TRN 1119/12/2015 - Delivery of an executive search and recruitment service for the appointment of members to the Committee on Radioactive Waste Management (CoRWM).

Descriptions

The Department of Energy and Climate Change wishes to appoint a supplier to provide an executive search and recruitment service to support the work of its Geological Disposal Facility team in managing the appointment of eleven members to the Committee on Radioactive Waste Management (CoRWM), by mid-May 2016. CoRWM is an advisory Non Departmental Public Body that consists of a Chair and eleven members. Jointly sponsored by DECC and the Devolved Administrations it provides independent advice based on informed scrutiny of the available evidence to UK Government and Devolved Administration Ministers on the long term management of radioactive waste, including storage and disposal. Appointments to the Committee must comply with the Commissioner for Public Appointments’ Code of Practice. DECC is seeking to appoint eleven high quality members to the Committee, drawn from a diverse pool of candidates. Diversity is important. The Commissioner for Public Appointments is keen to see more black and minority ethnic candidates and appointments alongside the good progress that has been made on gender diversity. We are looking for members who can demonstrate practical knowledge and operational experience in a number of diverse and highly specialised areas ranging from skills such as geology, geochemistry, radiation protection, underground engineering to land use planning and socioeconomic assessments. It is envisaged that the chosen supplier will support DECC by undertaking a number of tasks in the appointment process including: •working with DECC to identify organisations with an interest in the work of CoRWM and others who may be a source of suitable candidates; •using a variety of resources to identify potential candidates and promote the appointments to ensure diverse pools of candidates with the professional backgrounds required; •advising on advertising the appointments, including the use of specialist publications, and drafting adverts; •contacting targeted individuals and organisations to make them aware of advertised appointments and providing confidential briefing on the appointments, if required; •preparing a ‘long-list’ of applicants with pre-sift summaries and assessments; •attending the sift panel’s short-listing meetings to answer questions and to provide feedback to candidates not taken forward; •informing unsuccessful candidates; •scheduling interviews; •obtaining references for all candidates invited to interview; •providing DECC with diversity statistics for applicants, taken from monitoring forms submitted with applications; and •Providing DECC with summary details of all applicants called for interview and those candidates who were deemed to be ‘near misses’; •retaining documentation relating to the exercises for two years after the appointments are made or return to DECC, as required.