Appointment details

Speaker's Committee - Chair of Local Government Boundary Commission England

Summary

• Organisation: Speaker’s Committee on the Electoral Commission (SCEC)
• Sponsor department: House of Commons
• Location: Various
• Sectors: Public Administration
• Skills: Business
• Number of vacancies: 1
• Time commitment: 90 day(s) per annum
• Remuneration: £41,400 per annum
• Length of term: 5 years
• Application deadline: 9am on 14 July 2025

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Timeline for this appointment

1. Opening date

   16 June 2025

2. Application deadline

   9am on 14 July 2025

3. Sifting date

   1 September 2025

4. Interviews expected to end on

   16 September 2025

Timeline dates are only an estimate and can change

About the appointment

Introduction

Welcome from the Speaker of the House of Commons

Thank you for your interest in applying to be the Chair of the Local Government Boundary Commission for England (LGBCE).

The LGBCE has a good reputation for its impartial, transparent and consultative approach, delivering high-quality electoral reviews that command high levels of confidence. It is supported in carrying out its work by its strong relationships—with local authorities, with the Speaker’s Committee and with the Ministry for Housing, Communities and Local Government and the Commission’s next Chair will be pivotal in continuing to build and maintain these.

The Commission has set out an ambitious improvement and innovation agenda in its corporate plan, with a focus on making best use of technology to maximise its capacity and effectiveness, and on enhancing how it engages with local authorities and local communities, making it easier for people to understand and get involved with the review process.

In addition, the Government’s local government reorganisation agenda will have a direct impact on the Commission's work, as well as on the environment it works within.

The new Chair will play a critical role in this next, exciting phase of the Commission—building on the work of the outgoing Chair, and benefitting from the support of a small but strong team of Commissioners and staff—ensuring it continues to be respected by those it works with and delivers fair electoral and boundary arrangements for local electors across England.

I hope that a diverse range of people with the right mix of experience, skills and ambition will apply to take on this important role.

Rt Hon. Sir Lindsay Hoyle MP

Speaker

Appointment description

Introduction

The Local Government Boundary Commission for England (LGBCE) is an independent body, established by Parliament and accountable to the Speaker’s Committee of the House of Commons. Its main responsibility is to conduct electoral reviews by considering the electoral boundaries of local authorities in England and recommending any changes to Parliament.

The LGBCE is also responsible for:

• Reviewing the administrative (external) boundaries of local authorities in England and making recommendations for changes to the Secretary of State
• Advising the Secretary of State, at their request, on proposals they receive from local authorities for changes to unitary status
• Reviewing the constituencies of the London Assembly and recommending any changes to Parliament

The LGBCE aims to:

• Make sure that, within each authority, each councillor represents a similar number of electors
• Create boundaries that are appropriate and reflect community ties and identities
• Deliver reviews informed by local needs, views and circumstances

The Commission currently comprises a Chair and five other Commissioners, supported by a Chief Executive and 22 staff. Day-to-day operations of the Commission are delegated to the Chief Executive and the Leadership Team.

The LGBCE is:

• Impartial: giving equal consideration to all views
• Objective: making recommendations based on evidence
• Responsive: listening to local opinion
• Transparent: following clear and open processes
• Professional: being reliable, efficient and helpful

Working together, and with others, the LGBCE:

• Believes that an inclusive culture enriches all that it does
• Values diversity and the diversity that different perspectives and experiences bring to its work
• Commits to being a team that is inclusive in the way that it works together and the way it engages with those contributing to its reviews

Further information on the work of the LGBCE can be found on its website: www.lgbce.org.uk.

Board composition

The Commission currently comprises a Chair and five other Commissioners, supported by a Chief Executive and 22 staff. Day-to-day operations of the Commission are delegated to the Chief Executive and the Leadership Team

Person specification

Essential criteria

With a personal profile at national level, the Chair should be able to demonstrate:

• leadership, or significantly contributing to the leadership, and strategic direction of a complex and changing organisation with multiple stakeholders, within set budgetary constraints.
• understanding and/or experience of the political and statutory context in which the LGBCE operates, alongside an appreciation of the modern local government environment
• outstanding communication and ambassadorial skills and the ability to command the confidence of key stakeholders (including Ministers, local authorities and the wider public) with the ability to be a credible spokesperson for the Commission
• experience of independent, evidence-based and impartial decision-making in a transparent environment
• strong analytical abilities and the capacity to assimilate, interpret and use large amounts of evidence and data (including mapping and geo-demographic data) to inform decisions
• a resilient personal style that demonstrates authority, commitment, consistency and fairness
• a collegiate approach to chairing meetings, and to teamwork, that values consensus whilst reaching clear and unambiguous outcomes based upon active debate and logical argument
• undisputed integrity, and commitment and understanding of diversity in the context of the work of the LGBCE

Application and selection process

How to apply

Gatenby Sanderson has been engaged as an executive search firm to support the recruitment panel in the appointment of the role.

To apply for this post, you will need to submit the following documentation, via the Gatenby Sanderson website https://www.gatenbysanderson.com  quoting the reference number: GSe122459 – Chair, Local Government Boundary Commission for England by no later than 9am BST Monday 14 July 2025:

• A copy of your CV setting out career history, responsibilities and achievements.
• A statement of suitability (maximum two sides of A4) explaining your interest in the role and how you meet the criteria for the post.
• As part of the application process, you will also be asked to complete:
• A diversity monitoring form. This form will not be disclosed to anyone involved in assessing your application.
• A conflicts of interest declaration form. This information will only be provided to the panel for those applicants selected for interview.
• A political activity declaration form. This information will only be provided to the panel for those applicants selected for interview.

