Appointment details

Chair of the Disclosure and Barring Service

Summary

• Organisation: Disclosure and Barring Service
• Sponsor department: Home Office
• Location: Various
• Sectors: Information and Communication
• Skills: Business, Change Management, Communication, Transformation
• Number of vacancies: 1
• Time commitment: 6 day(s) per month
• Remuneration: £40,500 per annum
• Length of term: Three years
• Application deadline: 11pm on 15 June 2026

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Timeline for this appointment

1. Opening date

   15 May 2026

2. Application deadline

   11pm on 15 June 2026

3. Sifting date

   22 June 2026

4. Interviews expected to end on

   13 July 2026

Timeline dates are only an estimate and can change

About the appointment

Introduction

Do you want to play a key role in safeguarding children and vulnerable groups?

If so, you can do this by becoming a Non-Executive Board member of the Disclosure and Barring Service (DBS), which provides a critical public service by supplying information to employers and other organisations in England and Wales (and barring information only in Northern Ireland), so they can make informed recruitment and licensing decisions, particularly for employers and volunteers working with children and vulnerable adults.

The DBS also has responsibility for deciding whether an individual is barred from working with vulnerable groups. This is an exciting time for the organisation, with increased public interest in the and its work. 

We are seeking a highly skilled and enthusiastic individual, whose responsibilities as the Chair will be to lead its strategic direction through providing sound and considered leadership and constructive challenge; supporting it in meeting its objectives and its role in the wider regulatory landscape; to be satisfied that its financial practices are accurate and robust and that is operating efficiently and effectively; set the objectives for and manage the performance of the DBS Board and the Chief Executive; and build effective relationships with core stakeholders, including Ministers.  

We are looking for candidates with outstanding strategic leadership qualities that will inform and influence a compelling vision; an ability to work with the Executive and Non-Executives to maintain a high performing Board; an ability to work in a transformational system and business change environment; and a professional track record that demonstrates dynamic leadership.

Appointment description

Job Title:                  Chair of the Disclosure and Barring Service (DBS)

Commitment:           1.5 days per week (approximately 6 days per month)

Remuneration:        Remuneration will be calculated pro rata with a full-time equivalent salary of  £135,000 which equates to £40,500 per annum

Appointment:          Three-year appointment with the possibility of re-appointment

Location:                  Flexible (homebased), with some travel required to DBS Offices in Liverpool and Darlington, and Central London

Accountable to:      Home Secretary (via the Minister for Safeguarding)

Purpose:      

As Chair of the Board, you will provide effective strategic leadership for the operation of the DBS, playing a significant role in ensuring that the DBS and its staff maintain the capability, to:

• Deliver the DBS’s statutory responsibilities and objectives.

• Take fully into account Government’s safeguarding objectives and priorities.

• Enable it to respond positively and constructively to any changes in its policy or operational context.

• Achieve its performance indicators, as defined in the DBS business plan.

• Deliver value for money.

• Maintain and develop effective partnerships at a strategic level with key bodies.

The Chair’s main responsibilities include to:

• Plan, with the Board Secretary, the Board's annual schedule of meetings and agendas and ensure that the Board receives the appropriate information to enable informed decisions;

• ensure active Board consideration of the DBS’s priorities;

• chair meetings of the Board and ensure that meetings are conducted efficiently, effectively and in accordance with standing orders;

• undertake annual performance appraisals of the Board members and the Chief Executive in line with agreed procedures and timescales;

• facilitate full and candid Board discussions, enabling all members to express their views on key Board matters and assist the Board in achieving a consensus;

• develop teamwork and a cohesive Board culture and facilitate formal and informal communication with and among the Executive;

• work with committee chairs to ensure that each committee functions effectively and keeps the Board appraised of actions taken;

• ensure Board proceedings are documented so that there is an audit trail of Board decisions, and that action items established by the Board are tracked and appropriate follow-up action is taken as necessary;

• establish and maintain good working relationships with stakeholders, particularly Home Office Ministers and the Home Office senior sponsor;

• ensure the DBS operates in line with Government policies as a NDPB; and

• with the Board, hold the DBS Chief Executive and Executive Team to account.

Person specification

Essential criteria

• Leadership: the ability to set strategic vision and drive forward priorities of the DBS that embrace new technology to enable a step change and improve safeguarding outcomes and gain efficiencies.

• Experience: a strong track record of delivery at Board level from either the private, public or voluntary sectors, and ability to lead the DBS Board in developing subsequent strategies for excellence.

·         Knowledge: An understanding of leading organisations with a strong public purpose (such as the DBS).

• Collaboration: ability to work closely with the non-executives in a high performing board, and other key stakeholders, providing support, constructive challenge and a collaborative approach to build consensus among diverse individuals.

• Relationship building: ability to promote a positive and engaging culture, build strong stakeholder relationships both internally and externally, including with Ministers and Senior Government officials. 

• Communication: strong communication skills with the ability to listen, accept challenge and constructively challenge others in discussions with clarity and respect.

• Performance: Proven ability to apply robust governance arrangements, encompassing financial, performance and risk management, to support the delivery of the DBS’s objectives. This includes the ability to work with the Chief Executive and management team.

Desirable criteria

• Ability to lead ethical considerations such as how new technologies can be applied appropriately.

• Understanding of the governance of Arms-Length Bodies in UK Government.

• Strong understanding or experience of safeguarding.

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:

• a Curriculum Vitae (CV)
• a supporting statement
• equality information
• information relating to any outside interests or reputational issues

It is advised that you read the Candidate Pack  on the criteria required for the role, before submitting your Personal Statement.  The Candidate Pack can be found in the section entitled Documents and Attachments. 

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.

The Advisory Assessment Panel reserves the right to only consider applications that contain all of 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. 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)

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)

Security clearance

The successful candidate will be required to have or be willing to obtain security clearance to SC level. Pre-appointment checks will also be undertaken on immigration and criminal convictions. It usually takes between 4-6 weeks to obtain the security clearance. The role will be offered on a conditional basis until the successful candidate has passed all checks.

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

The role is remunerated at £40,500 per annum. The post holder can claim reimbursement for reasonable travel and subsistence costs necessarily incurred during the course of their duties at rates set centrally.

Applicants should note that the successful candidate cannot be remunerated for this role if they are being paid for an existing full-time role from the public purse. 

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

If you are not completely satisfied with the way your application is handled at any stage of the competition, please raise any complaint in the first instance with the Public Appointments Team at: publicappointments@homeoffice.gov.uk

We will reply to your complaint within 20 days. If, after receiving our response you are still not satisfied, you may contact the Commissioner for Public Appointments (independent.gov.uk)

Data protection

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

<Department to add details of own privacy notice> 

Attachments

• Candidate Pack

• Privacy Notice

Contact details

If you have any queries about any aspect of this role, or merely wish to have an informal discussion about the work of the DBS Board, then please contact the DBS Board Secretary, martin.skeats@dbs.gov.uk, in the first instance.

If you have any queries about the recruitment process for this role, please contact the Public Appointments Team at: publicappointments@homeoffice.gov.uk

If helpful to you, there is guidance available on writing a supporting statement on the public appointments webpages: Public appointments - GOV.UK (www.gov.uk)