Role details

Senior Salaries Review Body Judicial Member

Application deadline 13 September 2024


Senior Salaries Review Body
Sponsor department
Cabinet Office
Judicial, Prisons & Policing
Legal, Judicial
Number of vacancies
Time commitment
40 day(s) per annum
£300 per day
Length of term
5 years
Application deadline
11:59pm on 13 September 2024

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Timeline for this appointment

  1. Opening date

    28 March 2024

  2. Application deadline

    11:59pm on 13 September 2024

Timeline dates are only an estimate and can change

About the role

Introduction from the Secretary of State

Dear Candidate

Thank you for your interest in this vacancy for a Judicial Member of the Senior Salaries Review Body.

You may already have some idea about the important work of Senior Salaries Review Body and the following pages will tell you more about Senior Salaries Review Body’s purpose and the nature of the Board and this Judicial Member role, as well as the application process. Please do also view the Senior Salaries Review Body website to understand their work (here).

If, after reading the material, you have further questions about any aspect of this post you are welcome to speak to our consultants, Hays Executive, via email at:

If you believe you have the experience and qualities we are seeking, we very much look forward to hearing from you.

Baroness Neville-Rolfe

Role description

This is both a challenging and exciting time to join the Senior Salaries Review Body. We are looking to appoint an individual with commitment and expertise to the Board.  
As a member of the SSRB, you will have the opportunity to work on a challenging agenda and gain unique insights into a cross-section of public service professions at senior levels. You will also have the chance to play a key role in the future direction of the SSRB helping to shape its thinking and recommendations. The SSRB has up to eight members from a range of backgrounds, who pool their collective expertise to inform discussions. 
Whilst the Board’s Chair has overall responsibility for the performance of the Board, all members of the Board have an important individual and collective role in working with the Chair, to evolve the strategic direction of the body, to ensure effective delivery of recommendations and report and to ensure that it fulfils the governance, financial management, and efficiency standards required of it as a public body.
The role of member will involve:
  • Producing well-researched and evidenced-based recommendations for all the remit groups
  • Producing a clear report setting out the SSRB’s reasoning for its recommendations
  • Undertaking additional projects of work as set out in the SSRB’s terms of reference 
  • Preparing for and attending the meetings of the Senior Salaries Review Body throughout the year
  • Making an active contribution to discussions drawing upon your skills, expertise and subject knowledge with an emphasis on providing constructive challenge to complex proposals 
  • Building and maintaining strong professional relationships with key stakeholders
  • Adhering to the seven principles of Public Life 
  • Complying at all times with the ‘Code of Conduct for Board Members of Public Bodies’ and with the rules relating to the use of public funds and to conflicts of interest set out in Managing Public Money
Not misusing information gained in the course of public service duties for personal gain or for political profit, nor seeking to use the opportunity of public service to promote private interests or those of connected persons or organisations

Organisation description

The Senior Salaries Review Body (SSRB) is an independent body which provides independent advice to the Prime Minister, the Lord Chancellor, the Secretary of State for Defence, the Secretary of State for Health and the Home Secretary on the pay of Senior Civil Servants, the judiciary, senior officers of the armed forces, certain senior managers in the NHS, Police and Crime Commissioners and Chief Police Officers.
Since it was established in May 1971, the SSRB has gained a reputation as a highly respected pay review body. The SSRB continues to tackle a number of challenges: defence reforms may impact on senior military officers’ remuneration; the development of a new SCS pay framework; NHS reorganisation is changing the nature of the senior remit group. It is also due to undertake a major review of the judicial salary structure.
The SSRB receives written and oral evidence from the Government and other relevant organisations covering its remit, such as trade unions and recruitment bodies. It may also run discussion groups and visit programmes. Pay review bodies weigh the evidence submitted and their own independent analysis to formulate recommendations on the remuneration of their remit groups. Their recommendations are submitted to the Government and, where appropriate, the devolved administrations. The Government’s response can attract extensive media coverage.
Consequently, the SSRB plays a visible and sensitive advisory role, for which the very best judgement and expertise is required. We are seeking applicants of proven ability, stature, and achievement who have a thorough understanding or rich experience of top manager reward and performance issues.
The Office of Manpower Economics (OME) – a non-statutory public body provides the secretariat for the review bodies. The OME is independent of Government and staffed by civil servants drawn mainly from the Department for Business and Trade.

