To apply please read the Campaign Information Pack then submit the following documents by email to DBSCivPers-ResPublicAppts@mod.gov.uk FAO Bethany Hammond quoting reference 51994_RAF_NEBMx2:
Royal Air Force Non-Executive Board Member x 2
Contents
Summary
- Organisation
- Air Force Main Board
- Sponsor department
- Ministry of Defence
- Location
- Various
- Sectors
- Defence
- Skills
- Audit and Risk, Business, Human Resources, Major Projects, Transformation
- Number of vacancies
- 2
- Time commitment
- 24 day(s) per annum
- Remuneration
- £625 per day
- Length of term
- Three-year tenure with potential to extend for one further three-year term.
- Application deadline
- 11:59pm on 18 September 2022
Share this page
The following links open in a new tab
Timeline for this appointment
-
Opening date
26 August 2022
-
Application deadline
11:59pm on 18 September 2022
-
Sifting date
21 September 2022
-
Interviews expected to end on
10 October 2022
Timeline dates are only an estimate and can change
About the appointment
Introduction
The RAF wishes to appoint two Non-Executive Board Members (NEBMs) to bring an independent perspective and valuable skills to strategy formulation, risk management, assurance processes and decision-making to the Air Force Main Board (AFMB) and its supporting committees. We are looking for two high calibre individuals with the ability to question intelligently, debate constructively, challenge rigorously, and decide dispassionately.
Appointment description
The RAF wishes to appoint two Non-Executive Board Members (NEBMs) to bring an independent perspective and valuable skills to strategy formulation, risk management, assurance processes and decision-making to the Air Force Main Board (AFMB) and its supporting committees. We are looking for two high calibre individuals with the ability to question intelligently, debate constructively, challenge rigorously, and decide dispassionately.
Role and Responsibilities
General information about the role of NEBMs in government is provided in corporate governance in central government departments: Code of Good Practice.
NEBMs exercise their role through providing advice, challenge and support to the executive. They advise on performance, business operation issues, and on the effective leadership of the organisation. They form committees currently covering areas including audit and risk assurance, people, infrastructure, technology & innovation, and finance. The RAF supports this work by providing appropriate management information and direct access to staff officers and RAF personnel outside of board meetings.
Broadly, NEBMs are expected to contribute to the work of the RAF in the following areas:
- Independence – provide independent support, guidance and challenge on the progress and implementation of the RAF Command Plan,
- Strategy – constructively challenge and contribute to the development of strategy and business planning, including the setting and development of strategic objectives,
- Performance – scrutinise the performance of the organisation in meeting agreed goals and objectives, and monitor the reporting of performance, including financial targets,
- People – develop and encourage appropriate behaviours and organisational culture to develop people strategy,
- Governance – satisfy that governance, internal control and risk management systems are effective and capable of delivering relevant, accurate and timely management and financial information to the Board,
- Support the Board in developing skills and tools to help it engage with strategic issues,
- Connect the Board to people and organisations who can provide different perspectives, opinions and expertise which will assist in furthering the organisation,
- Specialist responsibility – specialise in one or more areas of work, supplementing skills and experience already in place across areas such as HR, technology, organisational transformation and change, finance, and audit and risk management.
Organisation description
The Royal Air Force provides air and space power professionally, effectively and efficiently. For over a hundred years the Royal Air Force has defended the skies of Britain and projected power and influence around the world. Today, the Royal Air Force remains at the heart of the Government’s approach to conflict and crisis management and is heavily committed on operations at home and abroad, across the breadth of Defence outputs.
The Royal Air Force is led by the Chief of the Air Staff, as the Four-Star commander and professional head of the Royal Air Force.
The Royal Air Force strategy:
- Our Purpose: Global air and space power to protect our nation
- Our Vision: The most operationally successful, agile and innovative Air Force in the world; always there for our nation
- Our Objectives: Succeed Today, Innovate for Tomorrow, and Value our People
- Our Journey: Building the Next Generation Royal Air Force.
