- Experience of partnership working in the cultural sector
- Good knowledge and appreciation of the strategic issues facing museums, and the wider environment within which they operate.
National Portrait Gallery Trustee
Application deadline 2 February 2023

Summary
- Organisation
- National Portrait Gallery
- Sponsor department
- Department for Digital, Culture, Media and Sport
- Location
- London
- Sector
- Digital, Culture, Media & Sport
- Skills
- Communication, Technology / Digital
- Number of vacancies
- 1
- Time commitment
- 10 day(s) per annum
- Length of term
- 4 years
- Application deadline
- 11:59pm on 2 February 2023
Timeline for this appointment
-
Opening date
5 January 2023
-
Application deadline
11:59pm on 2 February 2023
-
Sifting date
22 February 2023
-
Interviews expected to end on
27 March 2023
Person specification
Additionally, the successful candidate will be able to demonstrate the majority of the following criteria:
A high-level understanding of commissioning and programming across multiple channels and platforms, and their importance in transforming public access to museums and their collections.
The ability to use digital channels and media in the development and promotion of digital content in order to increase scale and diversity of audiences engaged with cultural organisations.
An understanding of, and commitment to, the vision and values of the National Portrait Gallery and its future development, particularly the ambitions of the Inspiring People project.
An ability to take responsibility and demonstrate sound judgement in strategic decision making.
Excellent communication and representational skills with a range of stakeholders and the ability to contribute to policy and strategy development with innovative thinking.
An ability to contribute to the Board’s advice on proposed acquisitions and the commissioning process.
An understanding of the diverse community which is the UK and a real commitment to engaging audiences outside London.
A commitment to preserving cultural heritage, and improving education and understanding of British and World history.
Role description
Application and selection process
In order to apply you will need to provide:
- A Curriculum Vitae of no more than 2 sides of A4 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 supporting statement of no more than 2 sides of A4 setting out how you meet the criteria for appointment, as set out in the person specification for the role
- Information relating to any outside interests or reputational issues; please complete the attached Declaration of Conflicts of Interest Form
- Diversity monitoring information - please follow this link. 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;
- Disability Confident – please state if you want to be considered for the disability confident scheme;
- Reasonable adjustments - requests for reasonable adjustments that you would like to the application process (if applicable);
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.
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.
- Helen Whitehouse - Deputy Director, Museums and Cultural Property - DCMS Panel Chair
- David Ross - National Portrait Gallery Chair - Representative of Organisation
- Jamie Njoku-Goodwin - Independent Panel Member
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)Additional information for candidates
- 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.
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:
- 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;
- 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;
- 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;
- 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;
- 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;
- 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;
- LEADERSHIP - Holders of public office should promote and support these principles by leadership and example.
- 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;