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Role details

Parole Board - Independent Members, with law enforcement experience

Application deadline 20 March 2023

Summary

• Organisation: Parole Board, with the exception of judicial members
• Sponsor department: Ministry of Justice
• Location: London
• Sectors: Public Administration
• Skills: Legal
• Number of vacancies: 25
• Time commitment: 115 day(s) per annum
• Remuneration: £320 to £365 per day
• Length of term: 5 years
• Application deadline: 11am on 20 March 2023

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Timeline for this appointment

1. Opening date

   15 February 2023

2. Application deadline

   11am on 20 March 2023

3. Sifting date

   5 June 2023

4. Interviews expected to end on

   17 July 2023

Timeline dates are only an estimate and can change

About the role

Introduction from the Chair

Dear Candidate,

Thank you for your interest in becoming an Independent Member of the Parole Board with law enforcement experience. Over two thirds of our members have a background in the criminal justice system, and an understanding of law enforcement is invaluable to our work.

The Parole Board is an independent body whose aim is to protect the public by risk assessing prisoners to decide whether they can be safely released back into the community. Our work is of critical importance to victims and public safety, as well as prisoners and their families but it also has a wider role in maintaining public confidence in the justice system.  

The Coronavirus pandemic changed the way the Parole Board operates, and we now list over 90% of our hearings remotely, so this role will mainly require homeworking. As a result, we need to ensure that all new members are fully IT capable. There is also a real need for all new members to be well equipped with the skills to Chair hearings within the first three years of their first tenure. As such, part of the recruitment process will be testing these skills in the application form, written exercises and interview. Detailed eligibility requirements are explained in this candidate pack.

In this recruitment round, as well as increasing the proportion of members with a law enforcement background, we are also very keen to increase the diversity of membership. 

If you share our values and possess the competencies, skills and judgement to contribute to our important work, we welcome your application.

This is a very exciting time to be joining the Parole Board. We have modernised our way of working, we are updating our Rules and we are becoming more transparent. If you believe that you have the experience and qualities that we are seeking, we hope you will consider applying for this important position.

Caroline Corby, Chair of the Parole Board                                     Martin Jones MBE, CEO of The Parole Board

Role description

The key task of all members of the Parole Board is to make rigorous, fair and timely risk assessments about individual cases which have the primary aim of protecting the public and which contribute to the rehabilitation of offenders where appropriate. 

Analyse and critically evaluate information to identify continuing risks in parole cases referred by the Secretary of State, where information may come from a variety of sources including electronic dossiers and evidence given at oral hearings. 

 

Apply knowledge and judgement to parole cases to decide whether a prisoner can safely be released into the community; to set licence conditions where release is appropriate; and, in relevant cases, to decide whether to recommend a prisoner is transferred to open conditions. 

 

Be proactive to identify and resolve issues in all allocated cases at the earliest opportunity, applying the current relevant law, procedure and guidance. Seek advice from subject experts within the Board, including specialist members, and legal and practice advisors. Be proactive to manage case administration that arises both as a Chair and co-panellist. This will require regular email monitoring during the working week.  

 

Assess parole cases on referral to conclude on the papers or set directions for effective case management of those to be considered at an oral hearing. Take an active part in oral hearings ensuring all areas of risk are identified and addressed by the panel, witnesses are questioned appropriately to inform the panel’s assessment of risk, and there is a full panel discussion of a case to properly weigh the evidence. Work collaboratively with other panel members to make judgements about the available evidence and to provide structured written reasons for the panel’s decision or recommendation in every case.  

 

Use Parole Board IT effectively to access electronic dossiers, draft reasons for panel outcomes, communicate with the panel and colleagues and to undertake learning and development activity. 

 

Complete all mandatory continuing professional development in line with Parole Board policy. Take responsibility for personal development by accessing materials and opportunities provided by the Board to remain up to date with current law, procedure, guidance and developments. Reflect individually and collectively on experiences and practice.  

 

Achieve accreditation and maintain an active mixed portfolio of casework including paper panels (MCA), oral hearings, duty cases and chairing. You will train as a Chair in year 3 and Oral hearing chair accreditation is required within the first 5-year term of appointment.    

