- Ability to operate effectively on the board of a large and complex national organisation, contributing to challenging debate and working with others to reach decisions based on evidence and consensus.
- Ability to develop and deliver robust governance arrangements, including performance, financial and risk management.
- Understanding of the board role of NHSBT with an ability to articulate some of its key challenges.
- NHS Blood and Transplant
- Sponsor department
- Department of Health and Social Care
- Health and Social Care
- Number of vacancies
- Time commitment
- 3 day(s) per month
- £7883 per annum
- Length of term
- Up to 3 years
- Application deadline
- Midday on 6 September 2022
Timeline for this appointment
29 July 2022
Midday on 6 September 2022
- Commercial, financial
- Data and data analytics
- People / HR
Letter from the Chair of NHSBT, Peter Wyman
Please visit our website at http://www.nhsbt.nhs.uk/ for more information.
- contribute to the development of strategy, agreeing the goals, business plans and objectives of the organization, taking into account the policies of the various UK health departments as necessary
- monitor and review performance, ensuring that financial controls and systems of risk management are robust and effective
- help shape an inclusive and high performing culture in NHSBT through engaging with and providing ideas and guidance to the NHSBT team
- demonstrate a commitment to patient safety and to patients and staff being able to properly raise concerns
- represent the Board, as required, at official occasions and visits to NHSBT sites.
- Grow and diversify our donor base - to meet clinical demand and reduce health inequalities
- Modernise our operations - to improve safety, resilience and efficiency
- Drive innovation - to improve patient outcomes
- Collaborate with partners - to develop and scale new services for the NHS
- Invest in people and culture - to ensure a high performing, inclusive organisation
- We care about our donors, their families, the patients we serve, and our people.
- We are expert at meeting the needs of those who use our service and those who operate it.
- We provide quality products, services and experiences for donors, patients and colleagues
NHSBT is committed to championing and promoting Equality, Diversity, and Inclusion. Improving the diversity of our workforce and donors is a key priority for the organisation. NHSBT is working hard to ensure that we better serve the reflections the communities that we serve. For more information, please see Diversity and inclusion - NHS Blood and Transplant (nhsbt.nhs.uk)
Our strategy sets out how we will deliver against our mission, while adhering to both our core purpose and values. The strategy is summarised via our 5 key priorities, and describes what we will do to achieve each of these priorities and how we will know when we have succeeded. For full details of our strategy, please read our Strategy document in full here.
- 27th September 2022
- 29th November 2022
- 31st January 2023
- 28th March 2023
- 20th May 2023
- 25th July 2023
- 26th September 2023
- 28th November 2023
Application and selection process
For further information please find below links to DHSC's candidate information pack and monitoring form:
- Candidate Information Pack: https://papt-candidate-packs-live.s3.eu-west-2.amazonaws.com/Final+NHSBT+NED+Candidate+Pack+28072022.pdf
- Monitoring form (PDF): https://papt-candidate-packs-live.s3.eu-west-2.amazonaws.com/Monitoring_form_OCPA_v4.pdf
- Monitoring form (word): https://papt-candidate-packs-live.s3.eu-west-2.amazonaws.com/Monitoring_form_OCPA_v4.docx
In order to apply, you will need to provide:
- A Curriculum Vitae, which includes contact details for you and referees, and details of your education and qualifications, employment history, directorships, membership of professional bodies and any relevant publications or awards.
- A Supporting Statement, setting out how you meet the criteria for appointment as set out in the person specification for the role and providing details on any potential conflicts of interest or reputational issues.
- A Monitoring form, which includes different sections covering diversity information, conflicts of interest, standards in public life, whether you would like reasonable adjustments to be made to support your application and whether you wish to apply under the Disability Confident Scheme. Please note that whilst the form must be completed in full, you can select “prefer not to say” to any question you do not wish to answer regarding your diversity characteristics. The information you provide on your characteristics will not be used as part of the assessment process and will not be seen by the assessment panel.
Completed applications should be submitted to firstname.lastname@example.org
If you have any questions about the appointments process, please contact email@example.com / 0113 2545414
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
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.
At the shortlisting meeting, the Panel will select for interview only the strongest applicants who it feels have demonstrated that they best meet all the criteria set out in the person specification. However, if you have applied under the Disability Confident Scheme and you meet all the essential criteria, then you will also be invited for interview.
If you apply under the Disability Confident Scheme and you are not shortlisted for interview, we can provide a summary of the assessment of your written application, if you choose to request feedback. However, 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.
After shortlisting, Ministers will then be consulted on the Panel’s recommended shortlist. We will email you to let you know whether you have been invited to be interviewed. Interviews will be conducted either face-to-face, in central London or by video/teleconference. We will confirm arrangements to shortlisted candidates in due course.
If you are invited to interview and are unable to attend on the set date, then an alternative date can only be offered at the discretion of the Panel.
If invited to interview, 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
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 decide who should be appointed. In some circumstances, Ministers may choose not to appoint any candidates and re-run the competition.
Ministers may choose to meet with candidates before making a decision. 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.
If following interviews your application is unsuccessful, we will notify you. We appreciate it takes a lot of time and effort to apply for roles, and prepare for and attend an interview, and that feedback is a valuable part of the process. Following interviews, the letter which confirms the outcome of the appointment process will provide the details of who you may approach for feedback on your interview and application, if you so wish.
- Maria Nyberg, Deputy Director as Panel Chair
- Peter Wyman – NHSBT Chair as Panel Member
- Debra Bailey - Non- Executive Director at the NHS Business Services Authority as the Independent Panel Member
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)
Additional information for candidates
- 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 assessment process 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; which may call into question your ability to do the role you are applying for.