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Appointment details

Member of the Domestic Homicide Review Quality Assurance Board

Summary

• Organisation: Domestic Homicide Review Quality Assurance Board
• Sponsor department: Home Office
• Location: Various
• Sectors: Business and Trade
• Skills: Regulation
• Number of vacancies: 3
• Time commitment: 10 day(s) per month
• Remuneration: £300 per day
• Length of term: 3 years
• Application deadline: 11pm on 3 March 2025

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Timeline for this appointment

1. Opening date

   27 January 2025

2. Application deadline

   11pm on 3 March 2025

3. Sifting date

   10 March 2025

4. Interviews expected to end on

   1 April 2025

Timeline dates are only an estimate and can change

About the appointment

Introduction

The Domestic Homicide Review (DHR) process is underpinned by the Domestic Violence, Crime and Victims Act 2004, which sets out that a DHR should be considered when a death of a person has, or appears to have resulted from violence, abuse or neglect by a current or ex-intimate partner, a family member or a member of the same household.

Appointment description

Title: Member of the Domestic Homicide Review Quality Assurance Board

Roles Available: Three

Commitment: Members will be expected to provide availability for up to 10 days per month plus additional days when requested.

Remuneration: £300 per day

Appointment: Three-years, with the possibility of extension

Location: Meetings will be conducted remotely via MS Teams within the United Kingdom. Exceptionally the Chair may choose for a meeting to take place at the Home Office in London on occasion.

Reporting to: Head of Interpersonal Abuse Unit Public Safety Group

Purpose:

We are seeking to make three appointments: members of the Domestic Homicide Review (DHR) Quality Assurance Board.

The purpose of the DHR Quality Assurance (QA) Board is to: assess report standards, ensure the DHR statutory guidance has been adhered to; that the DHR Chair has engaged with appropriate agencies, organisations and family and friends to establish a full picture as possible; and that learning has been identified and the likelihood of further domestic abuse related deaths are minimised.

Person specification

Essential criteria

·       Demonstrate you have a minimum of 3 years’ experience gained in public sector, voluntary sector and/or academia of:

a. working on domestic abuse or

b. working on domestic abuse related deaths (including domestic homicide and/or suicides and unexplained deaths linked to domestic abuse). 

·       If applying for the position reserved for an individual with policing experience, please set out experience of investigating domestic abuse and/or oversight of domestic abuse investigations.

·       Enhanced knowledge of domestic abuse, including research, guidance and legislation relating to adults and children, including for example the DA Act 2021, Children’s Act 2004, the Care Act 2014 and the Equality Act 2010.

·       Understanding of intersectionality and its impact on an individual’s experiences and interactions with agencies.

·       An understanding of the role and context of the main agencies likely to be involved in the review.

·       Strong interpersonal skills, including the ability to work collaboratively and effectively with others in a professional decision-making committee or forum, constructively contributing to discussions, negotiating between conflicting opinions and values and generating options to reach consensus.

·       The ability to objectively and critically analyse, synthesise and evaluate evidence from diverse sources and identify key issues, learning and messages.

·       Being a skilled communicator and influencer, who can listen effectively while communicating their views concisely and clearly to others, including board members and stakeholders.

·       The ability and confidence to deal with difficult situations sensitively.

·       Professional curiosity with a drive for continuous learning, keeping updated with relevant legislative, policy and societal developments in the areas of safeguarding, homicide prevention.

·       As part of the application process, please state whether you or the organisation you work for are involved in the commissioning, chairing or advocacy of DHRs.

In addition, if you are being considered for the Report Writer role you will also need to demonstrate:

·       Proven ability to write evidence-based reports.

Part Two – Knowledge, Skills and Attributes

·       The ability to recognise and draw appropriately on professional expertise with self-awareness.

·       A sound understanding of and strong commitment to diversity, public service values and the principles of public life.

Please note that we will not appoint candidates where there is a conflict of interest that could impact or be perceived to impact the decisions made by the Quality Assurance Board. This includes any individual who undertakes regular advocacy for DHRs or is an active/regular DHR Chair.

Desirable criteria

·       Experience of supporting domestic abuse victims or frontline experience in the domestic abuse sector is desirable although not essential.

Application and selection process

How to apply

The closing date for applications is 11pm on 03 March 2025.

Please submit the following 3 documents, clearly labelled.

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.

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)

The Panel will be chaired by Gisela Carr (Deputy Director of the Interpersonal Abuse Unit, Home Office) and comprise Priya Patel (Head of Domestic Abuse Perpetrator and Homicide Policy, Home Office), and Dr Delroy Beverley as the independent 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.

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   publicappointments@homeoffice.gov.uk

Security clearance

The successful candidate will be required to have or be willing to obtain security clearance to Counter Terrorism Check (CTC) level. Pre-appointment checks will also be undertaken on immigration and criminal convictions. It usually takes between 4-6 weeks to obtain the security clearance. The role will be offered on a conditional basis until the successful candidate has passed all checks. The successful candidate will be encouraged to take up the appointment as soon as possible, subject to the successful completion of all pre-appointment checks.  

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.

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

• This is a part-time position. No additional fee is paid for any time spent in preparation or travelling. The remuneration is taxable through payroll but the appointment is not pensionable.

• Remuneration will be £300 per day. No additional fee is paid for any time spent in preparation or travelling. The remuneration is taxable through payroll but the appointment is not pensionable.

• 10 days per month plus additional days when requested. 

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 Home Office public appointments team in the first instance if you would like to make a complaint regarding your application at publicappointments@homeoffice.gov.uk. They will acknowledge your complaint upon receipt and respond within 15 working days.

Data protection

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

Contact details

If you have any queries about any aspect of this role, or merely wish to have an informal discussion, then please contact the DHR Policy Team at DHREnquiries@homeoffice.gov.uk in the first instance.

If you have any queries about the recruitment process for this role, please contact the Public Appointments Team at: publicappointments@homeoffice.gov.uk

Attachments

• Candidate Pack

• Draft Terms of Reference

• Home Office Privacy Notice