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Appointment details

PAT160080 - Chairs for the Boards of Mothers and Baby Units

Summary

• Organisation: Independent Chairs of Mother and Baby Units
• Sponsor department: Ministry of Justice
• Location: Various
• Sectors: Judicial, Prisons & Policing
• Skills: Legal, Judicial, Regulation
• Number of vacancies: 5
• Time commitment: Adhoc
• Remuneration: £350 per day
• Length of term: 5 years
• Application deadline: 11:59pm on 9 November 2023

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Timeline for this appointment

1. Opening date

   12 October 2023

2. Application deadline

   11:59pm on 9 November 2023

3. Sifting date

   18 December 2023

4. Interviews expected to end on

   4 April 2024

Timeline dates are only an estimate and can change

About the appointment

Appointment description

The role of an Independent Chair of the Mothers and Baby Unit

The primary function of this role is to independently chair admission application board meetings for Mother and Baby Units in Women’s Prisons in England.

This includes:

1. To handle all information relating to their role as Official Sensitive, not for wider sharing in compliance with the General Data Protection Regulation (GPDR) 2018. This includes use of an official email address.
2. To support the prison to engage with the relevant external agencies inputting into Mother and Baby Unit placements.
3. To chair all multidisciplinary Mother and Baby Unit Admission Boards in compliance with the requirements contained within the Pregnancy, Mother and Baby Unit (MBUs) and Maternal Separation from Children up to the Age of Two in Women’s Prisons Policy Framework (2021), to form a written recommendation for submission to the prison Governor/Director.
4. To discuss prior to the Board, where appropriate, any matter(s) which a professional/board member was unable to include in their report to reach agreement on how this should be managed successfully.
5. To meet with applicants prior to Boards taking place to introduce themselves, explain the role of the Independent Chair, and the process for Admission Boards and to ensure that they understand their rights.
6. To ensure that Boards have access to all available information (contained within a dossier), in compliance with the Policy Framework, before making a final recommendation to the Governor/Director.
7. To clarify contributions to Boards where appropriate, to ensure everyone in attendance understands them, in a professional manner.
8. To hold neutral boards without a voting function and to summarise contributions made by all parties and recommendations made, for accurate recording in the minutes.
9. To make recommendation and effectively communicate this to the Governing Governor/Director, in person where possible.
10. Where the recommendation of the Board is not to approve a place, to provide a letter to the mother providing details around the discussion, the outcome, and the reasons. Where the outcome is conditional, the letter must include all the conditions. The letter must be written in an accessible way and consider the individual needs of the mother and how to convey information to her.
11. To Chair all multidisciplinary Child Placement Boards where a separation plan or upper age limit extension application requires a decision, in compliance with the requirements of the Pregnancy, Mother and Baby Unit (MBUs) and Maternal Separation from Children up to the Age of Two in Women’s Prisons Policy Framework (2021), and in line with responsibilities outlined at 3-7 and 9 as above. 
12. To report any concerns regarding procedures, professional standards, or individual cases to the prison or HMPPS Women’s Directorate as appropriate.
13. To contribute to the Mother and Baby Units Appeal and Advice Panel and work with other professionals to support decision making in the best interests of the child.
14. To work in an inclusive, procedurally just and trauma informed and responsive way, and to challenge discriminatory practice where necessary. To ensure that all attendees and organisations have a voice and that their contribution is valued and discussed appropriately, with understanding of differing organisational roles and responsibilities. 
15. To fully engage in ‘new member’ training, mandatory learning, monthly-meetings, and annual appraisal processes. This includes routine peer reviews and shadowing, to support learning and consistency of decision making.  

Organisation description

About HM Prison and Probation Service, Women’s Directorate  

The Women’s Directorate combines policy, strategy and operational delivery under a single director for women. The directorate consists of the 10 public sector women’s prisons, the HMPPS women’s team, the women’s prison estate office.

We work together to ensure that the distinct needs of women in the criminal justice system are understood and addressed as set out in the Female Offender Strategy (2018). As a directorate, our central question is: ‘How is the work we are doing improving outcomes for women?’

Our Vision:

We will enable safe, compassionate and individualise care for women. The services we provide will be designed for women’s specific needs, risk and behaviours. We will create a system that operates seamlessly and respectfully across Government, Community and Custody, to deliver positive outcomes with women, their families and for society.

Our Values:

• We will create a culture where our people partners and everyone in our care feels empowered and motivated to achieve positive outcomes.
• We are people and purpose orientated and will strive to embody our vision in every contract we have with women in the Justice system.
• We operate with decency, integrity, respect and inclusivity in all of our partnerships and relationships.

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

Candidates will be able to demonstrate the following:

• -       An ability leading or sitting on a board, using sound judgement to make recommendations that could attract scrutiny.
• -       A commitment to understand the needs of women in prison in a trauma informed and trauma responsive way.
• -       An ability to scrutinise, interpret and challenge complex and challenging information with integrity and to offer professional challenge of the views and assumptions of Board attendees
• -       Evidence of excellent written and verbal communication skills
• -       Evidence of emotional resilience, personal integrity, demonstrable independence
• -       Demonstrate an awareness of and commitment to equality and diversity

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)

·         Carlene Dixon, HMPPS Director of Women’s Prisons (Chair)

·          Isabelle Trowler, Chief Social Worker 

·         Jacob Meagher, 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)

As the Mother and Baby Unit Independent Chair was established to carry out an independent function at arm's length from the government, we are mindful that appointing someone who is employed by a government department might comprise that independence -as well as diminishing the confidence of stakeholders and the general public.

If you need further advice, please contact Ria Vadgama - Publicappointmentsteam@justice.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. 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

The agreed cost at approximately £350 per day (£175 AM or PM session) and reasonable travel expenses will be supported, which will be assured in line with the Travel and Subsistence PSI, by the Women’s Directorate. 

In addition, remuneration will be monitored by the Women’s Directorate and a review will be conducted 12 months following appointment, with cost analysis to consider value and future financial projection.

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 Maggie Garret from public appointments team in the first instance if you would like to make a complaint regarding your application at Publicappointmentsteam@justice.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

In accordance with the Public Appointments Order in Council 2019(4)(5), we will process your application in accordance with the UK General Data Protection Regulation (UK GDPR), the Data Protection Act 2018 and the Ministry of Justice’s Information Charter, which can be found at https://www.gov.uk/government/organisations/ministry-of-justice/about/personal-information-charter.

Your data will be held securely and access will be restricted to those dealing with your application or involved in the recruitment process. Your data may also be shared with the Commissioner for Public Appointments and other relevant government departments, including the Cabinet Office, as part of a complaint investigation or review of the recruitment process. Cabinet Office will handle data in accordance with their Privacy Notice https://publicappointments.cabinetoffice.gov.uk/privacy-notice.   Your data may also be disclosed as required by law or in connection with legal proceedings.

Your data will be stored for up to two years and processed for the purpose of the recruitment process, diversity monitoring and, if successful, your personal record. If appointed, your data will be stored for the duration of your tenure and may be shared with the organisation to which you are appointed, unless you specifically request us not to.

Should you wish your data to be removed from our records, please contact publicappointmentsteam@Justice.gov.uk.

Contact details

If you have any further questions regarding the role please contact Ria Vadgama -Publicappointmentsteam@justice.gov.uk