.

6. Details of the panel’s assessment of interviewed candidates are provided to Ministers, including whether they have judged a candidate to be appointable to the role. It is then for Ministers to determine merit and decide who should be appointed. In some circumstances, Ministers may choose not to appoint any candidates and re-run the competition.

7. Ministers may choose to meet with candidates before deciding the outcome. Candidates should therefore be prepared for a short time gap between interview and a final appointment decision being made. Candidates who have been interviewed will be kept informed of progress.

8. Once the decision on the appointment has been made, interviewed candidates will be advised of the outcome of their application, including whom they may approach for feedback. Successful candidates will be issued with their Terms & Conditions and a letter of appointment should they agree to take up the position.

Further information about appointments, including tips on applying, can be found on our guidance pages on gov.uk.

Advisory Assessment Panel (AAP)

Chair: Alexandra Jones (Director, Science Research & Innovation, BEIS)

Organisation Representatives: Dame Ottoline Leyser (CEO, UKRI) and Professor Martin Humphries (Senior Independent Member of the BBSRC Council)

Independent Panel Member: Professor Tim Dafforn (Professor of Biotechnology, University of Birmingham)

Advisory Assessment Panels (AAP) are chosen by ministers to assist them in their decision-making. These include a departmental official and an independent member. For competitions recruiting non-executive members of a board (apart from the Chair), the panel will usually include a representative from the public body concerned.

AAP’s perform a number of functions, including agreeing an assessment strategy with ministers, undertaking sifting, carrying out interviews in line with the advertised criteria and deciding objectively who meets the published selection criteria for the role before recommending to ministers which candidates they find appointable. It is then for the minister to decide who to appoint to the role.

The members of the Advisory Assessment Panel for this appointment are:

Chair: Alexandra Jones (Director, Science Research & Innovation, BEIS)

Organisation Representatives: Dame Ottoline Leyser (CEO, UKRI) and Professor Martin Humphries (Senior Independent Member of the BBSRC Council)

Independent Panel Member: Professor Tim Dafforn (Professor of Biotechnology, University of Birmingham)

Pre-appointment scrutiny

Pre-appointment scrutiny by select committees is an important part of the process for some of the most significant public appointments made by Ministers. It is designed to provide an added level of scrutiny to verify that the recruitment meets the principles set out in the Governance Code on Public Appointments. This scrutiny may involve the relevant select committee requesting and reviewing information from the Department and the Minister’s preferred candidate. The select committee may also choose to hold a pre-appointment hearing.

If you are confirmed as the government’s preferred candidate for this role, the department will be in touch to confirm next steps. In most cases your name and CV will be provided to the relevant select committee in advance of the hearing.  Following a date being agreed for a pre-appointment hearing with the committee you will be asked to complete a questionnaire in advance of that. Following the hearing, the government will review and respond to the Committee’s report before confirming the appointment. 

Full information can be found in the Cabinet Office’s guidance here. 

Eligibility criteria

In general, you should have the right to work in the UK to be eligible to apply for a public appointment.

There are a small number of specialist roles that are not open to non-British citizens. Any nationality requirements will be specified in the vacancy details.

The Government expects all holders of public office to work to the highest personal and professional standards. 

You cannot be considered for a public appointment if:

• you are disqualified from acting as a company director  (under the Company Directors Disqualification Act 1986);

• have an unspent conviction on your criminal record;

• your estate has been sequestrated in Scotland or you enter into a debt arrangement programme under Part 1 of the Debt Arrangement and Attachment (Scotland) Act 2002 (asp 17) as the debtor or have, under Scots law, granted a trust deed for creditors.

When you apply, you should declare if:

• you are, or have been, bankrupt or you have made an arrangement with a creditor at any point, including the dates of this. 

• you are subject to a current police investigation.

You must inform the sponsor department if, during the application process, your circumstances change in respect of any of the above points. 

When you apply you should also declare any relevant interests, highlighting any that you think may call into question your ability to properly discharge the responsibilities of the role you are applying for. You should also declare any other matters which may mean you may not be able to meet the requirements of the Code of Conduct of Board Members (see Outside interests and reputational issues section below)

If you need further advice, please contact the BEIS Public Appointments team at publicappointments@beis.gov.uk

Security clearance

The successful candidate will be required to undertake Baseline Personnel Security Standard checks in line with the Civil Service guidelines. Additional Security Clearance may also be required for certain roles. However, where this applies, candidates will be notified during the appointment process. Further information on National Security Vetting can be found on the Gov.uk website here.

Additional information for candidates

Equality and diversity

We encourage applications from talented individuals from all backgrounds and across the whole of the United Kingdom. Boards of public bodies are most effective when they reflect the diversity of views of the society they serve and this is an important part of the Government’s levelling up agenda.

We collect data about applicants’ characteristics and backgrounds, including information about people’s educational and professional backgrounds, so that we can make sure we are attracting a broad range of people to these roles and that our selection processes are fair for everyone. Without this information, it makes it difficult to see if our outreach is working, if the application process is having an unfair impact on certain groups and whether changes are making a positive difference.

When you submit your application, your responses are collected by the Cabinet Office and the government department(s) managing your application. The data is used to produce management information about the diversity of applicants. You can select “prefer not to say” to any question you do not wish to answer. The information you provide will not be seen by the Advisory Assessment Panel who review applications against the advertised criteria and conduct interviews.

Disability confident

We are a member of the Government’s Disability Confident scheme. We use the Disability Confident scheme symbol, along with other like-minded employers, to show our commitment to good practice in employing people with a disability. The scheme helps recruit and retain disabled people. 

