Clinical Advisory Panel Member

Job summary

About the appointment

Introduction

The Infected Blood Compensation Authority (IBCA) was set up to be an independent, arm’s-length body in order to deliver the Infected Blood Compensation Scheme. The Clinical Panel will report to the Board of IBCA, providing and sourcing advice on the clinical policy of the Authority and the interpretation of the regulations.

We are recruiting seven core, standing members of the Panel that will support the Board in this work. We are seeking members with backgrounds in a mix of hepatitis, liver disease, HIV, Transfusion, Haemophilia, Psychosocial Aspects and Palliative Care. These are not Public Appointments; they are made by the Chair of the IBCA Board.

Introduction from the Clinical Panel Chair, Sir Robert Francis, interim Chair, IBCA.

As interim Chair, I would like to thank you for your interest in this appointment. At IBCA, we recognise that delivering fair and accurate compensation requires clinical expertise to underpin policies and processes. The creation of the Clinical Panel is an essential step in ensuring that the policies we implement and the decisions that stem from them are informed by expert and independent advice. Through this expert input, we aim to deliver a compensation claim service that is informed and consistent. By joining our panel, you will be making a significant contribution to putting right the wrong done to the unfortunate victims of this scandal.

Job description

Time commitment

Est. up to 15 day(s) per annum.

Appointment description

We are looking to make seven appointments. The overall role and responsibilities of a member are to:

• Engage fully in collective consideration of topics raised for investigation, taking account of the full range of the evidence, including any guidance issued by professional bodies.
• Understand that the work of IBCA is trauma-informed, and must be effective while building trust with the victims of the Infected Blood Scandal.
• Ensure an interpretation of the Regulations which is clear and in accordance with best clinical practice as is possible to allow for the effective and just administration of the Compensation Scheme.

The successful candidates must abide by the Seven Principles of Public Life (Annex A) and the Code of Conduct for Board Members.

Applicants should consult with an insurance broker specialising in healthcare and professional liability to ensure their insurance liability coverage is adequate and appropriate for an advisory role on the IBCA Clinical Advisory Panel, which involves providing independent advice on individual cases and clinical policy matters in the context of the Infected Blood Compensation Scheme Regulations 2025.

Organisation description

The Infected Blood Compensation Authority will task the Clinical Panel with specific questions and commissions. The panel members will be asked to attend the IBCA Board at least once a year, in addition to providing regular advice as needed. IBCA Officials will provide Secretariat support.

The Clinical Panel will investigate the issues on which advice is requested, reach conclusions, and make recommendations based on evidence. This evidence will comprise the best clinical practice. The correct interpretation of the Regulations, and be informed by the range of reasonable professional opinion.

The Clinical Panel will meet as required and at least four times a year. Its advice, in the form of reports, and IBCA’s decisions in relation to them, will be published (without allowing for any individual cases to be identifiable) on the IBCA website for full transparency.

Clinical Panel composition

The clinical panel will be chaired by Sir Robert Francis, interim Chair of IBCA, or another Non-Executive Director nominated by him. The core membership of the panel will consist of the seven members. The panel’s size and composition may, with the Board’s agreement, be adjusted to reflect planned volumes of work, changes in complexity, and any particular specialist expertise required. The panel may also draw on external expert advice and guidelines where required.

Regulation of appointment

Appointments to the Clinical Panel will be made by Sir Robert Francis, IBCA’s interim Chair, with advice from an independent appointment panel member, an IBCA Non-Executive Director, a Community Member, and the Executive Director overseeing the Clinical Advisory Panel.

Person specification

Essential criteria

The successful candidates:

• must be suitably qualified and experienced in their particular field. For example, medical candidates must be a medically qualified senior consultant of at least five years standing in their specialty.
• Candidates must be able to demonstrate independence from the Cabinet Office and the Department for Health and Social Care to ensure impartiality. As a general principle, a minimum period of two years should have elapsed since any sole employment, consultancy, or other substantial professional engagement with either department before an application can be considered, although individual circumstances may be assessed on a case-by-case basis.
• Demonstrate an ability to apply intellectual rigour and impartiality to the cross-speciality medical and regulatory aspects of the Infected Blood Compensation scheme and related matters.
• Demonstrate a track record of working collaboratively on a high-level committee, at board level or equivalent, and be willing to work flexibly and engage constructively with the other members of the panel and relevant stakeholders.
• Demonstrate an understanding of trauma-informed practice and the values by which the IBCA operates.

