Role details

Primary Educationalist Board Member

Application deadline 3 January 2023

Page contents:

Summary
About the role
Person specification
Application and selection process
Additional information for candidates
Attachments

Summary

Organisation: School Teachers’ Review Body
Sponsor department: Department for Education
Location: Various
Sectors: Education
Skills: Human Resources, Major Projects, Regulation, Transformation
Number of vacancies: 1
Time commitment: 25 day(s) per annum
Remuneration: £300 per day
Length of term: This is a ministerial appointment and will initially be for a three-year term. The chair of the review body will be talking to interested applicants on 30 November 2022 between 4 and 5pm. Please email: STRB.PCMAILBOX@education.gov.uk to book a space.
Application deadline: 10am on 3 January 2023

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Timeline for this appointment

Opening date

22 November 2022
Application deadline

10am on 3 January 2023
Sifting date

20 February 2023
Interviews expected to end on

4 May 2023

Timeline dates are only an estimate and can change

About the role

Role description

Members of the review body contribute to crucial decisions impacting on the future of the teaching profession in England, working alongside a range of members from diverse professional backgrounds.

As a member of the School Teachers' Review Body (STRB) you will bring your own expertise, alongside a high degree of analytical ability, strong communication skills and, ideally, an appreciation of public sector reward issues.

The STRB is now seeking to fill a vacancy, we are looking to recruit a primary educationalist member. The role will provide the right individual with an exciting opportunity to influence the recruitment and retention of teachers, creating a career path that motivates teachers to thrive and excel.

Organisation description

The STRB is an independent body which makes recommendations to the Prime Minister and Secretary of State for Education on the pay and conditions of school teachers in England.

Recommendations are evidence based and considers inputs from Government, organisations representing schools and teachers, and gathers evidence from a range of sources. Members visit schools to help develop their understanding of relevant issues.

In addition to providing recommendations on annual pay awards for teachers and school leaders, the STRB has been asked to report on a variety of matters in recent years that impact the remuneration, terms and conditions of teachers.

The STRB is a multi-disciplinary team. The members bring a diverse range of skills, experiences and views to bear, in order to give balanced and evidence-based recommendations. Further information on the STRB is available at: www.gov.uk/government/organisations/school-teachers-review-body

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

Experience of providing effective leadership at a senior level within a maintained primary school or within a multi-academy trust including one or more primary schools.

Experience of managing pay and reward and a strong understanding of the related policy issues, financial management and operational constraints.

The ability to analyse and interpret a large amount of complex and sensitive information, providing insight and a working knowledge over the impact of any potential decisions on the workforce.

An ability to communicate effectively in collective decision making, assessing conflicting opinions across a wide range of perspectives and attitudes to form a coherent set of recommendations.

Application and selection process

How to apply

The closing date for applications is Monday 19th December at 10.00am.

Please submit the following documents by email to: PublicAppointments.APPLICATIONS@education.gov.uk.

A covering letter not exceeding two sides of A4 paper. (Arial size 12).
A CV.
Candidate application form.
Diversity form.

Please include the vacancy title in the subject box and submit each application document as a separate attachment.

We are happy to accept applications in alternative formats from applicants who, for reasons of disability, may find it difficult to fill in our standard form. If you would like to have a chat with us about reasonable adjustments please contact us at: PublicAppointments.APPLICATIONS@education.gov.uk

Please note the following:

we cannot accept applications submitted after the closing date;
applications will be assessed solely on the documentation provided; please refer to the advert and checklist above to ensure you have provided everything requested;
applications will be acknowledged upon receipt;
feedback cannot be given at application stage; it will only be given to candidates unsuccessful following interview.

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.

The chair of the review body, Mike Aldred will be talking to interested applicants on 30 November 2022 between 4 and 5pm. Please email: STRB.PCMAILBOX@education.gov.uk to secure your place.

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

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.
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.
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.
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.
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.
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.
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.
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)

The Advisory Assessment Panel for this role is made up of the following.

Departmental Official/Panel Chair - Caroline Pusey, Director, Teaching Workforce, Department for Education.
Representative of the organisation - Mike Aldred, Chair School Teachers' Review Body.
Independent Panel Member - Lesley Powell, CEO North East Learning Trust.
Other Panel Member - David Fry, Director of the Office of Manpower Economics.

None of the Advisory Assessment Panel members have any political activity to declare.

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

Candidates who chair or are a member of another Pay Review Body may apply but would need to resign their current position on the other Review Body if appointed.

Serving teachers or headteachers may apply but can only be appointed if they resign from their post. Serving Civil Servants may also apply but can only be appointed if they resign from their Civil Service post.

There are circumstances in which an individual will not be considered for appointment.

They include:

• anyone employed in a profession covered by the STRB’s remit, or whose income is affected by the STRB’s decisions (i.e. with a close family member who is affected by the STRB’s decisions);

• people who have received a prison sentence or suspended sentence of 3 months or more in the last 5 years;

• people who are the subject of a bankruptcy restrictions order or interim order;

• people who have had an earlier term of public appointment terminated for certain reasons, for example poor performance or misconduct;

• people under a disqualification order under the Company Directors Disqualification Act 1986;

• people who have been removed from trusteeship of a charity;

• people occupying paid party political posts; holding sensitive, senior or prominent positions in any political organisation; who are nominated for election to political office; or who are members of the House of Commons.

Further advice about disqualification for appointment can be given by contacting: PublicAppointments.APPLICATIONS@education.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.

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

An attendance allowance of £300 per day for time spent in meetings and on visits. No additional fee is paid for any time spent in preparation or travelling.

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 Department for Education Public Appointment Team in the first instance if you would like to make a complaint regarding your application at: PublicAppointments.APPLICATIONS@education.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

If you have any queries, please contact: publicAppointments.APPLICATIONS@education.gov.uk .