Person specification
Essential criteria
Person Specification – Role 1
Operating Model and Infrastructure Non-Executive Board Member
We are looking for a Non-Executive Board Member (NEBM) with recent/current knowledge and understanding of board governance, successful programme delivery and experience of undertaking significant organisational change programmes. Ideally, the NEBM will have experience in leading successfully a large and complex organisation with diverse stakeholders and an extensive infrastructure footprint.
Essential criteria
- Demonstrable and practical recent or current experience in a large and complex organisation, with a strong ethical, compassionate and inclusive leadership style in line with the RAF’s values and standards, by modelling the highest standards of personal behaviour and conduct,
- An ability to operate at senior Board level, with proven Board experience,
- An ability to develop a highly functional working relationship with the Chief of the Air Staff built on openness, honesty and trust to form a continuous and supportive dialogue and objective informal feedback, to inform each other’s personal impact and effectiveness,
- Proven ability to challenge existing practices and identify new and better ways of working to deliver improved performance, services and outcomes,
- An ability to successfully link boardroom decisions to frontline execution,
- Strong communication and stakeholder management skills, including the ability to mentor senior executives as appropriate, and speak up and challenge inappropriate behaviours,
- Experience of undertaking significant programme delivery and organisational change programmes including the successful design and implementation of a new operating model.
Person Specification – Role 2
People and Diversity & Inclusion Non-Executive Board Member
We are looking for a Non-Executive Board Member with recent/current people experience.
Essential criteria
- Demonstrable and practical recent or current people experience at a senior level, whether in an HR role or people consultancy/ advisory role, with a strong ethical, compassionate and inclusive leadership style in line with the RAF values, by modelling the highest standards of personal behaviour and conduct,
- Demonstrable history of promoting diversity and inclusion and equality of opportunity in an organisation’s workforce,
- An ability to operate at senior Board level, with proven Board experience,
- An ability to develop a highly functional working relationship with the Chief of the Air Staff built on openness, honesty and trust to form a continuous and supportive dialogue and objective informal feedback, to inform each other’s personal impact and effectiveness,
- Proven ability to challenge existing practices and identify new and better ways of working to deliver improved performance, services and outcomes,
- An ability to successfully link boardroom decisions to frontline execution,
- Strong communication and stakeholder management skills, including the ability to mentor senior executives as appropriate, and speak up and challenge inappropriate behaviours,
- Knowledge of complex change and change management in a people setting including successful delivery of the people aspects of organisational change programmes.
Desirable criteria
Person Specification – Role 1
Operating Model and Infrastructure Non-Executive Board Member
Desirable criteria
- An understanding and appreciation of the Ministry of Defence and the RAF,
- Demonstrable and practical experience leading successfully a large and complex organisation with diverse stakeholders and an extensive infrastructure footprint,
- Experience of working in both the public and the private sector.
Person Specification – Role 2
People and Diversity & Inclusion Non-Executive Board Member
Desirable criteria
- An understanding and appreciation of the Ministry of Defence and the RAF,
- Experience of working in both the public and the private sector.
Application and selection process
Public appointments are made on merit following a fair and open competition process.
- Panel Chair Air Chief Marshal Sir Mike Wigston - Chief of the Air Staff
- Air Vice-Marshal Tamara Jennings - RAF Director of Legal Services
- Simon Collins - Non-Executive Board Member
These posts are only open to UK Nationals.
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 DBSCivPers-ResPublicAppts@mod.gov.uk
The successful candidate will be required to undertake Baseline Personnel Security Standard checks in line with the Civil Service guidelines. Additional Security Clearance is required for these 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
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.
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 by completing this form.
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.
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.
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.
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;
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).
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.
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 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.
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.
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.
We aim to process all applications as quickly as possible and to treat all applicants with courtesy.
Please contact the DBSCivPers-ResPublicAppts@mod.gov.uk public appointments team in the first instance if you would like to make a complaint regarding your application at (DBSCivPers-ResPublicAppts@mod.gov.uk). They will acknowledge your complaint upon receipt and respond within 15 working days.
The Cabinet Office will use your data in line with our privacy policy the Ministry of Defence's statement is here.
For additional information on this role please contact DBSCivPers-ResPublicAppts@mod.gov.uk