National Infrastructure Commission

Transcription

1 National Infrastructure Commission Chief Executive Officer (CEO) SCS Pay Band 2 Reference: Closing date: 10am Monday 2 November Candidate Information Pack

2 Table of Contents Background to the National Infrastructure Commission... 3 Vacancy Description... 4 Recruitment Process... 6 Indicative Timeline... 8 Terms, Conditions and Benefits

3 Background to the National Infrastructure Commission The National Infrastructure Commission (NIC) is a newly created organisation to provide the government with unbiased advice on the UK s long term infrastructure needs. The NIC is independently led by Lord Adonis and staffed by a mix of Civil Servants and secondees. The Commission works extremely closely with the main regulators, infrastructure providers and the private sector. The Chancellor announced the establishment of the interim National Infrastructure Commission in October The NIC will be put on a statutory footing in due course, at which point the Chief Executive Officer will be seconded to the newly created permanent body. The immediate priorities for the Commission will be to: Consider plans to transform the connectivity of the Northern cities Advise on the best approach to future large-scale investment in London s transport infrastructure Review the most effective way to deliver future proof energy infrastructure. Over the coming months, the Commission will also begin work towards delivering its first long term assessment of the infrastructure needs of the UK. 3

4 Vacancy Description Job Title Chief Executive Officer (CEO) Vacancy Reference Salary The salary for this post is set within the Senior Civil Service (SCS) Payband 2 range. Being mindful of the scrutiny on public sector pay, external candidates should expect their salary on appointment to be up to 142,000 per annum. Vacancy Description Existing Civil Servants will be appointed in line with the normal rules for appointment on level transfer or promotion. The Chief Executive Officer (CEO) will lead the National Infrastructure Commission (NIC), providing strategic leadership and direction to a large team of civil servants and private sector secondees. The NIC has approximately people based in London. They will be required to advise the Chair and Board of the NIC on a range of strategic infrastructure issues, ensuring their recommendations are robust. They will lead engagement across Whitehall (both the key infrastructure departments (see below) and other departments), the private sector and parliament as the Commission gains its statutory footing. We are looking for an outstanding CEO who can apply their experience to establish and lead the Commission as it transitions to a permanent, statutory body. This is a high profile and challenging role with the potential to shape the UK s Infrastructure Strategy for a generation. It offers the opportunity to work closely with senior officials, politicians and stakeholders from inside and outside government. Key responsibilities will include: Leading and managing the National Infrastructure Commission, ensuring that the Chancellor receives independent advice on the UK s future infrastructure needs on time and to a high quality. Developing the strategic vision for the National Infrastructure Commission, its interaction with Ministers, parliament and the private sector. 4

5 Leading a team of sectoral experts to challenge government on infrastructure plans, ensuring priorities are ambitious and deliverable. Leading the NIC s engagement with the key infrastructure departments (see list below) as well as other government departments with an interest in the Commission s work, regulators, industry and the media. Overseeing the NIC s budget delivering external advice and research as required to time, cost and quality. Acting as the NIC s Accounting Officer to assure Parliament and the public of high standards of probity in the NIC s use of public funds. Key infrastructure departments across government: Person Specification Department for Environment, Food and Rural Affairs (Defra) Department of Energy & Climate Change (DECC) Department for Transport (DfT) Department for Communities and Local Government (DCLG) Department for Culture, Media and Sport (DCMS) We are looking for an exceptional leader who is able to demonstrate the skills, credibility and imagination for this influential and exciting role. The successful candidate must be able to demonstrate the following skills and experience: A successful track record of leading and managing diverse teams, including those with a mixture of public and private sector staff. Demonstrable commercial acumen with experience of the infrastructure, or a similarly complex, sector. Excellent strategic thinking skills, with a proven track record of articulating and delivering a long term, inspirational, vision for an organisation. Experience of identifying opportunities for efficiency and change, presenting credible and ambitious proposals. The credibility and interpersonal skills to command the trust and confidence of senior stakeholders, officials and Ministers. Experience of managing budgets with the ability to shift resources to meet constantly changing priorities. 5

