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Role details

Senior Data Governance Panel - Independent Member

Application deadline 13 February 2023


HM Courts and Tribunals Service
Sponsor department
Ministry of Justice
Judicial, Prisons & Policing
Communication, Technology / Digital, Legal, Judicial
Number of vacancies
Time commitment
Length of term
2 years
Application deadline
9am on 13 February 2023

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Timeline for this appointment

  1. Opening date

    24 January 2023

  2. Application deadline

    9am on 13 February 2023

  3. Sifting date

    27 February 2023

  4. Interviews expected to end on

    13 March 2023

Timeline dates are only an estimate and can change

About the role


Thank you for your interest in becoming an independent expert member of the Senior Data Governance Panel. This is a rare opportunity to join a panel whose role is to provide independent advice and guidance to the judiciary, the Ministry of Justice (MoJ) and to HM Courts & Tribunals Service (HMCTS). You will be providing expert advice to inform decisions about the use of justice data. You will contribute to realising our ambition to use available data effectively in support of access to justice, decision-making and innovation, ensuring data facilitates transparency in our work while protecting individuals and important principles of judicial independence.

We are seeking individuals who are experts in their field and can work collaboratively with approximately twelve other members of the Panel and the co-Chairs from MoJ and the judiciary. If you believe you have the experience and qualities we are seeking, we hope you will consider applying for this position.

If you have further questions about this post, please contact

Role description

Joining the Justice Senior Data Governance Panel (the ‘Panel’) as an Expert Panel Member  is an exciting opportunity to inform advice presented to the Judiciary, HMCTS and Ministry of Justice (MoJ) on the creation and use of justice data. As part of the Panel you will contribute to providing independent advice to support data policy development and decisions relating to the use of such data by the Judiciary, MoJ and HMCTS, and use and re-use by third parties. It is the Panel’s responsibility to ensure it provides the best possible advice on matters relating to justice data using information submitted to it in referrals and the knowledge and expertise of Panel members.
Expert Panel members will be drawn from a range of fields including data science and research, innovation/law tech, data privacy as well as academia, third sector organisations and relevant private sector organisations. As a member of the Panel you will be expected to use this knowledge to contribute to discussions and the preparation of advice on issues relating court data and you must be prepared to articulate and defend your views with strong and considered rationales.

Person specification

Essential criteria

Candidates will be able to demonstrate the following:

A detailed understanding of one or more of the following areas:  

o data science and research, 

o innovation/law tech, 

o data privacy/data ethics, 

o constitutional law OR information law,

o the appropriate use (and re-use) of data.

This may have been gained through experience gained in relevant academic settings, third sector organisations, private sector organisations or public sector organisations including other government departments.

The ability to analyse and debate complex issues.

Effective communication and written skills;

A high degree of impartiality and integrity

Capacity to commit to the time and workload commitments required by the panel

Desirable criteria

Knowledge of the justice sector and the potential opportunities and challenges around the use of justice data. 

Application and selection process

How to apply

In order to apply you will need to provide:

  1. A CV (maximum two sides of A4) detailing your qualifications, employment history and any appointments or offices you hold. Please also provide your preferred contact number and email address; and

  2. A personal statement (maximum two sides of A4) providing evidence against the role criteria and your suitability for the post; and
  3. Information relating to any outside interests or reputational issues - Conflicts of Interest form (see link below) - If you have any interests that might be relevant to the work of the Senior Data Governance Panel, and which could lead to a real or perceived conflict of interest if you were to be appointed, please provide details in the supporting Conflicts of Interest Form provided below. Conflicts might arise from a variety of sources such as financial interests or share ownership, membership of, or association with, particular bodies or the activities of relatives or partners. If you need further advice, please contact the SDGP Secretariat at

  4. Diversity monitoring information. We encourage applications from talented individuals from all backgrounds and across the whole of the United Kingdom. Information is requested for monitoring purposes only and plays no part in the selection process. It will be kept confidential and will not be seen by the Panel. Please complete the form provided (see link below).

  5. Disability Confident – please state if you want to be considered for the disability confident scheme in your email when submitting your application;

  6. Reasonable adjustments - when returning your application please include any requests for reasonable adjustments that you would like to the application process (if applicable);

Please send your CV, personal statement and supporting documents (Conflicts of Interest Form and Diversity Monitoring Form) to quoting reference SDGP 01 in the subject line of your email. 
We will acknowledge receipt.

The 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

1.    Appointments to the panel are made by the co-Chairs of the Panel

2.    The Secretariat will support the co-chairs in shortlisting applications – this process will assess applications against the eligibility criteria and decide which candidates have best met the criteria, who should be recommended for interview. 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.  

3. Once the co-Chairs have decided on the shortlist, you will be advised (by e-mail) whether you have been shortlisted. Those shortlisted will be invited to an interview.

4. The interview will be conducted jointly by the Panel’s co-Chairs. The interview will explore applicants’ experience, skills and expertise. 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.

5. Appointment will be by agreement of the co-Chairs following interview. In addition to the established panel membership, the Panel’s terms of reference allow the co-Chairs to seek additional expertise on specific issues when considering any particular matter referred to the Panel – we may ask applicants who are not appointed to the Panel if they would be willing to contribute in this way in future. 

6. Once the decision on the appointment has been made, interviewed candidates will be advised of the outcome of their application. Feedback will only be offered to candidates who are shortlisted. Successful candidates will be issued with a letter of appointment should they agree to take up the position.

Eligibility criteria

  • There must be no employment restrictions, or limit on your permitted stay in the UK. You should normally have been resident in the United Kingdom for at least three years prior to your application;
  • You should not be employed in the UK Civil Service, or hold a judicial office.
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

Security clearance

The successful candidate will not be required to undertake security checks for this particular role.

Additional information for candidates

Equality and diversity

We encourage applications from talented individuals from all backgrounds and across the whole of the United Kingdom. 
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.
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 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.
If you would like your application considered under this scheme, please let us know in the covering email for your application.

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 please include this in the covering email of your application..

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, members of the Panel 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

Members of the Panel will be 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.

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.

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 expected to be for a term of approximately 2 years, subject to discussion with the co-Chairs.  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.

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 on request.

How to complain

If you have a complaint about any aspect of the way your application has been handled, we would like to hear from you. In the first instance please email the Panel’s Secretariat at

Data protection

Your personal information

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

Your data will be held securely, and access will be restricted to those dealing with your application or involved in the recruitment process.

Your data will be stored for up to two years and processed for the purpose of the recruitment process and diversity monitoring. If appointed, your data will be stored for the duration of your tenure (if longer than two years).

Contact details

If you have further questions about this post, please contact