Appointment details

Judicial Pension Board – Recruitment of Chair - PAT 170010

Summary

• Organisation: Judicial Pension Board
• Sponsor department: Ministry of Justice
• Location: London
• Sectors: Judicial, Prisons & Policing
• Skills: Business, Casework and Complaints Handling
• Number of vacancies: 1
• Time commitment: Adhoc
• Remuneration: £600 per day
• Length of term: 3 years
• Application deadline: 11am on 29 November 2024

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Timeline for this appointment

1. Opening date

   31 October 2024

2. Application deadline

   11am on 29 November 2024

3. Sifting date

   18 December 2024

4. Interviews expected to end on

   26 February 2025

Timeline dates are only an estimate and can change

About the appointment

Introduction

Dear Candidate,

Thank you for your interest in applying for the important, rewarding and interesting role of Independent Chair of the Judicial Pension Board (JPB).

The JPB is made up of an Independent Chair, judicial pension scheme members and employer representatives. The Board, established under statute, assists the Lord Chancellor as Scheme Manager to manage and govern the Judicial Pension Schemes and secure compliance with the requirements of the Pensions Regulator.

The successful candidate will have the ability to engender excellent working relationships as Chair of a board involving senior representatives of the judiciary and the Ministry of Justice. They will need to have extensive knowledge of the pensions industry, in particular defined benefit schemes and have strong experience of chairing senior level Boards. The successful candidate will also chair the Judicial Pension Scheme Advisory Board (JPSAB) which provides me, as Scheme Manager, with advice on the desirability of any changes to the Judicial Pensions Scheme 2015 and Judicial Pensions Regulations 22.

An actuarial valuation of the scheme is periodically undertaken to ensure costs remain within the employer cost cap and JPSAB members may also be invited to provide advice to the Scheme Manager on the assumptions used in the scheme valuation.

The information below tells you more about the purpose of the JPB and the role of Chair in helping the Scheme Manager to meet good standards of governance across the Judicial Pension Schemes.

If you have any further questions about this post, you are welcome to contact Florence Spencer at Florence.Spencer@justice.gov.uk.

If you have questions about the appointment process, you can contact the Public Appointments Team at: PublicAppointmentsTeam@Justice.gov.uk

We welcome applicants from the widest possible field. If you believe you have the skills, experience and qualities we are seeking, I hope you will apply for this important position.

Adrian Hannell

Director of Financial Management, Control, Risk and Governance

Appointment description

The Chair will be expected to:

·       Chair meetings of the Judicial Pension Board (JPB), the Judicial Pension Scheme Advisory Board and JPB Dispute Resolution Committee; 

·       Provide strategic oversight of the of the implementation of Pensions Dashboard;

·       Ensure that the JPB fulfils its statutory responsibilities and assists the Lord Chancellor with:

-   ensuring the Judicial Pension Scheme complies with the regulations;

-   securing compliance with the requirements of the Pensions Regulator and the General Code of Practice;

-   considering appeals and complaints, and making recommendations under the second stage of the Internal Dispute Resolution Procedure; and advising the Lord Chancellor on some of his discretionary powers under the regulations;

·       Prepare an Annual Chair’s Report and evaluation of JPB members’ performance;

·       Provide direction and work effectively with JPB members to provide strong leadership to the JPB to ensure it adheres to the principles of good governance; and;

·       Ensure that there is a collaborative working relationship with the Ministry of Justice and the judiciary and that good working relationships are established with other key stakeholders.

Organisation description

The Judicial Pension Board (JPB) was established under section 6 of the Judicial Pensions Regulations 2015 (JPR15).

The purpose of the JPB is to assist the Scheme Manager in securing compliance with:

• Judicial Pension Scheme (JPS) regulations and other legislation relating to the governance and administration of the JPS and any connected statutory pension schemes;
• requirements in relation to the JPS and any connected scheme by the Pensions Regulator.

The JPB is also responsible for assisting the Scheme Manager in the performance of his functions under JPR15 and Judicial Pensions Regulations 22.

Regulation of appointment

This post is regulated by the Commissioner for Public Appointments. For more information, please refer to the Commissioner’s website 

Person specification

Essential criteria

The person appointed must be able to demonstrate:

• The ability to lead the Judicial Pension Board and Scheme Advisory Board to meet the needs of stakeholders and the requirements of the MoJ;
• Highly developed inter-personal and communication skills with the ability to command confidence and build and maintain successful working relationships and partnerships with stakeholders;
• Strong intellect and sound judgement as well as the highest levels of probity, integrity and other qualities that inspire confidence, trust and respect;
• Excellent communication skills, judgement, discretion and political sensitivity and the ability to challenge and work collaboratively with others;
• Considerable experience of chairing at board level, with the proven ability to engender consensus;
• A clear and demonstrable understanding and appreciation of equality, diversity and inclusion in all its forms.

