Appointment details

The King’s Award for Voluntary Service - National Assessors x 6

Summary

• Organisation: The King’s Award for Voluntary Service
• Sponsor department: Department for Culture, Media and Sport
• Location: Various
• Sectors: Culture, Media & Sport
• Skills: Social Care, Education
• Number of vacancies: 6
• Time commitment: 6 day(s) per annum
• Length of term: 5 years
• Application deadline: 11:59pm on 20 March 2025

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Timeline for this appointment

1. Opening date

   3 March 2025

2. Application deadline

   11:59pm on 20 March 2025

3. Sifting date

   24 March 2025

4. Interviews expected to end on

   3 April 2025

Timeline dates are only an estimate and can change

About the appointment

Introduction

The King's Award for Voluntary Service (KAVS) is the highest award given to local volunteer groups, recognising outstanding, volunteer-led work in communities from across the UK. It was created in 2002 to celebrate the anniversary of The Late Queen Elizabeth II Coronation (previously known as The Queen’s Award for Voluntary Service) and is the equivalent to an MBE. More information can be found at kavs.dcms.gov.uk

We are seeking applicants from leaders in the community, voluntary and social enterprise sectors to apply to join the award’s ‘National Assessment Committee’. Chaired by Sir Martyn Lewis CBE, the committee is responsible for the judging and selection of shortlisted nominations. We particularly welcome applications from Scotland. Successful applicants are expected to commence assessing shortlisted nominations from April 2025. The term for this position is 5 years.  

Appointment description

We are looking for at least 6 individuals who are experts in the voluntary sector to join The King’s Award for Voluntary Service ‘National Assessment Committee’. 

Applicants must have a minimum of 5 years of recent and relevant experience in the voluntary, community and social enterprise/third sector, and ideally possess expert knowledge of one or more of the activity areas typically covered by local volunteer groups (please see below for non-exhaustive list). 

Armed Forces; Arts and Media; Asylum Seekers and Refugees; Children and Young People; Community Hubs and Services; Disability; Education; Employment; Emergency Response; Environment; Events; Faith-based groups; Family Support; Food Support; Health and Care; Heritage; Homelessness; Loneliness and Befriending; Mental Health; Older People; Social Justice; Sport and Outdoor Activities; and Wellbeing.

Time Commitment

National assessors are expected to attend four meetings each year. All the meetings are virtual apart from the final Committee meeting which is held in London:

• 1 x Round Introduction Meeting - Early December (approx. 1 hr)
• 1 x Pre-Assessment Meeting - Mid March (approx. 1 hr)
• 1 x Sub Committee Meeting - Late April - Early May (approx. 3 hrs)
• 1 x Final Committee Meeting - Mid May (approx. 1 hr)

In addition, committee members will be expected to set time aside to evaluate and judge ~50 nominations per year. This takes approximately 40 hours between March - April. There may also be additional opportunities to represent the Award and collaborate with communities and Lord-Lieutenants/Deputy Lieutenants around the UK. 

Organisation description

The King’s Award for Voluntary Service runs in annual cycles, starting with nominations in September each year, local and national assessments between January and June, and the announcement of Awardees in November.  

Once the application for nominations has closed, local Lieutenancies conduct due diligence and visit eligible groups.  National Assessors consider recommended groups and decide on a shortlist.  

The Committee as a whole is responsible for evaluating up to 600 nominations of local voluntary groups from around the UK; however, committee members are assigned as assessors to sub-groups and each evaluate and judge ~50 nominations per year. This involves scoring and forming evaluations based on multiple factors (governance, exceptionality, volunteer-led amongst others) before deciding whether to recommend each group for the Award. Committee members will be expected to set time aside to evaluate and judge their ~50 nominations per year and this takes approximately 40 hours between March - April. Some additional time is required for attendance at national assessment committee meetings twice a year (one of which is the final committee held in London). There may also be additional opportunities to represent the Award and collaborate with communities and Lord-Lieutenants/Deputy Lieutenants around the UK if desired.

