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Appointment details

Security Vetting Appeals Panel Lay Member

Summary

• Organisation: Security Vetting Appeals Panel
• Sponsor department: Cabinet Office
• Location: London
• Sectors: Public Administration
• Skills: Legal, Judicial
• Number of vacancies: 5
• Time commitment: Adhoc
• Remuneration: £358 per day
• Length of term: 4 years
• Application deadline: 7pm on 25 October 2023

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Timeline for this appointment

1. Opening date

   4 October 2023

2. Application deadline

   7pm on 25 October 2023

3. Sifting date

   3 December 2023

4. Interviews expected to end on

   12 January 2024

Timeline dates are only an estimate and can change

About the appointment

Introduction from the Minister

Dear Candidate

Thank you for your interest in this vacancy for a Lay Member of the Security Vetting Appeals Panel (SVAP).

You may already have an understanding of the important work of the SVAP and the following sections will go into further detail about its purpose and the nature of the Panel, and the role of the Chair and Lay Members, as well as the application process. 

Should you have questions about any aspect of this post, you are welcome to speak to Jon Palmer, Secretary of the SVAP Secretariat within the Government Security Group (07796709396) Jon.Palmer@cabinetoffice.gov.uk.

If you believe you have the experience and qualities we are seeking, we very much look forward to hearing from you.

Minister of State at the Cabinet Office, The Rt Hon Baroness Neville-Rolfe DBE CMG

Appointment description

The Cabinet Office is looking for someone with exceptional professional skills and experience to join us as a Lay Member in the Security Vetting Appeals Panel. This is both a challenging and exciting time to join the Security Vetting Appeals Panel. National Security Vetting is a critical service for the Government and enables people to be appointed and moved into sensitive roles around government and industry, and also supports trusted relationships and the sharing of information with international partners.

The Secretariat is currently undergoing a period of transition and transformation to modernise and improve its practices and the successful candidates will have an integral role working alongside the Secretariat to achieve these aims.

The SVAP fulfils a specialist technical role and the consideration of cases, and participation in hearings, require Panel members to hold a certain level of technical expertise developed over time as well as relevant professional skills and experience. The background, expertise and experience of the current Panel members complement each other to form a strong foundation for any combination of members hearing an appeal.  

The successful candidate will also need to develop and maintain a close working relationship with the Secretariat, the Chair and Deputy Chair and the Panel’s Lay Members.

This post is not open to non-British citizens. Post holders are required to hold Developed Vetting (DV) security clearance or be willing to undertake the vetting process to receive DV security clearance. 

Organisation description

The establishment of the Security Vetting Appeals Panel (SVAP) was announced by the Prime Minister (Mr Blair) in July 1997. It is a Non-Departmental Public Body (NDPB) with advisory functions, sponsored by the Cabinet Office, and hears appeals against the refusal or withdrawal of national security vetting clearance. It is available to employees in the public and private sectors and in the Armed Forces who are subject to national security vetting and have exhausted existing appeals mechanisms within their own organisations and remain dissatisfied with the result. It is also available to contractors, but not to candidates for employment.

The arrangement was confirmed by the Prime Minister (Mr Cameron) following the change of government in 2010, when he published a new document: “HMG Personnel Security Controls” (https://www.gov.uk/government/publications/hmg-personnel-security-controls). The document sets out the process for reviewing decisions to refuse or withdraw national security vetting clearance. It requires organisations to have an internal appeals process against an initial decision. This internal process must follow natural justice principles, with individuals who hear appeals having had no prior involvement in the case. The arbiter is enjoined to operate as transparently as possible, and to consider (i) the decision (including scrutinising the information on which it was based); (ii) the decision-making process; and (iii) the level of disclosure provided to the applicant.

Where an individual has exhausted the internal appeals process, he or she can bring an appeal to the SVAP.  The Panel will seek a statement from the appellant and from the organisation and will arrange a hearing. The appellant may be accompanied by a “friend” who can help them present their case. Since the issues considered by the Panel are not matters of law, formal legal representation is not generally permitted.

When the SVAP hears a case, it follows a formal process whereby both parties are requested to submit a statement and supporting documentation, with hearings confidential to the parties concerned. The Panel will review the decision to refuse or withdraw security clearance and the process involved. It can recommend that the vetting decision should stand, or that security clearance should be granted or restored. It can also comment on the process followed, and can recommend that it be re-run. It makes an ‘open’ report of its findings with recommendations to the head of the department or organisation involved and copies the report to the appellant. SVAP recommendations are not binding on departments and organisations, though in practice they are almost invariably followed.

Where the case involves sensitive information which cannot be shared with the appellant, the Panel may offer the appellant the opportunity to request the appointment of a special advocate, who can make representations on behalf of the appellant.  In such cases, a separate ‘closed’ report will be made to the head of the department or organisation.

Board composition

Due to the nature of the Panel’s work, the Chair and Deputy Chair are senior retired members of the judiciary, with Lay Members having suitable experience at a senior level in public service or the legal and private sector. 

Cases are normally heard by a panel of three, consisting of the Chair or Deputy Chair supported by two Lay Members. The Panel is supported by a small Secretariat in the Government Security Group of the Cabinet Office.

The Board currently consists of a Chair, a Deputy Chair and 8 Lay Members.

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

• The ability to examine and analyse complex issues impartially.
• The ability to question witnesses and manage legal representatives in order to effectively conduct a hearing involving conflicting arguments and evidence.
• A commitment to consensual decision-making.
• Good communication and team-working skills.
• The ability to draft reports of case hearings.

Desirable criteria

• The ability to hold and maintain the confidence of Ministers, Parliament and the public.

Application and selection process

How to apply

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.

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)

Tom Bramley, Director, Government Security Group (Panel Chair)

Sir Adrian Fulford, Chair of the Security Vetting Appeals Panel (Organisation Panel Member)

Baroness Ruth Lea of Lymm, Member of the House of Lords (Independent Panel 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 Jon Palmer: svap@cabinetoffice.gov.uk

Security clearance

This post is not open to non-British citizens. Post holders are required to hold Developed Vetting (DV) security clearance or be willing to undertake the vetting process to receive DV security clearance. 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. These are:

1. Selflessness - Holders of public office should act solely in terms of the public interest.
2. Integrity - Holders of public office must avoid placing themselves under any obligation to people or organisations that might try inappropriately to influence them in their work. They should not act or take decisions in order to gain financial or other material benefits for themselves, their family, or their friends. They must declare and resolve any interests and relationships.
3. Objectivity - Holders of public office must act and take decisions impartially, fairly and on merit, using the best evidence and without discrimination or bias.
4. Accountability - Holders of public office are accountable to the public for their decisions and actions and must submit themselves to the scrutiny necessary to ensure this.
5. Openness - Holders of public office should act and take decisions in an open and transparent manner. Information should not be withheld from the public unless there are clear and lawful reasons for so doing.
6. Honesty - Holders of public office should be truthful.
7. Leadership - Holders of public office should exhibit these principles in their own behaviour and treat others with respect. They should actively promote and robustly support the principles and challenge poor behaviour wherever it occurs.

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

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. 

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

Please contact Jon Palmer at: svap@cabinetoffice.gov.uk for further information.