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Appointment details

Workplace Transformation Board: Non-Executive Member

Summary

• Organisation: DWP Departmental Board
• Sponsor department: Department for Work and Pensions
• Location: London
• Sectors: Property
• Skills: Change Management, Commercial, Major Projects, Procurement, Transformation
• Number of vacancies: 1
• Time commitment: 20 day(s) per annum
• Remuneration: £15000 per annum
• Length of term: Three years
• Application deadline: 11:59pm on 7 July 2024

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Timeline for this appointment

1. Opening date

   22 May 2024

2. Application deadline

   11:59pm on 7 July 2024

3. Sifting date

   22 July 2024

4. Interviews expected to end on

   30 August 2024

Timeline dates are only an estimate and can change

About the appointment

Introduction

The Department for Work and Pensions (DWP) is seeking to appoint a Non-Executive Member (NEM) for the Workplace Transformation Board. The department is particularly looking for applicants with a background in Estates. This is an exciting opportunity to shape the Department’s Estate Portfolio and enhance the customer experience.

Appointment description

Workplace Transformation Programme and DWP Place

Workplace Transformation Programme is an ambitious ten-year programme which began in 2021. It will deliver flexible, inclusive and affordable workplaces that help make DWP a great place to work.

Workplace Transformation works closely with DWP Estates and together, the two elements form the DWP ‘place’ team. The collaborative work delivered supports the wider Government objective to create an estate that is smaller, better and greener - delivering efficiencies and enabling genuine modernisation and transformation within DWP. 

Our combined remit covers not only changes to and investment in our physical sites, but also a focus on driving sustained change in culture and behaviour, with an emphasis on delivering a legacy beyond our buildings to transform how and where we work.

DWP services operate out of the largest commercial Estate in Government. DWP has over 980 leasehold sites, spread relatively evenly across the main UK population centres. Our estate accommodates our c.87k colleagues and millions of customer interactions.

The role of Non-Executive Member

This role is a unique opportunity to shape the future of DWP's service delivery, modernisation and transformation through the transition to an estate and workforce that is flexible, responsive and agile.

This is a critical time for the Department as it defines its business strategy and secures funding for the period up to 2030.  Where and how we work will be a key element of delivering the future operating model.  Maintaining the critical balance between transforming the workplace while still delivering first-class services is paramount. 

By joining the Workplace Transformation Programme Board, you will be able to influence strategic decisions, challenge existing ways of working, and bring fresh insights from your external experience. You will have the chance to make a significant contribution to the largest and most complex estate in government, and help deliver better outcomes for customers, taxpayers and colleagues.

NEMs provide advice and bring an external perspective to the business of government.  They will sit on Workplace Transformation Programme Board chaired by Andrew Goodman and bring independent oversight, support and constructive challenge to the Programme Board and through expert influence and advice. The NEM will also need to work closely with the NEDs and Ministers to represent and influence Place within these key stakeholder groups. They   may also be involved in working groups or offer advice and support to individual Directors and senior officials in addition to ad hoc pieces of work across the Department. 

Key Responsibilities

• To provide independent views and challenge to the Programme Board and senior Leaders in Estates.

• To work closely with the NEDs and Ministers to represent Place issues, influence and to ensure Place is appropriately represented.

• To provide independent views and challenge of the Place Strategy.

• To share best practice and provide advice to board members on managing the estates portfolio for a large, diverse workforce and the interrelationship with operational delivery.

• Advise on cross-government initiatives and policies.

• To work closely with the Director General Corporate Transformation as a source of different perspective.

Organisation description

The Department for Work and Pensions (DWP) is responsible for welfare, pensions, and child maintenance policy. As the UK’s biggest public service department, DWP administers the State Pension and a range of working age, disability, and ill health benefits to around 20 million claimants and customers. We are responsible for:

• Helping people to move into work and supporting those already in work to progress, with the aim of increasing overall workforce participation

• Helping people to plan and save for later life, while providing a safety net for those who need it now

• Providing effective, efficient, and innovative services to the millions of claimants who rely on us every day, including the most vulnerable in society

• Improving citizens’ experience of our services while maximising value for money for the taxpayer.

Our priorities, set by the Secretary of State, are to:

• Maximise employment, reduce economic inactivity and support the progression of those in work

• Provide financial support to people who are entitled to it

• Enable disabled people and people with health conditions to start, stay and succeed in work, and get financial support

• Support financial resilience in later life.

Read the DWP Annual Report and Accounts 2022 to 2023 to find out more about how we are delivering against our objectives.

