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Role details

His Majesty's Inspector of Constabulary - Inspector of Fire and Rescue Authorities in England (HMICFRS)

Application deadline 14 November 2022

Summary

• Organisation: His Majesty's Inspectorate of Constabulary and Fire & Rescue Services
• Sponsor department: Home Office
• Location: Various
• Sectors: Judicial, Prisons & Policing
• Skills: Regulation
• Number of vacancies: 1
• Time commitment: 37 hour(s) per week
• Remuneration: £181275 per annum
• Length of term: Five Years
• Application deadline: 10:59pm on 14 November 2022

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Timeline for this appointment

1. Application deadline

   10:59pm on 14 November 2022

Timeline dates are only an estimate and can change

About the role

Introduction

Do you want to play a key role in shaping the landscape of the policing and fire rescue services?

HM Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS) is an independent body that inspects and reports to the public on the efficiency and effectiveness of police forces in England and Wales, fire and rescue authorities in England and national law enforcement agencies. It aims to ensure that the public and their elected representatives can hold inspected organisations to account by monitoring trends, challenging practice and identifying areas for improvement, and making performance information accessible.

The principal role of HMICFRS is undertaking the all-force inspections of policing in England and Wales, and of all fire & rescue authorities in England; providing the public with a clear, consistent and independent view of the quality of services in their local area. The post encompasses the dual roles of His Majesty’s Inspector of Constabulary and Inspector of Fire & Rescue Authorities in England. The post holder will also contribute to the corporate leadership of HMICFRS, working closely with the Chief Inspector to ensure that the inspectorate transformation programme is implemented successfully.

We are seeking candidates who possess knowledge of policing and/or fire and rescue services, previous inspectorate or regulatory experience, previous Chair or Non-Executive Board Member experience, capability to carry out rigorous inspections, a first-class communicator with a successful track record of managing relations with a complex range of stakeholders, and a proven ability to develop and implement robust governance arrangements and monitor performance.

This full-time appointment is made by HM The King on the recommendation of the Home Secretary. The initial term of office will be for a period of up to five years.

Role description

HMI and IFRAE are simultaneous appointments made by His Majesty the King on the recommendation of the Home Secretary.

Their purpose is to inspect police forces and fire & rescue authorities, and report publicly on their efficiency and effectiveness.

Key Responsibilities are: 

• Inspect a number of the police forces in England and Wales, and fire & rescue authorities in England, as determined by the Chief Inspector. This        will include:

o Monitoring inspected organisations’ performance;

o Forming a professional assessment of inspected organisations’ performance;

o Identifying problems and challenging inspected organisations and their governing bodies so that the public are not exposed to avoidable risk or harm and can be assured that fire & rescue services are effective and efficient;

o Preparing inspection reports to high corporate standards and presenting findings to the public; and

o Promoting good practice to promote and facilitate improvement in fire and rescue and police services, and wider public safety.

• The Chief Inspector may also require post holders to inspect other organisations, as necessary.

• Lead one or more of HMICFRS’s thematic programmes and take a leading role in the annual all-force PEEL inspection programme.

• Lead – if required – any additional HMICFRS inspections not included in the inspection programme.

• When called upon, participate in chief officer misconduct meetings and hearings and chief officer appeal panels.

• Operate in the public interest and demonstrate the highest levels of personal integrity at all times.

• Along with other HMICFRS Board members, contribute to the corporate leadership of the organisation.

• Build and lead high-performing inspection teams.

• Develop strong relations with the senior leadership teams of inspected organisations and their governing bodies.

Board composition

The HMICFRS has one Chief Inspector and three Inspectors for HMI and IFRAE.

Andy Cooke QPM (HMCI)

Roy Wilsher

Matt Parr 

Wendy Williams

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

• Successful track record of strategic leadership of a large delivery organisation with commensurate management skills and  the ability to contribute effectively as a member of the senior team.

• Ability to take an outcome-focused approach to enhance public accountability of the fire and rescue service and the police service.

• Strong analytical skills, predominantly with a reliance on evidence-based practice, and the capability to carry out rigorous inspections.

• Proven performance, resource management and business skills.

• A first-class communicator – orally and in writing – with the confidence, authority and interpersonal skills to secure and  retain the confidence of a wide range of stakeholder groups.

• Strong relationship management skills, including the ability to build strong relationships and effectively challenge and influence stakeholders.

• A track record of implementing significant change.

• The flexibility and personal resilience to adapt to rapidly changing circumstances in an environment of regular scrutiny by the media, public and others.

Desirable criteria

• Knowledge of policing and/or fire and rescue services;

• Previous inspectorate or regulatory experience;

• Previous Chair or Non-Executive Board Member experience; and

• Experience of media handling.

Application and selection process

How to apply

In order to apply you will need to provide:

1. A  Curriculum Vitae which provides details of your education and qualifications, employment history, directorships, membership of professional bodies and details of any publications or awards;

2. A supporting statement setting out how you meet the eligibility criteria;

3. Information relating to any outside interests or reputational issues;

4. Diversity monitoring information. 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.

5. Disability Confident – If you want to be considered for the disability confident scheme, please complete the form in Annex B. It is not necessary to state the nature of your disability. Whether you choose to apply under the Disability Confident scheme or not, you can still ask us to make particular arrangements for you when attending an interview. You can also contact us if you want to discuss the criteria for the role or have questions regarding your application. Applicants who meet the minimum criteria in the job specification are guaranteed an interview. Selection will be on merit.

6. Reasonable adjustments - requests for reasonable adjustments that you would like to the application process (if applicable).

