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Appointment details

Non-Executive Director & Chair of Remuneration Committee - National Nuclear Laboratory

Summary

• Organisation: National Nuclear Laboratory
• Sponsor department: Department for Energy Security & Net Zero
• Location: Various
• Sectors: Professional, Scientific and Technical
• Skills: Business, Change Management, Human Resources, Technology / Digital
• Number of vacancies: 1
• Time commitment: 20 day(s) per annum
• Remuneration: £25000 per annum
• Length of term: 3 Years
• Application deadline: Midday on 24 October 2022

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Timeline for this appointment

1. Opening date

   26 September 2022

2. Application deadline

   Midday on 24 October 2022

3. Sifting date

   2 December 2022

4. Interviews expected to end on

   12 December 2022

Timeline dates are only an estimate and can change

About the appointment

Introduction

This is an exciting opportunity to appoint a non-executive board member to the UK’s National Nuclear Laboratory which comes in at critical time given global focus on solving Net Zero through clean low carbon energy. Climate Change represents one of the greatest challenges the planet faces and technological advancements in nuclear will be essential. The NNL sits at the heart of this agenda with world-class science capability. The role of the organisation goes further in helping to restore the environment through technology to support legacy waste clean-up as well as working on exciting disciplines such as nuclear technology for medical applications and cancer treatment and nuclear technology to support space exploration.

The Remuneration Committee (RemCo) exists to advise the NNL Board on all matters relating to total remuneration. To discharge its duties, RemCo will monitor trends to ascertain that the culture of the organisation and wellbeing of the workforce are consistent with NNL’s long-term strategy and purpose.

The Remuneration Chair will ensure the RemCo performs within the delegation of authority granted to the Board under the terms of the NNL Framework Document.

Appointment description

The RemCo Chair is responsible for:

• Setting, monitoring, and reviewing the NNL remuneration policy for all employees up to and including Board level executive directors. In recommending such a remuneration policy, to consider all factors that are deemed necessary, including relevant legal and regulatory requirements, the provisions and recommendations of the UK Corporate Governance Code and delegated authorities;
• In consultation with the NNL Chair and Chief Executive, determining the total individual remuneration package of each report of the Chief Executive. The committee will be guided by the remuneration policy but retain discretion to amend the final pay award;
• Considering and recommending to the Board the NNL annual pay and conditions for staff below executive level;
• Reviewing the performance of the direct reports to the Chief Executive in relation to both the financial and wider performance of the business, ensuring these are key considerations in the level and structure of any pay or bonus awards;
• Approving the design of, and determine targets for, all NNL executive, senior staff and staff bonus schemes, considering both collective and individual agreements;
• As required, obtaining reliable, up-to-date information about remuneration in other companies of comparable scale, complexity and with similar operating environments;
• Operating as if it were a trustee of the NNL pension schemes, and determining the policy for, and scope of, pension arrangements for executive directors, direct reports of the Chief Executive and other designated senior managers;
• Agreeing the policy for authorising claims for expenses from the executive directors;
• Approving recruitment activity and job offers for all descriptors of the Chief Executive;
• Drawing on data and narrative insights from HR, employee surveys, forums and site visits to monitor trends to ascertain the culture of the company and wellbeing of the workforce are consistent with NNL’s long term strategy and purpose;
• Providing oversight of the key HR policies that underpin culture and behaviour; and
• Liaising with all other necessary board committees and to report on RemCo activities through the NNL annual report.

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

• Excellent interpersonal skills with experience of managing complex stakeholder relationships;
• The ability to think strategically and communicate effectively and confidently to a range of audiences;
• Experience of serving on a remuneration committee as a non-executive director or equivalent experience;
• The experience and ability to operate as a non-executive director of a complex organisation; and
• Relevant HR experience at a senior level where in an HR role or consultancy/advisory role achieving significant transformation and culture change.

Desirable criteria

• A record of commercial business leadership at board level or equivalent and experience of chairing a group with diverse skills and experience;
• An understanding of pay and remuneration best practice across both public and private sectors;
• Previous experience in chairing a remuneration committee; and
• A record of achievement in a Non-Executive Director role in the public, private or voluntary sector.