Board composition

We currently have 24 committee members and are looking to increase this number to 30. The committee is made up of experts in the community, voluntary and third sector, covering, but not limited to:

Armed Forces; Arts and Media; Asylum Seekers and Refugees; Children and Young People; Community Hubs and Services; Disability; Education; Employment; Emergency Response; Environment; Events; Faith-based groups; Family Support; Food Support; Health and Care; Heritage; Homelessness; Loneliness and Befriending; Mental Health; Older People; Social Justice; Sport and Outdoor Activities; and Wellbeing.

Person specification

Essential criteria

• At least 5 years of relevant experience in the Voluntary, Charitable and Third Sector
• Proven understanding of the current Third Sector landscape 
• Ability to judge and analyse large volumes of nominations 
• Good interpersonal skills with an ability to communicate and collaborate  
• Ability to remain objective with a commitment to equality of opportunity

Candidates must demonstrate high standards of probity and discretion and be able to exercise independence of judgement at all times. As the Award lies within the Honours system, the process must be carried out with strict confidentiality. Candidates will need to be able to handle a large volume of nominations and to be able to work in collaboration with existing members of the committee, to make accurate, impartial and robust decisions.

Desirable criteria

• Interest in the work and outreach of the KAVS committee
• Evidence of being committed to the success of Community Volunteer-Led Groups 
• Good level of IT literacy; assessing and submitting assessments online 

Application and selection process

How to apply

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.

Overview of the application process

Appointments are made on merit following a fair and open competition process. 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.

The assessment process:

1. 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. 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.

2. Once the shortlist has been agreed by the Panel, you will be advised (by e-mail) whether you have been shortlisted. Those shortlisted will be invited to an interview.

3. 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.

4. 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.  To note, we only provide feedback at the interview stage. 

Advisory Assessment Panel (AAP)

Carrie Cook - DCMS Panel ChairSir Martyn Lewis - KAVS Chair

Jake McBride - Independent Panel Member

Eligibility criteria

Candidates who are currently serving as part of a Lord-Lieutenant's Office in any capacity are unable to apply due to the conflict of interest it presents. This includes: Lord-Lieutenants, Vice Lord-Lieutenants, Deputy Lieutenants, Clerks, High Sheriffs or any other associated member. 

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)

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. The National Committee is most effective when it reflects the diversity of views of the society it serves and this is an important part of the Government’s agenda of representation from the length and breadth of the country and all sections of society.

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 The King’s Award Team.  

Remuneration, allowances and abatement

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.

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 King's Award for Voluntary Service Team in the first instance if you would like to make a complaint regarding your application at kingsaward@dcms.gov.uk. 

Data protection

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

Your personal information will be held in accordance with the General Data Protection Regulation. You will not receive unsolicited paper or electronic mail as a result of sending us

any personal information. No personal information will be passed on to third parties for commercial purposes.

When we ask you for personal information, we promise we will:

• only ask for what we need, and not collect too much or irrelevant information;

• ensure you know why we need it;

• protect it and insofar as is possible, make sure nobody has access to it who

• shouldn't;

• ensure you know what choice you have about giving us information;

• make sure we don't keep it longer than necessary; and

• only use your information for the purposes you have authorised.

We ask that you:

• give us accurate information;

• tell us as soon as possible of any changes; and

• tell us as soon as possible if you notice mistakes in the information we hold about you

If you apply for a post, the manner in which we share information with the interview panel is described above.

Our privacy policy can be found at: Privacy Statement - The King's Award for Voluntary Service 

Our data protection policy is in line with the General Data Protection Regulation. If you would like these details to be removed from our records as soon as this recruitment exercise is complete, please inform the KAVS team via the email address to which you sent your application.

Contact details

If you have any questions about the appointments process or the role itself, please contact the campaign manager, Abby Oshodi at  abby.oshodi@dcms.gov.uk or  kingsaward@dcms.gov.uk.