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Appointment details

DE&S Non-Executive Director and Remuneration Committee Chair

Summary

• Organisation: Defence Equipment & Support
• Sponsor department: Ministry of Defence
• Location: South West
• Sectors: Defence
• Skills: Human Resources
• Number of vacancies: 1
• Time commitment: 24 day(s) per annum
• Remuneration: £28000 per annum
• Length of term: 3 Years
• Application deadline: 11:59pm on 21 October 2024

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Timeline for this appointment

1. Opening date

   23 September 2024

2. Application deadline

   11:59pm on 21 October 2024

3. Sifting date

   4 November 2024

4. Interviews expected to end on

   2 December 2024

Timeline dates are only an estimate and can change

About the appointment

Introduction

DE&S are seeking to recruit a Non-Executive Director (NED). This NED will provide Human Resources (HR) expertise, and will be Chair of the DE&S Remuneration Committee (RemCo). The NED will be hired on an intial three year term with  a time commitment of 24 days per year.

Introduction from the Chair

Thank you for your interest in the role of a Non-Executive Director on the Defence Equipment & Support (DE&S) Board. 

DE&S is a vital arm’s length body of the Ministry of Defence, with responsibility for equipment procurement and support across all the UK’s armed forces. The outputs of the organisation enable the UK’s armed forces to succeed in their efforts on behalf of the nation and are key in the delivery of the overall defence mission.

Our Board plays a key role in the governance of DE&S, providing strategic advice and direction to the organisation and its executive team. The Board and its sub-committees also provide assurance on behalf of the Ministry of Defence that the organisation is well run and meets the requirements of Government, particularly the stewardship of public funds. The DE&S Board is made up of talented individuals from a variety of backgrounds who all have in common a keen interest in improving the organisation across all levels and areas. 

The duties undertaken by DE&S and the scale of the DE&S workforce will provide an interesting scope of work for a Remuneration Committee Chair. DE&S employs over 12,000 people, many of which are based at our headquarters in Bristol. We also have sites throughout the UK and others around the world. As RemCo Chair, the Board will look to you to provide advice, support and challenge to the executive as they deliver for our people.

This is an exciting time to join DE&S. Over the last year, we have focused on improving corporate performance, effectively managing strategic risks and launching DE&S’ new Strategy and Operating Model. I have been impressed by the emphasis our people have placed on engaging the DE&S workforce, and the extensive network of wider defence stakeholders, during the design and build phases of our new Operating Model. There has been a great deal of attention given to understanding how we define and develop requirements, strengthen our supply chains, and deliver, maintain and dispose of equipment. This work, taken alongside our involvement in the broader Defence Design programme, will be pivotal to ensuring DE&S becomes a more efficient organisation, able to drive up pace, work in closer collaboration with partners and allies, reduce project delivery times and increase the availability of equipment.

If you are excited about the opportunity to be part of a critical Government body and at the forefront of the UK’s defence equipment programme, I encourage you to apply for this role.

Mark Russell

Chair, Defence Equipment & Support

Appointment description

The Board is collectively responsible for the oversight of the operation of DE&S, with emphasis on its strategic direction, management control, and corporate governance. All NEDs are expected to contribute substantially to decisions covering the strategy for the organisation and the overall direction of the business, adding value by offering wise counsel, advice and challenge.  

The DE&S Board provides the strategic leadership of DE&S and is a forum for independent, non-executive support, advice, and constructive challenge to the CEO and other DE&S executives. As an Executive Agency, the DE&S Board is advisory to the Chief Executive as Accounting Officer. Directors do not bear fiduciary responsibilities.

Broadly, NEDs are expected to contribute to the work of DE&S in the following areas: 

• Independence: provide independent support, guidance and challenge on the progress and implementation of the business plan. 

• Strategy: constructively challenge and contribute to the development of strategy and business planning, including the setting and development of key objectives and targets. 

• Performance: scrutinise the performance of the organisation in meeting agreed goals and objectives, and monitor the reporting of performance, including financial targets. 

• People: develop and encourage appropriate behaviours to maintain or improve the departmental people strategy, including ethical and directional issues such as diversity and senior jobholder moves. 

• Governance: satisfy that governance, internal control and risk management systems are effective and capable of delivering relevant, accurate and timely management and financial information to the Board. 

• Support: the Board in developing skills and tools to help it engage with strategic issues in ways which have practical resonance. 

• Connect: the Board to people and organisations who can provide different perspectives, opinions and expertise which will assist in furthering the business of the Department. 

The successful candidate will be a full Board member. They will be a member of the Nominations Committee and may be asked to join other committees depending on their skills and organisational needs. Additionally, they will Chair the Remuneration committee. This meets to decide on specific pay cases, annual pay-awards and bonuses.

The RemCo advises on matters relating to the proper development and application of the DE&S total remuneration strategy and application of its pay and reward structures, as set out in the published Framework Document. It also advises on the remuneration of the CEO, the top civilian executive team and other senior staff as appropriate, while recognising that these are often determined by Senior Civil Service or Departmental guidelines. It meets four times a year and additionally when required.

As the HR specialist on the Board you will provide specific support, challenge and advice to the Executive team on your area of expertise.