Application and selection process

How to apply

GatenbySanderson has been appointed as our employment agency adviser to assist with this appointment.

To apply for this post, you will need to complete the online application process by no later than midday Monday 24 October 2022. All applications must be submitted using the link: http://www.gatenbysanderson.com/job/GSe89727

Please find further information in the candidate pack.

You will be asked to submit the following:

1. A CV setting out your career history, with key responsibilities and achievements. Please ensure you have provided reasons for any gaps within the last two years.

2. A Statement of Suitability (no longer than three pages) explaining:

a. Your motivation for applying for this role

b. How you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the criteria in the person specification.

3. A completed Diversity Monitoring Form.

4. A completed Conflict of Interests Form.

Failure to submit these documents will mean the panel only have limited information on which to assess your application against the criteria in the person specification.

Please note this campaign is being run in association with UK Government Investments (UKGI) – candidates are asked to read the UKGI privacy notice prior to applying (see Annex II in candidate pack).

NNL is a place where everyone is valued, respected and welcomed. Our ongoing commitment to Equality, Diversity and Inclusivity (ED&I) means we’re creating an inclusive workplace, built upon equal policies, procedures and transparency, where everyone’s free to be themselves and feel like they belong. From early careers to executive level, we look beyond barriers to find the people for the job.

You will receive an acknowledgment of your application from GatenbySanderson through the online process. The panel will then assess your application to select those demonstrating the best fit with the role by considering the evidence provided against the criteria set out in the ‘Person Specification’ section. Failure to address any or all of these criteria may affect your application. Candidates will be advised of the outcome of decisions as soon as possible by GatenbySanderson.

Should you have any questions regarding the process, please contact kirsten.hasseriis@gatenbysanderson.com

Overview of the application process

The selection panel will assess your application to select those demonstrating the best fit with the role by considering the evidence you have provided against the Essential Criteria in the Person Specification section. Failure to address any or all of these may affect your application.

The Panel will identify a subset of candidates who best match the criteria for an initial interview with GatenbySanderson to further explore their skills and experience with reference to the criteria in the person specification.

The Panel will then have a further meeting to review interview reports on these candidates alongside CVs and statements of suitability, taking into account all the criteria (Essential and Desirable) in order to select the shortlist. Shortlisted candidates will be advised on the outcome as soon as possible thereafter.

References may be taken up for shortlisted candidates in advance of final panel interviews. Furthermore, please note that due diligence is undertaken on all shortlisted candidates.

If you are shortlisted, you will be asked to attend a panel interview in order to have a more in-depth discussion of your previous experience and professional competence in relation to the criteria set out in the vacancy description, key responsibilities and accountabilities and person specification.

Prior to interview, you may have the opportunity for informal conversations with key personnel in order to improve your understanding of the organisation.

Full details of the assessment process will be made available to shortlisted candidates

Advisory Assessment Panel (AAP)

The selection panel will comprise of:

• Chair: Chris Heffer (Director, Nuclear, BEIS)
• Ian Funnell (Chair, NNL)
• Edward Emerson (Shareholder NED, NNL)
• Xenia Carr-Griffiths (Independent Panel Member)

Eligibility criteria

This role is open to UK nationals, nationals of Commonwealth countries who have the right to work in the UK, nationals of the Republic of Ireland, nationals from the EU, EEA or Switzerland with (or eligible for) status under the European Union Settlement Scheme (EUSS), relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service, relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service and certain family members of the relevant EU, EEA, Swiss or Turkish nationals.

Individuals from EU and outside the EU.

From 1st January 2021 the UK is operating a points-based immigration system. Individuals arriving in the UK on or after 1st January will require a visa and will need to be sponsored by an employer.

EU, EEA or Swiss citizens who have lived in the UK by 31st December 2020 need to apply to the EU Settlement Scheme to continue living in the UK after 30th June 2021.

Security clearance

Successful candidates must meet the security requirements before they can be appointed: the appointment will be conditional until they are cleared. The level of security needed is security check. You can view our vetting charter here - See our vetting charter.

To meet the security clearance requirements for this role non-British national applicants will need to have resided in the UK for a minimum of 5 years. If you do not meet this requirement, you would not be eligible for SC clearance and therefore not eligible to apply for this role.

