RECRUITMENT PACK

HCA Board Members x 2

Summary

Time commitment: 2 days per month Duration: up to 3 years Location: London (a small number of meetings may be held outside London) Remuneration: £12,000 per annumClosing date: Friday 2nd October

The HCA’s Role

The Homes and Communities Agency (HCA) is the Government’s agency tasked with supporting and enabling places to deliver their housing needs and growth ambitions and the statutory regulator of the social housing sector in England.

The HCA is a Non-Departmental Public Body (NDPB) sponsored by DCLG. Since its creation, the HCA has undergone significant change in both its functions and form and has moved towards a significantly more commercial role.

The 2015 - 2020 Affordable Homes Programme will continue to offer grant to registered providers for development of affordable housing. However, the advent of new financial transactions programmes, especially Help to Buy and Build to Rent, means that the HCA is now responsible for the delivery and risk management of a major recoverable investments and guarantees portfolio which will grow to circa £24bn.

The role of the HCA as both delivery partner and regulator will continue to adapt to the rapidly evolving environment with housing a key priority for the new Government. An upcoming Triennial Review will carry out a root and branch review of the function and form of the Agency.

The core priorities of the HCA are:

- increasing the supply of affordable homes- stimulating private investment in housing- bringing surplus public land to the market- supporting local economic growth

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- maintaining investor confidence in the social housing sector through ef-fective regulation

Organisation

The Board meets 10 times a year, holding the executive team to account and providing strategic advice. There is also a separate Programme and Finance Committee together with a Project Committee (looking at individual deals), both meeting 11 times a year and an Audit & Risk Committee, meeting 5 times a year. Governance may change over time to support the new investment and land roles.

What the HCA Board does

The responsibilities of the Board include:-

Establishing the overall strategic direction of the HCA to deliver the over-all aims, objectives and the priorities approved by the Secretary of State in the Corporate Plan within the policy and resources framework agreed with DCLG.

Holding the HCA’s management to account for the effective use of public funds, value for money and achieving Ministers’ priority objectives and targets.

Setting strategy and risk management policy for the investment portfolio in line with the Department’s risk appetite, receiving regular reports on the performance of the portfolio and exercising a challenge function of the investment unit.

Overseeing the delivery of the Agency’s public land role, plus pro-grammes and projects to deliver housing.

Enabling the Regulation Committee to discharge its regulation functions effectively, in accordance with the regulatory framework.

Ensuring that the HCA’s affairs are conducted with probity and that high standards of corporate governance are observed at all times.

The HCA is a national agency with a current total headcount of around 950 operating out of London headquarters and 5 regional operating areas.

Job Description

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Board Members have corporate responsibility for ensuring that the HCA fulfils the overall aims and objectives set out in the legislation and the priorities determined by the Secretary of State. Board Members will also have responsibility for ensuring that the HCA complies with any statutory or administrative requirements for the use of public funds and assets.

The role

Responsibilities of Board Members include:

Establishing the overall strategic direction of the HCA within the policy and resources framework agreed with DCLG, through devel-opment of the Corporate Plan and the HCA’s contribution to driving economic growth;

Holding HCA’s management to account for the effective use of public funds and driving value for money;

Receiving and reviewing regular financial data and other perform-ance information concerning the management of the HCA;

Setting strategy and risk management for the investment portfolio, receiving regular reports on the performance of the portfolio, and ex-ercising a challenge function of the investment unit;

Overseeing the delivery of the Homes and Communities Agency’s emerging public land role, plus programmes and projects for housing and regeneration;

Approving individual projects within delegated authorities;

Enabling the Regulation Committee to discharge its regulation func-tions effectively and efficiently, in accordance with the regulatory framework;

Working with HCA’s management to ensure the enhancement of the reputation of the Agency;

Advising on the effective management of stakeholders;

Ensuring that the HCA’s affairs are conducted with probity, and that high standards of corporate governance are observed at all times;

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Ensuring that the Board operates within the limits of its statutory au-thority and in accordance with the authority delegated from its spon-soring Department and with guidance issued by it;

Complying at all times with the rules relating to the use of public funds and to conflicts of interest;

Acting as a champion for the work and role of HCA at public events and meetings; and

Acting in accordance with the seven principles of public life, full de-tails of which are provided in Appendix 1.

