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Appointment details

NMRN Trustee with Direct Experience of the Royal Marine Service

Summary

• Organisation: National Museum of the Royal Navy
• Sponsor department: Ministry of Defence
• Location: South East
• Sectors: Defence
• Skills: Major Projects, Regulation
• Number of vacancies: 1
• Time commitment: Adhoc
• Length of term: 3 years
• Application deadline: 11:59pm on 5 April 2024

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Timeline for this appointment

1. Opening date

   22 March 2024

2. Application deadline

   11:59pm on 5 April 2024

3. Sifting date

   8 April 2024

4. Interviews expected to end on

   15 April 2024

Timeline dates are only an estimate and can change

About the appointment

Introduction from the Chair

The National Museum of the Royal Navy is looking to appoint a new trustee to its Board. We are specifically looking for people who have direct experience of the Royal Marine Service.

The National Museum of the Royal Navy’s vision is to be the world’s most inspiring Naval Museum, linking Navy to Nation.

The National Museum of the Royal Navy (“the National Museum”) was established in 2008 and is a registered charity, a company limited by guarantee and a Non-Departmental Public Body, sponsored by the Ministry of Defence, and the parent company of the National Museum of the Royal Navy group. The operation of the National Museum is delegated to the Director General (also the Accounting Officer) with the Executive Directors supported by its dedicated workforce of staff and volunteers. The National Museum attracts a significant number of visitors to both its physical and online attractions and is committed to expanding its digital reach. Further information about the National Museum of the Royal Navy can be found on its website https://www.nmrn.org.uk

The National Museum’s headquarters are in Portsmouth Historic Dockyard, with sites across the UK and Northern Ireland. You will be joining at a very exciting time as we embark on our next major capital programme, to deliver a new Royal Marines Museum, a regeneration project for Hartlepool, and the significant HMS Victory conservation project. If you want to make a difference, share a passion for change and excellence, and possess the leadership qualities to help us achieve this we want to hear from you.

We are passionate about ensuring there is a strong mix of people on our Board of Trustees who represent a variety of backgrounds, experiences and skills. Equity, diversity and inclusion are at the core of everything we do, and we believe that by having a diverse group of people, ideas and experiences, we can collectively make better decisions. The National Museum also welcomes those new to trusteeship or looking to becoming a trustee as relevant training will be provided.

Role of the Board of Trustees

The National Museum’s Articles of Association make provision for up to 16 Trustees, who are also the Members and Directors of the National Museum of the Royal Navy for the purposes of company law, and who collectively form the Board. The Board of Trustees meets four times a year (hybrid meetings) to set the long-term strategic objectives of the National Museum, agree corporate priorities and review performance. The role of the Board is also to ensure the distinct legal obligations and charitable objectives are fulfilled, ensuring high standards of corporate governance are maintained, with effective control systems and decision-making processes in place.

The trustees are expected to act as ambassadors for the National Museum, attending fundraising events, the opening of new exhibitions and meetings with the Royal Navy, Ministry of Defence and other key partners and stakeholders.

In addition to the Board of Trustees, there is a separate NMRN Operations Board, charged with responsibility for the operational delivery of the corporate priorities. At least one trustee from the Main Board is also an NMRN Operations trustee. There are also five committees: Audit and Governance; Nomination and Remuneration; Collections, Research, Access and Learning; Fundraising; and Brand and Digital Engagement. Trustees are typically expected to be appointed to at least one of these committees with a possibility of appointment to ad hoc project boards or other subsidiaries within the NMRN group.

Person specification

Essential criteria

• Direct experience of the Royal Marine Service.

• An understanding of and commitment to the wider objectives of the National Museum of the Royal Navy and issues and challenges it faces in delivering them and an enthusiasm and passion for the Royal Navy.

• Ability to apply strategic insight and provide innovative advice and constructive challenge to the Executive Team.

• Excellent communication, influencing and representational skills to act as an ambassador for the museum with networking and relationship building skills.

Essential Skills (At least one required)

• Understanding of sustainability reporting and the disclosure and communication of environmental, social, and governance (ESG) goals.

