Appointment details

Independent Panel Members for Case Progression Panels

Summary

• Organisation: Case Progression Panel
• Sponsor department: Home Office
• Location: Various
• Sectors: Public Administration
• Skills: Regulation
• Number of vacancies: 5
• Time commitment: 30 day(s) per annum
• Remuneration: £210 per day
• Length of term: 3 years
• Application deadline: 11pm on 24 March 2025

Share this page

The following links open in a new tab

Timeline for this appointment

1. Opening date

   18 February 2025

2. Application deadline

   11pm on 24 March 2025

3. Sifting date

   7 April 2025

4. Interviews expected to end on

   5 May 2025

Timeline dates are only an estimate and can change

About the appointment

Introduction

About the Case Progression Panels

Background

Case Progression Panels have been in operation since February 2017, following Stephen Shaw’s review into the welfare in detention of vulnerable persons. They provide a second line 

assurance function by reviewing the appropriateness of ongoing detention for all individuals detained at 3-month intervals. They are an internal safeguard providing additional scrutiny to drive case progression towards return, minimising the likelihood of inappropriate or unduly prolonged detention, the consequent risk of unlawful detention, and providing additional 

oversight for the identification and management of potentially vulnerable people. 

Each Case Progression Panel consists of a chair and business representatives, who review the appropriateness of continued detention, adherence to the Adults at Risk in immigration 

detention policy and case progression actions. The Panel will review each case and provide recommendations to the team responsible for the ownership of the cases concerned. They can 

recommend one of three actions: 1) to release on Secretary of State bail, 2) to maintain detention, or 3) to maintain detention but with case progression actions.

In his 2018 follow up review into the welfare of vulnerable persons in detention, Stephen Shaw recommended the Home Office review the case for an independent element within Case 

Progression Panels. The Home Affairs Select Committee endorsed this position in a 2019 report focusing on immigration detention. 

In January 2022, following a successful pilot and Ministerial approval, 9 Independent Panel members were recruited to help support Case Progression Panels. They are now an important 

part in each Case Progression Panel, providing independent oversight of detained casework operations and an element of transparency.

Appointment description

Title:                        Case Progression Panels – Independent Panel Members

Time commitment: The expected time commitment of the role is 15-30 days per annum. 

Appointment:         Three years fixed term appointment with the possibility of extension or reappointment; subject to review.

Remuneration:       The role is remunerated at £210 per day. 

Location:                Flexible

Accountable to:    Minister for Border, Security & Asylum

Purpose:

Do you want to play a role in assisting the recommendations of a panel to consider the impact of detention on a person and balance the need for public protection?

If so, you can do this by becoming an independent member for Case Progression Panels (CPPs), which form part of the Government’s Immigration Detention Reform agenda. In 2018,

the Home Office announced a wide-ranging package of reforms to immigration detention. A key aspect of the reforms was the establishment of an independent element to the existing CPP

process which reviews all cases for individuals in immigration detention for over three months. 

The purpose of the panels is to ensure robustness and a consistency of process and approach to reviewing detention and case progression across the detained immigration system, thereby improving individual and stakeholder confidence in detention decisions.

As an independent panel member, you will have key responsibility for:

• Contributing to panels and helping achieve a consensus among panel members in its review of all cases of immigration detention for over three months; and

• Providing feedback on cases that require escalation, highlighting significant discussion points to inform the continued development of the process.

We are seeking to appoint five independent panel members for CPPs to provide additional external oversight to the detention decision making process.

Given the nature of the role we are ideally looking for candidates who understand the need to balance public protection against vulnerability factors of a person in detention. Experience of 

working in a multi-disciplinary environment – particularly within public protection and/or safeguarding would be beneficial. Candidates must not be currently employed by a statutory 

agency or a public protection related non-governmental organisation. Applications from candidates in the following fields are particularly welcome - criminal justice, health and social 

care, education and local authorities.

Responsibilities

Members will be responsible for:

• Adding value to panels by helping to achieve a consensus among panel members in its review of all cases in immigration detention who have been detained for 3 months and 

over.

• Ensuring a consistency of process and approach to reviewing detention and case progression across the detained immigration system.

• Driving case progression and casework diligence to effect departure from the UK, whether by administrative removal or deportation.

• Providing additional oversight of public protection issues and the management and identification of potentially vulnerable people in detention.

• Providing feedback on cases that require escalation, highlighting significant discussion points to inform the continued development of the process.

• Attending feedback meetings, as frequently as required, with other independent CPP members and wider business leads to share lessons learned and best practice.

Person specification

Essential criteria

It is essential in your supporting statement that you provide evidence and proven examples against each of the selection criteria in Part One of the person specification. These responses 

will be further explored with those candidates invited for interview, together with the criteria listed in Part Two.

The criteria that will be used to assess whether candidates have the required qualities, skills and experience are listed below. 

Part One – Skills and Experience 

Essential Criteria

• Professional experience in immigration or law and order.

• Experience of working in a multi-disciplinary environment.

• Excellent communication, interpersonal and influencing skills, with a personal and professional demeanour that generates trust and confidence in others.

• Strong organisational skills and the ability to effectively communicate in meetings. 

• Knowledge of safeguarding and vulnerability issues.

• Knowledge of public protection issues - a significant number of cases will involve Foreign National Offenders and may require difficult conversations to consider offending history and the         likelihood of further public harm. 

• Ability to think logically and objectively in analysing complex information in order to identify key issues and make effective recommendations.

Part Two – Personal abilities and behaviours

 • Ability to work collaboratively using persuasion and influence effectively in a high-profile environment. 

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

Desirable criteria

Desirable

• Experience of working in a safeguarding environment in relation to vulnerable people.

As a public appointee you will be expected to follow the Seven Principles of Public Life, as set out by the Nolan Committee on Standards in Public Life.

Due Diligence: Please note that as part of the recruitment process, due diligence, including social media checks will be undertaken on the appointable candidates. 

Application and selection process

How to apply

The closing date for applications is 23:00 on Monday 24 March 2025.

Please submit the following two documents, clearly labelled. In order to apply, you will need to click on one of the links below, depending on if you have already created an account on the 

Public Appointment website.

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.

Please submit your application documents as two separate attachments and note that short?listed candidates will also be required to complete and return a separate form in relation to referees and nationality information.

Please note the following:

• We cannot accept applications submitted after the closing date. • Applications will be assessed solely on the documentation provided. Please refer to the advert and checklist to ensure you have provided the necessary documentation. • Applications will be acknowledged upon receipt. • Feedback will only be given to unsuccessful candidates following interview.

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 James Brereton (Director of International & Returns Services Command, Immigration Enforcement, Home Office) and comprise; Matthew Bligh (Deputy 

Director of Migration and Borders, Home Office) and Colleen Harris MVO 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  [ADD CONTACT DETAILS]

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. 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.

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.

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 are not completely satisfied with the way your application is handled at any stage of the competition, please raise any complaint in the first instance with the Public 

Appointments Team at: publicappointments@homeoffice.gov.uk

We will reply to your complaint within 20 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 Case Progression Panel Team at: caseprogressionpanels@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

If helpful to you, there is guidance available on writing a supporting statement on the public appointments webpages here

Attachments

• Candidate Pack

• Home Office Privacy Notice