Appointment details

External Challenge Panel Membership

Summary

• Organisation: External Challenge Panel
• Sponsor department: Ministry of Defence
• Location: London
• Sectors: Defence
• Skills: Audit and Risk, Business, Commercial, Human Resources, Transformation
• Number of vacancies: 8
• Time commitment: 10 day(s) per annum
• Length of term: 2 years
• Application deadline: 10am on 13 April 2026

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Timeline for this appointment

1. Opening date

   23 March 2026

2. Application deadline

   10am on 13 April 2026

3. Sifting date

   17 April 2026

4. Interviews expected to end on

   24 April 2026

Timeline dates are only an estimate and can change

About the appointment

Introduction from the Minister

In this new era of threat, it is essential that every single member of UK Defence, military and civilians alike, are able to do their job with the fullest respect, free from any fear or abuse.

People across UK Defence make extraordinary sacrifices every day to keep this nation safe. As Defence Secretary I am determined to ensure they have the best working environment possible.

It is a matter of public record and deep regret to me, that in parts of defence in recent years, we have fallen short of this standard.

As part of our resolve to root out unacceptable behaviour and set new, higher standards in transparency and accountability, we are refreshing the membership and expanding the remit of the department’s External Challenge Panel (ECP).

The role of UK Defence is to protect our people, nation and interests. And when we draw on the talents of everyone, our nation is stronger and more secure. The Strategic Defence Review charts a vision for defence for the next decade; it made clear that our success relies on creating an environment in which our people feel safe. This is not only an issue of fairness, it is critical to operational effectiveness and national security. By providing independent scrutiny and advice, the ECP will hold us as Ministers, Service Chiefs and civilian defence leaders to account and ensure this principle is upheld.

In a reflection of how seriously we are taking this issue, the ECP will now report to the Defence Board – the highest committee in the Ministry of Defence.

Serving as an ECP member demands independence from the department and an ability to think critically about the issues affecting our people in a complex and diverse organisation. Findings and observations must be presented in a direct and actionable way.

In return, panel members will have the opportunity to challenge and advise us as senior leaders in UK Defence on how to prioritise and address systemic issues, in this critical new era for defence.

I hope these changes, alongside our wider reforms, will help give confidence to young people who may be looking at a future career in defence.

Thank you for your interest in the ECP. If you have the talent and determination to support Defence as we improve and go further, I encourage you to apply.

Appointment description

This is a unique opportunity to join the Ministry of Defence’s Expert Challenge Panel, a pivotal advisory board shaping culture, standards and accountability across one of the UK’s most important institutions. As Defence embarks on an ambitious transformation to prevent and address unacceptable behaviour and build a truly respectful, inclusive environment for all personnel, the Expert Challenge Panel will be at the forefront of independent scrutiny, bold ideas and strategic insight. Members will help influence policy, strengthen reporting and prevention frameworks, and ensure that Defence delivers on its commitment to uphold the highest standards of conduct and organisational integrity.

We are seeking dynamic leaders and creative thinkers from a wide range of backgrounds and careers, examples include those with expertise in communications, law, regulation, data and impact, education, health and social care, diversity and inclusion, and youth justice.

Your voice could help drive systemic change, elevate best practice across Defence, and support an inclusive culture where every individual feels respected and valued. This is not just an advisory role; it’s a chance to make a tangible difference in the lives of thousands and contribute to lasting cultural reform at the heart of national defence.

Organisation description

The ECP will challenge assumptions, identify risks, and offer evidence-based insights from those with relevant and senior experience of working in similarly complex organisations or on similarly difficult people related issues. The panel will;

•      Provide Independent Oversight and Challenge. Advise on the implementation and delivery of behaviour and organisational culture workstreams. Challenge Defence leaders on the pace and effectiveness of actions taken.  

•      Advise and recommend. Advise senior leadership on recommended actions and the sequencing of work for short, medium, and long-term impact.  Produce clear recommendations and proposals for implementation plans, and monitor progress to ensure effective, and timely responses. Provide an overall assessment to the Permanent Secretary and the Secretary of State on the strength and likely success of the work at regular intervals.