Things you need to know

Artificial intelligence

Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.

Selection process details

How to apply

In order to apply, you will need to provide:

1. A Curriculum Vitae (CV) which provides your contact details, details of your education and qualifications, employment history, directorships, membership of professional bodies, details of any relevant publications or awards, and the names and contact details of two professional referees;
2. A supporting statement of 1000 words setting out how you meet the criteria for appointment, as set out in the person specification for the role;
3. Information relating to any outside interests or reputational issues;
4. Diversity monitoring information. This allows us to see if there are any unfair barriers to becoming a public appointee and whether there are any changes that we could make to encourage a more diverse field 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 used as part of the selection process and will not be seen by the interview panel.
5. Disability Confident - please state if you want to be considered for the disability confident scheme.
6. Reasonable adjustments - requests for reasonable adjustments that you would like to the application process (if applicable);

Please complete the following online form to submit all information detailed above:

https://docs.google.com/forms/d/1cvTC6kQgjH5ElD65rb-hTYCas6PQESCXveKIeVzA0ow/viewform?edit_requested=true

The IBCA 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

This appointment will be made on merit following a fair and open competition process in line with the principles of standards in public life. 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

An Advisory Assessment Panel (“Panel”) will be appointed by the interim Chair of the IBCA Board to assist him in his decision-making.

1. At the shortlisting meeting, the Panel will assess applications against the essential and eligibility criteria and decide which candidates have best met the criteria and so should be recommended for interview. If you have applied under the Disability Confident Scheme and you meet all the essential criteria, then you will be invited for an interview.
2. Once the shortlist has been agreed, you will be advised (by e-mail) whether you have been shortlisted. Those shortlisted will be invited to an interview. 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 ask you about your skills and experience, including 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 an appointment decision.
3. 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 ourguidance pageson gov.uk.

Eligibility

You should have the right to work in the UK to be eligible to apply for this panel.

IBCA expects everyone to work to the highest personal and professional standards.

You cannot be considered for 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.
• Your profession is regulated by a professional body and you are not registered with it or are barred temporarily or permanently from practice.

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 are subject to any disciplinary investigation by a professional regulatory body

You must inform IBCA 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 theCode of Conduct of Board Members (see Outside interests and reputational issues section below)

If you need further advice, please contact panels@comms.ibca.org.uk.

Security Clearance

The successful candidate will be required to undertake Baseline Personnel Security Standard checks in line with the Civil Service guidelines. Additional Security Clearance may also be required for certain roles. However, where this applies, candidates will be notified during the appointment process. Further information on National Security Vetting can be found on the Gov.uk website here.

Equality & 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 Infected Blood Compensation Authority. 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 be 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.

Seven 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.

1. 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.

1. Objectivity

Holders of public office must act and take decisions impartially, fairly and on merit, using the best evidence and without discrimination or bias.

1. 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.

1. 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.

1. Honesty

Holders of public office should be truthful.

1. 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.

The IBCA is set up to treat all people making claims in a way that is informed by the trauma that they may have suffered.

Management of outside interests

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.. 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 an employee of IBCA. 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 the Chair of IBCA. 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

Remuneration for this role is treated as employment income and will be subject to tax and National Insurance contributions, both of which will be deducted at source under PAYE before you are paid.

You can claim reimbursement for reasonable travel and subsistence costs which are properly and necessarily incurred on official business, in line with the travel and subsistence policy and rates for the organisation to which you are applying. However, these payments are taxable as earnings and will be subject to tax and national insurance, both of which will be deducted at source under PAYE before you are paid.

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

We aim to process all applications as quickly as possible and to treat all applicants with courtesy.

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a criminal record check.People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

Working for the Civil Service

Please note this Post is NOT regulated by the Civil Service Commission.The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see theCivil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).

Apply and further information

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

• Name : IBCA Recruitment
• Email : panels@comms.ibca.org.uk

Recruitment team

• Email : panels@comms.ibca.org.uk