Person Specification

The successful candidate can come from any sector though candidates are expected to be well informed about the HCA and the evolving external environment, market sectors and geographies in which it operates. A proven track record of dealing with Government would be highly beneficial. Due to the increasingly commercial environment in which the HCA operates the candidate should be able to demonstrate a high level of commercial and financial acumen.

Essential Criteria

Evidence of strong business acumen;

Substantial commercial background, ideally including experience of property and land;

An understanding of the decision-making processes within public sector organisations

Strong understanding of governance and risk;

Strong analytical skills evidenced in regulation, finance or economic de-velopment.

Desirable Criteria

Track record of ensuring effective governance for high profile organisa-tions, and management of organisations, particularly during a process of change;

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An ability to work on an audit committee.

A good understanding of current housing market issues, including the delivery of both private rented and affordable housing;

Remuneration

This post will attract a remuneration commensurate with similar, senior roles across the public sector, but also consistent with the Government’s commitment to ensuring public sector pay is reasonable and affordable.

For this role, the remuneration is set at £12,000 per annum for a time commitment of 2 days per month.

Period of Appointment

The appointment will be for up to three years.

Location

The position is based in London with board meetings normally being held in London with the likelihood of a small number of meetings being held outside London.

Conflicts of Interest

As with any public appointment, it is important that the highest possible levels of probity and integrity are maintained. To that end, we ask that you give de-tails of any business or other interests or any personal connections which, if you are appointed, could be misconstrued or cause embarrassment to the Corporation or DCLG. These could include financial interests or share owner-ship, active connections within a field of expertise in which the Corporation will work, membership of societies, activities, associations or employment of a partner or friend in the particular field in which the Corporation will operate.

Any statements you make will be treated confidentially and we will contact you to discuss any potential conflicts that might arise ahead of the sift process to explain what might be required if you are successful and check that you still wish your application to be considered.

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Please note that you cannot be a Board member of a Registered Provider Chair of the HCA Board. If you are currently a Registered Provider Board member you would need to resign that position before taking this position.

The successful candidate would need to uphold and adhere to the Seven Principles of Public Life (see Appendix 1).

Eligibility

To be eligible for employment you will need to be either a UK national or a na-tional of another European Economic Area Member State, or a Common-wealth citizen and have the right to work in the UK. Swiss nationals are also eligible. In addition, if you have dual nationality you will be eligible as long as one of the nationalities meets the requirements.

Security clearance

Before the appointment of the successful candidate can be confirmed, you will be subject to a Basic Disclosure Scotland check and Counter Terrorist Check.

Selection Process

This process is being managed by the Department for Communities and Local Government. Any queries regarding the process should be directed to Gayle Springett at HCAAppointments@communities.gsi.gov.uk or 0303 444 4129.

The panel will be

1. Chair – Peter Schofield - Director General Neighbourhoods, Depart-ment for Communities and Local Government

2. Emma Lindsell/Isobel Stephen - Director for Housing, Department for Communities and Local Government

3. Independent Panel Member – John Hirst

All appointments are made following an open competition conducted in ac-cordance with The Code of Practice published by the Commissioner for Public Appointments.

The Commissioner regulates and monitors appointments to public bodies to ensure procedures are fair, open and transparent and based on merit. More information about the role of the Commissioner and his Code of Practice is available from - http://publicappointmentscommissioner.independent.gov.uk

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For further information, see Appendix 2.

