Operational Management Guidance Appointment of REC Chairs & Vice-Chairs. Reappointment of REC Chairs & Vice Chairs

Transcription

1 Operational Management Guidance Appointment of REC Chairs & Vice-Chairs and Reappointment of REC Chairs & Vice Chairs Author/s: Joan Kirkbride Date of Release: August 2013 Version No. & Status: Version 1. 4 Approved By: UKREDG/NMG Supersedes Version: Version 1.3 Final Review Date: One year from date of release Owner: Joan Kirkbride This guidance will apply within: Country Applicability Comment England Yes / No Northern Ireland Yes / No Not applicable Scotland Yes / No Read Scientific Officers for NRES Wales Yes / No Not applicable Read Health Boards for HRA 1 Note: This document is uncontrolled when printed

2 1. Background The HRA attaches considerable importance to the appointment of Chair and Vice Chair positions and the influence this has on its organisational effectiveness. The HRA will expect officers to provide leadership and direction to committee members to support and take forward NRES initiatives. The HRA will expect officers to be an ambassador for the HRA in their dealings with external stakeholders. The maximum term which a REC member may serve is five years although a second five year term may be requested. The Chair of any individual REC will frequently be someone who has previously been a member of the same committee. As a consequence, experienced Chairs are being lost to the Service when their term of office as a member/chair comes to an end. The appointment process set out below for Chairs and Vice Chairs of Research Ethics Committees is in line with the Governance Arrangements for Research Ethics Committees (GAfREC) and seeks to address this potential loss of skill and expertise. In Scotland, the Scientific Officers act as NRES and the Health Boards as the HRA. This document should be read in conjunction with the: HRA (Health Research Authority) Recruitment and Selection Policy HRA (Health Research Authority) Chairs Allowance and Payment Policy 2. Purpose This document details a procedure which will facilitate the appointment of Research Ethics Committee Chairs and Vice-Chairs. The aim of the document is to ensure that the appointment process is fair and transparent. NRES manages the selection process on behalf of the Health Research Authority which is the appointing authority. NHS organisations recognise and actively promote the benefits of a diverse workforce and are committed to treating all employees and volunteers with dignity and respect regardless of race, gender, disability, age, sexual orientation, religion or belief. The Health Research Authority (HRA) has an Equal Opportunities Policy. This requires the fair and equal treatment of all staff and those individuals in non-paid membership roles. The HRA wishes to ensure that all individuals are recruited, trained and promoted on the basis of ability and the requirements of the role and those principles extend to the appointment of individuals who give freely of their time to serve voluntarily on Research Ethics Committees. This document describes the approach to appointing REC Chairs and Vice-Chairs in a way that is free from bias and also describes how monitoring will be carried out. 3. Scope The procedures set out in this document are designed to provide an informal pool of individuals who have been identified as suitable for future Chairing roles. This will aid in making timely appointments to REC Chair or Vice-Chair vacancies. The mechanism differs from the process for appointing Chairs and Vice-Chairs following a merger of RECs which is set out in the document: Management of Change Guidance for the Closure or Merger of Research Ethics Committees and will continue to apply. Alternate Vice Chairs will be appointed from within the committee membership. Where more than one person expresses an interest in the role, the local manager and Chair will arrange for an interview to be held. The procedures in this document will apply to RECs in England and Scotland. Appointments in Northern Ireland are public appointments and will not be affected. Current arrangements in Wales will continue to apply. 1 Note: This document is uncontrolled when printed

3 4. Reference Documents HRA Recruitment and Selection Policy. HRA Chairs Allowance and Payment Policy Management of Change Guidance for the Closure or Merger of Research Ethics Committees Governance Arrangements for Research Ethics Committees Interview Questions and Scoring for Chair and Vice Chair Interviews (document held in confidence by the NRES Operations Coordinator) 5. Responsibilities The NRES Head of Operations will be alerted to potential forthcoming vacancies for Chairs/Vice- Chairs and will manage a centralised process for advertising, recruitment and selection of individuals suitable for future appointment to the role of REC Chair/Vice-Chair. 6. Process for appointing Chairs and Vice-Chairs 6.1 As a part of their role in managing the membership of their committees, NRES Co-ordinators will, in collaboration with their NRES Centre Manager, alert the NRES Operations Coordinator to anticipated Chair/Vice-Chair vacancies. Vacancies may arise at the end of the permitted maximum term of office or as a result of a change in personal circumstances or resignation. 6.2 The NRES Operations Co-ordinator will maintain a waiting list of individuals recruited in line with this procedural document and will keep the NRES Head of Operations appraised of the numbers on the waiting list and their geographical distribution to ensure that the list continues to match anticipated demand for Chairs/Vice-Chairs. 6.3 When deemed necessary, the NRES Head of Operations will institute a new round of recruitment in order to increase the numbers on the waiting list. 6.4 Since appointments to REC Chair/Vice-Chair vacancies require a one year period of experience as a REC member, expressions of interest in joining the waiting list will be limited to existing members of RECs via internal advertising. Alternative methods may, however, be considered e.g. direct contact with ex-members, where they will be in a position to fulfil the basic experience requirement. 6.5 The recruitment process will be managed nationally by the NRES on behalf of the HRA as the appointing authority. 6.6 Individual REC members who express an interest in appointment will be invited to provide a written statement indicating why they wish to stand as a potential Chair/Vice-Chair and what they would bring to the role. They will be provided with a copy of the relevant role description and asked to comment on their suitability against that. The statement may identify training needs which could be addressed before appointment to a substantive vacancy and will be used as the basis for their application. Members will be asked to identify a referee, preferably the Chair of their current committee, and may include the collective views of the committee. The NRES Operations Co-ordinator will arrange for a reference to be sought prior to interview. 6.7 Applications from all individuals expressing an interest, who match the role description, should be considered for interview via a short-listing process. 3 of 9