6 Recruitment Process How to Apply To apply for this post please the following documentation to by no later than 10am Monday 2 November 2015 A CV setting out your career history, highlighting your key responsibilities and achievements in your current and previous roles. Please ensure you have provided reasons for any absence within the last two years. A statement of suitability (no longer than two pages) explaining why this appointment interests you and how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with specific reference to criteria in the person specification; A completed Diversity Monitoring Form (Annex A). All monitoring data will be treated in the strictest confidence and will not affect your application in any way. If applying under the Guaranteed Interview Scheme (see Equality and Diversity section below), please complete the form found at Annex B. A completed Candidate Supporting Information document found at Annex C. Please note that referees will not be contacted without permission from candidates. Please include the vacancy reference number and job title in the subject line. Civil Service Commission s Recruitment Principles If you do not receive an acknowledgement of your application within 48 hours please suzanne.morris1@csresourcing.gsi.gov.uk Selection for appointment to the Civil Service is on merit, on the basis of fair and open competition, as outlined in the Civil Service Commission s Recruitment Principles which can be found at: Overview of the Process The Executive Recruitment Team will acknowledge your application and advise you of the outcome of the sift meeting. Depending on the number of applications received there may be a second stage sift. Applications will be sifted against the criteria in the person specification and candidates will be invited to a final panel interview. Shortlisted candidates may have the opportunity to speak with a member of the 6

7 panel prior to the final selection panel interview to learn more about the role and the organisation. You will be given further details about this after the shortlist meeting. The final selection panel interview will be held at 1 Horseguards Parade, London. You will be advised of the format in advance. The selection panel will be chaired by Angela Sarkis, Civil Service Commissioner. Arrangements for interview Where possible the Executive Recruitment Team will provide feedback. However, depending on the volume of applications it may not always be possible to provide feedback to all candidates. Expenses incurred by candidates during the recruitment process will not be reimbursed by the Department except in exceptional circumstances and only when agreed in advance. Reserve Lists If candidates are required to prepare a presentation for their interview, they will normally be given at least one week s notice of the subject. If we receive applications from more suitable candidates than we have vacancies for at this time, we may hold suitable applicants on a reserve list for 12 months, and 1future vacancies in the Civil Service requiring the same skills and experience could be offered to candidates on the reserve list without a new competition. Closing Date The deadline for applications is 10am Monday 2 November 2015 Alternative If you wish to receive a hard copy of the information, or in an alternative format Formats e.g. Audio, Braille or large font then please contact: scs.recruitment@csresourcing.gsi.gov.uk. If you cannot apply online, please post applications to: Executive Recruitment, Civil Service Resourcing, LG72, 100 Parliament Street, Further Information London, SW1A 2BQ. If you have any questions about the role or would like to discuss the post further, please contact Suzanne.morris1@csresourcing.gsi.gov.uk 7

8 Indicative Timeline Please note that these dates are only indicative at this stage and could be subject to change. If you are unable to meet these timeframes, please let us know in your application letter. The anticipated timetable is as follows: Advert Closing Date 10am Monday 2 November 2015 Short List Meeting w/c 9 November 2015 Interviews w/c 16 November

9 Terms, Conditions and Benefits The information offered in this document is supplied in good faith but does not in itself form any part of the contract of employment. Eligibility Appointment Term Location Working Arrangements Salary Range This post is advertised to suitability qualified people in the external market, and on level transfer or promotion to existing Civil Servants and those in accredited Non-Departmental Public Bodies. Permanent. This role may also be available as a loan, secondment or fixed term appointment for a minimum of two years. London Relocation costs will not be reimbursed. This role is available for full-time, part-time or flexible working arrangements (including job share arrangements). Basic hours of work will be 42 hours per week, including daily meal breaks of one hour. The post is at Senior Civil Service Pay Band 2 (SCS2) level. Being mindful of the scrutiny on public sector pay, external candidates should expect their salary on appointment to be up to 142,000 per annum. Salary and terms of appointment for an existing Civil Servant would be within normal rules for appointment on level transfer or promotion. Pension Salary will be reviewed annually. Future base pay awards are dependent on public sector pay policy. In addition there will be the opportunity to earn performance related bonuses. Your pension is a valuable part of your total reward package where: the employer makes a significant contribution to the cost of your pension; your contributions come out of your salary before any tax is taken. This means, if you pay tax, your take-home pay will not be reduced by the full amount of your contribution; and your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire. For more information visit Leave Allowance Full time new entrants to the Civil Service and those Civil Servants on modernised terms and conditions will be entitled to 25 days leave increasing on a sliding scale to 30 days after 5 years service. In addition to this you are entitled to 8 public/bank holidays plus an additional day for the Queen s Birthday. The allowance is pro-rated for part-time staff. With competitive maternity, paternity and parental leave we also recognise the 9

