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Appointment details

Non-Executive Board Member and Chair of the Remuneration Committee

Summary

• Organisation: Nuclear Decommissioning Authority
• Sponsor department: Department for Energy Security & Net Zero
• Location: Various
• Sectors: Energy
• Skills: Change Management, Human Resources, Transformation
• Number of vacancies: 1
• Time commitment: 3 day(s) per month
• Remuneration: £40,000 per annum
• Length of term: 3 years
• Application deadline: 7pm on 8 January 2024

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Timeline for this appointment

1. Opening date

   1 December 2023

2. Application deadline

   7pm on 8 January 2024

3. Sifting date

   8 January 2024

4. Interviews expected to end on

   11 March 2024

Timeline dates are only an estimate and can change

About the appointment

Introduction

What the NDA does

As owner of one of the largest nuclear decommissioning and remediation programmes in Europe, the NDA’s main priority is to lead the work across the NDA group and develop the strategy for how it should be carried out. It also plays an important role in supporting the government’s aspiration for the UK to be a global leader in the civil nuclear sector.

How the NDA is set up

The NDA is a non-departmental public body created by the Energy Act 2004 to lead the clean-up and decommissioning work at its 17 sites on behalf of government. It is sponsored and funded by the Department for Energy, Security and Net Zero (DESNZ). Its plans for cleaning up the sites are approved by DESNZ and Scottish ministers, who provide a framework for the NDA. The NDA has offices across the UK, in Cumbria, Warrington, Dounreay, Harwell and London. As a non-departmental public body, the NDA supports a wide range of government policy developments such as the Nuclear Sector Deal and the Ten Point Plan for a Green Industrial Revolution with intellectual thought, physical assets and research and development.

The NDA Group

Decommissioning the UK’s nuclear legacy is a complex undertaking and relies on the full range of expertise and skills within the NDA group. Over the last few years, the NDA has brought together the organisations involved in delivering its mission to decommission the UK’s legacy sites and facilities into one group, as NDA subsidiary operating companies. It has also taken steps to join some of its subsidiary operating companies, reducing the number of organisations and boards. The NDA group is now made up of the NDA and its four key component parts:

•       Sellafield

•       Nuclear Restoration Services (bringing together the twelve Magnox sites and Dounreay in Scotland)

•       Nuclear Waste Services

•       Nuclear Transport Solutions

The NDA’s other subsidiaries include Rutherford Indemnity, NDA Archives, NDA Properties and Energus. The NDA group had an annual expenditure budget in 2022/23 of circa £3.8bn and a workforce of 17,000 highly skilled people. The scope of the NDA group is set to grow, following arrangements agreed by the UK Government and EDF for decommissioning Britain’s seven advanced gas-cooled reactors (AGRs). The AGRs will reach the end of their operational lives over the next 10 years and as they come offline their ownership will transfer to the NDA for decommissioning, utilising the expertise of the group and significantly Magnox’s experience in decommissioning the older Magnox stations.

Introduction from the Minister

The work of the NDA is critical to the country, for this and future generations. Its mission is to tackle legacies dating back to the UK’s first forays into nuclear technology and reduce risks, which were previously considered so complex and dangerous it wasn’t clear how they might be overcome. The nuclear legacy is the UK’s single largest liability, and every day the group’s 16,000 people tackle it with world leading innovation and ingenuity. The NDA and its subsidiaries are home to some of the UK’s most challenging technical problems, but also some of its greatest engineering prowess. The significance of the NDA’s 120-year mission, however, goes beyond restoring its 17 sites. Its work to create long-term safe and secure storage for current and future nuclear waste is essential to the future of nuclear power in the UK. By extension, the NDA is an enabler of the UK’s transition to greener and sustainable energy and plays a central role in the development and success of the UK nuclear sector. Joining the Board of the NDA and chairing the Remuneration Committee is a unique opportunity to make a nationally significant contribution, and we are looking for an experienced and capable non-executive who can support the NDA’s leadership team to ensure it has an effective, resilient, and confident workforce, able to tackle the challenges of the NDA’s critical national mission. We are actively searching for a diverse range of candidates and particularly welcome applicants from under-represented groups.

 Rt Hon Claire Coutinho MP, Secretary of State for Energy Security and Net Zero

Appointment description

Key Responsibilities of Non-Executives

·       Non-executive members bring their expertise, knowledge and experience as well as engage collectively as part of the Board. A willingness to engage in a breadth of Board topics is essential.

