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Appointment details

Biometrics and Forensics Ethics Group Members

Summary

• Organisation: Biometric and Forensics Ethics Group
• Sponsor department: Home Office
• Location: London
• Sectors: Professional, Scientific and Technical
• Skills: Technology / Digital, Legal, Regulation, Transformation
• Number of vacancies: 6
• Time commitment: 15 day(s) per annum
• Length of term: 3 years
• Application deadline: 11pm on 11 September 2023

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Timeline for this appointment

1. Opening date

   1 August 2023

2. Application deadline

   11pm on 11 September 2023

3. Sifting date

   25 September 2023

4. Interviews expected to end on

   23 October 2023

Timeline dates are only an estimate and can change

About the appointment

Introduction

Do you want to play a leading role in advising the Government on a range of issues relating to the ethical use of large and complex data sets and biometric and forensic technology?

The BFEG provides independent ethical advice to Home Office ministers on issues related to the collection, use, and retention of biometrics, forensic material, including digital forensic data. The BFEG also advises on ethical issues in the use of large and complex data sets, including the application of machine learning and artificial intelligence.

We are seeking 6 new members with expertise in evaluating and considering ethical issues in one or more of the following closely related areas such as:

• Law - criminal law, forensic science, biometrics or use of data; 

• Social Sciences - experience of considering the social and ethical implications of technological innovations; 

• Data Ethics - experience of considering the ethical issues in the use of large data sets. Experience in considering the application of data within            industry, enforcement or medicine is desirable; 

• Artificial intelligence, with experience of considering the regulation of or ethical application of artificial intelligence tools/systems;

• Biometrics, with experience of considering the ethical use of biometric systems on society; or 

• Medical ethics, experience of review or evaluation of ethics in regard to medical decision making.

All successful candidates will possess strong interpersonal skills, including the ability to work collaboratively with committee members and stakeholders. Successful candidates will be able to actively and constructively contribute to discussions, negotiating between conflicting opinions and values and generating options to reach consensus.

These appointments will be for a period of three years with the possibility of re-appointment.

Introduction from the Chair

Welcome Note from Professor Mark Watson-Gandy,  

Biometrics and Forensics Ethics Group, Chair 

Dear Applicant,  

Thank you for your interest in applying to join the BFEG – the Biometrics and Forensics Ethics Group.

The BFEG is a non-departmental public body that advises the UK government on ethical issues regarding collection, use, and retention of biometric and forensic material and the use of large and complex data sets.

Our story starts in 2008 as the National DNA Database Ethics Group (NDNAD EG). The group was established to provide ministers with independent ethical advice on the operation of the UK National DNA Database (NDNAD), now one of the world’s longest established and largest DNA databases.

The Group’s role evolved and expanded and, in 2017, the Home Office took the decision to extend the remit of the NDNAD EG to cover all forensic identification techniques including,  facial recognition technology and fingerprinting.  Our change of name to the Biometrics and Forensics Ethics Group reflected this new and wider role.

The remit of the BFEG was further extended on 12 February 2019 to provide independent ethical review of the use of large data sets by the Home Office. This move built on the BFEG’s expertise and experience and the Group now also advise on ethical issues concerning the use of complex datasets and on projects involving explainable data-driven technology and artificial intelligence. 

As a member of BFEG you will be working with some the UK’s leading experts, deliberately drawn from the widest range of disciplines to ensure we provide the best, sound, dispassionate, evidence-based advice.

The BFEG is called on to advise on some of the most challenging and gritty ethical dilemmas today. Recent work has ranged from the use of genetic genealogy as a crime detection tool, public-private collaboration in the use of live facial recognition and refreshing our overarching ethical principles.

The vast majority of BFEG’s work is commissioned by the Home Office, our sponsor government department, however the BFEG also provides advice in support of the Forensic Information Databases Strategy Board and the Biometrics and Surveillance Camera Commissioner. The BFEG is also able to self-commission work.

Always challenging, always changing, the  BFEG’s work is exciting and intellectually rewarding. I do hope you will apply and join our amazing team. 

