House of Commons
The Independent Complaints & Grievance Scheme (ICGS) is a vital part of a Parliament-wide response to allegations of bullying, harassment, and sexual misconduct in the parliamentary community. It is just one element in a package of measures introduced to ensure everyone in that community is treated with dignity and respect.
The most recent development in ICGS’ evolution is the creation of the Independent Expert Panel by the House of Commons. Approved on 23 June 2020 following an historic motion and debate on the floor of the House, it will be responsible for determining ICGS cases brought against Members of Parliament where the strongest sanctions – suspension or expulsion – may be required, or for hearing appeals on the Parliamentary Commissioner for Standards’ decisions.
The seriousness of the potential outcomes dictates that the eight individuals selected as Independent Expert Panel Members should have substantial and very senior experience in a judicial, quasi-judicial, or adjudicating capacity, or bring expertise in a relevant policy area, such as employee or industrial relations or HR disciplinary processes. The matters the Panel will consider will be complex, high-profile, and sensitive, therefore applicants must demonstrate that they can command the respect and confidence of all parties.
The House is also seeking to appoint the Panel’s Chair, and candidates who are interested in this position should be able to evidence a track record of effectiveness chairing groups, panels, or boards in a comparably complex setting.
If these fascinating and important roles are of interest, please contact our advising consultants at GatenbySanderson, Jemima Dalgliesh or Duncan Ewart, for a confidential conversation.
|Closing Date||12 noon, Friday 21 August 2020|
|Longlist Meeting||w/c Monday 7 September 2020|
|Preliminary Interviews||From w/c Monday 7 September 2020|
|Shortlist Meeting||From w/c Monday 21 September 2020|
|Final Panel||w/c Monday 5 and w/c Monday 12 October 2020|
All applicants are required to provide the following:
- A CV (maximum three sides of A4) including any unpaid or community achievements.
- A short supporting statement (maximum two sides of A4) giving evidence of the strength and depth of your ability to meet the criteria for the role. Please provide specific examples to demonstrate how you meet each of the essential experience criteria as well as showing how you meet the qualities and skills listed.
- The names and contact details for two referees. These must be people who know you well enough to comment on your suitability for the post and will be expected to have authoritative and personal knowledge of your achievements. References will be taken by telephone on all candidates selected for final interview as soon as the interview arrangements have been made. Referees should be advised accordingly. Please include the details in your CV.
As part of the online application process, you will also be asked to complete:
- A conflicts of interest form. Please give details of any business or other interests or any personal connections which, if you are appointed, could be misconstrued or cause embarrassment. Any particular conflicts of interest detailed here will not prevent you going forward to interview but may, if appropriate, be explored with you during your interview to establish how you would address the issue(s) should you be successful in your application.
- The political activity declaration. This information will only be provided to the Panel for those applicants selected for interview.
- A diversity monitoring form. This form will not be disclosed to anyone involved in assessing your application.
Guaranteed Interview Scheme
- The Administration is a committed Disability Confident employer and as such, operates a Guaranteed Interview Scheme (GIS) for candidates with a disability. 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 2010. 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 available on the GatenbySanderson website when you submit your application.