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Role details

Port of Milford Haven Chair

Application deadline 15 November 2023

Summary

Organisation
Milford Haven Port Authority
Sponsor department
Department for Transport
Location
Wales
Sectors
Transport
Skills
Business, Communication
Number of vacancies
1
Time commitment
3 day(s) per month
Remuneration
£50000 per annum
Length of term
3
Application deadline
11:59pm on 15 November 2023

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Timeline for this appointment

  1. Opening date

    19 October 2023

  2. Application deadline

    11:59pm on 15 November 2023

  3. Sifting date

    20 December 2023

  4. Interviews expected to end on

    31 January 2024

Timeline dates are only an estimate and can change

About the role

Introduction

Thank you for your interest in learning more about the role of Chair of Milford Haven Port Authority, which has undergone a remarkable transformation over the last decade. As a Trust Port, we are committed to driving significant positive change in Pembrokeshire, with the well-being of our communities, customers, partners, and staff at the core of our planning and delivery processes.
While our primary function is to ensure safe and efficient navigation on the Milford Haven Waterway for millions of tons of cargo each year through our pilotage and conservancy role, the Port of Milford Haven has evolved into much more than that.
Our engagement with the energy sector stands at the forefront of our efforts.
We are committed to paving the way towards a green energy future for the Port. This dedication is demonstrated by our involvement in the bid for freeport status as part of the Celtic Freeport collaboration, which is exceptional news for the region. As we work alongside our partners, we aim to secure the final freeport status, bringing substantial opportunities for growth and development.
It is also evidenced by the £60 million upgrade at Pembroke Port, where we are poised to become a thriving hub for marine energy development. This enhancement positions us as an attractive and capable location for our customers, as we embrace a new energy epoch committed to sustainability and renewable energy.
The Port has also expanded its interest in the hospitality and tourism sectors through the Milford Waterfront development. It has attracted a major UK hotelier alongside an exciting range of independent businesses, all creating an enriching experience for locals and tourists. As the Board of the Port of Milford Haven, we are committed to providing entrepreneurial leadership to the Port, enabling the executive to continue to exceed expectations.
Our new Chair will therefore join us at a really exciting time. This pack describes more about our purpose, work and values and describes in detail the calibre of individual we are looking for as our new Chair. Our role at the heart of our community, our complex portfolio of services and our deep commitment to diverse, collaborative teams and high performance underpin our requirements.
We firmly believe that our role as a Board does not involve acting in isolation. It requires a deep understanding of the work carried out by our staff and our crucial role within the community. Our connection to Pembrokeshire remains unwavering, and we are determined to create our own opportunities for growth within the region.
I hope this gives you an insight into our work and the important role the Board plays in the success of the Port of Milford Haven.
We look forward to hearing from you

Role description

The Key Responsibilities and Accountabilities of the Chair of MHPA are as follows:
  • Chairing the Board
The Chair leads and manages the business of the Board, which is the key decision making and ownership body of the Port, fostering the Port’s desired culture and values to provide clear direction, cohesion and focus. They set the agenda, style and tone of board discussions to promote open debate, effective decisions, and strong levels of mutual trust, team working and collective accountability. The Chair will be responsible for ensuring the board provides the right degree of constructive challenge to the management team and assists the organisation’s continued strength and success. The Chair will also be responsible for board member performance including development of board members and for ensuring that vacancies arising on the board are filled appropriately and in-line with the port’s criteria relating to independence and skills mix.
  • Working in partnership with the Chief Executive
The Chair must establish a positive, supportive and collaborative relationship with the Chief Executive and other senior members of the management team, acting as a trusted sounding board. Together they will set the Board agenda and ensure the Board has access to all the information and advice it requires. The Chair will hold the Chief Executive to account for the effective management and delivery of the Port’s strategic aims and objectives, including the development of a high performing management team.
  • Business Performance and Strategy
The Chair leads the board in overseeing the delivery of the required business performance and in ensuring that actions and plans are aligned with a coherent long-term strategy. They will ensure that the board contributes fully to agreeing the strategic direction and will make certain that the board has sufficient and appropriate information to monitor performance effectively.
  • Stakeholder Relations
As well as the Chief Executive, the Chair is a key figurehead and ambassador within the organisation and as such will play a key role in developing and sustaining effective stakeholder relations with governmental bodies (Welsh and UK Government) within the context of a complex regulatory environment and a changing devolution settlement. The Chair will also be called on to meet and engage with a wide variety of local communities and other interested organisations including partners, customers and our supply chain.
  • Governance
The Chair will be required to lead the organisation in maintaining the highest possible standards of integrity and probity. In support of this culture the port and the Board must have and be seen to have a robust governance framework, with strong internal controls and audit, risk management and Health, Safety and Environmental management processes, ensuring that the Port conducts its business in accordance with the rules of the Port and the ‘Ports Good Governance Guidance’.