4 REC members who have not fulfilled their attendance and training requirements in line with their terms and conditions of appointment as a member will not be shortlisted. 6.8 Selection interviews will be organised by the NRES Operations Co-ordinator. The selection panel should comprise: a. the HRA Director of Operations/NRES Head of Operations or an operational manager identified by the NRES Head of Operations b. an existing Chair or Vice-Chair (drawn from RECs where no member has expressed an interest) or member of the NREAP (to make 2 members of the panel) c. the HRA Board Secretary or an appropriately qualified HRA manager as identified by the HRA Board Secretary (England) The membership of the Panel may be adjusted with the agreement of the NRES Head of Operations where member availability is a problem. At least one member of the panel should have attended recruitment and selection training. A robust scoring mechanism is in place. Candidates achieving an overall rating of 16 and above are deemed appointable. Where a candidate scores 15, consideration may be given to appointing to a Vice Chair position with defined mentorship from an experienced Chair. 6.9 All those individuals interviewed and identified as being suitable to be appointed in future to the role of Chair/Vice-Chair will be placed on a waiting list to be appointed as and when suitable vacancies arise. Due account should be taken of identified training needs and, as a minimum, members should attend NRES Chairing Skills Training / a National Training Day for REC Chairs (depending upon background and prior training). Opportunities should also be offered to receive mentoring in the role while they are waiting for a suitable vacancy. Additionally, where requested or required, once appointed, a new Chair may be offered a probationary period with mentoring from an experienced Chair When a specific future vacancy for a REC Chair/Vice-Chair is identified, this will be brought to the attention of the NRES Regional Manager who will consult with the NRES Head of Operations to identify a suitable candidate from the waiting list. Vacancies should generally be offered in line, with highest scoring candidate first, however some discretion is allowed to ensure the constitution of the REC is not compromised and to provide expertise where it is required. Though not mandatory it is deemed good practice to match a Lay Chair with an Expert Vice Chair (and vice versa). The NRES Head of Operations will agree the appointments with the HRA Director of Operations and the HRA Board Secretary. An individual so identified will be contacted by the NRES Regional Manager to confirm their interest and availability. They should be offered the opportunity to discuss the vacancy with the NRES Regional Manager and to attend a meeting of the REC as an observer and to meet with the current Chair and Coordinator of the committee. A member of the operations management team will accompany the member at the observation meeting Subject to confirmed interest, the NRES Regional Manager will liaise with the NRES Operations Coordinator to arrange the issue of a Letter of Appointment The Centre Manager should ensure that the HRA Chairs Allowance and Payment Policy is followed, finance are informed, and the Office Holder Payroll Starter Form and Bank Details (BACs) Form for Office Holders are completed Where the new Chair has not been a member of the REC to which s/he is appointed an NRES Operational Manager will attend the first meeting to effect introductions. Additionally the Vice Chair of the REC may, in the absence of the outgoing Chair, chair the meeting to allow the new Chair to observe the practice of the meeting. 4 of 9

5 6.13 Appointment of Chairs and Vice Chairs should be advised to the HRA Board. 6. Reappointment process for Chairs And Vice-Chairs 7.1 The standard term of office of a Chair or Vice-Chair appointed under this process will be five years from the date of appointment. Where a member is appointed as an officer during their second term, their membership may be extended until the completion of their term as an officer. At least four months prior to the expiry of the first term, the NRES Coordinator should bring the anniversary to the attention of the NRES Centre Manager and NRES Regional Manager. 7.2 A Chair/Vice Chair may apply to serve a second term of office. This application will be considered by the NRES Regional Manager in consultation with the NRES Head of Operations. Issues which will be taken into account are meeting attendance; meeting the training requirements; the performance of the committee in terms of meeting timelines and the accreditation process. Subject to agreement, the NRES Regional Manager will liaise with the NRES Operations Coordinator to arrange the issue of reappointment documentation. Any decision to reappoint a Chair/Vice-Chair will be confirmed by (at least) . A copy of that will be provided to the REC Co-ordinator and uploaded to RED. 8. Appointment of Alternate Vice-Chairs 8.1 The appointment of Alternate Vice-Chairs should be undertaken within the REC. Any member wishing to apply for the Alternate Vice Chair position should let the Chair and NRES Coordinator know. Once a list is drawn up of interested applicants, an interview should be arranged. The interview panel should comprise : a. the Chair of the REC b. the NRES Regional Manager Following selection, point 6.11 of this process should be followed. Where only one member applies, the interview may be dispensed with at the discretion of the Chair. 9. Monitoring of activities covered by the process The NRES Co-ordinators and NRES Centre Manager will keep the membership of the committees in the Centre including the terms of office of the Chair and Vice-Chair - under ongoing review to ensure continuity and that a quorum can be maintained. Where upcoming vacancies can be anticipated well in advance (Chairs/Vice-Chairs approaching the end of their terms of office), the NRES Centre Manager will alert the NRES Operations Co-ordinator. The NRES Operations Co-ordinator will maintain a central record in respect of the waiting list of future Chairs to ensure that the numbers and geographical distribution of those on the list is appropriate to the pattern of anticipated vacancies. 10. How lessons are learnt and incorporated into the process NRES Regional Managers, and the NRES Operations Co-ordinator should submit comments on their experience of the application of this process to the NRES Head of Operations to highlight any issues which may arise. These issues should be summarised and reported to the HRA Board Secretary. 5 of 9

