Appointment details

Armed Forces Commissioner

Summary

• Organisation: Armed Forces Commissioner
• Sponsor department: Ministry of Defence
• Location: London
• Sectors: Defence
• Skills: Legal, Judicial, Regulation, Transformation, Casework and Complaints Handling
• Number of vacancies: 1
• Time commitment: 37 hour(s) per week
• Remuneration: £145,000 per annum
• Length of term: The initial term of office may not be more than 5 years with the option for one further term of no more than 2 years.
• Application deadline: 11:55pm on 11 July 2025

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Timeline for this appointment

1. Opening date

   13 June 2025

2. Application deadline

   11:55pm on 11 July 2025

3. Sifting date

   16 July 2025

4. Interviews expected to end on

   22 August 2025

Timeline dates are only an estimate and can change

About the appointment

Introduction

Thank you for your interest in becoming the Armed Forces Commissioner (AFC), a new and exciting role that is critical to delivering our Government’s manifesto commitment to renew the nation’s contract with those who serve and put our forces at the heart of our defence plans.

Recognising that the strength of Defence not only lies in the serving men and women of our forces who sacrifice so much to keep us safe, but also in the families that support them, the Armed Forces Commissioner will provide vital scrutiny and challenge to us as ministers as we drive forward our programme of improvements to the experiences of our Service personnel and families. This strengthened support builds on the biggest pay rise in 20 years for forces and our extra £1.5bn commitment this parliament - a record uplift - to tackle the poor state of forces family housing.

The Commissioner will be the direct point of contact for serving personnel and their families to raise issues which impact service life, from equipment, to housing, to unacceptable behaviours. And will ensure that these are properly reflected and addressed in our government’s priorities and actions.

With powers to visit Defence sites unannounced and commission reports, the Commissioner will be independent, reporting directly to Parliament through annual and one-off thematic reports that will hold Defence to account and drive improvements to service life.  

The Commissioner will also incorporate the functions currently undertaken by the Service Complaints Ombudsman Armed Forces (SCOAF) bringing together the service complaints system with the wider landscape of service welfare; providing a coherent, independent view of those issues facing our serving personnel and their families.

This will be a rewarding, demanding and high-profile role. There will be a significant element of Parliamentary and public scrutiny and challenge. You will be expected to attend public evidence sessions run by the House of Commons Defence Committee (HCDC) and media as part of the recruitment process and throughout your Term of Office. 

Above all we are seeking a strong leader with a proven track record of driving positive change, strategic vision and excellent judgement. 

Defence can and must do better in the service we provide to those that serve our country. This is a unique opportunity to make significant and lasting improvements for our forces and their families, and to spearhead systematic changes to the support and complaints system that will improve UK defence as a whole.

We look forward to working with the new Commissioner and to being held to account.

Appointment description

 

The Armed Forces Commissioner is a statutory appointment made by His Majesty on recommendation of the Secretary of State for Defence.   

The role of the Armed Forces Commissioner will: 

• Act as a strong independent champion for our serving personnel and their families and to be a direct point of contact for serving personnel and their families to raise welfare issues that impact on their service life. Providing independent scrutiny of Service life through a complaint system and be the advocate for driving change for Service personnel within Defence. 
• Build wide-ranging and strategic partnerships with a diverse array of stakeholders. Including service users, other Government Bodies, inspectorates, service providers, third sector organisations, and other influential stakeholders including the media.  
• Influence key decision makers through evidenced based reporting and recommendations.  

Investigations 

• The Commissioner may investigate any matter that they believe may materially affect the welfare of serving personnel and their families in connection with their ongoing service, including but not limited to: equipment, housing, and culture.
• The Commissioner will have powers to access MoD personnel, information and service premises including the power to visit UK premises unannounced (subject to certain provisions and limitations), in order to perform any necessary investigations.   
• The Commissioner will provide independent and impartial oversight of the Service Complaints system for the Armed Forces. Through incorporating the functions of the SCOAF, the AFC will retain the powers and ability to: 
• · Help service personnel access the Service Complaints system, 
• · Review decisions to not accept a complaint or appeal for investigation (Admissibility Decisions), 
• · Investigate allegations of Undue Delay, 
• · Investigate allegations of Maladministration in a Service Complaint that has been finally determined,
• · Investigate the Substance of a Service Complaint that has been finally determined. 

 Reporting and Improvements 

• The Commissioner will prepare annual reports and may also prepare thematic report(s) setting out their findings and recommendations following their investigations into general service welfare matters.   
• The Commissioner will lay before parliament an annual report in the fairness, efficiency and effectiveness of the Service complaints system.

Person specification

Essential criteria

The candidate for the Commissioner role is required to demonstrate the following skills and experience:  

Leadership

• A proven senior level record within dynamic and high-profile large organisations, particularly in leading the management of change, with the ability to set strategic vision and drive forward priorities of the organisation.

