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Role details

The British Film Institute Northern Ireland Governor

Application deadline 12 December 2022

Summary

• Organisation: British Film Institute
• Sponsor department: Department for Digital, Culture, Media and Sport
• Location: London
• Sector: Digital, Culture, Media & Sport
• Skills: Commercial, Media, Technology / Digital
• Number of vacancies: 1
• Time commitment: 6 meeting(s) per annum
• Length of term: 4 years
• Application deadline: 11:59pm on 12 December 2022

Timeline for this appointment

1. Opening date

   7 November 2022

2. Application deadline

   11:59pm on 12 December 2022

Timeline dates are only an estimate and can change

Person specification

Essential criteria

All candidates will need to demonstrate in their application that they meet the majority of following essential criteria to a high standard:

• An understanding of and commitment to the mission and work of the BFI.

• A strong connection, by residence or otherwise, with Northern Ireland.

• Capability and willingness to act as cultural advocates and fundraisers for the BFI across the industry and government.

• Strategic decision-making ability, including an in-depth understanding of trends in the broader screen industries, helping to ensure that the BFI is connected to emerging opportunities in this area. 

• A good understanding of the challenging self-generated income needs of the BFI with a focus on driving greater commercialisation and support of fundraising initiatives.

• Excellent communication skills with the ability to provide a cultural and/or an industry perspective, and check and challenge the Executive as required.

• A commitment to improving opportunities for people throughout the UK and access to people from low socio-economic backgrounds.

National Representation

The Northern Ireland Governor will have particular responsibility for representing the BFI in Northern Ireland and for representing the interests of their nation at the Board.

In addition to the skills outlined above, the Northern Ireland Governor will be required to demonstrate the following:

• An ability to engage actively with stakeholders in the screen sector in Northern Ireland, and with the Northern Ireland Executive;  

• An understanding of the work of the BFI and its partners, both in Northern Ireland and across the UK.

Desirable criteria

Successful applicants may also be able to demonstrate one or more of the following criteria:

1.Cultural Leadership:

• Archive and heritage: The ability to champion the BFI National Archive and BFI cultural programming on the domestic and international stage.

• Filmmaker & Creative: An experienced filmmaker or creative with the ability to advocate on behalf of the BFI at the highest levels both nationally and internationally, including for fundraising and wider industry messaging

2. Education, Research and Academia

• Research and Academia:

1. Experience of and ability to develop world class research in an academic setting on film, TV and the moving image.

• Education

1. Experience in education provision and strategic delivery.
2. The ability to engage with and develop a broad international network of partners in education, either personally or institutionally.
3. The ability to advocate for creativity and film and the moving image as agents of change and inspiration for young people.

3. Television Production

• Experience working in Television commissioning or production, and ability to develop a network of high-level UK and international relationships across the sector, including with talent, SVOD platforms and PSBs. 
• A detailed understanding - including opportunities and challenges - of the emerging television landscape.

Relevant, but non-essential, cross-cutting themes and skills may include legal expertise, experience in organisational culture and transformation, political astuteness and relationships, and a UK-wide and international lens.

Successful candidates will need to spend time familiarising themselves with the BFI and its workings and keeping that knowledge up to date. The Board meets six times a year, with most meetings and associated activities lasting half a day and one meeting usually spent away from the BFI for a full day. Most Governors also serve on one or more committees or advisory groups, each meeting around three to four times a year. Additional time will be required to study papers and to attend BFI events, including fundraising events.

Role description

Introduction

The Department for Digital, Culture, Media and Sport (DCMS) would like to invite applications for a new Northern Ireland Governor at the British Film Institute (BFI).  

The successful candidate will have a strong connection, by residence or otherwise, with Northern Ireland, and we welcome applications from all communities.

In particular, we would be interested in candidates with expertise in one or more of the following areas:

• Cultural Leadership
• Education, Research and Academia
• Television 

DCMS is committed to eliminating discrimination and advancing equality of opportunity in its public appointments. We particularly encourage applicants from underrepresented groups, those based outside London and the South-East and applicants who have achieved success through non-traditional educational routes. This ensures that boards of public bodies benefit from a full range of diverse perspectives and are representative of the people they serve.

Organisation description

The BFI is a Royal Charter Charity that was established in 1933.  

Purpose

We believe society needs stories. Film, television and the moving image bring them to life, helping us to connect and understand each other better. We share the stories of yesterday, search for the stories of today, and shape the stories of tomorrow.

Mission

The BFI is a cultural charity, a National Lottery distributor, and the UK’s lead organisation for film and the moving image. Our mission is:

• To support creativity and actively seek out the next generation of UK storytellers

• To grow and care for the BFI National Archive, the world’s largest film and television archive

• To offer the widest range of UK and international moving image culture through our programmes and festivals - delivered online and in venue

• To use our knowledge to educate and deepen public appreciation and understanding

• To work with Government and industry to ensure the continued growth of the UK’s screen industries

Vision

We will transform access to our programmes, screen culture, and jobs by 

• focussing on the diversity of our audiences;

• expanding our work to embrace television & video games;

•  reframing the public’s relationship with the BFI’s collections;

•  investing in the growth of our digital platforms; and,

• working with industry to deliver long-term strategies for education and skills

Board composition

Tim Richards - Chair

Michael Birshan

Monica Chadha

Jay Hunt

Laura Miele

Dr Romana Ramzan

Anwen Griffiths

Elizabeth Karlsen

Robin Saunders

Andrew Smith

Phil Stokes

Scott Stuber

Eleanor Whitley

Edgar Wright

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, a maximum of two pages;

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

3. Diversity monitoring information - please follow this link to complete the form. 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;

4. Declaration of conflicts of interest - please declare any information relating to any outside interests or reputational issues by completing the form sent to you following your application.

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 5-6 above on the relevant form, or as part of your supporting statement.

Completed applications should be submitted to publicappointments@dcms.gov.uk, with 'BFI Northern Ireland Governor' in the subject line.

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.

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)

If you need further advice, please contact Lucinda McDade: lucinda.mcdade@dcms.gov.uk

Security clearance

The successful candidate will be required to undertake Baseline Personnel Security Standard checks in line with the Civil Service guidelines. Additional Security Clearance may also be required for certain 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

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 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

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 DCMS Public Appointments Team in the first instance if you would like to make a complaint regarding your application at publicappointments@dcms.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 DCMS privacy policy is outlined in the attached document.

Contact details

If you have any questions about this opportunity, please contact the campaign lead: lucinda.mcdade@dcms.gov.uk.