Role details

Health Services Safety Investigations Body Non-Executive Directors

Application deadline 2 February 2023

Summary

• Organisation: Health Services Safety Investigations Body
• Sponsor department: Department of Health and Social Care
• Location: Various
• Sector: Health and Social Care
• Number of vacancies: 5
• Time commitment: 3 day(s) per month
• Remuneration: £7883 per annum
• Length of term: Ministers will determine the length of the appointment, which will be up to 3 years.
• Application deadline: Midday on 2 February 2023

Timeline for this appointment

1. Opening date

   6 January 2023

2. Application deadline

   Midday on 2 February 2023

3. Sifting date

   24 February 2023

4. Interviews expected to end on

   15 March 2023

Timeline dates are only an estimate and can change

Person specification

Essential criteria

Remuneration and Time Commitment

• HSSIB NEDs are remunerated at £7,883 per annum for a time commitment of two to three days per month.

• The Audit and Risk Committee Chair is remunerated at £13,137 per annum for a time commitment of two or three days per month.

Essential Criteria

To be considered, you must be able to demonstrate that you have the qualities, skills and experience to meet all the essential criteria for appointment.

• a career record of achievement, with an ability to operate effectively on the board of a high-profile national organisation that operates in a complex system
• an ability to guide HSSIB's strategic direction, and use sound judgement, based on the ability to consider and challenge complex issues from an impartial and balanced viewpoint
• an understanding of corporate governance and a commitment to the principles of public service, with the highest standards of personal propriety in relation to governance, accountability, risk and financial management
• good communication skills, with the ability to work as part of a team, with a positive and constructive style, challenging management recommendations where necessary

In addition, candidates should bring skills and experience in one or more of the following areas:

• Patient experience, or broader patient and family experience and perspective
• Senior Investigator experience
• Digital Technology, experience of successfully rolling out and scaling of new technology with an understanding of the contribution this can make to improving regulation
• Experience of establishing or significantly reforming large organisations through significant transformation, engaging and inspiring staff, patients or customers and other stakeholders  
• People management skills
• Strong financial capability, drawn from corporate experience in the private or public sectors, with an ability to chair HSSIB’s Audit and Risk Assurance Committee
• NHS landscape and system knowledge and experience. To be able to challenge and guide the organisation through the policy and regulatory space
• Learning and performance experience with the capability to drive forward continuous improvement of the HSSIB Investigation process, ensuring delivery of performance targets and oversight of the development of a professional investigator and the required core skills and curriculum.

The Department of Health and Social Care values and promotes diversity and encourages applications from all sections of the community. The boards of public bodies should reflect the population they are there to serve. 

Boards also benefit from fresh perspectives, and we are always keen to encourage candidates new to public appointments and with private sector experience to consider applying for our roles.

Role description

Introduction from the Chair

Dear Applicant,

Thank you for your interest in joining the board of the newly created Health Services Safety Investigation Body.

The Health and Care Act (2022) has given us a unique and ground-breaking role to investigate safety events in health services in England and to make recommendations that will make care safer for patients. Healthcare is complex and we will be taking a novel system-based approach to understanding why things go wrong. We will not apportion blame or liability. This approach has been successful in making other high-risk industries safer. We will take the lessons learnt in these other sectors and bring them to health services.

Our recommendations will need to be authoritative built on the best safety expertise and our independence. While this independence will be crucial, we must also be transparent and consultative. We must understand the experience of people providing care and people receiving care. This must start with our board and Non-Executives from a range of backgrounds and expertise will be essential for us to get this right. 

Our mission will be to support health services to provide care for patients that is as safe as possible. I do hope you will consider applying to join our board.

Ted Baker

Designate Chair of HSSIB 

January 2023

Role description

The Secretary of State for Health and Social Care is looking to appoint up to 5 Non-Executive Directors for the Health Services Safety Investigations Body (HSSIB). 

The primary role of the Non-Executive Directors is to support the Chair in developing the strategy and culture of the new body, whilst providing the organisation with an external perspective, challenge and oversight. This will ensure that HSSIB has the ability to operate effectively as an independent investigation body, achieve the balance of maintaining adequate focus on the day-to-day operations while providing the necessary attention to strategic issues, and meets its key organisational purpose of improving safety through effective and independent investigations that don't apportion blame or liability. The key responsibilities of the Non-Executive Directors of HSSIB are:

• for the performance of HSSIB and for putting in place appropriate financial controls and ensuring compliance throughout the organisation  
• working with the Chair and the Executive Board members, to develop HSSIB's strategy to ensure that it carries out its statutory responsibilities and delivers its mandate, meeting its targets and objectives, and ensuring that the Executive Team is held to account for doing so
• ensuring the board reinforces the values of the organisation by setting a high standard for ethics and responsible business, and by maintaining and enhancing HSSIB's reputation as an open and independent body, which puts the interests of the public and patients first
• contributing to the meetings of the Board, taking an active part in discussions, providing counsel, advice, challenge and support to the Executive Team; contributing to an environment of constructive debate on key issues in order to build consensus
• ensuring that the Executive Team develops and maintains strong working relationships with the Department of Health and Social Care, its other arm's-length bodies and other stakeholders
• promoting the work of HSSIB, with an understanding of the value of strategic communication and engagement and to play a part in representing HSSIB, alongside the Chief Executive, the Chair and the wider Executive team
• contributing across a range of specific areas, including: setting and maintaining an appropriate clinical agenda for HSSIB; ensuring the Board listens to the patient voice; ensuring appropriate financial controls are in place, and risks are managed accordingly; contributing to the change management agenda; ensuring that best practice is followed in all workforce and leadership policies and behaviour
• joining and in some cases chairing, the following HSSIB board sub-committees: audit and risk, remuneration and nomination, learning and performance and patient/ family experience