It is essential that in your written application you give examples of proven experience against each of the criteria set out in the person.

As part of the application process, you will also be asked to provide the names and contact details for two referees. These must be people who know you in a professional capacity to comment on your suitability for the post and will be expected to have authoritative and personal knowledge of your achievements. References will be taken by telephone for all candidates selected for final interview as soon as the interview arrangements have been made. Referees should be advised accordingly, please include their details with your application.

Overview of the application process

As required in statute, this appointment must be made following a fair and open competition put in place and overseen by the Speaker’s Committee on the Electoral Commission. An independent selection panel will recommend a candidate for Chair to the Speaker who will then seek agreement from the Speaker’s Committee. A motion is then put to the House proposing the name of the person to be appointed and the appointment is then formally made by His Majesty on an address of the House of Commons. 

Advisory Assessment Panel (AAP)

The Independent Selection Panel will comprise:

• Peter Blausten (Independent Chair)
• Florence Eshalomi MP (Member, Speaker’s Committee on the Electoral Commission)
• Sir Tony Redmond
• Sir Jeremy Wright MP (Member, Speaker’s Committee on the Electoral Commission)

Gatenby Sanderson has been engaged as an executive search firm to support the recruitment panel in the appointment of the role.

The Assessment Panel was put in place by the Speaker’s Committee on the Electoral Commission.

Eligibility criteria

LGBCE commissioners must be impartial in their decision-making, ensuring fairness and transparency in their work. As part of the application process, applicants will be required to complete a political activity declaration form.   

Under Schedule 1 of the Local Democracy, Economic Development and Construction Act 2009, a person may not be appointed as Chair of the LGBCE if any of the following apply:

• they are a member of a registered party;
• they are, or have been at any time within the last 10 years, an officer or employee of a registered party or of any accounting unit of such a party;
• they hold, or have at any time within the last 10 years held, a relevant elective office (within the meaning of Schedule 7 of the Political Parties, Elections and Referendums Act 2000);
• they have at any time within the last 10 years been named:

1.  as a donor in the register of donations reported under Chapter 3 or 5 or Part 4 of the Political Parties, Elections and Referendums Act 2000
2.  as a participant in the register of recordable transactions reported under Part 4A of that Act.

You should, in general, also 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 : Orla.Brennan@gatenbysanderson.com

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

LGBCE and the Speaker’s Committee share a strong commitment to equality and diversity. Both aim to be open and inclusive, recruiting and retaining diverse, talented and high performing people who support and develop one another. The Selection Panel share this commitment. 

We encourage applications from talented individuals from all backgrounds and across the whole of the United Kingdom. Boards of public bodies are most effective when they reflect the diversity of views of the society they serve and this is an important part of the Government’s levelling up agenda.

We collect data about applicants’ characteristics and backgrounds, including information about people’s educational and professional backgrounds, so that we can make sure we are attracting a broad range of people to these roles and that our selection processes are fair for everyone. Without this information, it makes it difficult to see if our outreach is working, if the application process is having an unfair impact on certain groups and whether changes are making a positive difference.

When you submit your application, your responses are collected by the Cabinet Office and the government department(s) managing your application. The data is used to produce management information about the diversity of applicants. You can select “prefer not to say” to any question you do not wish to answer. The information you provide will not be seen by the Advisory Assessment Panel who review applications against the advertised criteria and conduct interviews.

Disability confident

Local government boundaries have an impact on every citizen in England, so it is important that LGBCE Chair, Commissioners and staff come from the widest possible range of backgrounds, bringing us the widest possible range of perspectives and ways of thinking.

As such the Selection Panel will be applying the principles of Disability Confident Scheme to this recruitment process. An interview will be offered to any applicants with a disability who have indicated that they wish to take part in the disability confident scheme, provided they meet the essential criteria for the post set out in the person specification.

Should you consider yourself eligible to apply for this post under the Disability Confident Scheme, you will be able to indicate this in the online application portal.

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

The Panel wish to ensure that all applicants are treated fairly and appointed solely on their suitability for the role. We welcome the opportunity to speak with you to discuss what adjustments can be made to help you demonstrate your full potential whatever the type of assessment used.

If you need any reasonable adjustments to take part in the selection process, please tell us about this in your online application form. If you would like to speak to the recruitment team at GatenbySanderson regarding this, you can contact them on: devon.coates@gatenbysanderson.com

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. 

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.

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.

Please contact the  public appointments team in the first instance if you would like to make a complaint regarding your application at devon.coates@gatenbysanderson.com. 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.

Gatenby Sanderson will use your data as described below and within their privacy statement.

According to GDPR guidelines, we are only able to process your sensitive personal data (such as racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership or sexual orientation) with your express consent. You will be asked to complete a consent form when you apply. Please do not include any sensitive personal data in your CV (although this can be included in your covering letter if you wish to do so), remembering also not to include contact details for referees without their prior agreement. 

Contact details

If you have any questions about the role or would like to discuss the post further, please contact our advising consultant Gatenby Sanderson: Orla Brennan -  Orla.Brennan@gatenbysanderson.com