 

Work will be allocated based first on the business needs of the Parole Board and then on the availability provided by members and their accreditations.  

 

Be an effective ambassador whenever representing the Parole Board. Contribute positively to the effective running of the organisation through non-casework activity including mentoring, quality assurance, governance, training and participation in consultation, working groups and development roles. 

 

Travel in line with Parole Board policy to attend oral hearings in prisons throughout England and Wales.  Also travel to the London office and other venues to attend Parole Board events, including training. Occasional overnight stays may be required, and expenses will be reimbursed in accordance to the prevailing policy. 

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

Candidates will be able to demonstrate the following:

• Law Enforcement Experience - Applicants should have experience of preventing, detecting or investigating offences. Those with senior level law enforcement policing experience, at Inspector level and above, drawn from His Majesty’s Constabularies and other UK forces, will meet this criterion. Please see eligibility section below

• Demonstrable ability to conduct effective evidence-based decision making, bringing independence of mind and making sound judgements through:  

• weighing facts and evidence. 
• analysing and critically evaluating large volumes of complex information and;  
• identifying key issues, within tight deadlines and working on own initiative.  

• Demonstrable report writing skills including:

o the ability to condense multiple documents with complex and potentially conflicting information into an accessible and legally justified document; 

o ability to work collaboratively to assist colleagues in the drafting and review of these reports; 

o ability to draft well-formed written accounts which accurately document, analyse and summarise evidence in support of a decision or recommendation; 

o able to work collaboratively to produce written reasons that accurately reflect how the panel came to its decision or recommendation.  

• Demonstrable case management skills, effective time management, organisational and administrative skills.  Ability to identify and resolve issues at an early stage taking proactive steps to ensure cases are concluded at the earliest opportunity. 

• Evidenced IT skills, ability to use templates and spreadsheets, review and comment on documents online and to conduct meetings online with multiple people. Ability to adapt to new technology and a willingness to learn.  

• Strong commitment to professional and personal development.  

• Effective communication and interpersonal skills; able to gain respect and maintain rapport through effective communication and influencing skills.  Confident to challenge opinions, work collegiately and resolve differences to reach sound decisions. Able to communicate sensitively and effectively with a wide range of individuals, varying the approach as necessary, treating others with respect, listening actively and evaluating replies to probe issues. 

• Demonstrable high standards of corporate and personal integrity and conduct, including a strong desire to serve the public, evidence of commitment to equality and diversity, resilience and reflection in decision making, and personal accountability.

Application and selection process

How to apply

To make an application, please send:

• 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.

• Answers to the three questions in the candidate information pack.

• Supporting Documents form (attached separately on cabinet office website) Please also complete and return the Applicant Supporting Documents form which seeks the following information:

• Conflicts of interest and Previous Conduct: If you have any interests that might be relevant to the work of the Parole Board, and which could lead to a real or perceived conflict of interest if you were to be appointed, please provide details in your supporting documents. Given the nature of public appointments, it is important that those appointed as members of public bodies maintain the confidence of Parliament and the public. If there are any issues in your personal or professional history that could, if you were appointed, be misconstrued, cause embarrassment, or cause public confidence in the appointment to be jeopardised, it is important that you bring them to the attention of the Assessment Panel and provide details of the issue/s in your supporting letter. In considering whether you wish to declare any issues, you should also reflect on any public statements you have made, including through social media. The Advisory Assessment Panel may explore any issues with you before they make a recommendation on the appointment. Failure to disclose such information could result in an appointment either not being made or being terminated. 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 at PublicAppointmentsTeam@justice.gov.uk

• Significant Political Activity:  In line with the Governance Code for Public Appointments, details of any declared activity will be made public if you are appointed;

• Number of other public appointments: - please list any appointments currently held;

• Referee details – please give names/contact details of two referees (who will be contacted if you are shortlisted for interview); and

• Diversity monitoring: Please complete this online Microsoft form. 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 AAP.

Please send your CV, personal statement and supporting documents form to: PublicAppointmentsTeam@justice.gov.uk quoting reference PAT 160074 in the subject line of your email. We will acknowledge receipt.