How to apply

All candidates are required to complete and submit the following:

A copy of your CV (no more than 3 pages)

Covering letter explaining how you meet both the essential and desir-able criteria for the role (no more than 3 pages)

Political Activity Questionnaire (Appendix 4 of this document)

Other Relevant Information Declaration Form (Appendix 5 of this docu-ment)

Diversity Monitoring Questionnaire (Appendix 6 of this document)

Guaranteed interview scheme form (Appendix 7 of this document)

Your completed application should be returned by noon on Friday 2nd Octo-ber preferably by email to HCAAppointments@communities.gsi.gov.ukor alternatively in hard copy to:

Gayle SpringettHCA Sponsorship Team Department3rd Floor, Fry Building 2 Marsham StreetSW1P 4DF

Political Activity Questionnaire – Appendix 4

The Political Activity questionnaire is for monitoring purposes only, and will not form any part of the selection process.

Other Relevant Information Declaration Form – Appendix 5

Any appointee to a Public Body could find that matters or incidents which pre-viously attracted no attention could become matters of public interest once the person concerned holds a public appointment.

Diversity Monitoring – Appendix 6

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The Department for Communities and Local Government is committed to providing equal opportunities for all and welcomes applications from candid-ates irrespective of race, age, disability, gender, marital status, religion, sexual orientation, transgender or working patterns.

Please complete the Diversity monitoring form and return it with your applica-tion. Please note the form will not be treated as part of your application. The data will be treated in the strictest confidence, and will be used for monitoring and statistical purposes only.

Guaranteed Interview Scheme – Appendix 7

DCLG uses the guaranteed interview scheme to help widen employment op-portunities for disabled people.  Applicants with disabilities who meet the criteria, as stated in the person specification and submit a completed 'Guaran-teed Interview Scheme' form will be guaranteed an interview.

Information on how we will handle your personal information is contained in Appendix 3.

Applications can be accepted in alternative formats. This candidate brief can be made available in different formats. For further information please contact Gayle Springett on 0303 444 4129 or HCAAppointments@communities.gsi.-gov.uk

If at any time during the appointments procedure you have reason to question how your application was handled you should first address your concerns to the administration team HCAAppointments@communities.gsi.gov.uk

If after investigation by the Department, you remain dissatisfied, you may take your complaint to the Commissioner for Public Appointments. Details on how to make a complaint can be found on the Commissioner’s website at: http://publicappointmentscommissioner.independent.gov.uk/what-we-do/com-plaints-and-investigations Complaints should be lodged within 12 months of the appointment being made.

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APPENDIX 1

The Seven Principles of Public Life

Selflessness

Holders of public office should act solely in terms of the public interest. They should not do so in order to gain financial or other benefits for themselves, their family or their friends.

Integrity

Holders of public office should not place themselves under any financial or other obligation to outside individuals or organisations that might seek to influ-ence them in the performance of their official duties.

Objectivity

In carrying out public business, including making public appointments, award-ing contracts, or recommending individuals for rewards and benefits, holders of public office should make choices on merit.

Accountability

Holders of public office are accountable for their decisions and actions to the public and must submit themselves to whatever scrutiny is appropriate to their office.

Openness

Holders of public office should be as open as possible about all the decisions and actions that they take. They should give reasons for their decisions and restrict information only when the wider public interest clearly demands.

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Honesty

Holders of public office have a duty to declare any private interests relating to their public duties and to take steps to resolve any conflicts arising in a way that protects the public interest.

Leadership

Holders of public office should promote and support these principles by lead-ership and example.

APPENDIX 2

The Selection and Recruitment Process

The Appointments Team will deal with your application as quickly as possible and will advise you of the likely timetable at each stage. After the closing date for applications:

the panel will assess candidates’ CVs and supporting letters to determine who it believes best meet the criteria for the role, and who will be invited to interview. The panel will rely only on the information you provide in your CV and letter to assess whether you have the skills and experience required. Please ensure that you provide evidence to support how you meet all of the essential criteria

Reasonable travel expenses will be reimbursed to candidates who attend for interview. Applications for reimbursement should be made to gayle.s-pringett@communities.gsi.gov.uk

the panel will select for interview only the strongest applicants who they feel have demonstrated that they best meet the criteria set out in the per-son specification in an open, fair and transparent assessment process. We will offer feedback at the completion of the process.

