Appointment details

FCDO Trustee, Imperial War Museums

Summary

• Organisation: FCDO Departmental Board
• Sponsor department: Foreign Commonwealth & Development Office
• Location: London
• Sectors: Culture, Media & Sport
• Skills: International Experience
• Number of vacancies: 1
• Time commitment: 20 day(s) per annum
• Length of term: 4 years
• Application deadline: 11:59pm on 30 July 2025

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Timeline for this appointment

1. Opening date

   1 July 2025

2. Application deadline

   11:59pm on 30 July 2025

3. Sifting date

   15 August 2025

4. Interviews expected to end on

   15 September 2025

Timeline dates are only an estimate and can change

About the appointment

Introduction from the Chair

Dear Candidate,

Thank you for your interest in the role of Foreign, Commonwealth and Development Office-nominated Trustee at Imperial War Museums (IWM). This is a unique opportunity to help shape the future of one of the world’s leading cultural institutions, at a time when our mission - to deepen public understanding of war and its impact on people’s lives - has never felt more urgent or more relevant.

IWM was founded in 1917 to preserve the record of service and sacrifice during the First World War. Today, we continue to tell powerful stories of conflict from the First World War to the present day, across five sites and through a globally significant collection. We are proud to be a museum of ideas as well as objects - connecting past and present, and helping audiences make sense of the world around them.

As one of two FCDO Trustees, you will bring a vital international perspective to our Board. We are particularly seeking someone with experience in national and international security - someone who understands the global dimensions of conflict. Your insight will help us ensure that IWM remains outward-looking, globally engaged, and responsive to the complex histories we are entrusted to share.

We are also committed to ensuring that our work reflects the full diversity of the UK and the Commonwealth. We welcome candidates who bring lived experience, regional insight, or professional expertise that can help us broaden our reach and deepen our impact across all communities.

If you are inspired by the opportunity to contribute to IWM and to help guide our work, we would be delighted to hear from you.

Yours faithfully,

Sir Guy Weston

Chairman, Imperial War Museums

Appointment description

The Imperial War Museum (IWM) is seeking to appoint a new Foreign, Commonwealth and Development Office Trustee to its Board of Trustees.

Members of the Board have corporate responsibility for the general management and control of the Museum, subject to the terms set out in the Imperial War Museum Acts (1920 and 1955), subsequent amending legislation and other governing documents. It is their responsibility also to ensure that the Museum complies with any statutory or administrative requirements for the use of public funds. Specifically, the Board:

• Determines the general policy of the Museum;
• Appoints the Director-General of the Museum, with the approval of the Prime Minister;
• Monitors and oversees the Director-General’s management of the Museum. The Director-General is the Board’s chief executive and the Accounting Officer of the Museum;
• Has legal responsibility for the buildings, collections and financial assets of the Museum and their care and management;
• Approves the Museum’s Strategic Plan;
• Monitors the process of Risk Management within the Museum; and
• Publishes an annual report and account, audited by the Comptroller and Auditor-General.

Trustees are expected to understand and uphold the Seven Principles of Public Life as defined by the Committee on Standards in Public Life. Individual Trustees should therefore also be aware of their wider responsibility as members of the Board – namely to comply at all times with the Code of Practice for Board Members of Public Bodies as adopted by the IWM; and with the rules relating to the use of public funds and to conflicts of interest; and to act in accordance with the requirements of Charity law where this applies.

Trustees must be positive advocates for the Museum. They will exercise drive with due tact and discretion as members of a corporate body with a collective and strategic role.

Organisation description

The IWM is uniquely placed to help people better understand the world around them. Using the human stories of service, sacrifice, innovation and resilience contained within our collections, we connect past and present through an exploration of the causes, course and consequences of war and conflict.

The IWM was founded in 1917 to document the First World War in real time, and to preserve for future generations a record of everyone’s service and sacrifice, military and civilian, across the UK and the British Empire. The IWM’s remit was later extended to cover the Second World War and conflicts involving British and Commonwealth service personnel, up to the present day.

We deliver our public purpose across fives sites, (IWM London, Churchill War Rooms, HMS Belfast, IWM Duxford, and IWM North).

The IWM’s remit is global and inclusive in its exploration of war’s impact on the lives of men, women and children, from 1914 to the present day.

Our collection of over 33m objects covers all aspects of conflict involving Britain, its former Empire and the Commonwealth, and includes art, film, photography, printed material, documents and sound.