Additional information for candidates

Equality and diversity

At NNL we are fully committed to all aspects of equality, diversity and inclusion (ED&I). This page provides a brief overview of how we approach ED&I, but you can read the full strategy in the publications section by clicking on this link.

Equality

We recognise that treating everyone in the same way does not necessarily mean everyone is treated fairly. Creating equal opportunities means recognising that people have different needs that require different responses. Equality is about creating a level playing field where everyone is treated fairly, and career progression is based purely on merit. By focusing on equality, we acknowledge that gender, race or disability (or other personal characteristics) can affect life experiences and opportunities.

Diversity

We recognise and respect that people are different. Those differences lead to varied experiences, values and ways of thinking. Diversity is about recognising and embracing people’s differences, both as individuals and groups, and striving to harness the unique benefits that each person or group has to offer whilst meeting different needs in a positive way.

So, while equality legislation covers factors such as race, gender and disability; diversity also encompasses many other aspects of an individual such as social background, personality traits or specifics of life experience. If we respect people’s differences, we are more likely to treat them equally.

Inclusion

We recognise that to achieve an inclusive culture our people need to feel accepted, welcomed and fairly treated. We recognise that creating an environment where our people feel able to bring their whole selves to work will help everyone reach their career potential while improving satisfaction in the workplace. We want to foster a sense of belonging within our organisation so that everyone always feels supported to do their best.

Disability confident

BEIS is a Disability Confident Leader, and as such we will offer interviews to disabled candidates who meet the published minimum requirements for a job or role. If you wish to apply for consideration under this scheme, you should complete the relevant section of the online application. It is not necessary to state the nature of your disability. Whether you choose to apply under the Disability Confident scheme or not, you can still ask us to make particular adjustments for you when attending an interview.

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

Applicants must disclose information on personal connections, which if they were appointed, could lead to a conflict of interest or be perceived as such.

It is very important therefore that all applicants provide appropriate details which might be construed as being in conflict with the appointment for which they are applying.

If it appears from the information provided on the form that a possible conflict might exist or arise in the future, this will be fully explored with the applicant with a view to establishing whether it is sufficiently significant to prevent the individual from carrying out the duties of the post. The panel will do this at interview stage.

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

If you are dissatisfied with the handling of your personal data, you have the right to ask for an internal review. Internal review requests should be submitted to the UKGI Data Protection Officer: Email: Privacy@ukgi.org.uk

If you still consider that your personal data has been misused or mishandled, you may make a complaint to the Information Commissioner, who is an independent regulator.

The Information Commissioner can be contacted at:

Information Commissioner’s Office

Wycliffe House

Water Lane

Wilmslow

Cheshire

SK9 5AF

0303 123 1113

Any complaint to the Information Commissioner is without prejudice to your rights to seek redress in the court

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

This competition is regulated by the Commissioner for Public Appointments. Further information can be found https://publicappointmentscommissioner.independent.gov.uk.

If you feel your application has not been treated fairly and you wish to make a complaint, you should initially send an email to: kirsten.hasseriis@gatenbysanderson.com. If you are not content with our response, please contact the Commissioner for Public Appointments at: publicappointments@csc.gov.uk. Further information on complaints procedure can be found on the Commissioner for Public Appointment's website.

Data protection

This recruitment campaign is being run in association with UKGI which manages the shareholder function of NNL on behalf of BEIS.

This notice sets out how UKGI will use your personal data for the purpose of this recruitment campaign and explains your rights under the General Data Protection Regulation. UKGI is committed to being transparent about how it collects and uses personal data and to meeting its data protection obligations.

1. Data Subject categories

As part of any recruitment process conducted on behalf of any Government Department or any Arm’s Length Body (ALB) of any Government Department, UK Government Investments Ltd (UKGI) collects and processes personal data relating to individuals who apply for public appointments.

2. What categories of information does UKGI collect?

UKGI collects a range of information about you. This may include:

• your name, address and contact details, including email address and telephone number;
• date of birth;
• references;
• details of your qualifications, skills, experience and employment history;
• information about your current level of remuneration, including benefit entitlements;
• whether or not you have a disability for which UKGI needs to make reasonable adjustments during the recruitment process (where applicable);
• information about your entitlement to work in the UK (where necessary); and
• equal opportunities monitoring information, including information about your ethnic origin, sexual orientation, health and religion or belief and socio-economic data; and
• results from due diligence searches.