if you are invited to interview and if you are unable to attend on the set date then an alternative date can only be offered at the discretion of the panel. However, due to the high profile nature of these appointments and the quick turn-around, it is unlikely that an alternative date will be offered.

the Appointments Team will write to let you know whether or not you have been invited to be interviewed. Interviews will take place at The Department

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for Communities and Local Government, 2 Marsham Street, London, SW1P 4DF.

if invited to interview, the panel will question you about your skills and ex-perience, asking specific questions to assess whether you meet the criteria set out for the post

due to the tight timescales, if you are shortlisted, we will need to contact your referees before your interview. Please ensure that your referees are available to provide either a telephone or written reference on the week commencing 26th October 2015, and that their contact details are included in your application.

Candidates who the panel believe are ‘appointable’, will be recommended to the Secretary of State. The Secretary of State may choose to meet with appointable candidates before making a decision. If he does, he will meet all candidates and in the presence of the panel Chair or their nominated representative. The time taken between interview and a final appointment decision being made can sometimes take a number of weeks. Candidates who have been interviewed will be kept informed of progress.

If you are unsuccessful at interview you will be notified by the Appointments Team by letter. We appreciate that feedback is a valuable part of the pro-cess. The letter will provide the details of who you may approach for feed-back on your interview and application, if you so wish.

for further information on how we will manage the personal information that you have provided to us through your application, see Appendix 3

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APPENDIX 3

How we will manage your personal information

Your personal information will be held in accordance with the Data Protection Act 1998. You will not receive unsolicited paper or electronic mail as a result of sending DCLG any personal information. No personal information will be passed on to third parties for commercial purposes.

When we ask you for personal information, we promise we will:

only ask for what we need, and not collect too much or irrelevant informa-tion

ensure you know why we need it

protect it and insofar as is possible, make sure nobody has access to it who shouldn't

ensure you know what choice you have about giving us information

make sure we don't keep it longer than necessary

only use your information for the purposes you have authorised

We ask that you:

provide us with accurate information

inform us as soon as possible of any changes or if you notice mistakes in the information we hold about you

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If you apply for a post, we will share some of the information you provide with the members of the selection panel for the post to which you are applying, so that your CV and supporting letter can be assessed.

The diversity monitoring information you provide will not be used in the selec-tion process and will therefore not be shared with the selection panel assess-ing your application at any stage. However, the Commissioner for Public Ap-pointments requires that selection panels review the political activity response at the interview stage. This in no way acts as a bar to appointment. Further in-formation on this is provided in the attached Monitoring form.

The Commissioner for Public Appointments regulates and monitors appoint-ments to public bodies to ensure procedures are fair. The Department for Communities and Local Government is required by the Commissioner for

Public Appointments to retain information about the people who apply for pub-lic appointments within his remit, and make this information available to him for audit purposes, if requested to do so. Information you provide in your ap-plication may therefore be made available to the Commissioner for Public Ap-pointments and the Commissioner’s auditors on a confidential basis in order to help fulfil either the Commissioner’s formal complaints investigation role or for audit purposes.

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APPENDIX 4

POLITICAL ACTIVITY QUESTIONNAIRE

All applicants for a public appointment should complete the questions below.

This questionnaire enables the monitoring of political activity of candidates for

a public appointment in so far as it is already in the public domain. Neither

activity nor affiliation is a criterion for appointment (except where statute dic-

tates specific representation).

If you are successful, the information provided will be published with the an-

nouncement of your appointment.

Please indicate which of the following activities you have undertaken during

the past five years by ticking the appropriate box and by providing details of

your involvement. Name the political party or body for which you have been

active. If you have been or are an Independent or have sought or obtained of-

fice as a representative of a particular interest group, you should state this.

You should tick all relevant categories.

a. Obtained office as a Local Councillor, District Councillor, MP,

MEP, MLA etc.