Board composition

The Board currently comprises eight Members. Members of the Board are listed below and biographical information for each Board Member can be found on the SSRB website:
Pippa Lambert (Interim Chair)
Julian Miller
Pippa Greenslade
Ian McCafferty CBE
Sharon Witherspoon MBE
Mark Polin OBE QPM
David Stanton
Zoe Billingham CBE 

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

  • The ability to effectively communicate complex information in both written and verbal formats to different audiences
  • Proficiency in building and maintaining effective working relationships with diverse stakeholders, with the ability to provide constructive challenge as necessary.
  • The ability to research and make judgements from complex data, and to contribute to workable recommendations on complex and sensitive issues.
  • Proven experience of working in the legal sector, or working with the Judiciary or legal professionals.

Desirable criteria

  • Experience of serving on a remuneration committee, or a working knowledge of pay and reward systems
  • An understanding of working in or engaging with the public sector. 
  • Proven experience of executive level management, with a substantial track record of working with committees and boards of directors or equivalent experience. 

Application and selection process

How to apply

In order to apply you will need to provide:

  1. A  Curriculum Vitae 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;

  2. A supporting statement setting out how you meet the criteria for appointment, as set out in the person specification for the role;

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

  4. Diversity monitoring information. 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;

  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 via the Hays applicant portal (
Cabinet Office - Apply for vacancies - Find a job, build a career | Hays (

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

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

Advisory Assessment Panel (AAP)

The Advisory Assessment Panel will consist of:
  • Panel Chair: Fiona Ryland, Chief People Officer, Cabinet Office
  • SSRB Representative: Pippa Lambert, Interim Chair
  • HM Treasury Representative: Tom Walker
  • Independent Panel Member: Jennifer Powers* and David Lloyd**
*Please note that between May 2022 and September 2022 Jennifer Powers served as a Special Adviser at No.10 Downing Street.
** Please note that David Lloyd is a serving Police and Crime Commissioner for Herefordshire, however he will not be standing for re-election in May 2024. Given this, we do need view this as a conflict of interest.
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.

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 the Cabinet Office Public Appointments Team (

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 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 ‘essential 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

The Seven Principles of Public Life (also known as the Nolan Principles) apply to anyone who works as a public office-holder.
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 ten years in any one post. 

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. 
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. However these payments are taxable as earnings and will be subject to tax and national insurance, 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 Cabinet Office Appointments team in the first instance if you would like to make a complaint regarding your application at ( 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 information on how the Commissioner handles complaints can be found on the Commissioner for Public Appointments’ website

Data protection

The Cabinet Office will use your data in line with our privacy policy. For further information on how Hays will process your data, please view their privacy notice here:
For information on how the Cabinet Office Public Appointments Team will process your data, please see our privacy notice below:
Cabinet Office Public Appointments Team Privacy Notice

This notice sets out how we will use your personal data, and your rights. It is made under Articles 13 and/or 14 of the General Data Protection Regulation (GDPR).


Our purposes for processing your personal data are:

      to recruit for public appointments for the Cabinet Office or one of its sponsored bodies including dealing with applications, selection, appointment, and vetting

      to monitor and promote diversity in appointments, and

      to produce statistics

The data

We will process the following personal data: your application, including name, contact details, location, employment history, qualifications, CV and other background information relevant to your application; sift and interview assessments; and conflicts of interest and political activity.

Diversity data will also be requested if you make an application via the Public Appointments Website, although you may decline to provide this if you wish. This includes age, gender, ethnicity, sexual orientation, recorded disability, and faith.

We may also process other information gathered by Cabinet Office as part of due diligence, including information obtained from public sources including social media.

Information relating to your nationality, address, family history and criminal convictions may be required in order to enable you to hold the necessary security clearance for your new role.

Lawful basis

Our legal basis for receiving and using your information is that it is necessary for the performance of a task carried out in the public interest or in the exercise of official authority vested in the data controller. In this case that is to ensure that high quality candidates are identified via robust recruitment processes in line with the Governance Code for Public Appointment published pursuant to Article 3(1) of the Public Appointments Order in Council 2016. We also have a public task to monitor and promote diversity under our public sector equality duty.

