Experience in operating at Board level or equivalent in the public or private sector (or both) preferably in a non-executive pension/reward scheme capacity;
Excellent communication and interpersonal skills – capability to manage stakeholder relationships in a collaborative way;
Ability to ensure that the board successfully delivers against its objectives particularly where differing or conflicting views arise;
Ability to analyse complex information, understand options presented and to assist others to understand issues and differing views. To also provide constructive feedback and seek clarity as required.
Chair of the Civil Service Pensions Board (CSPB)
Application deadline 10 August 2022

Summary
- Organisation
- Civil Service Pensions Board
- Sponsor department
- Cabinet Office
- Location
- London
- Sector
- Business, Finance & Skills
- Skills
- Audit and Risk, Business, Commercial, Communication, Procurement, Regulation
- Number of vacancies
- 1
- Time commitment
- 20 day(s) per annum
- Remuneration
- £20000 per annum
- Length of term
- 3 years
- Application deadline
- 7pm on 10 August 2022
Timeline for this appointment
-
Opening date
29 June 2022
-
Application deadline
7pm on 10 August 2022
-
Sifting date
26 August 2022
-
Interviews expected to end on
30 September 2022
Person specification
Experience of the pension administration industry and the challenges facing unfunded pension schemes would be an advantage.
The capacity to bring a fresh, external view and independence of judgement with the ability to lead and negotiate and an understanding of how government works
Role description
This is both a challenging and exciting time to join the Civil Service Pension Board. We are looking to appoint an individual with commitment and expertise to the Board, which is challenging and leading the organisation to become the best managed, best administered and best value public sector pension schemes in the UK.
Whilst the Board’s Chair has overall responsibility for the performance of the Board, all members of the Board have an important individual and collective role in working with the Chair, the Chief Executive and the Senior Management Team to evolve the strategic direction of the body, to ensure delivery goals, and to ensure that it fulfils the governance, financial management, and efficiency standards required of it as a public body.
Dear Candidate,
Thank you for your interest in this vacancy for a Member of the Civil Service Pension Board (CSPB).
You may already have some idea about the important work of CSPB and the following pages will tell you more about CSPB purpose and the nature of the Board and this General Member role, as well as the application process. Please do also view the Civil Service Pension Board website to understand their work and the strategic framework review they are currently undertaking: https://www.civilservicepensionscheme.org.uk/about-us/civil-service-pensions-board/
If, after reading the material, you have further questions about any aspect of this post you are welcome to speak to Jason Dear or Karen McGhee (cspbapplications@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 for the Civil Service Pension Board
Whilst the Board’s Chair has overall responsibility for the performance of the Board, all members of the Board have an important individual and collective role in working with the Chair, the Chief Executive and the Senior Management Team to evolve the strategic direction of the body, to ensure delivery goals, and to ensure that it fulfils the governance, financial management, and efficiency standards required of it as a public body.
The Board currently comprises 5 Non-Executive Members and 10 members consisting of member nominees, employer nominees and officials. Members of the Board are listed below and biographical information for each Board Member can be found on Civil Service Pension Board website
- Margaret Edwards OBE (Current Chair);
- Anthony Clare
- Shrinivas Honap
- Lesley Davie
- Sir Adrian Johns
- Lorna Merry
- David Howdon
- Karen Watts
- Jayne Beeslee
- Rob Woodstock
- Jonathan Russell
- Dominic Arthur
- Nathan Paget
- Rich Hornby
- Nicola Bettesworth
Application and selection process
In order for us to progress your application please submit the following completed documentation to cspbapplications@cabinetoffice.gov.uk:
- A Curriculum Vitae (maximum two sides of A4) with your education, professional qualifications and full employment history.
- A supporting statement (maximum two sides of A4), setting out how you meet the eligibility criteria (please see the Person Specification and eligibility criteria) – please ensure your full name is clearly noted at the top of your letter.
- Recruitment Monitoring form (Google) you do not need to have a Google account to complete the form (here) – If you experience problems accessing the monitoring form please contact the Sponsor Team.
- Disability Confident – Offering an interview to disabled people declaration (if applicable)
- Contact details including email addresses for two referees;
- 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.