Person specification

Essential criteria

• Senior HR experience in an executive and / or consultancy role which involved working with a Remuneration Committee of a large scale and/or complex organisation.
• Experience in delivering or overseeing large scale, complex workforce transformation.
• Strategic, independent thinker able to look across a broad range of activity to spot common themes and with an ability to get to grips with and understand large, complex workforces and remuneration schemes across multiple different expertise.
• Excellent interpersonal skills with the proven ability to challenge and mentor senior executives and contribute effectively as part of a Board

Desirable criteria

• Previous non-executive Board experience, including membership of Remuneration and Nomination Committees (or an equivalent).
• An understanding of public sector remuneration and policy
• Substantial experience working with unionised workforces
• Knowledge and expertise of operating in high-technology industries (not necessarily defence)
• An enthusiasm for challenges of Government and the Defence sector

Application and selection process

How to apply

How to apply

All applicants are required to provide a CV and supporting statement (of no more than 2 pages) which can be submitted at the following link: https://www.gatenbysanderson.com/job/GSe112126/

Your statement should explain how you consider your personal skills, qualities and experience provide evidence to your suitability for the role, with reference to the essential criteria laid out in the person specification above.

Applications must be submitted by 17:00 Monday 21st October 2024.

If you would like to discuss the role in more detail before submitting an application please contact James Payne (james.payne@gatenbysanderson.com) or Olivia Robinson  (olivia.robinson@gatenbysanderson.com)

As part of the application process, you are asked to complete a Diversity Monitoring questionnaire included in this pack. If you do not wish to provide a declaration on any of the characteristics, you have the option to select 'prefer not to say' but completion of the form is an essential part of the process and your application will not be considered complete without it. You will also be asked to declare any potential or actual conflicts.

Overview of the application process

All applications will be reviewed by the selection panel, made up of Mark Russell (DE&S Chair), Carolyn Battersby (Executive Director, UKGI and Shareholder NED, DE&S ) and Ann Cormack (RemCo Chair of National Nuclear Laboratory, Independent Panel Member) . They panel will consider the evidence provided by candidates against the criteria outlined in the person specification. After an initial sift, the a subset of candidates will be selected for interview with Gatenby Sanderson who will report back to the panel. The panel will review this report as well as candidate CVs and cover letters to decide the final shortlist. Candidates selected at shortlist will be invited to interviews in London.

Please note if you are shortlisted for interview we will conduct due diligence. As part of these checks we will consider anything in the public domain related to your conduct or professional capacity. This will include us undertaking searches of previous public statements and social media, blogs or any other publicly available information. This information may be made available to the panel and they may wish to explore issues with you, should you be invited to interview. References may also be taken up at shortlist stage.

The assessment process may also involve other forms of assessment to support the panel’s decision making. If candidates are required to prepare a presentation for their interview, they will normally be given at least one week’s notice of the subject. Full details of the selection and assessment process will be made available to shortlisted candidates once the shortlist stage has been completed. After final interview, the panel will provide advice to Ministers who will make the final decision on who to appoint.

Due to the volume of the applications we receive we cannot guarantee feedback in relation to the longlist or shortlist results.

DE&S reserves the right to make any offer of appointment conditional upon references and satisfactory conclusion of security enquiries.

By applying for this role, DE&S will also consider your application for other similar and suitable roles within the organisation for a 12-month period from the closing date of the original campaign.

Advisory Assessment Panel (AAP)

• Mark Russell (DE&S Chair) 
• Carolyn Battersby (Executive Director, UKGI and  Shareholder NED, DE&S ) 
• Ann Cormack (RemCo Chair of National Nuclear Laboratory, Independent Panel Member)

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.

This is a reserved post and as such you must be a UK National to be eligible to apply.

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  [ADD CONTACT DETAILS]

Security clearance

The level of security clearance required for this role is Security Check. Candidates may optionally wish to undergo further, Developed Vetting to allow more in-depth briefing on certain sensitive technologies.

Additional information for candidates

Equality and diversity

MOD is committed to be an equal opportunities employer. We value and welcome diversity.  The appointment will be governed by the Principles of Public Appointments based on merit with independent assessment and transparency of process.  Candidates may come from a wide range of backgrounds and experience although the successful candidate will need to demonstrate that they meet the criteria for this appointment. Applicants are required to complete a Diversity Monitoring questionnaire and submit it with their application.

Disability confident

MOD actively encourages applications from disabled people. As part of this, MOD along with several departments have committed to the Disability Confident Scheme (DCS). One of our commitments is to offer an interview with the head-hunters to all disabled applicants who meet the minimum criteria for the role(s). This gives them the opportunity to demonstrate their abilities at the interview stage. To be eligible for DCS the candidate must have a disability, as defined by the Equalities Act 2010. Further definition can be found on the Cabinet Office website. Please complete the Disability Confident scheme declaration on the Expression of Interest.

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.

Please contact the  in the first instance if you would like to make a complaint regarding your application, please contact either james.payne@gatenbysanderson.com or olivia.robinson@gatenbysanderson.com.

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

Gatenby Sanderson Privacy Notice

We take our responsibilities under the Data Protection Act seriously. Any data about you will be held in secure conditions with access restricted to those who need it in connection with dealing with your application and the selection process. Data may also be used for the purposes of monitoring the effectiveness of the recruitment process but in these circumstances all data will be kept anonymous. The Diversity Monitoring form is used for monitoring the selection process only. If you are unsuccessful, personal data relating to your application will be destroyed after 24 months. If you are successful, data will be held by DE&S HR and UKGI. Please read UKGI’s data privacy notice, which can be found at https://www.gatenbysanderson.com/job/GSe112126/  before applying.