Professor Mark Watson-Gandy, BFEG Chair

Appointment description

Job Title: Biometrics and Forensics Ethics Group Members 

Time Commitment: The expected time commitment of the role is 15 days per annum   (approximately)                                                                            

Roles Available: Six

Remuneration:  The role is unremunerated, but the Home Office will reimburse all reasonable expenses incurred in respect of Committee business

Appointment:     Three year fixed term appointment with the possibility of extension or reappointment; subject to review

Location:     Central London/Remote Working

Reporting to:     Home Secretary (via the Chair)

Purpose:

The Biometrics and Forensic Ethics Group (BFEG) considers the ethical impact on society, groups, and individuals from:

• the use of large datasets, including the implementation of systems using machine learning and artificial intelligence. 

• the collection, retention and use of human biometric identifiers, such as DNA, fingerprints, and facial images.

• the collection, retention and use of forensic data such as digital forensic material.

Responsibilities

Knowledge and Experience 

Applicants should demonstrate expertise in one or more of the following areas:

• The law, with experience in relevant areas such as; criminal law, forensic science, biometrics, and data.

• Social sciences, with experience of considering the social and ethical implications of technological innovations, such as in forensics, biometrics          or use of data. 

• Data ethics, with experience of considering the issues in the use of large data sets across the biometric, forensic and criminal justice arena or            other relevant fields. Experience in considering the application of data within industry, enforcement or medicine is desirable. 

• Artificial intelligence, with experience of considering the regulation of or ethical application of artificial intelligence tools/systems.

• Biometrics, with experience of considering the ethical use of biometric systems on society. 

• Medical ethics, experience of review or evaluation of ethics in regard to medical decision making.

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

Part One – Essential Criteria

Essential skills 

• An excellent understanding of ethics and the role of an ethics committee;

• Experience of interpreting rules and regulations and identifying options or recommendations;

• The ability to analyse complex information from diverse sources;

• Good communication skills, both written and oral, including the ability to actively and constructively contribute to                      discussions and to work well as part of a team;

• An appreciation of equality and diversity and a willingness to champion difference and challenge unacceptable                        practices, and;

• An understanding of the potential ethical implications on society of issues within the BFEG’s remit, such forensics, biometrics or use of data.

Desirable criteria

Desirable 

• A good understanding of the specific ethical issues addressed by the BFEG, such as the collection, use, storage and                  retention of biometric and forensic information and the use of complex data sets; and

• Evidence of working successfully on committees or other decision-making groups and reaching impactful and timely                    conclusions.

Application and selection process

How to apply

The closing date for applications is 23:00, 11 September 2023. 

In order to apply you will need to create an account or sign in.

Once you are logged into your account, click on 'apply for this role' and follow the on-screen instructions. To apply, all candidates are required to provide:

• a Curriculum Vitae (CV)
• a supporting statement
• equality information
• information relating to any outside interests or reputational issues

We will ask you to check and confirm your personal details to ensure your application is accurate.

You will also have the opportunity to make a reasonable adjustment request or apply under the disability confident scheme before you submit your application.

The Advisory Assessment Panel reserves the right to only consider applications that contain all of the elements listed above, and that arrive before the published deadline for applications.

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)

The panel for the Member recruitment will be:

• Chaired by Mark Watson-Gandy (BFEG Chair), 

and comprise of 

• Alex MacDonald (Home Office Data & Identity Deputy Director and BFEG policy sponsor) 
• and Colleen Harris MVO DL, as the independent member.

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.

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  [ADD CONTACT DETAILS]

Security clearance

The successful candidates will be required to have or be willing to obtain security clearance to Security Check (SC) level. It usually takes between 4-5 weeks to obtain the security clearance. The role will be offered on a conditional basis until the successful candidate has passed all checks. The successful candidate will be encouraged to take up this appointment as soon as possible, subject to the successful completion of all pre-appointment checks. 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 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

The role is unremunerated, but the Home Office will reimburse all reasonable expenses incurred in respect of BFEG business.

Pension and redundancy

This is an office holder appointment and does not attract any benefits under any Civil Service Pension Scheme. You will not be eligible for redundancy pay as you are not an employee. No other arrangements have been made for compensation upon the end of your term of appointment because an office holder who is appointed for a limited duration would have no expectation of serving beyond that period.

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 Home Office public appointments team in the first instance if you would like to make a complaint regarding your application at publicappointments@homeoffice.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.

<Department to add details of own privacy notice> 

Contact details

If you have any queries about this role, please contact: bfeg@homeoffice.gov.uk,

If you have any queries about the recruitment process for this role, please contact:

publicappointments@homeoffice.gov.uk 

If helpful to you, there is guidance available on writing a supporting statement on the public appointments webpages: https://www.gov.uk/guidance/public-appointments