·       Non-executive members have a key role in assuring the overall resource allocation process in support of the NDA’s long-term mission. It is particularly important that Board members should be equipped with an understanding of managing and financing major projects and be able to assess these in terms of underlying risks and assurance, so that they can evaluate and challenge proposals, in the interests of the NDA and the taxpayer. Non-executives should also have an understanding of alternative performance metrics (such as productivity) and their application.

·       Non-executive members will role model inclusive behaviours and drive cultural change across our group.

·       It is expected that non-executives will typically be a member of two Board committees including one as Chair of the Remuneration Committee and one other.

Information and biographies of current NDA Board members can be found on the NDA website here.

The Remuneration Committee

The primary role of the Remuneration Committee is to ensure that an effective remuneration policy is in place to enable the NDA to attract, reward and incentivise executives with the right skills and expertise to successfully deliver its important mission.

Visit NDA Annual Report  to learn more about the current approach to remuneration for the NDA 2022/2023.

Person Specification

The successful candidate must be able to demonstrate substantial relevant experience and achievements to show their competence for this role.

Skills, Abilities & Personal Qualities

• Clear and effective influencing and communication skills, including a desire to and an ability to contribute fully to Board discussions and activities;
• Team working and collaboration skills, including an ability to work together with other non-executives and executives in the organisation to capture opportunities and solve collective problems;
• An open and independent mind with the courage to challenge existing assumptions effectively but constructively, and communicate with a wide range of audiences;
• Strategic thinking with an ability to analyse complex issues and promote innovative thinking;
• An appreciation of the roles of Non-executives and Executives and how these roles interact efficiently and constructively;
• Results orientation and a willingness to look for solutions combined with a focus on targeted performance measurement;
• Adaptability and pragmatism, including an ability to adapt quickly to fast moving situations; and
• Ability to handle complex and sensitive issues effectively.

When completing your application, please ensure you provide evidence against the criteria on the following page, against which your application will be assessed.

Organisation description

The Nuclear Decommissioning Authority (NDA) is charged, on behalf of government, with the mission to clean-up the UK’s earliest nuclear sites safely, securely and cost effectively, one of the most important environmental programmes in the world. It is committed to overcoming the challenges of nuclear clean-up and decommissioning leaving the 17 nuclear sites ready for their next use. It does this work with care for its people, communities, and the environment, with safety its number one priority.  

Board composition

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Person specification

Essential criteria

• Board experience including experience working with a Remuneration Committee of a large scale and/or complex organisation;
• Relevant senior executive HR experience in an executive and / or consultancy role;
• Experience of implementing renumeration best practice;
• Excellent interpersonal skills with the proven ability to challenge and mentor senior executives and contribute effectively as part of a Board; and

Desirable criteria

• Experience of chairing a Board or Board committees as a non-executive, in particular chairing a Renumeration Committee;
• Senior level HR experience of significant transformation, working with trade unions, strategic workforce planning and / or culture change;
• Understanding of remuneration best practice in the public sector; and
• Understanding of HR and remuneration issues in a group structure.

Application and selection process

How to apply

GatenbySanderson has been appointed as an executive search adviser to assist with this appointment.

To apply for this post, you will need to complete the online application process by no later than 5pm on Monday 8th January 2024. All applications must be submitted using the link http://www.gatenbysanderson.com/job/GSe83999

You will be asked to submit the following:

1. A CV 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 longer than three pages) explaining:

a.   Your motivation for applying for this role

b.   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

Failure to submit both documents will mean the panel only have limited information on which to assess your application against the criteria in the person specification. Please ensure that both documents contain your full name. In addition, to be considered for the role, you must complete a Diversity Monitoring Form and a Declaration of Conflicts of Interest/ Political Activity form. You will receive an acknowledgment of your application through the online process from GatenbySanderson

Should you encounter any issues with your online application or are unable to apply online please contact kirsten.hasseriis@gatenbysanderson.com

We value the unique differences that each of our colleagues bring to work every day and are committed to creating an environment where everyone feels respected, included, and able to perform at their best. At the NDA we are committed to creating a workplace that is diverse and inclusive, and we therefore particularly welcome applications from women, ethnic minority, LGBT+ and disabled candidates.

Overview of the application process

This competition is regulated by the Commissioner for Public Appointments (OCPA). This

appointment follows a regulated recruitment process and is based on a written

application, followed by interviews (if candidates are successful at sift stage).