Through our family of five museums in London, Cambridgeshire and Manchester, off-site programmes, and digital content, we explore the causes, course and consequences of war and promote understanding and empathy, by connecting diverse audiences with human stories of ingenuity, courage, sacrifice and resilience.

The Museum’s strategic objectives, as set out in the Corporate Plan are to:

• Grow and diversify our visitors

• Increase our reach, impact, sustainability and resilience

• Broaden engagement with our Collections

• Be a fantastic place to work

More information can be found on the Museum’s website www.iwm.org.uk. Specifically, the IWM Corporate Plan and annual report and accounts are published at www.iwm.org.uk/corporate/reports

Board composition

Size and composition of the Board

Regulation of appointment

This post is regulated by the Commissioner for Public Appointments. For more information, please refer to the Commissioner’s website 

Person specification

Essential criteria

• Experience of foreign policy, national and international security.
• A knowledge of and commitment to the purposes and values of IWM.
• An understanding of the nature of the IWM’s remit, which is global and embraces the social, cultural, and military history and war and conflict.
• A strong commitment to engaging communities outside of London, and factoring UK-wide perspectives into all decision making.
• A commitment to improving access and opportunities for marginalised people throughout the UK, including disabled people, people from low socio-economic backgrounds and those who identify as global majority.

Desirable criteria

• Knowledge and expertise in national security is particularly desirable to complement the experience of other trustees.
• Experience of working in areas of the world affected by conflict.
• Experience of working in the US, the Far East or Commonwealth Countries not already represented on the Board [Commonwealth countries already represented on the Board of Trustees are: Australia, Canada, India, New Zealand, Pakistan, South Africa and Sri Lanka]

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:

• equality information
• information relating to any outside interests or reputational issues
• a Curriculum Vitae (CV)
• a supporting statement
• a short professional biography (150 words)

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

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 Advisory Assessment Panel will consist of:

Departmental Representative and Panel Chair: Patricia Seex, DD, Partnerships and Corporate Management

IWM Representative: Sir Guy Weston, Chair

Senior Independent Panel Member (SIPM): Laura Pye, Director of National Museums Liverpool

Laura is Director of National Museums Liverpool and Chair of the National Museum Directors Council, following several years as Head of Culture for Bristol City Council. Previously, Laura was interim Heritage and Culture Manager for Warwickshire County Council, covering a similar mix of services to Bristol including the Museums and Archives, Arts, Archaeology and Ecology teams. She has also worked as a member of the Government’s Advisory Panel for the independent review of Arts Council England.   

Laura is independent of the Foreign, Commonwealth and Development Office and of the IWM and is not currently politically active. 

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  Craig.jackson@fcdo.gov.uk

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. 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

You can claim reimbursement for reasonable travel and subsistence costs which are properly and necessarily incurred on official business, in line with the travel and subsistence policy and rates for the organisation to which you are applying. However these payments are taxable as earnings and will be subject to tax and national insurance, both of which will be deducted at source under PAYE before you are paid. 

Pension and redundancy

This is an office holder appointment and does not attract any benefits under any Civil Service Pension Scheme. You will not be eligible for redundancy pay as you are not an employee. No other arrangements have been made for compensation upon the end of your term of appointment because an office holder who is appointed for a limited duration would have no expectation of serving beyond that period.

Application feedback

We will notify you of the status of your application. We regret that we are only able to offer detailed feedback to candidates who have been unsuccessful at the interview stage.

How to complain

We aim to process all applications as quickly as possible and to treat all applicants with courtesy.

Please contact the public appointments team (craig.jackson@fcdo.gov.uk) in the first instance if you would like to make a complaint regarding your application. They will acknowledge your complaint upon receipt and respond within 15 working days.

How to complain to Office of the Commissioner for Public Appointments (OCPA)

If you are not content with the appointing department’s response you may wish to further complain to the Commissioner at publicappointments@csc.gov.uk.Further information on how the Commissioner handles complaints can be found on the Commissioner for Public Appointments’ website https://publicappointmentscommissioner.independent.gov.uk/regulating-appointments/investigating-complaints/

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 you submit personal information to us when making an application, 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 data protection policy is in line with the General Data Protection Regulations and there is more detail in Annex B.

If you would like these details to be removed from our records as soon as this recruitment exercise is complete, please inform craig.jackson@fcdo.gov.uk. The Privacy Notice for Cabinet Office Public Appointments is at Annex B.

Contact details

Please contact the public appointments team (craig.jackson@fcdo.gov.uk) in the first instance

Attachments

• Job Pack