10 importance of a good work-life balance and offer flexible working and a family friendly approach to work. Occupational sick pay will be as provided in your employing department s staff handbook. If your employing department is currently reviewing this entitlement you will be entitled to whatever provisions are in effect when you are offered the post. Training and Development Existing Civil Servants appointed on level transfer will retain their existing terms and conditions. The Department offers engaging jobs in work that really matters; jobs which have a direct impact on the quality of public services. Roles can offer great job satisfaction and there are many opportunities to develop and progress both within the Department and across the wider Civil Service. To create a more skilled and unified organisation to transform services, the Civil Service is developing 10 specialist areas of expertise. These cross-government functions provide professional services and support to departments and supplement the 25 recognised professions within the Civil Service and who are there to support your own professional development We are committed to investing in our staff and offer a range of work based training and qualifications, coaching and mentoring opportunities and a guaranteed five days of learning a year. Other Benefits Childcare - the Department recognises that many staff balance working lives with the demands of a family life and offers support with childcare and holiday play schemes costs by providing childcare vouchers for staff who meet the eligibility criteria Interest free season ticket and bicycle loans Some departments also offer onsite facilities including fitness centres and staff canteens Modernised Terms and Conditions Nationality Civil Servants taking up appointment on promotion will adopt the modernised Senior Civil Service terms and conditions which came in to effect from 1 July 2013.Existing Civil Servants appointed on level transfer will retain their existing terms and conditions. To be eligible for employment you must be a national from the following countries: - The United Kingdom - The Republic of Ireland - The Commonwealth* 10

11 - A European Economic Area (EEA) Member State - Switzerland - Turkey Certain family members of EEA, Switzerland and Turkish nationals are also eligible to apply regardless of their nationality. (*Commonwealth citizens not yet in the UK, who have no right of abode in the UK and who do not have leave to enter the UK are ineligible to apply.) Security Clearance Reserved for UK Nationals Conflicts of Interest For further information on whether you are eligible to apply, please visit Gov.UK. Before the appointment of the successful candidate can be confirmed, the Department will undertake background security checks. As part of this, we will need to confirm your identity, employment history over the past three years (or course details if you were in education), nationality and immigration status, and criminal record (unspent convictions only). The successful candidate must hold or be willing to obtain security clearance to Security Check clearance level before taking up post. Certain posts, notably those concerned with security and intelligence, might be reserved for British citizens, but this will not normally prevent access to a wide range of developmental opportunities within the Civil Service. This is not a reserved post. Candidates must note the requirement to declare any interests they may have that might cause questions to be raised about their approach to the business of the Department. They are required to declare any relevant business interests, share holdings, positions of authority, retainers, consultancy arrangements or other connections with commercial, public or voluntary bodies, both for themselves and for their spouses/partners. The successful candidate will be required to give up any conflicting interests and his/her other business and financial interests may be published. Civil Service Code Complaints If you believe you may have a conflict of interest, please contact Suzanne.morris1@csresourcing.gsi.gov.uk before submitting your application. All civil servants are subject to the provisions of the Civil Service Code that details the Civil Service values, standards of behaviour and rights and responsibilities. For further information visit Gov.UK. If you feel your application has not been treated in accordance with the Civil Service Recruitment Principles and you wish to make a complaint, you should contact Nikki McKay, HR Business Partner, 3 Yellow, 1 Horse Guards Parade, London SW1A 2HQ Nikki.mckay@hmtreasury.gsi.gov.uk in the first instance. If you are not satisfied with the response you receive from the department, you can contact the Civil Service Commission. 11

12 Equality and Diversity The Department is committed to being an equal opportunities employer. We value and welcome diversity. We aim to develop all our staff to enable them to make a full contribution to meeting the Department's objectives, and to fulfill their own potential on merit. We will not tolerate harassment or other unfair discrimination on grounds of sex, marital status, race, colour, nationality, ethnic origin, disability, age, religion or sexual orientation. We will promote and support the use of a range of flexible working patterns to enable staff to balance home and work responsibilities; and we will treat people fairly irrespective of their working arrangements. Under the terms of the Equality Act 2010, we are legally required to consider making reasonable adjustments to ensure that disabled people are not disadvantaged in the recruitment and selection process. We are therefore committed to meeting, wherever possible, any needs you specify in your application. We will also consider any reasonable adjustments under the terms of the Act to enable any applicant with a disability (as defined under the Act) to meet the requirements of the post. The Department uses the two ticks Disability Symbol, showing it is an employer which has a positive attitude towards applications from disabled people. The Department also offers a Guaranteed Interview Scheme (GIS) for all disabled applicants. We are committed to interviewing all applicants with a disability who provide evidence of meeting the minimum requirements necessary for the post, as set out in this applicant pack. To be eligible, your disability must be within the definition laid down in the Equality Act A disabled person is defined by the Equality Act 2010 as someone who has a physical or mental impairment, which has a substantial and long-term adverse effect on their ability to perform normal day-to-day activities. For the purposes of this policy, these words have the following meanings: substantial means more than minor or trivial long-term means that the effect of the impairment has lasted, or is likely to last, 12 months (there are special rules covering recurring or fluctuating conditions) normal day-to-day activities include everyday things like eating, washing, walking and going shopping. Should you consider yourself eligible to apply for this post under the GIS, please complete the form at Annex B. 12