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Appointment details

Non-Executive Director, HMPPS

Summary

• Organisation: His Majesty's Prison and Probation Service
• Sponsor department: Ministry of Justice
• Location: London
• Sectors: Judicial, Prisons & Policing
• Skills: Regulation
• Number of vacancies: 2
• Time commitment: 30 day(s) per annum
• Remuneration: £12,000 per annum
• Length of term: 3 Years
• Application deadline: 11:55pm on 15 January 2023

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Timeline for this appointment

1. Opening date

   19 December 2022

2. Application deadline

   11:55pm on 15 January 2023

3. Sifting date

   6 February 2023

4. Interviews expected to end on

   27 March 2023

Timeline dates are only an estimate and can change

About the appointment

Appointment description

Non-Executive Directors are appointed by the Department’s Permanent Secretary, in consultation with the Secretary of State and the Agency’s Chief Executive.

Non-Executive Directors role is to:

·       give advice to ministers and officials on the operational and delivery implications of policy proposals

·       provide independent support, guidance and challenge on the progress and implementation of the department’s strategic direction

·       advise on performance and monitor implementation of the department’s business plans

The HMPPS Agency Board (the Board) forms the collective strategic leadership of the Agency, bringing together HMPPS Leadership Team (Director Generals and Executive Directors) with senior Non-Executives. Its remit is advising and challenging on performance and delivery, including appropriate oversight of finance and risk.

The Board’s responsibilities are to:

·       agree the vision and strategy of the Agency and aligning the values of the Agency with those of the Civil Service code (Integrity, Honesty, Objectivity and Impartiality)

·       agree and monitor appropriate governance and internal controls; including processes to ensure sound financial management and good value for money

·       agree and monitor processes to manage financial and performance risks

• support the Executive team to deliver operations

Person specification

Essential criteria

Person Specification

It is important through your CV and Statement of Suitability that you give evidence and examples of proven experience of as many of the selection criteria detailed as possible.

The successful candidate will be able to demonstrate:

·       Proven senior leadership and strategic experience in a complex business environment in the private, public or voluntary sectors

·       A track record of setting and delivering strategic priorities and structural change programmes at scale within tight financial constraints

·       For one of the new NEDs, extensive experience of risk, performance and financial management in a senior audit, Finance Director or Chief Financial Officer role

·       Ability to bring external, private or social, experience to bear in the government operating environment

·       Sound judgement and a high level of integrity and a commitment to the seven principles of conduct in public life

·       A clear understanding of the key challenges faced by the changing role of the public sector

·       Strong strategic communication skills, with an ability to advise on a wide range of matters, and be able to manage challenging, proactive messages

Desirable criteria

We are looking to appoint two Non-Executive Directors, and expect their key responsibilities to include:

• being a member of the Agency Board, Chaired by Gerard Lemos (Lead Non-Executive Director)

• one of the new Non-Executive Directors to play a leading role in the HMPPS Audit and Risk Committee

• one of the new Non-Executive Directors may support the Agency in its work on people and culture

• support the board and the Executive on key HMPPS strategic priorities – workforce, estates and digital

• advise on business performance and transformation, strategy and the effective management of the Agency

• provide independent scrutiny as part of the Agency’s governance arrangements

• advise on implementation of Government and Departmental initiatives and policies

• work with Directors General and Executives and their offices to continue to improve the performance of the Agency

• be available to attend relevant Agency, Departmental or Executive Committees to provide advice and support as appropriate

• supports the Agency in tackling disproportionate outcomes for staff and offenders across all protected characteristics

Application and selection process

How to apply

In order to apply you will need to provide:

1. A  Curriculum Vitae setting out your career history, with key responsibilities and achievements. Please ensure you have provided reasons for any gaps within the last two years.;

2. A Statement of Suitability (no more than 1000 words) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the criteria in the person specification.

3. Information relating to any outside interests or reputational issues;

4. Diversity monitoring information. As part of the application process, you will be asked to complete a diversity monitoring form. All monitoring data will be treated in the strictest confidence and will not be provided to the selection panel. We capture this information to monitor our internal vacancy filling processes with a view to ensuring that we continue to build a talented workforce with diverse perspectives and backgrounds; please complete the diversity monitoring form on this link HERE

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  hrbpservices@justice.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 published deadline for applications.