Those interested in this appointment are asked to submit a CV and Supporting

Statement before the closing date on 8 January 2024. After the competition closes, the

panel will assess your application to select those demonstrating the ‘best fit’ with the

role by considering the evidence you have provided against the ‘Essential’ criteria set out

in the ‘Person Specification’ section. Candidates selected for longlisting will be invited

for a preliminary discussion with GatenbySanderson to further explore their skills and

experience with reference to all the criteria in the person specification.

The Panel will then have a further meeting to review interview reports on these candidates

alongside CVs and statements of suitability to select the shortlist. At this stage they may

choose to take into account the desirable criteria. Shortlisted candidates will be advised on

the outcome as soon as possible thereafter.

If you are shortlisted, you will be asked to attend a panel interview to have a more in-depth

discussion of your previous experience and professional competence. This could be in

relation to any of the criteria set out in the vacancy description, key responsibilities and

accountabilities and person specification

The panel will identify which candidates are appointable before a final appointment decision

is made by the Secretary of State in consultation with Scottish Ministers.

Prior to interview, you may have the opportunity for informal conversations with key

personnel to improve your understanding of the NDA. Full details of the assessment process

will be made available to shortlisted candidates.

The timeline, outlined on page 15, indicates the date by which decisions are expected to be

made, and all candidates will be advised of the outcome as soon as possible thereafter.   

Advisory Assessment Panel (AAP)

• Chris Heffer, Director for Nuclear Power, Infrastructure and Decommissioning, Department for Energy Security and Net Zero
• Chris Train, Nuclear Decommissioning Authority, Interim Chair
• Alex Reeves, UK Government Investments (UKGI) Director; NDA Shareholder Representative Board Member
• Moni Mannings, Independent Panel Member

Eligibility criteria

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Security clearance

The successful candidate will be required to obtain the relevant security clearance (SC level clearance for these roles).

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

Disability Confident

The Department for Energy Security and Net Zero (DESNZ) is an accredited user of the Disability Confident symbol, which signifies organisations which have a positive attitude towards disabled applicants. All Disability Confident Employers will offer interviews to disabled candidates who meet the minimum requirements for a job or role. If you wish to apply for consideration under this scheme, please complete the declaration in the Diversity Monitoring Form provided. It is not necessary to state the nature of your disability. Whether you choose to apply under the Disability Confident scheme or not, you can still ask us to make particular adjustments for you when attending an interview.

Reasonable adjustments

We are committed to making reasonable adjustments in order to support disabled job applicants and ensure that you are not disadvantaged in the recruitment and assessment process. Reasonable adjustments could include; allowing extra time during selection tests or ensuring that information is provided in an accessible format. If you feel that you may need a reasonable adjustment to be made, or you would like to discuss your requirements in more detail, please contact kirsten.hasseriis@gatenbysanderson.com at GatenbySanderson in the first instance.

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

All candidates for are expected to demonstrate a commitment to, and an understanding of, the value and importance of the principles of public service. In 1995 the Committee on Standards in Public Life defined seven principles for public service. The Seven Principles of Public Life are: Selflessness, Integrity, Objectivity, Accountability, Openness, Honesty and Leadership and are set out in the Code of Conduct for Board Members of Public Bodies most recently updated in July 2019 (here). 

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).

Application feedback

If your application is unsuccessful, UKGI will keep your personal data on file for 24 months to allow it to provide feedback on request and to defend itself against any legal challenge, as well as to allow it to evidence its fulfilment of its obligations to the relevant instructing Minister/Department. 

How to complain

For a confidential discussion please contact our recruitment advisers at GatenbySanderson:

• Olivia Dobson, Research Lead, 07964 826 291
• Darra Power-Mooney, Principal Consultant,

Data protection

UKGI may also keep your personal data on file in case there are future roles for which you may be suited. UKGI will ask for your consent before it keeps your data for this purpose, and you are free to withdraw your consent at any time. Please see UKGI Privacy notice in attached candidate pack. 

Contact details

• Olivia Dobson, Research Lead, 07964 826 291
• Darra Power-Mooney, Principal Consultant,darra.power-mooney@gatenbysanderson.com

Candidates should note that this campaign is being run in conjunction with UK Government Investments (UKGI) and should read the UKGI data privacy notice attached at prior to applying to understand how their data will be used. This notice will be available to all candidates as part of the application process with GatenbySanderson.

Attachments

• NDA RemCo Chair - Candidate information Pack