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)

Multiple panel members were utilised but the panel chair was consistent. The panel members were: 

Amanda Orme, Divisional Director, 

MoJ Pay, Reward, Employee Relations and HR Case Management - Panel Chair

Parole Board Representatives 

• Derek Bray
• Stephanie McIntosh
• Steve Pepper 
• Marc Callaghan
• Russ Jackson
• Peter Coltman

Independent Panel Members 

• Rory Geoghegan - Political Activity declared - previous Home Office Special Advisor
• Jody Chatterjee
• Grace Quantock
• Delroy Beverley
• William Kennedy

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 Panel will be:

• Chair: Amanda Orme, Divisional Director, MoJ Pay, Reward and Employee Relations

• Peter Coltman, Parole Board Member

• Stephanie McIntosh, Parole Board Director of Special Projects

• Rory Geoghegan Independent Member 

Eligibility criteria

There must be no employment restrictions, or limit on your permitted stay in the UK. Applications are welcome from anyone aged 18 or over. There are circumstances in which an individual will not be considered for appointment. They include:   • People who have received a prison sentence or suspended prison sentence of three months or more in the last five years;  • People with ongoing and/or outstanding professional conduct or fitness to practice matters and/or those who have had their employment in law enforcement terminated for conduct or criminal offence reasons. • Current operational employees within the prison service. • If you are a serving police officer, you will not be considered for appointment unless you plan to retire or resign before your date of appointment (October 2023 at the earliest) as a member of the Parole Board.   • Elected office holders, in which their involvement in any outside activity might be seen to cast doubt on their impartiality or conflict with their appointment to the Board. This would include political activity and or nomination or adoption as a prospective candidate for election; • Those who have had their appointment terminated under the agreed protocol for termination of membership of the Parole Board.  We welcome applications from all those who are eligible.

If you need further advice, please contact  publicappointmentsteam@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

• Tenure: Members are appointed by Secretary of State for a five-year term with the possibility of re-appointment at the discretion of Ministers. Any re-appointment is subject to recommendation by the Board based on satisfactory performance appraisal and business need. An active mixed portfolio of casework, including chairing oral hearings and paper decision making, will need to be evidenced for any subsequent re-appointment. If re-appointed, the total time served in post will not exceed 10 years unless you sit actively as a Chair where it can be extended by an additional 5-year tenure.

• Remuneration is taxable and subject to Class 1 National Insurance contributions, the role is not pensionable A member working 115 days would be likely to receive between £18,000 to £25,000 in member fees, depending on the precise work undertaken. Those who chair hearings will earn more. If you currently receive a salary from the public purse your remuneration for the Parole Board role may be subject to abatement. (any queries you may have about how this may affect you will need to be taken up by you with your pension provider).

• Time commitment: Independent members will be required to provide at least 115 days annually. You will be supported with continuing professional development. You may give more time if there is work available. There is no guarantee of work. All work is allocated on a business need and then on availability and accreditation. The time commitment includes preparation time for panels, which can be undertaken at home and in the evenings, to fit in with your other responsibilities. You may also be required to attend prisons for oral hearings during office hours.

• Continuing Professional Development (CPD): In addition to induction training all members are expected to create and complete an annual CPD portfolio, of which there are mandatory training elements. Members are also expected to contribute to the development of the organisation through consultation, pilot projects and non-casework activity, such as mentoring, training and quality assessment. Fees are payable for time spent on Parole Board business. Time required to complete Parole Board CPD will be additional to 115 case days (approximately 10 additional days in year 1&2)

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 Kas Raja public appointments team in the first instance if you would like to make a complaint regarding your application at publicappointmentsteam@justice.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.

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 publicappointmentsteam@Justice.gov.uk. 

Contact details

If you have further questions about this post, please contact Workwithus@paroleboard.gov.uk

If you have questions about the appointment process, you can contact the Public Appointments Team at: PublicAppointmentsTeam@Justice.gsi.gov.uk

Attachments

• Candidate Information Pack

• Supporting Documents