Overview of the application process

Selection Process

The selection panel for this Non-Executive Director role is expected to consist of:

●    Gerard Lemos, Lead Non-Executive Director

●    Caroline Murray, HR Director, HMPPS

●    Erica Handling, Government Legal Non-Executive Director.

Shortlist

You will receive an acknowledgement of your application through the online process.

The panel will then assess your application to select those demonstrating the best fit with the role by considering the evidence you have provided against the criteria set out in the ‘Person Specification’ section. Failure to address any or all of these may affect your application.

The timeline later in this pack indicates the date by which decisions are expected to be made, and all shortlisted candidates will be advised of the outcome as soon as possible thereafter.

Assessment

If you are shortlisted, you may have the opportunity to have an informal discussion with a member of the panel or senior lead, as available, prior to the final interview to learn more about the role and the organisation. Please note this is not part of the formal assessment process.

You will be asked to attend a panel interview in order to have a more in-depth discussion of your previous experience and professional competence in relation to the criteria set out in the Person Specification. You may be asked to complete a presentation on a topic chosen by the panel at interview stage.

Full details of the assessment process will be made available to shortlisted candidates.

Offer

Regardless of the outcome, we will notify all candidates as soon as possible after the final interview.

Advisory Assessment Panel (AAP)

Gerard Lemos, Lead HMPPS Non-Executive Director

Caroline Murray, HR Director, MoJ People Group

Erica Handling, Government Legal Non-Executive Director (Independent Panel Member)

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.

Gerard Lemos, Lead Non-Executive Director

Caroline Murray, HR Director, HMPPS

Erica Handling, Government Legal Non-Executive Director

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  scsrecruitment@justice.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. These are:

1. Selflessness - Holders of public office should act solely in terms of the public interest.
2. Integrity - Holders of public office must avoid placing themselves under any obligation to people or organisations that might try inappropriately to influence them in their work. They should not act or take decisions in order to gain financial or other material benefits for themselves, their family, or their friends. They must declare and resolve any interests and relationships.
3. Objectivity - Holders of public office must act and take decisions impartially, fairly and on merit, using the best evidence and without discrimination or bias.
4. Accountability - Holders of public office are accountable to the public for their decisions and actions and must submit themselves to the scrutiny necessary to ensure this.
5. Openness - Holders of public office should act and take decisions in an open and transparent manner. Information should not be withheld from the public unless there are clear and lawful reasons for so doing.
6. Honesty - Holders of public office should be truthful.
7. Leadership - Holders of public office should exhibit these principles in their own behaviour and treat others with respect. They should actively promote and robustly support the principles and challenge poor behaviour wherever it occurs.

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

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. 

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 SCS Recruitment team in the first instance if you would like to make a complaint regarding your application at scsrecruitment@justice.gov.uk. 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.

Your personal Information 

In accordance with the Public Appointments Order in Council 2019(4)(5), we will process your application in accordance with the UK General Data Protection Regulation (UK GDPR), the Data Protection Act 2018 and the Ministry of Justice’s Information Charter, which can be found at https://www.gov.uk/government/organisations/ministry-of-justice/about/personal-information-charter. 

We will hold your data securely and access will be restricted to those dealing with your application or involved in the recruitment process. We will share your data with the Commissioner for Public Appointments and other relevant government departments, including the Cabinet Office, as part of a complaint investigation or review of the recruitment process. Cabinet Office will handle data in accordance with their Privacy Notice https://publicappointments.cabinetoffice.gov.uk/privacy-notice.   Your data may also be disclosed as required by law or in connection with legal proceedings. 

We will store your data for up to two years and processed for the purpose of the recruitment process, diversity monitoring and, if successful, your personal record. If appointed, your data will be stored for the duration of your tenure and may be shared with the organisation to which you are appointed, unless you specifically request us not to.  

Should you wish your data to be removed from our records, please contact scsrecruitment@justice.gov.uk 

Contact details

To apply, and to discuss the role in more detail before submitting an application, please contact Julie Boulter on hrbpservices@justice.gov.uk

Attachments

• Candidate Information Pack