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Role details

Commissioner - Commonwealth Scholarship Commission

Application deadline 9 January 2023

Summary

• Organisation: Commonwealth Scholarship Commission
• Sponsor department: Foreign Commonwealth & Development Office
• Location: Various
• Sectors: Education
• Skills: Audit and Risk, Business, Change Management, Communication, International Experience, Technology / Digital
• Number of vacancies: 4
• Time commitment: Adhoc
• Length of term: 3 years
• Application deadline: 11:59pm on 9 January 2023

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Timeline for this appointment

1. Opening date

   8 December 2022

2. Application deadline

   11:59pm on 9 January 2023

3. Sifting date

   27 January 2023

4. Interviews expected to end on

   24 February 2023

Timeline dates are only an estimate and can change

About the role

Introduction

The Commonwealth Scholarship Commission (CSC) in the UK is a prestigious UK Government scholarship scheme led by international development objectives.  CSC seeks to appoint four new Commissioners, to take up office by end April 2023 (or earlier if recruitment campaign timeline allows).  Commissioners are appointed by the Secretary of State for Foreign, Commonwealth and Development Affairs (FCDO) or Ministerial deputy, following a recruitment process carried out in line with the code of practice issued by the Commissioner of Public Appointments. Each appointment is for a term of three years with the possibility of renewal for a further three year term, subject to Ministerial endorsement. The maximum number of Commissioners at any one time is 15, including the Chair.

Introduction from the Chair

Dear Candidate,

Thank you for your interest in the Commonwealth Scholarship Commission in the UK.  Commissioners aim to select the very best from thousands of applications; develop strategies that will maximise the development impact of our alumni; and of course, carefully manage our annual funding from the UK government.

Commissioners are encouraged to take an individual lead on key topics and aspects of our work.

 It is important that our Commissioners have empathy for and an understanding of our Scholars and their circumstances. The CSC uses rigorous procedures to ensure that its programmes promote equity and inclusion, reward merit, and deliver widespread access, especially to those from disadvantaged backgrounds. The Commission is similarly keen to encourage applications for the Commissioner roles from people of diverse backgrounds. The CSC is committed to creating an inclusive working environment for people of all backgrounds.

Many of our applicants are studying in science, technology, engineering, and mathematics (STEM) subjects. Consequently, we want to encourage applicants that are confident making judgements about STEM studies, including at doctoral level.

I look forward to reading your application and send my best wishes.

 

Professor Robin Mason ORB

Chair of the Commonwealth Scholarship Commission in the UK

Role description

This is both a challenging and exciting time to join the Commonwealth Scholarship Commission. We are looking to appoint four individuals with commitment and expertise to the Board. Commissioners are expected to contribute to a range of functions which help to ensure that the CSC makes a relevant, high quality, and efficient contribution. The main functions are as follows:

Collective functions: Commissioners have corporate responsibility for ensuring that the CSC fulfils the aims and objectives set by its sponsoring department, FCDO, and for promoting the efficient and effective use of staff and other resources. Commissioners are expected to:

• Ensure that individuals are selected for Commonwealth Scholarships and Fellowships on merit, and on the basis of clear criteria which reflect the objectives of FCDO and, where appropriate, other sponsoring departments. 
• Ensure that all Commonwealth Scholarships and Fellowships are awarded under six development-related themes: science and technology for development; strengthening health systems and capacity; access, inclusion and opportunity; strengthening resilience and response to crisis; strengthening global peace, security and governance and promoting global prosperity.
• Establish the overall strategic direction of the CSC within the policy and resources framework determined by FCDO.
• Ensure that FCDO and other relevant funding bodies are kept informed of any changes which are likely to impact on the strategic direction of the CSC or on the attainability of its targets, and determine the steps needed to deal with such changes.
• Ensure that any statutory or administrative requirements for the use of public funds are complied with; that the CSC operates within the limits of its statutory authority and any delegated authority agreed with FCDO, and in accordance with any other conditions relating to the use of public funds; and that, in reaching decisions, the CSC takes account of guidance issued by FCDO.
• Ensure that mechanisms are in place to review regular financial information concerning the management of the CSC; and that the CSC has sufficient information to perform its functions and is able to provide positive assurance to FCDO that appropriate action has been taken on any concerns which it has expressed on the activities of the CSC.
• Act in a way that promotes high standards of public finance, including the promotion of regularity, propriety, value for money and feasibility.
• Demonstrate high standards of corporate governance at all times, including by using the audit committee to help them to address the key financial and other risks facing the CSC.

 Individual functions: In addition to the above, Commissioners are expected to contribute expertise and judgement, and to fulfil their role in a manner consistent with the standards expected of public office holders. They are expected to:

• Participate in CSC policymaking and strategy development, though participation in full Commission meetings (currently three half days per year). 
• Contribute actively to at least one Commission Committee (currently finance, awards policy, evaluation and monitoring, and audit and risk management), and/or take on a ‘Lead Commissioner’ role, as agreed with the Chair.
• Participate in the selection of award holders, through participation in selection panels (typically three to four days per year, plus five to nine days for reading and preparation time).
• Attend an initial briefing with the Chair and/or CSC Secretariat, and meet at least annually with the Chair as part of the CSC’s appraisal process.
• Attend events with award holders and other stakeholders, such as the annual Connect and Collaborate and Farewell Events and other activities as part of the Scholar engagement programme.
• Comment and contribute to CSC policy, and actively promote the work of the Commission, between formal meetings, as the opportunity arises and in accordance with their areas of expertise.

