Appointment details

Board Advisers to the Small Business Commissioner (SBC)

Summary

• Organisation: Small Business Commissioner
• Sponsor department: Department for Business and Trade
• Location: Various
• Sectors: Business and Trade
• Skills: Business, Marketing, Technology / Digital, Legal
• Number of vacancies: 2
• Time commitment: 4 day(s) per annum
• Remuneration: £350 per day
• Length of term: 3 Years
• Application deadline: 5pm on 16 December 2025

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Timeline for this appointment

1. Opening date

   18 November 2025

2. Application deadline

   5pm on 16 December 2025

3. Sifting date

   18 December 2025

4. Interviews expected to end on

   9 January 2026

Timeline dates are only an estimate and can change

About the appointment

Introduction from the Minister

Dear Candidates,  

Thank you for your interest in becoming a Board Adviser to the Small Business Commissioner (SBC). 

Healthy cash flow is critical for small business survival and growth. For a business to conduct its daily activities it needs cash to buy stock and inventory, pay the bills and staff, and invest in research or new technology. Late and long payment times disrupt the cash flow cycle and can prevent a business from paying its bills, eventually leading to business failure.  

Research shows that late payments impact over 1.5 million businesses who spend an average of 86 hours chasing payments each year. It costs the economy £11bn and over 14,000 business close each year as a result of being paid late – that’s 38 every single day.  

The Small Business Commissioner is an independent public body established by Government under the Enterprise Act 2016 to tackle overdue payments and unfavourable payment practices in the private sector. Its mission is to make life easier for small businesses by getting money moving through the economy and streamlining support. It achieves this by supporting small businesses to get paid quickly and on time, influencing larger businesses to reduce their payment times to suppliers and working with all businesses to improve the culture of payment practices across the UK. 

The OSBC has a statutory duty to review enquiries and investigate formal complaints made by small businesses regarding late and overdue payments, as well as providing advice and support on issues relating to overdue payments and payment practices in the private sector. It undertakes a range of activity to improve outcomes for small businesses and works across Government, and with partners in the private and third sectors, to raise awareness of the impact of overdue payments and unfair payment practices.  

The appointed Board Advisers will support the Small Business Commissioner and their dedicated team with all aspects of its operation including adhering to its framework agreement and remaining compliant to deliver against its statutory responsibilities.  

They will principally provide expert advice to the Small Business Commissioner on specific issues as well as constructive challenge on its governance and operations. 

We welcome fresh expertise and perspectives to the Board to help ensure the Small Business Commissioner continues to play its essential role in tackling late payments and poor payment practices upholding.    

If you believe you have the experience and qualities that we are seeking to provide advice to the leadership of this important organisation, we very much look forward to hearing from you.  

Blair McDougall MP 

Minister for Small Business and Economic Transformation, Department for Business and Trade

Introduction from the Chair

Dear Applicant 

Thank you for your interest in joining the Small Business Commissioner as a Board Adviser.  

We are now recruiting for at least two new roles to help steer the organisation as it continues to evolve and grow as an organisation.  

The Small Business Commissioner has an ambitious programme of work to support small businesses tackle late payments and poor payment practice. This includes through engagement and communications activity, its statutory complaint's function, the Fair Payment Code and through publishing a wide range of advice and guidance. The Department of Business and Trade is also consulting on extending the powers available to the Commissioner, which could see its size and scope change significantly in the coming years. 

As the Board works closely to oversee and support the SBC in the delivery of our strategic aims, we are looking in particular to identify new members of the Board with strategic expertise in marketing and communications, large company payments practices, legal or dispute resolution or artificial intelligence and digital experience.  

If you have the necessary experience and are interested and motivated to play a role in making the SBC a more effective organisation, then I look forward to hearing from you. 

Good luck with your application.  

Emma Jones CBE

Small Business Commissioner 

Appointment description

To complement the skills of existing Board members, the SBC is particularly seeking experienced, senior and knowledgeable candidates from all parts of the United Kingdom who bring the following skills and knowledge to the Board: 

• Communications and marketing 
• Large company payment practices 
• Cyber, AI and digital knowledge 
• Legal or dispute resolution 

The responsibilities of the Board Advisers will encompass the following: 

• To support the Small Business Commissioner and other Board members in their leadership of the SBC.
• To exercise their role through influence, scrutiny, challenge and advice – particularly regarding:  
• policy implications.
• delivery and transformation proposals by reviewing. business plans and challenging progress.
• performance monitoring and progress evaluation. 
• To actively participate in Board meetings, sharing good practice and learning and to make an effective contribution to the Board.  
• To act as a trusted sounding board to the Small Business Commissioner and senior individuals as appropriate, on any specific agreed specialist areas (or more generally). 

• Provide strong and constructive challenge and support to the leadership team to ensure that it delivers the approved strategy and support them in discharging their leadership responsibilities. 
• To provide independent support, guidance and challenge on the progress and implementation of the business plan and provide management advice to the executive (where requested).  
• To regularly review and challenge key documents and performance data. 
• As required, to support and chair some of the sub-committees of the Board. 

• Take on specific reviews or provide advice on strategic questions set by the Secretary of State, Ministers or officials. 
• To attend occasional government-wide meetings from time to time to share best practice and to ensure their department learns from the successes and failures of comparable organisations. 

• Collectively ensure that decisions made by the Board follow proper procedures and are supported by sufficient high-quality information. 

Attendance requirements 

Successful candidates will be required to attend quarterly board meetings and undertake additional activity with a total commitment of one day per quarter. Some board members may also serve on the Board's Audit and Risk Assurance Committee which has an additional commitment of one day per quarter. 

