How to Apply

To apply for the Non-Executive Director role, please provide the following documents:

• An up-to-date CV.
• A supporting statement (maximum two pages) related to the person specification as this is what will be used by the panel in their initial review.
• A completed diversity monitoring form on the application link. If you wish to apply under the Disability Confident scheme, please tick ‘yes’ when asked on the diversity monitoring form.

Please submit your application by 11:59pm Sunday 3rd November 2024.

Please note the following:

• We cannot accept applications submitted after the closing date.
• Applications will be assessed solely on the documentation provided. Please refer to the advert and checklist to ensure you have provided the necessary documentation.
• Feedback will only be given to unsuccessful candidates following interview.
• Please submit your application with your personal email address to ensure you receive acknowledgement of receipt. To ensure confidentiality, applications submitted under a work email address will not receive acknowledgement of receipt.

The Panel will consist of:

• Lawrence Weiss (Chair)
• Jenny Watson (NED)
• Holger Vieten (Shareholder Non-Executive Director)

Further Information:

If you have any queries about any aspect of this role, or merely wish to have an informal discussion, then please contact Lucy Kythreotis on lucy.kythreotis@green-park.co.uk

Due Diligence: 

Please note that as part of the recruitment process, due diligence, including referencing and social media checks will be undertaken on all short-listed candidates.

We value and promote diversity and are committed to equality of opportunity for all. Appointment will be made on merit following an open, fair and transparent competition.

Timetable

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:

Selection Process

Green Park will acknowledge your application and keep you updated on the progress of the competition.

The selection panel will then assess your application to select those demonstrating the best fit with the role by considering the evidence you have provided against the Essential Criteria in the Person Specification section. Failure to address any or all of these may affect your application.

The Panel will identify a subset of candidates who best match the criteria for an initial interview with Green Park to further explore their skills and experience with reference to the criteria in the person specification.

The Panel will then have a further meeting to review interview reports on these candidates alongside CVs and statements of suitability in order to select the shortlist. Shortlisted candidates will be advised on the outcome as soon as possible thereafter.

References will be taken up for shortlisted candidates in advance of final panel interviews. Furthermore, please note that due diligence is undertaken on all shortlisted 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 in relation to the criteria set out in the vacancy description, key responsibilities and accountabilities and person specification.

Prior to interview, you may have the opportunity for informal conversations with key personnel in order to improve your understanding of the organisation.

Full details of the assessment process will be made available to shortlisted candidates.

Please note: Expenses incurred by candidates during the recruitment process will not be reimbursed except in exceptional circumstances and only when agreed in advance with UKGI.

For full information on how your data will be managed please refer to the UKGI Privacy Notice and the Public Appointment Recruitment Privacy Notice.

Disability Confident & Reasonable Adjustments

The Department is an accredited user of the Disability Confident symbol, which signifies organisations which have a positive attitude towards disabled applicants. All Disability Confident Employers will offer interviews to disabled candidates who meet the minimum requirements for a job or role. If you wish to apply for consideration under this scheme, please complete the declaration in the Diversity Monitoring Form provided. It is not necessary to state the nature of your disability. Whether you choose to apply under the Disability Confident scheme or not, you can still ask us to make particular adjustments for you when attending an interview.

We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process. Please contact us to request accommodation.

Conflicts of Interest and Due Diligence

Public Appointments require the highest standards of propriety, involving impartiality, integrity and objectivity, in relation to stewardship of public funds and the oversight and management of all related activities. This means that any private, voluntary, charitable or political interest that might be material and relevant to the work of the body concerned should be declared. It is important that those appointed as members of public bodies maintain the confidence of Parliament and the public. If there are any issues in your personal or professional history that could, if you were appointed, be misconstrued, cause embarrassment, or cause public confidence in the appointment to be jeopardised, it is important that you bring them to the attention of the Assessment Panel and provide details of the issue(s) in your application. In considering whether you wish to declare any issues, you should also reflect on any public statements you have made, including through social media. The Panel may explore issues with you before they make a recommendation on the appointment. As part of our due diligence checks we will consider anything in the public domain related to your conduct or professional capacity. This will include us undertaking searches of previous public statements and social media, blogs or any other publicly available information. This information may be made available to the Panel and they may wish to explore issues with you, should you be invited to interview.

The Seven Principles of Public Life

In 1995 the Committee on Standards in Public Life defined seven principles for public life. All candidates for are expected to demonstrate a commitment to, and an understanding of, the value and importance of the principles of public service which are:

1. Selflessness
2. Integrity
3. Objectivity
4. Accountability
5. Openness
6. Honesty
7. Leadership

Further information on the principles of public life can be found here.