In addition, for the Non-Executive Director who is the Audit and Risk Committee Chair:

• you will ensure the effective functioning of the Audit and Risk Committee, which is responsible for providing assurance that HSSIB manages its financial resources effectively and efficiently; has appropriate financial controls in place; oversees management’s procedure for the identification and management of risk and achieves high quality financial reporting
• you will Chair the Audit and Risk Management Committee in accordance with HSSIB's corporate governance framework, demonstrating robust risk management skills and strong financial acumen.

Organisation description

The Health and Care Act will establish an independent non-departmental public body to investigate incidents that occur in England during the provision of health care services that have implications for patient safety. They have the powers to investigate these incidents with a view to identifying patient safety risks and facilitating the improvement of systems and practices in the provision of health care services in England.

The Act allows the Healthcare Safety Investigation Branch (HSIB) to become an independent investigations body known as the Health Services Safety Investigations Body (HSSIB). HSSIB will investigate patient safety incidents that occur in England during the provision of health care in the NHS and extends HSSIB’s remit to cover healthcare provided in and by the independent sector independent sector that have implications for the safety of patients.  HSSIB will provide advice, guidance and training to NHS bodies, upon request.

The proposed HSSIB provisions are intended to establish an independent non-departmental public body to investigate incidents that occur in England during the provision of health care services that have implications for patient safety. They have the powers to investigate these incidents with a view to identifying patient safety risks and facilitating the improvement of systems and practices in the provision of health care services in England.

• The HSSIB’s extended remit to cover healthcare provided in the independent sector will enable more thorough investigation into patient safety concerns.

• 'Safe space’ and the legal prohibitions on unlawful disclosure will provide greater protection when compared to the mechanism currently used by the investigation branch to protect information gained during an investigation.

• It is expected that NHS organisations will cooperate fully with HSSIB’s investigations and benefit from the shared system learning that results.

Increased public confidence:

• HSSIB will be a new arm's-length body and will allow investigations to be carried out independently from the NHS and Government, as provided in the Bill.

• This will give the public full confidence in HSSIB’s investigation processes and ability to deliver impartial conclusions and recommendations.

• Although the Secretary of State may direct HSSIB to undertake investigations, the direction cannot determine the outcome of the investigation.

Culture of learning:

HSSIB does not assess or determine blame or civil or criminal liability, nor does it dictate whether action needs to be taken in respect of an individual by a regulatory body; instead, HSSIB focuses on system wide learning which can be applied to future health care. Increased standards for local investigations, as well as guidance, training and advice provided by HSSIB will enable trust learning at a more local level.

Regulation of appointment

This post is regulated by the Commissioner for Public Appointments. For more information, please refer to the Commissioner’s website 

Application and selection process

How to apply

In order to apply you will need to provide:

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

2. A supporting statement setting out how you meet the criteria for appointment, as set out in the person specification for the role;

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 – please state if you want to be considered for the disability confident scheme;

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

Please provide the information at points 3-6 above on the relevant form, or as part of your supporting statement.

Completed applications should be submitted to appointments.team@dhsc.gov.uk – please quote ref: VAC-1759 in the subject

field.

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)

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.

The panel will include: 

·       William Vineall, DHSC senior sponsor for HSSIB as the Panel Chair

·       Ted Baker, Chair of HSSIB as Independent Panel Member

·       Professor Jacqueline Dunkley-Bent OBE, National Maternity Safety Champion, as the Independent Panel Member

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.

In addition, legislation related to HSSIB sets out how individuals are disqualified from appointment as a NED, if they are:

• A member of the House of Commons

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 Daniel.Clemence@dhsc.gov.uk

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 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 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

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 the Permjeet Butler within the Honours and ALB Public Appointments Unit in the first instance if you would like to make a complaint regarding your application at permjeet.butler@dhsc.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.

The DHSC privacy notice can be found at DHSC privacy notice - GOV.UK (www.gov.uk)

Contact details

For a discussion about the role 

For further information regarding the role of HSSIB and the role of a NED please contact:

Tel:  020 7210 5086

Email:  Adam.McMordie@dhsc.gov.uk

For any queries about your application status or the selection process, please contact Daniel Clemence in DHSC’s Honours and ALB Public Appointments Unit:

Email: Daniel.Clemence@dhsc.gov.uk

Telephone: 0113 254 5335

Documents

• Candidate Information Pack

• Monitoring Form (Word)

• Monitoring Form (pdf)