- 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.
- At the shortlisting meeting the Panel will assess applications against the eligibility criteria and decide which candidates should be recommended for interview. Ministers will then be consulted on the Panel’s recommended shortlist.
- Once the shortlist has been agreed by Ministers, you will be advised (by email) whether you have been shortlisted. Those shortlisted will be invited to an interview in London.
- The Panel will meet again to interview candidates and determine who is appointable to the role. The names of all appointable candidates are provided to Ministers. 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.
- The Panel’s recommendations will be provided to Ministers in a report which details the assessment method used and the outcome of each interview. They will then be asked to agree on the candidate(s) who should be appointed.
- This appointment is made by the Prime Minister who, following the appointments process, will take the final decision on who to appoint.
- Once the decision on the appointment has been made, interviewed candidates will be advised of the outcome of their application. Successful candidates will be issued with their Terms & Conditions and a letter of appointment should they agree to take up the position.
- If your application is unsuccessful and you would like feedback, please let the Sponsor Team know. We regret that we are only able to offer feedback to candidates who have been unsuccessful at interview stage.
Ineligibility criteria
You cannot be considered for a public appointment if:
- You become bankrupt or make an arrangement with creditors;
- 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;
- You are disqualified from acting as a company director under the Company Directors Disqualification Act 1986;
- You have been convicted of a criminal offence, the conviction not being spent for the purposes of the Rehabilitation of Offenders Act 1974 (c. 53);
- You become subject to a debt relief order or a bankruptcy restrictions order;
- You fail to declare any conflict of interest.
Conflicts of interest and due diligence
Given the nature of public appointments, it is important that those appointed as Members of public bodies maintain the confidence of Parliament and the public. If there are any issues in your personal or professional history that could, if you were appointed, be misconstrued, cause embarrassment, or cause public confidence in the appointment to be jeopardised, it is important that you bring them to the attention of the Advisory Assessment Panel (“Panel”) and provide details of the issue(s) in your application. In considering whether you wish to declare any issues, you should also reflect on any public statements you have made, including through social media.
As part of our due diligence checks we will consider anything in the public domain related to your conduct or professional capacity. This will include us undertaking searches of previous public statements and social media, blogs, public registers (e.g. Individual Insolvency Register, Removed Trustee Register, Financial Services Prohibited Individual Register and Disqualified Directors Register) or any other publicly available information.
The Panel must satisfy itself that all candidates for appointment can meet the standards set out in the Seven Principles of Public Life and have no outside interests which present a conflict of interest or otherwise call into question their ability to perform the role. Any actual, reasonably perceived or potential conflicts of interest identified during the appointment process and potential mitigations will be explored with the candidate at interview. This information will also be included in the final advice to Ministers at the end of the appointment process.
If you have any interests that might be relevant to the work of Civil Service Pension Board and which could lead to a real or perceived conflict of interest if you were to be appointed, please provide details in your application. If you have queries about this and would like to discuss further please contact the Sponsor Team. A potential conflict will not preclude you from being shortlisted or appointed. However, arrangements may need to be put in place to manage the real or perceived conflict.
Additional information for candidates
- Experience in operating at Board level or equivalent
- To effectively champion diversity and difference
- Ability to analyse information, understand options presented and to assist others to understand issues and differing views. To also provide constructive feedback and seek clarity as required.
- 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 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.
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:
- 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;
- 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;
- 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;
- 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;
- 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;
- 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;
- LEADERSHIP - Holders of public office should promote and support these principles by leadership and example.
- 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 or public statements that you have made;
- and/or - any political roles you hold or political campaigns you have supported;
- The time commitment as Chair is 20 days per year; the annual remuneration is £20,000 per annum.
- Remuneration is taxable under Schedule E of the Income and Corporation Taxes Act 1988 (as amended) and subject to Class I National Insurance contributions.
- Reasonable standard travel expenses will be payable.
- The post is not pensionable.
If, after reading the material, you have further questions about any aspect of this post you are welcome to speak to Jason Dear or Karen McGhee (cspbapplications@cabinetoffice.gov.uk).