Application and selection process

How to apply

In order to apply you will need to create an account or sign in on the public appointment website https://apply-for-public-appointment.service.gov.uk/create-account  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) - (maximum two sides of A4) detailing your qualifications, employment history and any appointments or offices you hold. Please also provide your preferred contact number and email address.

a supporting statement - (maximum two sides of A4) providing evidence against the role criteria and your suitability for the post, including evidence of leadership qualities and a vision for the organisation. Please consider the role and criteria carefully in preparing your statements. Structuring the statement around the criteria using relevant headings also aids clarity. Guidance on how to write a successful application can be found at Appendix 2.

equality information - Information is requested for monitoring purposes only and plays no part in the selection process. It will be kept confidential and will not be seen by the AAP.

information relating to any outside interests or reputational issues - If you have any interests that might be relevant to the work of the Commission and which could lead to a real or perceived conflict of interest if you were to be appointed, please provide details in your supporting documents. Given the nature of public appointments, it is important that those appointed as members of public bodies maintain the confidence of Parliament and the public. If there are any issues in your personal or professional history that could, if you were appointed, be misconstrued, cause embarrassment, or cause public confidence in the appointment to be jeopardised, it is important that you bring them to the attention of the AAP. Please provide details of the issue/s in your supporting letter. In considering whether you wish to declare any issues, you should also reflect on any public statements you have made, including through social media.

The AAP may explore any issues with you before they make a recommendation on the appointment. Failure to disclose such information could result in an appointment either not being made or being terminated. Conflicts might arise from a variety of sources such as financial interests or share ownership, membership of, or association with, particular bodies or the activities of relatives or partners.

requests for referees - Please provide names and contact details of two people who may be asked to act as referees for you to PublicAppointmentsTeam@justice.gov.uk (quote PAT170010 in any correspondence). At least one referee must have knowledge of your work relating to your most recent professional and/ or voluntary activity. They will be expected to have authoritative and personal knowledge of your achievements in a professional or public service capacity.

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)

Adrian Hannell, MoJ Director of Financial Management, Control, Risk and Governance (Panel Chair)  

Reene Deba, Head of Pensions Admin & Technical, (JPB Representative)

The Hon Mr Justice Adam Johnson (High Court Judge)

Independent panel member - Oliver Mosley

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

There must be no employment restrictions, or time limit on your permitted stay in the UK. 

We welcome applications from all those who are eligible.

However, as the JPB was established to carry out an independent function at arm’s length from the Government, we are mindful that appointing someone who is employed by a government department might compromise that independence - or perception of independence - as well as diminishing the confidence of stakeholders and the general public.

If you are in receipt of a salary from a government department or have links to partner agencies or suppliers and wish to apply, you should expect that if selected for interview the Advisory Assessment Panel (AAP) will explore whether any perceived or real conflicts of interest might exist if you were to be appointed and, if so, how this might be managed or mitigated. The latter might include an undertaking to resign from government employment, if appointed, and - if considered appropriate - for there to be an interval between resignation and taking up appointment to the JPB.

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 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 ‘minimum 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

Holders of public office are expected to adhere to and uphold the Seven Principles of Public Life. These are:

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 serve in any one post for more than ten years

Remuneration, allowances and abatement

The Chair receives  non-pensionable remuneration of £600 per day for a commitment of 15 days a year.

Remuneration is subject to deductions of tax and National Insurance contributions at source.  Reasonable standard travel expenses will be payable.

The role is not pensionable and your remuneration may be abated if you receive a public service pension - any queries you may have about how this may affect you will need to be taken up by you with your pension provider.

Pension and redundancy

This post is non-pensionable

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 Head of the Public Appointments team in the first instance if you would like to make a complaint regarding your application at PublicAppointmentsTeam@justice.gov.uk.  Your complaint will be acknowledged and you should receive a reply within 15 working days of the complaint being received.

How to complain to Office of the Commissioner for Public Appointments (OCPA)

If you are not content with the appointing department’s response you may wish to further complain to the Commissioner at publicappointments@csc.gov.uk.Further information on how the Commissioner handles complaints can be found on the Commissioner for Public Appointments’ website https://publicappointmentscommissioner.independent.gov.uk/regulating-appointments/investigating-complaints/

Data protection

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

In accordance with the Public Appointments Order in Council 2019(4)(5), we will process your application in accordance with the UK General Data Protection Regulation (UK GDPR), the Data Protection Act 2018 and the Ministry of Justice’s Information Charter, which can be found at https://www.gov.uk/government/organisations/ministry-of-justice/about/personal-information-charter.

Your data will be held securely and access will be restricted to those dealing with your application or involved in the recruitment process. Your data may also be shared with the Commissioner for Public Appointments and other relevant government departments, including the Cabinet Office, as part of a complaint investigation or review of the recruitment process. Cabinet Office will handle data in accordance with their Privacy Notice https://publicappointments.cabinetoffice.gov.uk/privacy-notice. Your data may also be disclosed as required by law or in connection with legal proceedings.

Your data will be stored for up to two years and processed for the purpose of the recruitment process, diversity monitoring unless you specifically request us not to.

Should you wish your data to be removed from our records, please contact publicappointmentsteam@justice.gov.uk

Contact details

If you have any further questions about this post, you are welcome to contact Florence Spencer at Florence.Spencer@justice.gov.uk.