Person specification

Essential criteria

• Proven senior leadership in the private, public or voluntary sectors, with main board-level experience as an executive or Non-Executive.

• Experience at Executive Team level in a large complex organisation with transferable knowledge relevant to the scale and functions of DWP, in functions covering Estates and Workplace Transformation; experience regarding relationships with trustees would be desirable.

• Commercial acumen at Exec team level with an understanding of the interrelationships between Place and the wider operating model.  

• Strategic thinker with sound judgement and a high level of integrity (including when dealing with confidential or sensitive issues).

• An engaging, collaborative working style, able to adapt to a wide range of political and non-political partners.

• Influence and gravitas to drive significant business change.

Application and selection process

How to apply

In order to apply you will need to create an account or sign in.

Once you are logged into your account, click on 'apply for this role' and follow the on-screen instructions. To apply, all candidates are required to provide:

• a Curriculum Vitae (CV)
• a supporting statement
• equality information
• information relating to any outside interests or reputational issues

We will ask you to check and confirm your personal details to ensure your application is accurate.

You will also have the opportunity to make a reasonable adjustment request or apply under the disability confident scheme before you submit your application.

Overview of the application process

Public appointments are made on merit following a fair and open competition process which is conducted in accordance with the Governance Code for Public Appointments. We will deal with your application as quickly as possible and will keep you informed at key stages. We aim to conclude the appointment process within three months of the deadline for applications – this is in accordance with the Governance Code.

The assessment process

1. Ministers are responsible and accountable to Parliament for the public appointments made within their department. As a result, they must be consulted at every stage of the appointments process.

2. An Advisory Assessment Panel (“Panel”) is appointed by Ministers to assist them in their decision making. The role of the Panel is to decide, objectively, which candidates meet the eligibility criteria for the role.

3. At the shortlisting meeting the Panel will assess applications against the eligibility criteria and decide which candidates have best met the criteria, who should be recommended for interview. Ministers will then be consulted on the Panel’s recommended shortlist. If you have applied under the Disability Confident Scheme and you meet all the essential criteria, then you will also be invited for an interview.

4. Once the shortlist has been agreed by Ministers, you will be advised (by e-mail) whether you have been shortlisted. Those shortlisted will be invited to an interview.

5. The Panel will meet again to interview candidates and determine who is appointable to the role. The Panel may invite you to make a brief presentation at the start of the interview and will go on to question you about your skills and experience, including asking specific questions to assess whether you meet the criteria set out for the post. The Panel will also explore with you any potential conflicts of interest or any other issues arising from your personal and professional history which may impact on an appointment decision.

6. Details of the panel’s assessment of interviewed candidates are provided to Ministers, including whether they have judged a candidate to be appointable to the role. It is then for Ministers to determine merit and decide who should be appointed. In some circumstances, Ministers may choose not to appoint any candidates and re-run the competition.

7. Ministers may choose to meet with candidates before deciding the outcome. Candidates should therefore be prepared for a short time gap between interview and a final appointment decision being made. Candidates who have been interviewed will be kept informed of progress.

8. Once the decision on the appointment has been made, interviewed candidates will be advised of the outcome of their application, including whom they may approach for feedback. Successful candidates will be issued with their Terms & Conditions and a letter of appointment should they agree to take up the position.

Further information about appointments, including tips on applying, can be found on our guidance pages on gov.uk.

Advisory Assessment Panel (AAP)

The AAP for this recruitment campaign will include:

• Debbie Alder - Director General Corporate Transformation - Panel Chair
• Andrew Goodman - Workplace Transformation Programme Director
• Craig Varain - Estates Director

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 dwpneds@dwp.gov.uk.

Security clearance

The successful candidate will be required to undertake Baseline Personnel Security Standard checks in line with the Civil Service guidelines. Following this, you will also need to undergo National Security Vetting at Security Clearance (SC) level. 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.

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.

All travel and subsistence costs should be booked through the DWP Non-Executive Liaison team, if required as part of the application process. They can be contacted at dwpneds@dwp.gov.uk.

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 DWP Non-Executive Liaison team in the first instance if you would like to make a complaint regarding your application at dwpneds@dwp.gov.uk. They will acknowledge your complaint upon receipt and respond within 15 working days.

Data protection

DWP's privacy policy can be found at the following link here.

Contact details

Luke Stewart: luke.stewart@dwp.gov.uk

Lesley Pritchard: lesley.pritchard@dwp.gov.uk