•    Drive Transparency and Confidence. Ensure conclusions and recommendations are shared with Ministers and key stakeholders. Support the department in its existing engagement and communication channels with Parliament, Cabinet Office and the Trade Unions.

•       Collaborate and align. Work closely with the Raising Our Standards (ROS) Steering Board and the Defence Culture and Behaviours Committee to maintain alignment and coherence across behavioural governance structures. Highlight leading practice from across Government and other sectors and challenge Defence to adopt these where it could prove transposable.

•    Review and prepare. Request and access relevant internal reporting and data as required and ensure any reporting or data shared by the department is fully considered and reviewed.

Person specification

Essential criteria

We are seeking dynamic leaders and creative thinkers from a wide range of backgrounds and careers, examples include those with expertise in communications, law, regulation, data and impact, education, health and social care, diversity and inclusion, and youth justice.

Application and selection process

How to apply

To apply, please submit your application to ECP@kornferry.com. Please send the following information by no later than 10:00 on 13 April 2026:

•       Your CV, with educational and professional qualifications, and full employment history, including an explanation of any gaps in your employment history.

•       A short supporting statement of no more than two A4 sized pages (1000 words) explaining why this appointment interests you and how you can evidence your suitability for the role, with direct reference to the criteria in the ‘Experience Required’ section.

•       All applicants are required to create an account on the central Public Appointments application system, and complete the diversity monitoring form on their profile to be considered for this position. Korn Ferry will be happy to support you with any questions you have around this process.

1.      https://apply-for-public-appointment.service.gov.uk/create-account

2.      https://apply-for-public-appointment.service.gov.uk/auth/sign-in

3.      Click “Apply now” – Your interest will automatically be registered

•       In your supporting statement you should provide contact details for two referees, including their names and email addresses. By providing their details you are giving consent for us to contact them should you be successful at the shortlisting stage.

Please note that references and open-source due diligence checks (including into social media accounts) will be undertaken for all short-listed candidates.

If you are shortlisted, you will be asked to attend a panel interview in order to have a more in-depth discussion of your previous experience and professional competence. This could be in relation to any of the criteria set out in the vacancy description, key responsibilities and accountabilities and person specification.

Overview of the application process

The assessment process

1. The Approving Authority 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 Approving Authority 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 should be recommended for interview. The Approving Authority will then be consulted on the Panel’s recommended shortlist.
4. Once the shortlist has been agreed by Approving Authority, 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 names of all appointable candidates are provided to the Approving Authority. It is then for the Approving Authority to determine merit and decide who should be appointed. In some circumstances, the Approving Authority may choose not to appoint any candidates and re-run the competition.
6. The Panel’s recommendations will be provided to the Approving Authority in a report which details the assessment method used and the outcome of each interview. They will then be asked to agree on the candidate(s) who should be appointed.
7.  Once the decision on the appointment has been made, interviewed candidates will be advised of the outcome of their application. Successful candidates will be issued with their Terms and Conditions and a letter of appointment should they agree to take up the position.

Advisory Assessment Panel (AAP)

Panel Chair: Rachel Seddon (Head of Raising our Standards)

Esther Wallington (Director-General for People and Standards)

Independent Panel Member: Kate Guthrie (NED for People)

Advisory Assessment Panels (AAP) are chosen by the Approving Authority 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 the Approving Authority, 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 the Approving Authority which candidates they find appointable. It is then for the Approving Authority to decide who to appoint to the role.

Eligibility criteria

UK Nationals Only.

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

John Cahillane, 07714643699

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. This will be specified in the vacancy details. Further information on National Security Vetting can be found on the Gov.uk website here 

The level of clearance required for this role is Security Check (SC).

Additional information for candidates

Equality and diversity

The Ministry of Defence value and welcome diversity. The appointment will be governed by the Principle of Public Appointment based on merit with independent assessment and transparency of process. Successful candidate will need to demonstrate that they meet the criteria for this appointment.

We encourage applications from talented individuals from all backgrounds and experience across the whole of the United Kingdom. Boards of public bodies/Advisory Committees 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.

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

Government departments are committed to making reasonable adjustments to make sure applicants with disabilities, physical or mental health conditions, or other needs are not substantially disadvantaged when applying for public appointments. This can include changing the recruitment process to enable people who wish to apply to do so.