Where a contract of employment exists, we also process your data on the legal basis that it is necessary for the performance of a contract to which you are a party, and it is necessary in order to take steps at your request prior to entering into a contract.

Sensitive personal data is personal data revealing racial or ethnic origin, political opinions, religious or philosophical beliefs, or trade union membership, and the processing of genetic data, biometric data for the purpose of uniquely identifying a natural person, data concerning health or data concerning a natural person's sex life or sexual orientation.

We may process this data to make reasonable adjustments for applicants, and to conduct due diligence checks. Our lawful basis for processing your sensitive personal data is:

      It is necessary for the purposes of performing or exercising our obligations or rights as the controller, or your obligations or rights as the data subject, under employment law, social security law or the law relating to social protection (reasonable adjustments)

      processing is of data concerning ethnicity, religious or philosophical belief, health including disability or sexual orientation, it is necessary for the purposes of identifying or keeping under review the existence or absence of equality of opportunity or treatment between groups of people with a view to enabling such equality to be promoted or maintained (diversity monitoring)

      processing is necessary for reasons of substantial public interest for the exercise of a function of the Crown, a Minister of the Crown, or a government department (diversity monitoring and due diligence)

      It relates to personal data which are manifestly made public by you (due diligence)


Information that you supply to the Cabinet Office as part of your application for a Public Appointment may be shared with members of the Advisory Assessment Panel for the purposes of sifting applications and conducting interviews. This may include your name, employment history, qualifications, CV and other background information relevant to your application including sift and interview assessments, conflicts of interest, and political activity. This may also include other information gathered by Departments as part of due diligence, including information obtained from public sources.

Diversity and other data will be shared with the Commissioner of Public Appointments (OCPA) for the exercise of their statutory functions. This may include age, gender, ethnicity, sexual orientation, recorded disability, faith and geographical location, principal employment sector, number of government public appointments held, and declarable political activity. Your name will not be included in the information that is collected and shared with OCPA. You can see how OCPA handles personal data shared with it in its privacy notice.

As your personal data will be stored on our IT infrastructure it will also be shared with our data processors who provide email, and document management and storage services.


Cabinet Office will store your application and other data if you are successful for the duration of your appointment and for 2 years thereafter.

Cabinet Office will hold diversity data shared with OCPA in identifiable form for five years.

If your application is unsuccessful we will retain your data for one year.

International transfers

As your personal data will be stored on our IT infrastructure, and shared with our data processors, it may be transferred and stored securely outside the European Union. Where that is the case it will be subject to equivalent legal protection through the use of Model Contract Clauses or the Privacy Shield scheme.

Your Rights

       You have the right to request information about how your personal data are processed, and to request a copy of that personal data.

       You have the right to request that any inaccuracies in your personal data are rectified without delay.

       You have the right to request that any incomplete personal data are completed, including by means of a supplementary statement.

       You have the right to request that your personal data are erased if there is no longer a justification for them to be processed.

       You have the right in certain circumstances (for example, where accuracy is contested) to request that the processing of your personal data is restricted.

       You may have the right to request a copy of any personal data you have provided, and for this to be provided in a structured, commonly used and machine-readable format.

       You have the right to object to the processing of your personal data.


If you consider that your personal data has been misused or mishandled, you may make a complaint to the Information Commissioner, who is an independent regulator. The Information Commissioner can be contacted at:

Information Commissioner’s Office Wycliffe House, Water Lane, Wilmslow, Cheshire SK9 5AF, or 0303 123 1113, or

Any complaint to the Information Commissioner is without prejudice to your right to seek redress through the courts. Contact details

The data controller for your personal data is the Cabinet Office.

In relation to equality and diversity data, the Cabinet Office and the Office for the Commissioner of Public Appointments are joint data controllers. The contact details for the Cabinet Office are: Cabinet Office, 70 Whitehall, London SW1A 2AS, or 0207 276 1234, or

The contact details for the Cabinet Office’s Data Protection Officer (DPO) are: Stephen Jones, DPO, Cabinet Office, 70 Whitehall, London SW1A 2AS, or

The Data Protection Officer provides independent advice and monitoring of Cabinet Office’s use of personal information.

Contact details

If you have any questions about the appointments process please contact Hays Executive via