Organisation description

We are the UK's leading energy port with a busy shipping gateway handling liquid, bulk, break bulk and heavy lift cargoes from our western UK site. A twice daily freight and passenger ferry connects the UK and Ireland. Our development strategy is creating new opportunities in the marine renewables and hospitality sectors.
Our drive is to be the port of choice for industry and to create lasting opportunities for our communities. 
The Port of Milford Haven is the UK’s largest energy port and the biggest port in Wales. A 24/7 operation, the Port offers a range of marine services as well as owning and operating Pembroke Port, Milford Marina and Milford Fish Docks. Activities including cargo handling, ferry operations, fish landing, marina services and cruise calls are safely and efficiently handled. The Port is a statutory harbour authority which operates on a commercial basis, charging port fees for providing conservancy and pilotage services to the vessels delivering or collecting products at the principal terminals located on the Milford Haven Waterway.
It also operates port services at sites in Milford Haven and Pembroke Dock, has a diverse investment portfolio and a strengthening interest in the Hospitality and Tourism sector. As a Trust Port, the Port does not have shareholders. All profit is retained and is available for re-investment into the business in support of its strategy. The Port, as a commercial entity in active competition with all other ports, is financed through retained profits and conventional bank lending. At the Group level, the Port finished 2022 with £7.7m of cash.
The Port has access to a flexible credit facility which gives access to additional funding if required, hence we are well placed to continue re-investment into our trading base, react to opportunities that present themselves and maintain business-critical assets as the need arises. Created by an Act of Parliament in 1958, the Port of Milford Haven celebrates 65 years of operations this year building on an established legacy of port services and for its fishing and military histories.

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 with the integrity, independence and broad experience required of a Chair are sought.
The successful candidate will be capable of adding value across a range of strategic and organisational issues. In short, they will contribute fully as a rounded and experienced leader and board member.
Candidates must be able to demonstrate the following competencies.
1. Commercial experience and acumen
  • Board-level executive experience within a substantial commercial private sector business and a strong track record of success.
  • Non-executive track record in a commercial business.
2. Personal commitment and integrity
  • Integrity in all personal and business dealings.
  • Ability to focus on achievements and outcomes.
  • Ability to be objective about what is best for MHPA and its business.
3. Governance
  • An understanding of the difference between governance and management issues
  • A strong track record of ensuring an organisation meets the highest standards of governance in a large commercial organisation where accountability to the public is a key concern as well as accountability for financial performance.
  • Experience of managing operational commercial financial and other risks within an organisation
4. Leadership and team working
  • Ability to facilitate constructive board discussion and lead the board in effective team working, ensuring that all contribute to the fullest extent of their ability and knowledge.
  • Ability to ensure the board maintains strong collective responsibility and cohesion.
  • Proven commitment to fostering diverse teams, and engaged, collaborative. performance cultures.
5. Communications
  • Ability to recognise the motivations of, and relate to, a wide variety of players including government bodies, customers, owners, competitors, employees and other groups/port users.
  • Ability to communicate with external and internal parties clearly, concisely and with conviction and through such communication to influence and persuade others.
  • Ability to judge correctly and act on the political impact of actions and statements.
6. Stakeholder Relations and Personal Network
  • Ability to build and establish effective relationships and networks at a senior level with major international corporations and with public sector stakeholders.
  • Demonstrable ability to build effective relationships with key players and influencers in relation to devolution issues.
  • Proven ability to maintain personal and board independence from any single or multiple sets of stakeholders.
  • Understanding of the Wales/UK political and business landscape and dynamics.
7. Strategic ability
  • Ability to drive the development and implementation of strategy within a major commercial business.
  • Ability to see the strengths and weaknesses of MHPA and how decisions will impact on the organisation and its potential future.
  • Ability to identify and act upon opportunities and threats.
8. Intellectual and decision-making ability
  • Strong track record of making informed business, strategic and financial decisions on a basis that takes due account of and mitigates risk.
  • Develop rational and logical positions with the ability to listen, process, understand and contribute articulately to debate. 

Desirable criteria

Desirable additional experience sought
1. Prior experience as Chair.
2. Experience/expertise in one of the following would be desirable: 
a. High hazard/ safety related industry
b. Maritime and/or marine related matters
c. Environmental issues/ Green energy/ renewables experience 
d. Other related field

Application and selection process

How to apply

Executive Search provider GatenbySanderson has been appointed to partner with the Port of Milford Haven on this key appointment.

To apply for this post, you will submit your application no later than 23.55 15th November 2023 All applications must be submitted using the following link: www.gatenbysanderson.com/job/GSe95091

You are 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 competencies sought in this pack. 

Failure to submit both documents will mean the panel only have limited information on which to assess your application against the criteria. Please ensure that both documents contain your full name.
In addition, you will be asked to complete diversity and conflicts declarations through the online application system. This allows us to see if there are any unfair barriers to becoming a public appointee and whether there are any changes that we could make to encourage a more diverse field to apply. You can select “prefer not to say” to any question you do not wish to answer. The information you provide will not be used as part of the selection process and will not be seen by the interview panel.
Please state if you want to be considered for the disability confident scheme or if you have any requests for reasonable adjustments that you would like to the application process (if applicable).
Should you encounter any issues with your online application or are unable to apply online please contact kirsten.hasseriis@gatenbysanderson.com
For a confidential discussion please contact our recruitment advisers at GatenbySanderson:
  • Duncan Ewart, duncan.ewart@gatenbysanderson.com
  •  Julie Myers, julie.myers@gatenbysanderson.com
  • Darra Power-Mooney, darra.power-mooney@gatenbysanderson.com 

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)

This is a public appointment made by MHPA, upon the nomination of the Secretary of State for Transport. The selection process will be overseen by a Panel as follows:
  • David Whyte, Department for Transport representative
  • Jacqui Findlay, Independent Member
  • Erica Cassin, MHPA NED and Chair of Nomination & Remuneration Committee
  • To be confirmed
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 kirsten.hasseriis@gatenbysanderson.com

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.
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. However these payments are taxable as earnings and will be subject to tax and national insurance, both of which will be deducted at source under PAYE before you are paid.

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 gatenbysanderson in the first instance if you would like to make a complaint regarding your application at kirsten.hasseriis@gatenbysanderson.com.

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

kirsten.hasseriis@gatenbysanderson.com