While the Board’s Chair has overall responsibility for the performance of the Board, all members of the Board have an important individual and collective role in working with the Chair and the Senior Management Team to evolve the strategic direction of the body, to ensure delivery goals, and to ensure that it fulfils the governance, financial management, and efficiency standards required of it as a public body.The role will be based in the UK and some optional travel may be possible. The successful candidate must be resident in the UK to attend meetings in person in London and events elsewhere.

The time commitment for Board members is 12-15 days per year (may be higher if on a Committee). An honorarium of £300 is payable for participation in each scholar selection meeting and is typically 3/4 days per year (see further details on remuneration below)

Board composition

The CSC Board currently comprises 13 Members. Members of the Board and biographical information for each Board Member can be found on CSC website

Further information on CSC and its activities, including its most recent annual report can be found on the gov.uk website: CSC: Annual reports - GOV.UK (www.gov.uk)  

Person specification

Essential criteria

1. Demonstrable experience working either in the Higher Education sector, and/or on development issues in other relevant sectors – e.g. think tanks, professional advisory firms active in international development, corporate organisations or the third sector - with an interest in Higher Education issues
2. Expertise/ cl
   ear interest in international development issues and challenges faced by developing countries
3. Skills and expertise to contribute to the selection of candidate for scholarships or fellowships
4. The ability to think strategically, contribute to team discussions, and challenge assumptions in a constructive manner 

Candidates must be resident and have the right to work in the UK in order to attend meetings and events in person.

Desirable criteria

1. Practical experience in the field of international development 
2. Knowledge and/or experience of increasing/supporting involvement of disadvantaged groups in education, and of supporting women's achievement in higher education and/or impact evaluation and analysis
3. Skills/experience of engaging with members and partners (such as Alumni)
4. Knowledge of governance issues including audit, and the ability to understand their application to the legal and administrative environment in which CSC works 
5. Experience of administration, evaluation and/or finance and budget management
6. Strong affinity with the principles and values of the Commonwealth 

Applications from candidates who have a background or experience in STEM (science, technology, engineering, maths and medicine) and related areas are encouraged as it is anticipated CSC will appoint at least two of the four new Commissioners who demonstrate this background or experience.

Application and selection process

How to apply

To apply, please send/complete:

• A Curriculum Vitae (maximum two sides of A4) with your education, professional qualifications and full employment history.
• A supporting statement (maximum two sides of A4), setting out how you meet the role criteria – make sure you refer to the contents of this document; please ensure your full name is clearly noted at the top of your letter.
• Recruitment Monitoring form (here)– If you experience problems accessing the monitoring form please contact the Sponsor Team.
• Contact details including e-mail addresses for two referees
• Disability Confident – Offering an interview to disabled people declaration (if applicable)

Completed applications should be submitted to steprecruitment@fcdo.gov.uk by 9th January 23:59. If you have any questions about the appointments process please contact FCDO Scholarship Team at: steprecruitment@fcdo.gov.uk

The Advisory Assessment Panel reserves the right to only consider applications that contain all of the elements listed above, and that arrive before the deadline for applications listed below.

We will acknowledge receipt of your application via email in 5 working days. If you do not receive this acknowledgement, please contact steprecruitment@fcdo.gov.uk

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 Advisory Assessment Panel for this recruitment will consist of:

• Panel Chair: Prof. Robin Mason, Chair, CSC

• Departmental representative: Nicolette Stoddart, Deputy Director, Scholarship Team

• Independent Panel Member: Dr Anne Gallagher, Director General, Commonwealth Foundation

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 steprecruitment@fcdo.gov.uk 

Security clearance

The successful candidate may be required to undertake Baseline Personnel Security Standard checks in line with the Civil Service guidelines. 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

The time commitment for Board members is 12-15 days per year (may be higher if on a Committee).

An honorarium of £300 is payable for participation in each scholar selection meeting and is typically 3/4 days per year. Remuneration is taxable under Schedule E of the Income and Corporation Taxes Act 1988 (as amended) and subject to Class I National Insurance contributions. Reasonable standard travel expenses will be payable. The post is not pensionable.

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 steprecruitment@fcdo.gov.uk  in the first instance if you would like to make a complaint regarding your application. They will acknowledge your complaint upon receipt and respond within 15 working days.

Data protection

The Cabinet Office will use your data in line with our privacy policy.

Please see the Foreign, Commonwealth and Development Office's privacy policy in our candidate pack at Annex B.

Contact details

If you would further information about this public appointment, please find our candidate pack. If you have any questions, you can also contact the recruiting team via steprecruitment@fcdo.gov.uk

Attachments

• Candidate Pack