6 11. Management of Documents and Records Detailed records of all recruitment processes will be kept by the NRES Operations Co-ordinator for a period of 12 months, following data protection requirements for the storing of confidential and personal information. Records in respect of recruitment to the waiting list will be retained for a period of 12 months following the appointment of any individual to a substantive Chair/Vice-Chair role or following a request to be withdrawn from the waiting list. Any individual remaining un-appointed on the list for a period of more than 12 months who is not a member of a REC will be contacted to ascertain whether they wish to re-join a REC as a member while waiting for an officer position. If they decline, they should be removed from the list. The NRES REC Co-ordinator will keep a file for the appointed Chair/Vice-Chair which follows data protection requirements. Papers in respect of applications described in this document will be retained on that file as follows: *Application Form Statement Letters of appointment 3 years following termination of membership 3 years following termination of membership 6 years after membership has terminated Record of agreement to serving 2 nd term of office from NRES Head of Operations. 3 years following termination of membership *Where an application form is not held for the original REC membership, this must be submitted at the time of application for the role of Chair/Vice Chair 13. Supporting paperwork/forms Supporting documentation for advertising, recruitment and selection associated with Management of Change Guidance for the Closure or Merger of Research Ethics Committees will be used. Example documentation is published on the Extranet. A set of suggested interview questions and a scoring mechanism is held by the NRES Operations Coordinator and will be provided to the Chair of the interview panel in advance of the interview. Supporting documentation: Documents Chair Role Description Vice Chair Role Description Standard letters Invitation to interview Successful at interview/appoint to waiting list Unsuccessful at interview (Chair/Vice Chair appointment letters ) Interview questions Location/owner Extranet Extranet Operations Coordinator (G:Drive) (Extranet with Recruitment and Selection procedure) Operations Coordinator (G:Drive) 6 of 9

7 Scoring sheet Waiting list Operations Coordinator (G:Drive) Operations Coordinator (G:Drive) 7 of 9

8 Document Control Change Record Version Status Date of Change Reason for Change 1.0 Draft Initial draft in new format / replaces version 2.0 Draft New terminology (Centre Manager) / section 11 revised / corrections 2.1 Final add reference to involvement of NREAP (on recommendation of UKRDG) v Discussions at NRES / SHA Leads meeting February 2011 v3.0x Omit local recruitment processes / fully centralised V4.0CP Add request for reference. Expand process to notify current REC members of vacancies. V4.1 05/12/2011 Revised to replace SHA with HRA as the appointing authority, and to include 6.13 to accompany new Chair to first meeting. V1.0 draft 07/03/2012 Revised to make changes suggested by NMG and include reference to associated documents, also to revise numbering of the document to make V1 HRA document. v.1 Final Additional comments from HRA Interim CE V1 Final Addition of reference to Scotland in the Background v1 final Applicability information added to front cover v1.2 (not released) Adjustment to reappointment 7.2 following June 2012 UKRDG V1.3 final To remove the need to offer interviews to members of RECS where a vacancy has arisen and where members have not previously expressed an interest. Changes to staff titles and responsibilities V To add detail regarding discretion to appoint based on REC requirements. To allow the removal from the waiting list those who have not been appointed within 12 months and who are no longer a member of a REC. Changes to staff titles. Reference to HRA Chair s Allowance Payment Policy. Reviewers Name Position Version Reviewed UKRDG 2.0 UKRDG/NMG 1.0 draft (became V1 following establishment of HRA Janet Wisely 1.0 draft Craig Gilbert 1.0 final UKRDG/NMG 1.2/1.3 final Joan Kirkbride, Stephen Tebbutt, 1.4 draft then final Sheila Oliver Distribution of Approved Versions Name of Person/Group Position Version Released To all RECs via OMEA Final Extranet 4.0cp Final Extranet 4.1cp Final Extranet 1 Final (became V1 following establishment of HRA) Extranet 1.3 Final November 2012 G: Drive 1.4 Final 8 of 9

9 Name of Person/Group Position Version Released 9 of 9