Stood as a candidate for one of the above offices

Spoken on behalf of a party or candidate

b. Acted as a political agent

Held office such as Chair, Treasurer or Secretary of a local

branch of a party

Canvassed on behalf of a party or helped at elections

Undertaken any other political activity which you consider rel-

evant

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c. Made a recordable donation to a political party1

d. None of the above activities

Name of Party for which activity undertaken:

Details of involvement:

NAME ………………………………….SIGNATURE…………………………..

DATE …………………………………..

Note: This form is for monitoring purposes only and therefore will be de-

tached from your application and will not be seen by any selection panels.

However, it is appreciated that such activities may have given you relevant

skills, including experience gained from committee work, collective decision

making, resolving conflict and public speaking. If, therefore, you have had

such experience and you consider it relevant to your application for this post,

you should include it separately in the main body of your application form.

You should not, however, identify the relevant political party in the application

form.

1 The Political Parties, Elections and Referendums Act 2000 requires the Electoral Commis-sion to publish a register of recordable donations (donations from any individual totalling more than £5,000 in any calendar year, or more than £1,000 if made to a subsidiary accounting unit such as a constituency association, local branch, women’s or youth organisation). These pro-visions became effective from 16 February 2001.

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APPENDIX 5

OTHER RELEVANT INFORMATION – DECLARATION

Any appointee to a Public Body could find that matters or incidents which previously attracted no attention could become matters of public interest once the person concerned holds a pub-lic appointment.Please provide details on a separate sheet, if you answer “yes” to any of the following ques-tions.

Have you:

Yes No

(1) ever been convicted of any offence (other than minor motoring offences) which are not spent in accordance with the Rehabilita-tion of Offenders Act 1974;

(2) got any charges outstanding;

(3) become bankrupt over the past 10 years;

(4) been dismissed from any office or employment over the past 10 years;

(5) ever been disqualified from either acting as a Company Director or in the management of a Company;

(6) ever been a Director, Partner or Manager of a Company which has gone into liquidation, receivership or administration;

(7) any other information which you would consider relevant to an assessment of your suitability as a public appointee; for example business interests or personal relationships, which may lead to an allegation of conflict of interest.

Please note: a YES answer to any of the questions (1) to (7) above will not neces-sarily disqualify a candidate for public appointment. Each case will be treated on its merits. However, failure to disclose relevant information may result in an appointment be-ing summarily terminated.

Name: ………………………………………………………………….

Signed: …………………………………………………………………

Date: …………………

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APPENDIX 6

Diversity Monitoring Form

Equality and Diversity in Communities and Local Government

CLG is committed to valuing diversity and equality of opportunity for our work-force. To create a working environment in which these objectives are fully met, it is essential that we monitor our recruitment and selection procedures. Therefore, we would like you to complete the attached questionnaire.

Purpose and BenefitsWe need to find out whether our policy is working in practice and ensure there is no discrimination in the way that we appoint and promote staff. The purpose of monitoring is to identify trends that indicate problems, so that we can rem-edy them. In so doing, the Department can adapt and amend procedures to provide a fairer and more effective posting system for all staff.

What happens to the information I supply? Any information provided is treated in strict confidence and will not affect

your application in any way. The data will be used to produce statistical reports. These comprise a

series of anonymous figures, by which we can monitor the applicant num-bers and performance within different groups.

Only those monitoring job advertising and staff movement will have access to the data. The information collated will be used entirely anonymously, but names are included on forms to enable cross-checking between the forms and the paperwork to be undertaken by the Recruitment Team.

Staff involved in sifting and interviewing for the post will not see your questionnaire.

The information collated will not lead to a quota system nor be used against any particular group.

Helping us to help youYour co-operation is central to building a workplace in which we all thrive; please help us to improve equal opportunities. We strongly encourage all ap-plicants to complete and return the attached questionnaire to: Gayle Springett at HCAAppointments@communities.gsi.gov.uk with your application.

