Role details

Non-Executive Chair of Rural Payments Agency (RPA) Management Board

Application deadline 8 May 2024

Page contents:

Summary
About the role
Person specification
Application and selection process
Additional information for candidates
Attachments

Summary

Organisation: Rural Payments Agency
Sponsor department: Department for Environment, Food & Rural Affairs
Location: Various
Sectors: Environment, Agriculture & Fishing
Skills: Business, Technology / Digital, Major Projects, Transformation
Number of vacancies: 1
Time commitment: 18 day(s) per annum
Remuneration: £500 per day
Length of term: 3 Years
Application deadline: Midday on 8 May 2024

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Timeline for this appointment

Opening date

18 April 2024
Application deadline

Midday on 8 May 2024
Sifting date

3 June 2024
Interviews expected to end on

24 June 2024

Timeline dates are only an estimate and can change

About the role

Introduction

About the Rural Payments Agency (RPA)

The Rural Payments Agency (RPA) is an executive agency of the UK Department for Environment, Food and Rural Affairs (Defra), delivering over £2 billion in payments to farmers, traders and landowners each year. We are a Civil Service Operational Delivery Profession organisation, with the majority of our people delivering day to day services to our customers and stakeholders. We manage over 40 schemes, and also make payments on behalf of Natural England, to ensure we have a healthy rural economy, strong and sustainable rural communities, and to protect and enhance the natural environment.

The RPA Five Year Strategy sets out our purpose of helping agricultural and rural communities to create a better place to live. We will achieve this by meeting both customer expectations and policy needs, delivering a quality service, and being an exemplar of the Civil Service Operational Delivery Profession.

We have made great progress on delivering our 5 year strategy and we now wish to look beyond that and build the value that we provide to our customers and taxpayers.

Our values underpin the way we approach our work and drive us daily as we strive to be an outstanding place to work.

Our values are:

Visible, Engaging, Respectful, Inclusive, Trusted, Accountable and Supportive (VERITAS).

Role description

The role and structure of the RPA Management Board

The role of RPA Management Board is primarily to give advice and support to the Chief Executive through assisting him in managing the Agency’s reputation, building networks of influence, providing expertise in operational delivery and ensuring appropriate strategic challenge but is not itself a decision-making body.

The Management Board is responsible for establishing and taking forward the strategic aims and objectives of the RPA consistent with its overall strategic direction and within the policy and resources framework determined by the Secretary of State.

The Management Board ensures there is a framework of prudent and effective controls which enables risk to be assessed and managed. It also provides advice on strategy and the deliverability of policies and key objectives, achieving value for money, scrutinises performance and provides support and challenge in the delivery of RPA responsibilities and the exercise of the Chief Executive Officer’s (CEO) responsibilities as Accounting Officer.

The Board has set up an associated Audit Risk and Assurance Committee (ARAC) chaired by an Independent Non-Executive member to provide independent advice and assurance on risk management to the department's Audit and Risk Committee. The Board is expected to assure itself of the effectiveness of the internal control and risk management systems.

The structure of the RPA Management Board is agreed with Defra, by the Defra Director General (DG) for Food, Biosecurity and Trade and the RPA CEO. The RPA Management Board is chaired by a lead Non-Executive (‘the RPA Board Chair’) who is responsible to the sponsor minister and will report through the CEO and DG as appropriate. The RPA Management Board comprises of three other Non-Executive Directors, four Executive Directors (including the CEO) and the Defra Director of the Farming and Countryside Programme. The RPA Board meets a minimum of six times a year.

The role of the Non-Executive Director Chair of the RPA Management Board

The role of the Chair is to:

Chair Board meetings and maintain a high standard of discussion and debate, helping to steer the agency by collective working.

Ensure the Board operates effectively providing appropriate influence, expert advice, support and constructive challenge, bringing external experience and expertise to the Board’s discussions on strategic and operational issues.

Develop key relationships at the highest levels of Defra Group and across Government to both explain and advocate for the work of RPA but also to bring salient advice back to the Board for it to act on.

Assist RPA and provide assurance to Defra on setting and the delivery of key objectives (including payment performance, workforce planning, people engagement and customer service).

Person specification

Essential criteria

Alongside externally recognised credentials, we are particularly interested in individuals who can offer the following skills and experiences:

Essential

Able to take to the time to understand RPA’s business in order to understand the landscape sufficiently to be able to add value. To act as a sounding board for RPA’s aspirations as well as pushing us (and other members of the Defra Group) to be the best of ourselves and best in class.

Deep expertise in one more sectors vital to RPA, preferably at CEO or COO level or equivalent.

Able to rapidly build a relationship and network of influence with other NEDs within the Defra Group and wider Civil Service.

A track record of delivering excellent customer service or re-engineering through the use of latest technology or re-organising internally on how to deliver.

A proven background in helping to develop strategic perspective and long-term thinking as well as horizon scanning stakeholder feedback in the round.

A razor-sharp focus on opportunities, challenges and risks as well as excelling at helping the agency materialise the opportunities, address the challenges and mitigate the risks.

Proven success of influencing strategic management debate at Board Level (or equivalent) on a range of corporate issues.

Governance experience with expertise in strategic planning, corporate governance, finance risk management, internal controls and performance management in the public sector context.

Personal Attributes

Integrity, probity and high ethical standards, with a comprehensive understanding of the principles of governance and systems of control, and how to apply them appropriately.

An ability to maintain a sense of perspective and to pick out critical issues, and to question intelligently, debate constructively and challenge rigorously.

Independence of mind and sound judgement, together with the ability to provide impartial, objective and pragmatic advice.

Sufficient strength of character to seek and obtain full and satisfactory answers within the environment of the Board.

Effective communication and relationship building skills, including the ability to negotiate, influence, challenge and listen sensitively to the views of others.

A commitment to the 7 principles of public life, together with the willingness and availability to devote the necessary time to understand the business dynamics and context.

Application and selection process

How to apply

To apply for this post, completed applications should be submitted to CEO.Secretariat@rpa.gov.uk by the deadline of midday on 8 May 2024 quoting reference APPT-RPAC.

All candidates are required to submit:

A CV of no more than two sides of A4 with education, professional qualifications and employment history and the names and contact details for two referees .

A statement of suitability should give evidence of the strength and depth of your ability to meet the essential criteria for this role. Please provide specific examples to demonstrate how you meet each of the criteria (max two pages please).

Completed monitoring form 1 (Conflicts of interest conduct and advertising Questionnaire)

Completed monitoring form 2 (Diversity Questionnaire)

For further information please email: alison.morgan@rpa.gov.uk

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

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.
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.
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.
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.
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.
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.
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.
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)

Paul Caldwell - Chief Executive Officer - Representative of Organisation - Panel Chair

Independent Member – tbc

Mark Ashenden - RPA Strategy Lead -Representative of Organisation

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 alison.morgan@rpa.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 ‘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.

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.

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 alison.morgan@rpa.gov.uk if you would like to make a complaint regarding your application. They will acknowledge your complaint upon receipt and respond within 15 working days.

Data protection

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

Contact details

The approximate time requirement of eighteen days per year allows for attendance at Board and Committee meetings, involvement in Board sub-committees, associated preparation time and other ad hoc Management Board events/advisory support to executives. Meetings generally take place either at RPA’s main sites or virtually via MS Teams.