Appointment details

Covent Garden Market Authority Non-Executive Directors

Summary

• Organisation: Covent Garden Market Authority
• Sponsor department: Department for Environment, Food & Rural Affairs
• Location: London
• Sectors: Environment, Agriculture & Fishing
• Skills: Business, Commercial, Communication, Transformation
• Number of vacancies: 2
• Time commitment: 3 day(s) per month
• Remuneration: £520 per day
• Length of term: 3 or 4 years, to be agreed with the successful candidate
• Application deadline: 9am on 8 December 2025

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Timeline for this appointment

1. Opening date

   3 November 2025

2. Application deadline

   9am on 8 December 2025

3. Sifting date

   13 January 2026

4. Interviews expected to end on

   13 February 2026

Timeline dates are only an estimate and can change

About the appointment

Appointment description

Non-Executive Director – Business Development:

We are seeking a strategic leader with deep commercial acumen to help CGMA maximise the opportunities presented by its redevelopment and the wider regeneration of the Vauxhall Nine Elms Battersea area. You will bring senior-level experience in identifying growth opportunities, generating income, and securing investment, ideally through property or business development. Your track record will demonstrate success in growing assets and delivering commercial sustainability. You will provide strategic direction during a period of transition, including a rent review in 2027 and the end of the redevelopment in 2028, ensuring CGMA is well-positioned for future independence and profitability.

Non-Executive Director – Stakeholder Engagement

We are seeking a dynamic communicator with a strong track record in stakeholder engagement, as CGMA prepares for significant change, including a rent review in 2027 and the end of redevelopment in 2028. You will need to bring a proven track record of engaging effectively with a diverse group of stakeholders, helping to ensure we listen to multiple perspectives and build trust and support among various levels of government, business and local stakeholders as the Board and Executive navigate a range of complex issues.

Organisation description

Covent Garden Market Authority (CGMA) is a statutory corporation with a proud heritage. Established in 1961, it has a legal obligation to provide and run a bulk horticultural wholesale market. New Covent Garden Market (NCGM), based on a 38-acre site in Nine Elms, is the UK’s largest wholesale market for fresh produce and flowers. Home to over 130 businesses and 2,000 employees, in 2024-25 the market generated a combined turnover of £934m. CGMA is responsible for the site’s management, redevelopment, and strategic direction, ensuring it remains a thriving and profitable enterprise.

CGMA is nearing the final phase of a major redevelopment programme, transforming the market to meet the needs of modern wholesale trade. This ambitious project, delivered in partnership with developers Vinci and St. Modwen, is funded through the release of surplus land and aims to secure the market’s long-term sustainability without cost to the taxpayer. As the redevelopment concludes in 2028, CGMA is preparing for a future of financial independence. Key priorities include delivering the redevelopment to time and budget, enhancing market management and operational efficiency, and supporting tenants through strategic transition and rent reviews.

Person specification

Essential criteria

Business Development role

1. Strong commercial acumen and senior (ideally Board) level knowledge of identifying potential growth opportunities, generating income and securing finance or investment, either through property or business development. 

2. Proven track record of growing assets, delivering greater commerciality and sustainability through business relationships. 

3. The skills necessary to deliver effective strategic direction in a growth and/or business context. 

4. Demonstrable ability to guide an organisation through periods of strategic transition, (such as those relating to the end of the ongoing redevelopment), and ensure continuity of leadership and performance.  

5. Sound knowledge and expertise in good governance at senior levels in a large organisation in either the private or public sector, and an understanding of the needs and priorities of Government.

Stakeholder Engagement role 

1. Proven track record of engaging effectively with a diverse group of stakeholders; with the ability to listen to multiple perspectives and build trust and support among various levels of government, business and local stakeholders. 

2. Strong communication skills, a high level of personal impact, and the ability to provide constructive, independent leadership - offering both challenge and support to the Board and Executive in navigating a range of complex issues.

3. The skills necessary to deliver clear and effective strategic direction aligned with CGMA’s communication goals and overall mission. 

4. Demonstrable ability to guide an organisation through periods of strategic transition, such as those relating to the end of the ongoing redevelopment, and ensure continuity of leadership and performance.  

5. Sound knowledge and expertise in good governance at senior levels in a large organisation in either the private or public sector, and an understanding of the needs and priorities of Government.

Application and selection process

How to apply

In order to apply you will need to create an account or sign in.  To apply, you must provide:

• equality information

• information relating to any outside interests or potential reputational issues

We will ask you to check and confirm your personal details to ensure your application is accurate.  

All applications must be submitted via the GatenbySanderson website.  The closing date for the receipt of applications for this role is 09:00 am on Monday, 08 December 2025. 

For the Non-Executive Director (Business Development): www.gatenbysanderson.com/job/GSe124942

For the Non-Executive Director (Stakeholder Engagement): www.gatenbysanderson.com/job/GSe127678    

• a CV of no more than two sides of A4;  

• a supporting statement of not more than 1000 words (approximately two sides of A4), setting out how you meet the essential criteria – make sure you refer to the contents of this document and provide specific examples;   

• e-mail addresses for two referees.   

For a confidential discussion about the role to help you determine your suitability for application and/or to answer any questions you might have, please contact our recruitment advisors at GatenbySanderson: 

•  Zoe Bennett: zoe.bennett@gatenbysanderson.com 

• Olivia Robinson:olivia.robinson@gatenbysanderson.com  

• Julie Myers: julie.myers@gatenbysanderson.com  

If you have any questions about the appointments process, you need a change to be made so that you can make your application, or require additional assistance to support you in your application, please email our recruitment advisors at the email addresses above. 

For further information please email: Stefana.Baukovic@defra.gov.uk

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)

Adrian Cooper - CGMA Senior Sponsor – Departmental Official - Panel Chair

Jay Doshi - Head of Portfolio Management, National Infrastructure and Service Transformation Authority (NISTA) - Independent Member

Wanda Goldwag - Chair, CGMA - Representative of Organisation

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)

For further information please email: Stefana.Baukovic@defra.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 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

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. 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

A non-pensionable remuneration of £520 per day is payable based on a time commitment of 2-3 days per month. A per diem rate of £431 will be paid for additional duties. 

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 Stefana.Baukovic@defra.gov.uk if you would like to make a complaint regarding your application The team will acknowledge your complaint upon receipt and respond within 15 working days.

Data protection

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

Contact details

All applications must be submitted via the GatenbySanderson website.

For the Non-Executive Director (Business Development): www.gatenbysanderson.com/job/GSe124942

For the Non-Executive Director (Stakeholder Engagement): www.gatenbysanderson.com/job/GSe127678    

• Zoe Bennett: zoe.bennett@gatenbysanderson.com 

• Olivia Robinson:olivia.robinson@gatenbysanderson.com  

• Julie Myers: julie.myers@gatenbysanderson.com  

Attachments

• 1_Information Pack - CGMA NEDs x 2 (Business Development and Stakeholder Engagement)

• 2_PAT Guidance Notes

• 3_PAT-Privacy Notice