This list of data categories is not exhaustive and may vary depending on the appointment you are applying for.

UKGI collects this information in a variety of ways. For example, data might be contained in application forms and letters, CVs or resumes, obtained from your passport or other identity documents or those that give proof of address, or collected through interviews or other forms of assessment which may include online tests.

Data will be stored in a range of different places, including on your application record, in HR management systems and on other IT systems (including email).

3. Why does UKGI process personal data and what is the legal basis for doing so?

UKGI may work with suitably selected partners to carry out certain activities for this application process. Where it is necessary to use third parties to do this, these third parties should contact you separately with regard to the way in which they will process your personal data for the purpose of the recruitment process.

These activities include, but are not limited to:

• processing your application;
• advising candidates of the outcome of their application;
• arranging interviews for successful candidates; and
• equality and diversity monitoring.

If your application is unsuccessful, UKGI will keep your personal data on file for 24 months to allow it to provide feedback on request and to defend itself against any legal challenge, as well as to allow it to evidence its fulfilment of its obligations to the relevant instructing Minister/Department.

UKGI may also keep your personal data on file in case there are future roles for which you may be suited. UKGI will ask for your consent before it keeps your data for this purpose, and you are free to withdraw your consent at any time.

4. Recipients of Personal Data

Personal data of applicants will only be made available to those in the appointments process and to the organisations listed below.

The organisations with whom this information will be shared will vary depending on the position being applied for. They include, but are not limited to, the following:

• The Office of the Commissioner for Public Appointments
• Cabinet Office
• relevant appointing Arm’s Length Body and/or Sponsor Department
• HM Treasury
• Office of the Prime Minister
• The legal bases for the sharing of this personal data with these relevant organisations are the same as those set out in section (3) above.

5. Protection of Personal Data

UKGI takes the security of your data seriously. It has internal policies and controls in place to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and that it is not accessed except by our employees in the proper performance of their duties.

6. Retention of Personal Data

If your application is unsuccessful, UKGI will keep your personal data on file for 24 months to allow it to provide feedback on request and to defend itself against any legal challenge, as well as to allow it to evidence its fulfilment of its obligations to the relevant instructing Minister/Department. At the end of that period, your data will be deleted or destroyed. A small amount of basic information on the recruitment (candidate name, position applied for, year of application, outcome) will be retained for such time as is required to allow UKGI to properly provide full and comprehensive information to Ministers in respect of ministerial appointments or for [9] years, whichever is shorter.

If your application is successful, personal data gathered during the recruitment process will be shared with the relevant ALB which will retain this information during your appointment. The periods for which your data will be held will be notified to you by the ALB in a new privacy notice. UKGI will also retain this information for the period of your appointment.

7. Your data protection rights

You have the right to request:

• information about how your personal data is processed and to request a copy of that personal data;
• that any inaccuracies in your personal data are rectified without delay; and
• that your personal data is erased if there is no longer a justification for it to be processed.

You also have the right:

•  in certain circumstances (for example, where accuracy is contested) to request that the processing of your personal data is restricted; and
•  to object to the processing of your personal data where it is processed for directing marketing purposes.

8. To submit a Data Subject Access Request

To request access to personal data that UKGI holds about you, contact the UKGI Data Protection Officer: Email: Privacy@ukgi.org.uk

9. Complaints

If you are dissatisfied with the handling of your personal data, you have the right to ask for an internal review. Internal review requests should be submitted to the UKGI Data Protection Officer: Email: Privacy@ukgi.org.uk

If you still consider that your personal data has been misused or mishandled, you may make a complaint to the Information Commissioner, who is an independent regulator. The Information Commissioner can be contacted at:

Information Commissioner’s Office

Wycliffe House

Water Lane

Wilmslow

Cheshire

SK9 5AF

0303 123 1113

Any complaint to the Information Commissioner is without prejudice to your rights to seek redress in the court

Contact details

Should you have any questions regarding the process, please contact kirsten.hasseriis@gatenbysanderson.com