As part of implementing the scheme, we guarantee an interview for anyone with a disability whose application meets the essential criteria for the role, set out in the advert, and who has asked that their application is considered under the scheme. Indicating that you wish your application to be considered under the scheme will in no way prejudice your application. By ‘minimum criteria,’ we mean that you must provide evidence which demonstrates that you meet the level of competence required under each of the essential criteria, as set out in the job-advert.

When you apply you will have the opportunity to select if you would like your application considered under this scheme.

Reasonable adjustments

We are committed to making reasonable adjustments to make sure applicants with disabilities, physical or mental health conditions, or other needs are not substantially disadvantaged when applying for public appointments. This can include changing the recruitment process to enable people who wish to apply to do so.

Some examples of common changes are:

• ensuring that application forms are available in different or accessible formats;
• making adaptations to interview locations;
• allowing candidates to present their skills and experience in a different way;
• giving additional detailed information on the selection / interview process in advance to allow candidates time to prepare themselves;
• allowing support workers, for example sign language interpreters;
• making provision for support animals to attend.

When you apply you will have the opportunity to request reasonable adjustments to the application process.

Principles of public life

Holders of public office are expected to adhere to and uphold the Seven Principles of Public Life https://www.gov.uk/government/publications/the-7-principles-of-public-life/the-7-principles-of-public-life--2. These are:

1. SELFLESSNESS - Holders of public office should act solely in terms of the public interest. They should not do so in order to gain financial or other material benefits for themselves, their family or their friends;
2. INTEGRITY - Holders of public office should not place themselves under any financial or other obligation to outside individuals or organisations that might seek to influence them in the performance of their official duties;
3. OBJECTIVITY - In carrying out public business, including making public appointments, awarding contracts, or recommending individuals for rewards and benefits, holders of public office should make choices on merit;
4. ACCOUNTABILITY - Holders of public office are accountable for their decisions and actions to the public and must submit themselves to whatever scrutiny is appropriate to their office;
5. OPENNESS - Holders of public office should be as open as possible about all the decisions and actions that they take. They should give reasons for their decisions and restrict information only when the wider public interest clearly demands;
6. HONESTY - Holders of public office have a duty to declare any private interests relating to their public duties and to take steps to resolve any conflicts arising in a way that protects the public interest;
7. LEADERSHIP - Holders of public office should promote and support these principles by leadership and example.

Code of conduct for board members

The Government expects all holders of public office to work to the highest personal and professional standards. In support of this, all non-executive board members of UK public bodies must abide by the principles set out in the Code of Conduct for Board Members of Public Bodies. The Code sets out the standards expected from those who serve on the boards of UK public bodies and will form part of your terms and conditions of appointment.

Management of outside interests and consideration of reputational issues

Holders of public office are expected to adhere and uphold the Seven Principles of Public Life and the Code of Conduct for Board Members of Public Bodies. Before you apply you should consider carefully: 

• any outside interests that you may have, such as shares you may hold in a company providing services to government; 
• any possible reputational issues arising from your past actions or or public statements that you have made; 
• and/or - any political roles you hold or political campaigns you have supported; 

which may call into question your ability to do the role you are applying for.

You will need to answer relevant questions in relation to these points when making an application. Many conflicts of interest can be satisfactorily resolved and declaring a potential conflict does not prevent you from being interviewed. If you are shortlisted for an interview, the panel will discuss any potential conflicts with you during that interview, including any proposals you may have to mitigate them and record that in their advice to ministers. Alongside your own declaration, we will conduct appropriate checks, as part of which we will consider anything in the public domain related to your conduct or professional capacity. This may include searches of previous public statements and social media, blogs or any other publicly available information. The successful candidate(s) may be required to give up any conflicting interests and their other business and financial interests may be published in line with organisational policies. 

Details of declared political activity will be published when the appointment is announced, as required by the Governance Code (political activity is not a bar to appointment, but must be declared).

Status of appointment

As this is an office holder appointment, you will not become a member of the Civil Service. You will not be subject to the provisions of employment law.

Appointment and tenure of office

Appointments are for the term set out in this advert, with the possibility of re-appointment for a further term, at the discretion of Ministers.  Any re-appointment is subject to satisfactory annual appraisals of performance during the first term in the post. There is no automatic presumption of reappointment; each case should be considered on its own merits, taking into account a number of factors including, but not restricted to, the diversity of the current board and its balance of skills and experience. In most cases, the total time served in post will not exceed more than two terms or serve in any one post for more than ten years

Remuneration, allowances and abatement

Remuneration for this role is treated as employment income and will be subject to tax and National Insurance contributions, both of which will be deducted at source under PAYE before you are paid. 

You can claim reimbursement for reasonable travel and subsistence costs which are properly and necessarily incurred on official business, in line with the travel and subsistence policy and rates for the organisation to which you are applying. However these payments are taxable as earnings and will be subject to tax and national insurance, both of which will be deducted at source under PAYE before you are paid. 

Application feedback

We will notify you of the status of your application. We regret that we are only able to offer detailed feedback to candidates who have been unsuccessful at the interview stage.

How to complain

We aim to process all applications as quickly as possible and to treat all applicants with courtesy.

Please contact the BEIS public appointments team in the first instance if you would like to make a complaint regarding your application at publicappointments@beis.gov.uk 

They will acknowledge your complaint upon receipt and respond within 15 working days.

How to complain to Office of the Commissioner for Public Appointments (OCPA)

If you are not content with the appointing department’s response you may wish to further complain to the Commissioner at publicappointments@csc.gov.uk.Further information on how the Commissioner handles complaints can be found on the Commissioner for Public Appointments’ website https://publicappointmentscommissioner.independent.gov.uk/regulating-appointments/investigating-complaints/

Data protection

The Cabinet Office will use your data in line with our privacy policy.

Contact details

Should you have any questions regarding this appointment or the application process, please contact the BEIS Public Appointments team at publicappointments@beis.gov.uk