This survey has the full support of the Commission for Equalities and Human Rights and is being carried out in conjunction with the Council of Civil Service Unions. All of the descriptions used on this questionnaire are either taken from the 2001 census form or from good practice guidance from such groups as Stonewall and the Council of Civil Service Unions.We thank you in advance for your co-operation.

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Name of Applicant:Post Applied For:It is important that you provide your name on this form so that we are able to analyse diversity details in respect of those who apply, are invited for inter-view, and are subsequently offered the posts. This information will not be shared with anyone involved in the sifting or interview process, and is purely for monitoring purposes.

1. Age

Date of Birth Age

Which groups do you most identify with? Please tick only ONE box in each of the sections below.

2. Gender

Female Male Do not wish to disclose

3. Disability

The Disability Discrimination Act defines a person as disabled if ''they have a physical or mental impairment, which has a substantial and long term (has lasted, or is expected to last, for at least 12 months) adverse effect on their ability to carry out normal day to day activities''.

Taking this into account, do you consider yourself to be a disabled person?No Yes Do not wish to disclose

If answering Yes, please state the nature of your disability:

4. Ethnic Origin

Asian or British Asian Black or Black BritishBangladeshi Black AfricanIndian Black CaribbeanPakistani Black Other*Asian Other *

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Mixed WhiteWhite and Asian BritishWhite and Black African IrishWhite and Black Caribbean Irish TravellerMixed Other* White Other*Chinese Other Ethnic GroupChinese Gypsy

Other Ethnic Group**Any Other: Please Specify below Do not wish to disclose

5. Sexual Orientation

Bisexual Gay manHeterosexual LesbianDo not wish to disclose

6. Religion and Belief

Buddhist SikhChristian (all denominations) HinduJewish Other:*Muslim No Religion:*Any other, please specify below Do not wish to disclose

7. Flexible working

What is your preferred working pattern (please tick all that apply)?Full time Part timeCompressed hoursAnnualised hoursJob share/job split

Thank you for completing this form. The information it contains will be treated in the strictest confidence.

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APPENDIX 7

PEOPLE WITH DISABILITIES:

GUARANTEED INTERVIEW REQUEST FORM

OUR POLICY

We are committed to actively encouraging applications from people with disabilities. Applicants with a disability are guaranteed an interview if they meet the minimum cri-teria for a job vacancy. The job description gives you the minimum criteria.

Declaring a disability for the purposes of a guaranteed interview is your decision and is entirely voluntary.

Definition of a disabilityThe Equality Act 2010 (EA) generally defines a disabled person as:

someone who has a mental or physical impairment that has a substantial and long-term adverse effect on the person’s ability to carry out normal day-to-day activities.

We aim to select staff on suitability for the job and welcome your application if your disability does not stop you from doing the job in accordance with our responsibilities as an employer in accordance with the EA 2010.

Please tick, if appropriate:

I consider that I have a disability under the terms of the Equality Act 2010 and wish to apply for a guaranteed interview, providing I meet the minimum criteria for the job vacancy.

Whether you choose to apply under the Guaranteed Interview Scheme or not you can still ask us to make particular arrangements for you when attending an interview. You can also contact us if you want to discuss the criteria for the job or have ques-tions regarding your application.

Name:      

Address:      

Date:      

If you believe this applies to you, please state the type of disability you have:

…………………………………………………………………………………………

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We will try to provide access, equipment or other practical support to ensure that people with disabilities can compete on equal terms with non-disabled people. If any of the options below would be of some help to you, please tell us by circling the ap-propriate options. Also let us know if there are other items you think you may need to complete the forms, and participate in an interview/selection tests.

Induction loop Sign language interpreter (type) Keyboard or other facility for written test Speech facilitator Car parking arrangements and any added assistance Wheelchair access Accessible toilet facilities Any other assistance

Applicants with disabilities who have any queries about specific needs should contact the Appointments Team at HCAAppointments@communities.gsi.gov.uk

If you have equipment of your own or an interpreter of your choice available for the interview, please provide details. Any false declaration of disability to obtain an interview may invalidate the contract of employment/posting.

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