Organisation description

The SBC Board plays a vital role in setting the strategic direction and priorities of the organisation. It monitors performance against objectives and holding the Commissioner and leadership team to account. It also provides expert advice to the Commissioner across all aspects of the SBC’s function. The Board also ensures that stakeholder perspectives are appropriately considered.

Emma Jones was appointed as the Small Business Commissioner in June 2025. Following her appointment, the Government launched a consultation to expand the Commissioner’s powers. To support this evolution, the SBC is now looking to strengthen its Board by seeking individuals with complementary skills and expertise to support the new Commissioner

Board composition

The SBC Board currently comprises ths Small Business Commissioner, representative from the Department for Business and Trade and Advisory Board Member, Yvonne Gale. 

Person specification

Essential criteria

• Clear evidence of leadership as a non-executive or executive demonstrating a proven ability to make complex, evidence-based judgements to advise and inform strategic direction and organisational performance. 
• The ability to demonstrate an understanding of, or experience in, issues facing small businesses and other stakeholders relevant to the work of the SBC. 

• The ability to deliver results with vigour and pace, and to demonstrate resilience during periods of uncertainty and high media interest.
• Demonstrate a strong commitment to diversity, equality, and public service values, along with the ability to work collaboratively in diverse teams and build trust across differing perspectives. 

• Demonstrable expertise in at least one of the following areas:
• Marketing and communications
• Large company payment practice
• Artificial Intelligence (AI) and digital adoption
• Legal or dispute resolution.

Desirable criteria

• Knowledge of the impact of late payments and poor payment practices
• Experience in organisational change management.  

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

Please also ensure that you provide the following:

• a Curriculum Vitae (CV) - - (no longer than two pages) which provides your contact details, details of your education and qualifications, employment history, directorships, membership of professional bodies and details of any relevant publications or awards.
• a supporting statement - (no longer than two pages) setting out how you meet the criteria for appointment, as set out in the person specification for the role. Please note that the Supporting Statement is an important part of your application and is as much the means by which you will be assessed as your CV. 
• 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.

Application guidance

Please ensure your CV includes:

• your full name, title, contact number and your personal email address.
• maximum two sides A4, minimum 11 Arial black font, setting out your career history in chronological order, and including the dates you occupied those roles.
• does not include any information that can identify children or your Sensitive Personal Data.

Guidance on supporting statement format

• the supporting statement is your opportunity to demonstrate to the Advisory Assessment Panel how you can demonstrate the skills and experience required for the role and that you meet the criteria set out in the person specification.
• please provide subheading and separate paragraphs in relation to how you meet each criterion.
• write all acronyms in full when first used.
• ensure your full name and title of the post are clearly noted at the top of your supporting statement.
• the maximum page limit for your supporting statement is two sides A4, minimum 11 Arial font black.

The Advisory Assessment Panel reserves the right to only consider applications that contain all the elements listed above, and that arrive before the published deadline for applications.

Overview of the application process

Public appointments are made on merit following a fair and open competition process which is conducted in accordance with the Governance Code for Public Appointments. We will deal with your application as quickly as possible and will keep you informed at key stages. We aim to conclude the appointment process within three months of the deadline for applications – this is in accordance with the Governance Code.

The assessment process

1. Ministers are responsible and accountable to Parliament for the public appointments made within their department. 
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. 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. 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 for this campaign is as follows:

• Paul Drabwell - Deputy Director, Enterprise, Strategy and Corporate, DBT (Panel Chair)
• Emma Jones CBE - Small Business Commissioner 
• Catherine Colloms (Independent Panel Member) 

Advisory Assessment Panels (AAP) are chosen by ministers to assist them in their decision-making. These include a departmental official and an independent member. For competitions recruiting non-executive members of a board (apart from the Chair), the panel will usually include a representative from the public body concerned.

AAP’s perform a number of functions, including agreeing an assessment strategy with ministers, undertaking sifting, carrying out interviews in line with the advertised criteria and deciding objectively who meets the published selection criteria for the role before recommending to ministers which candidates they find appointable. It is then for the minister to decide who to appoint to the role.

Eligibility criteria

In general, you should have the right to work in the UK to be eligible to apply for a public appointment.

There are a small number of specialist roles that are not open to non-British citizens. Any nationality requirements will be specified in the vacancy details.

The Government expects all holders of public office to work to the highest personal and professional standards.

You cannot be considered for a public appointment if:

• you are disqualified from acting as a company director (under the Company Directors Disqualification Act 1986).
• have an unspent conviction on your criminal record.
• your estate has been sequestrated in Scotland or you enter into a debt arrangement programme under Part 1 of the Debt Arrangement and Attachment (Scotland) Act 2002 (asp 17) as the debtor or have, under Scots law, granted a trust deed for creditors.

When you apply, you should declare if:

• you are, or have been, bankrupt or you have made an arrangement with a creditor at any point, including the dates of this.
• you are subject to a current police investigation.

You must inform the sponsor department if, during the application process, your circumstances change in respect of any of the above points.

When you apply you should also declare any relevant interests, highlighting any that you think may call into question your ability to properly discharge the responsibilities of the role you are applying for. You should also declare any other matters which may mean you may not be able to meet the requirements of the Code of Conduct of Board Members (see Outside interests and reputational issues section below). 

If you need further advice, please contact Edwina Osborne at dbtappointments@businessandtrade.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. 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

Board members are renumerated £350 per day. 

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.

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 Edwina Osborne in the DBT Public Appointments Team in the first instance if you would like to make a complaint regarding your application at dbtappointments@businessandtrade.gov.uk. 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.

You can also view the Department for Business and Trade's privacy notice for details of how the department processes personal data as part of recruiting for a public appointment role. 

Contact details

For more information about these roles, please contact Edwina Osborne, Senior Campaigns Manager, DBT Public Appointments Team, Department for Business and Trade via email at dbtappointments@businessandtrade.gov.uk.