Knowledge

• A clear understanding of the priorities and challenges of the organisation and the complex and sensitive environment within which it operates.

Experience

• A strong track record of delivery on driving significant changes to a wide range of policy issues for the betterment of service users within the private, public or voluntary sectors.

Relationship building

• A high level of integrity and influence; with the ability to build strong stakeholder relationships, including with Ministers, Senior Government officials and external stakeholders. To inspire trust, garner public confidence and the respect of staff, service users, Parliament, and Defence.

Communication

• Excellent communication and interpersonal skills, with the ability to communicate with a wide range of stakeholders, and to listen, accept challenge and constructively challenge others in discussions with clarity and respect.
• Excellent written communication skills with experience of producing reports which include evidence-based recommendations.

Decision Making

• Excellent judgement and effective decision-making skills with the ability to critically analyse a wide range of information to make clear and objective evidence-based recommendations to support the delivery of the organisation’s objectives.

Collaboration

• A high level of collaborative thinking, with the ability to work closely with the executive board and other key stakeholders, providing support, constructive challenge and assurance as appropriate.

Desirable criteria

• Previous experience of working in a grievance resolution or similar environment (i.e. Ombudsman, complaints handling organisation, regulator).
• A successful track record and experience of operating with independence and impartiality. 
• Knowledge of the Armed Forces operating model, and the complaints procedures. 
• Proven ability to work in an environment of close parliamentary, media and public scrutiny.   
• Previous experience of working within a legal environment or a role with a legislative background.  
• Experience of setting organisational strategies and plans and ensuring these strategies are implemented effectively and with operational alignment.     
• Experience in delivering value for money and achieving operational excellence, while managing and operating within an agreed budget.    
• The ability to motivate those around them, driving internal improvements and delivering to targets, leading through periods of change and uncertainty and creating a diverse and inclusive environment.
• Strong public speaking skills with the experience of dealing with the media, acting as the spokesperson for the organisation with the ability to adapt messages for different audiences and media formats.

Application and selection process

How to apply

In order to apply you will need to create an account or sign in to the gov.uk Public Appointments Website.

• https://apply-for-public-appointment.service.gov.uk/create-account
• https://apply-for-public-appointment.service.gov.uk/auth/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

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.

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 gov.uk.

Advisory Assessment Panel (AAP)

Panel Chair

Admiral Sir Tony Radakin, Chief of Defence Staff

Representative of the Organisation

Vice Admiral Phil Hally, Chief of Defence People

Departmental Official

Esther Wallington, Director General People and Organisational Development, MOD

Senior Independent Panel Member

Irene Dorner, sitting NED and previous Chair of Control Risks, a global risk management company.

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.

Pre-appointment scrutiny

Pre-appointment scrutiny by select committees is an important part of the process for some of the most significant public appointments made by Ministers. It is designed to provide an added level of scrutiny to verify that the recruitment meets the principles set out in the Governance Code on Public Appointments. This scrutiny may involve the relevant select committee requesting and reviewing information from the Department and the Minister’s preferred candidate. The select committee may also choose to hold a pre-appointment hearing.

If you are confirmed as the government’s preferred candidate for this role, the department will be in touch to confirm next steps. In most cases your name and CV will be provided to the relevant select committee in advance of the hearing.  Following a date being agreed for a pre-appointment hearing with the committee you will be asked to complete a questionnaire in advance of that. Following the hearing, the government will review and respond to the Committee’s report before confirming the appointment. 

Full information can be found in the Cabinet Office’s guidance here. 

Eligibility criteria

This is an appointment independent of the Ministry of Defence. The Armed Forces Commissioner Bill states ‘a person is disqualified from being the Commissioner if the person is a member of the regular or reserve forces or employed in the civil service of the State. 

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 Karen McQuade, Head of Implementation – Armed Forces Commissioner, via email Karen.Mcquade101@MOD.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.

The level of clearance required for this role is Developed Vetting (DV).

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. 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 HeadOffice-PublicBodiesandAppts@mod.gov.uk .

We will acknowledge your complaint upon receipt and aim to provide a response within 15 working days.

Data protection

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

The Ministry of Defence privacy notice can be found here

Contact details

For further information, please contact 

Karen McQuade, Head of Implementation - Armed Forces Commissioner via email Karen.Mcquade101@MOD.gov.uk

 The induction programme, whether pre or post appointment, will aim to familiarise the successful candidate with the Armed Forces, the complaints process and the role of the Commissioner. It will consist of visits to units and introductions with key personnel.  

 Work to implement the new AFC capability is underway, but the Commissioner will be expected to shape and develop the operating model.

 The successful candidate will be required sign the Official Secrets Act and been successful in obtaining Developed Vetting Security Clearance, final confirmation will be subjected to security clearance approval.  

 The principles of the Governance Code for Public Appointments will be followed during this recruitment. Once the Bill is enacted the intent is to place the appointment on the Public Appointments Order in Council, so it comes under the purview of the Commissioner for Public Appointments.