Some examples of common changes are:

• ensuring that application forms are available in different or accessible formats;
• making adaptations to interview locations;
• allowing candidates to present their skills and experience in a different way;
• giving additional detailed information on the selection / interview process in advance to allow candidates time to prepare themselves;
• allowing support workers, for example sign language interpreters;
• making provision for support animals to attend.

When you apply you will have the opportunity to request reasonable adjustments to the application process.

Principles of public life

The Seven Principles of Public Life (also known as the Nolan Principles) apply to anyone who works as a public office-holder.

1. Selflessness

Holders of public office should act solely in terms of the public interest.

2. Integrity

Holders of public office must avoid placing themselves under any obligation to people or organisations that might try inappropriately to influence them in their work. They should not act or take decisions in order to gain financial or other material benefits for themselves, their family, or their friends. They must declare and resolve any interests and relationships.

3. Objectivity

Holders of public office must act and take decisions impartially, fairly and on merit, using the best evidence and without discrimination or bias.

4. Accountability

Holders of public office are accountable to the public for their decisions and actions and must submit themselves to the scrutiny necessary to ensure this.

5. Openness

Holders of public office should act and take decisions in an open and transparent manner. Information should not be withheld from the public unless there are clear and lawful reasons for so doing.

6. Honesty

Holders of public office should be truthful.

7. Leadership

Holders of public office should exhibit these principles in their own behaviour and treat others with respect. They should actively promote and robustly support the principles and challenge poor behaviour wherever it occurs.

Code of conduct for board members

The Government expects all holders of public office to work to the highest personal and professional standards. In support of this, all non-executive board members of UK public bodies must abide by the principles set out in the Code of Conduct for Board Members of Public Bodies. The Code sets out the standards expected from those who serve on the boards of UK public bodies and will form part of your terms and conditions of appointment.

Management of outside interests and consideration of reputational issues

Holders of public office are expected to adhere and uphold the Seven Principles of Public Life and the Code of Conduct for Board Members of Public Bodies. Before you apply you should consider carefully: 

• any outside interests that you may have, such as shares you may hold in a company providing services to government; 
• any possible reputational issues arising from your past actions or public statements that you have made; 
• and/or - any political roles you hold or political campaigns you have supported; 

which may call into question your ability to do the role you are applying for.

You will need to answer relevant questions in relation to these points when making an application. Many conflicts of interest can be satisfactorily resolved and declaring a potential conflict does not prevent you from being interviewed. If you are shortlisted for an interview, the panel will discuss any potential conflicts with you during that interview, including any proposals you may have to mitigate them and record that in their advice to ministers. Alongside your own declaration, we will conduct appropriate checks, as part of which we will consider anything in the public domain related to your conduct or professional capacity. This may include searches of previous public statements and social media, blogs or any other publicly available information. The successful candidate(s) may be required to give up any conflicting interests and their other business and financial interests may be published in line with organisational policies. 

Details of declared political activity will be published when the appointment is announced, as required by the Governance Code (political activity is not a bar to appointment, but must be declared).

Status of appointment

As this is an office holder appointment, you will not become a member of the Civil Service. You will not be subject to the provisions of employment law.

Appointment and tenure of office

Appointments are for the term set out in this advert, with the possibility of re-appointment for a further term, at the discretion of the Approving Authority. Any re-appointment is subject to satisfactory annual appraisals of performance during the first term in the post. If re- appointed, the total time served in post will not exceed more than two terms or serve in any one post for more than ten years.

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. If you feel that you have a complaint about the way in which your application has been handled, please contact in

the first instance Defence Business Service (DBS) Civilian Personnel Public Appointments Team DBSCivPers-ResPublicAppts@mod.gov.uk. If you are not completely satisfied with the response, please contact the MOD Public Appointments Team at HeadOffice-PublicBodiesandAppts@mod.gov.uk

We will acknowledge your complaint upon receipt and aim to provide a response within 5 working days.

Data protection

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

The Ministry of Defence privacy policy can be found here

Contact details

people-cej-ros@mod.gov.uk