• Exploiting Digital opportunities to achieve/enhance delivery of museum/business objectives.

• The use of Media, Marketing and PR to effectively communicate with a wide audience.

• Understanding the importance of fundraising within charities and delivering charitable objectives especially within the business and commercial arenas.

• Experience or knowledge of project management.

Desirable criteria

The successful candidate may also demonstrate skills in:

• Museology/Collections/Development of Museums with particular reference to comparable multi-site institutions and understanding their historical impact and importance.

Application and selection process

How to apply

Please send:

• A CV of no more than two sides of A4: this should provide details of your knowledge and skills, education and qualifications, employment history, directorships, related experience and membership of professional bodes.Two references at least one of which of a professional nature and details of any publications or awards.

• A supporting statement of not more than two sides of A4, clearly setting out how you meet the criteria and skills as set out above.

• The completed Declaration Form, the Conflicts of Interest Form and the Diversity Form. The Diversity Form will be kept separately from your application and will not be seen by the selection panel in order to meet the Cabinet Office’s Governance Code on Public Appointments.

Please follow the link to access the application form on our website: https://www.nmrn.org.uk if you have any questions please contact: governance@nmrn.org.uk

Overview of the application process

The assessment process

1. The Approving Authority 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 Approving Authority 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 should be recommended for interview. The Approving Authority will then be consulted on the Panel’s recommended shortlist.
4. Once the shortlist has been agreed by Approving Authority, 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 names of all appointable candidates are provided to the Approving Authority. It is then for the Approving Authority to determine merit and decide who should be appointed. In some circumstances, the Approving Authority may choose not to appoint any candidates and re-run the competition.
6. The Panel’s recommendations will be provided to the Approving Authority in a report which details the assessment method used and the outcome of each interview. They will then be asked to agree on the candidate(s) who should be appointed.
7.  Once the decision on the appointment has been made, interviewed candidates will be advised of the outcome of their application. Successful candidates will be issued with their Terms and Conditions and a letter of appointment should they agree to take up the position.

Advisory Assessment Panel (AAP)

The Panel Chair:

Helen Jackson, Chair of the Nomination and Remuneration Committee

Representative of the Organisation:

Nicky Tregear NMRN Governance Manager

Other Panel Members:

Jon Pentreath – Trustee

Mike Scott – Trustee

Sarah Humphrey – Trustee

Helen Jackson - Trustee

Tom Wright -Trustee

Advisory Assessment Panels (AAP) are chosen by the Approving Authority 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 the Approving Authority, 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 the Approving Authority which candidates they find appointable. It is then for the Approving Authority 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 governance@nmrn.org.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. This will be specified in the vacancy details. Further information on National Security Vetting can be found on the Gov.uk website here https://www.gov.uk/government/publications/united-kingdom-security-vetting-clearance-levels/national-security-vetting- clearance-levels

Additional information for candidates

Equality and diversity

The Ministry of Defence value and welcome diversity. The appointment will be governed by the Principle of Public Appointment based on merit with independent assessment and transparency of process. Successful candidate will need to demonstrate that they meet the criteria for this appointment.

We encourage applications from talented individuals from all backgrounds and experience across the whole of the United Kingdom. Boards of public bodies/Advisory Committees 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.

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

Government departments 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 the Approving Authority. Any re-appointment is subject to satisfactory annual appraisals of performance during the first term in the post. If re- appointed, 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. 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. If you feel that you have a complaint about the way in which your application has been handled, please contact in

the first instance Defence Business Service (DBS) Civilian Personnel Public Appointments Team DBSCivPers-ResPublicAppts@mod.gov.uk. If you are not completely satisfied with the response, please contact the MOD Public Appointments Team at DSOP-PublicAppointments@mod.gov.uk.

We will acknowledge your complaint upon receipt and aim to provide a response within 5 working days.

Data protection

The Cabinet Office will use your data in line with our privacy policy.

The Ministry of Defence privacy policy can be found here

Contact details

If you have any questions please contact: governance@nmrn.org.uk

Attachments

• Candidate Pack