Completed applications should be submitted to publicappointments@homeoffice.gov

Supporting Documentation Link

https://papt-candidate-packs-live.s3.eu-west-2.amazonaws.com/Annex-B-Supporting-documentation-2021.docx

Diversity Form Link

https://papt-candidate-packs-live.s3.eu-west-2.amazonaws.com/20220427+TEMPLATE+-+Diversity+Information+Form+-+Accessible+PDF.pdf

Candidate Pack Link

https://papt-candidate-packs-live.s3.eu-west-2.amazonaws.com/20221020+-+HMICFRS+Inspector+-+Candidate+Pack+-+Final.pdf

Privacy Notice Link

https://papt-candidate-packs-live.s3.eu-west-2.amazonaws.com/Home-Office-Privacy-Notice-Final.pdf

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.

If you have any questions about the appointments process, or you have any queries about any aspect of this role, or merely wish to have an informal discussion, then please contact Elinor Howard at elinor.howard@homeoffice.gov.uk

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 should be recommended for interview. Ministers will then be consulted on the Panel’s recommended shortlist.

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 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.

6. 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.

7. 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.

Advisory Assessment Panel (AAP)

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)

Security clearance

The successful candidate will be required to have or be willing to obtain security clearance to Security Check (SC) level and police vetting. Pre-appointment checks will also be undertaken on immigration and criminal convictions. It usually takes between 4-6 weeks to obtain the security clearance. The role will be offered on a conditional basis until the successful candidate has passed all checks. The successful candidate will be encouraged to take up the appointment as soon as possible, subject to the successful completion of all pre-appointment checks. 

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 minimum criteria for the role 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

Government departments 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 detailed information on the selection / interview process in advance to allow candidates time to prepare themselves;
• allowing support workers, for example sign language interpreters;
• making provision for support animals to attend.

When you apply you will have the opportunity to request reasonable adjustments to the application process.

Principles of public life

Holders of public office are expected to adhere to and uphold the Seven Principles of Public Life https://www.gov.uk/government/publications/the-7-principles-of-public-life/the-7-principles-of-public-life--2. These are:

1. SELFLESSNESS - Holders of public office should act solely in terms of the public interest. They should not do so in order to gain financial or other material benefits for themselves, their family or their friends;
2. INTEGRITY - Holders of public office should not place themselves under any financial or other obligation to outside individuals or organisations that might seek to influence them in the performance of their official duties;
3. OBJECTIVITY - In carrying out public business, including making public appointments, awarding contracts, or recommending individuals for rewards and benefits, holders of public office should make choices on merit;
4. ACCOUNTABILITY - Holders of public office are accountable for their decisions and actions to the public and must submit themselves to whatever scrutiny is appropriate to their office;
5. OPENNESS - Holders of public office should be as open as possible about all the decisions and actions that they take. They should give reasons for their decisions and restrict information only when the wider public interest clearly demands;
6. HONESTY - Holders of public office have a duty to declare any private interests relating to their public duties and to take steps to resolve any conflicts arising in a way that protects the public interest;
7. LEADERSHIP - Holders of public office should promote and support these principles by leadership and example.

Code of conduct for board members

The Government expects all holders of public office to work to the highest personal and professional standards. In support of this, all non-executive board members of UK public bodies must abide by the principles set out in the Code of Conduct for Board Members of Public Bodies. The Code sets out the standards expected from those who serve on the boards of UK public bodies and will form part of your terms and conditions of appointment.

Management of outside interests and consideration of reputational issues

Holders of public office are expected to adhere and uphold the Seven Principles of Public Life and the Code of Conduct for Board Members of Public Bodies. Before you apply you should consider carefully: 

• any outside interests that you may have, such as shares you may hold in a company providing services to government; 
• any possible reputational issues arising from your past actions or 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

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. If re-appointed, 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 necessarily incurred on official business 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

If you are currently a serving police officer, your current pension arrangements under the Police Pensions Regulations will continue for the duration of your appointment as an HMI, provided you a) elect to transfer from your current police force to HMICFRS and do not retire, and b) do not elect to opt out of the Police Pension Scheme. As an HMI, your pension will be administered and payable by the relevant police force on behalf of the Home Office. HMI is included in Schedule A of the Regulations as a “member of a police force” for the purposes of abatement. If you are a retired officer currently in receipt of a police pension, or should you choose to retire from the police service on appointment, under Section K4 of the Regulations the relevant authority may, in their discretion, withdraw the whole or any part of your pension for the duration of your appointment as an HMI.

Alternatively, the successful candidate will be eligible to join the Civil Service pension scheme. Full details can be found on the Civil Service Pensions website at: www.civilservice.gov.uk/my-civil-service/pensions.

Application feedback

We will notify you of the status of your application. We regret that due to the volume of applications received, we are only able to offer feedback to candidates who have been unsuccessful at the interview stage.

How to complain

We aim to process all applications as quickly as possible and to treat all applicants with courtesy.

Please contact the Home Office public appointments team in the first instance if you would like to make a complaint regarding your application at publicappointments@homeoffice.gov.uk. They will acknowledge your complaint upon receipt and respond within 15 working days.

How to complain to Office of the Commissioner for Public Appointments (OCPA)

If you are not content with the appointing department’s response, you may wish to further complain to the Commissioner at publicappointments@csc.gov.uk,Further information on how the Commissioner handles complaints can be found on the Commissioner for Public Appointments’ website https://publicappointmentscommissioner.independent.gov.uk/regulating-appointments/investigating-complaints/

Data protection

The Cabinet Office will use your data in line with our privacy policy.

Contact details

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