Big Lottery Fund

Recruitment of Board and Committee Members

Recruitment of Members follows the advice as published by the Office for the Commissioner for Public Appointments (OCPA) and the relevant Country organisations. The Code of Practicespecifies that appointments should be made based on merit and that care must be taken, at every stage, not to discriminate on any grounds.

Board Members

All Board Members are appointed by the Minister for the Cabinet Office and for the appointments of Northern Ireland, Scotland and Wales Chairs, the Secretary of State consults Ministers in the devolved administrations.  All posts are subject to open advertisement and recruitment in line with OCPA guidelines and procedures. The Minister for the Cabinet Office consults with the Big Lottery Fund Board Chair as necessary on the appointment of Board Members.

Country Committee Members

The Board agrees the membership numbers of the four Country Committees.  All posts are openly advertised and recruitment takes place through application, shortlisting and interview, in agreement with the Cabinet Office for England and the Ministers of the devolved administrations for Northern Ireland, Scotland and Wales.

Other Committee Members

The Board and Country Committees may delegate decision-making authority on grants to programme committees.  

Committees may also include external members appointed for their particular expertise.  

There is provision for the appointment of two external independent members to the Audit and Risk Committee.  The positions are recruited to by open advertisement and interview.

Induction of Board and Committee Members

It is the responsibility of the Board Chair to ensure that new Board Members are fully briefed in their duties. Arrangements for induction for new Country Committee Members will be arranged by the relevant Country Offices although a corporate briefing will also be included.

Appraisal of Board and Committee Members

The Board Chair undertakes an annual assessment of the performance and contribution of Board Members.  It is intended to be helpful to Board Members, not least in identifying their training needs, their interest in role development and the ways in which the working of the Board can be improved.  This appraisal process will also help the Board Chair make recommendations to the Minister in any re-appointment decisions.

Similarly, Country Committee Chairs will undertake an annual appraisal of their Committee Members and the Chair of the Audit and Risk Committee will do likewise for that Committee’s external members.

Appraisal is an essential part of both achieving organisational aims and objectives. The appraisal is designed to assist Members and setting objectives and measuring their achievement is at the heart of the system.

Appointment of Committee Chairs

Committee Chairs are appointed as follows:

1. Country Committee Chairs are Board Members appointed by the Minister for Cabinet Office;
2. Chairs of programme committees or sub-committees established by the Country Committees will normally be appointed by the Chair of the Country Committee concerned, in consultation with the other Country Committee Members and will be a Member of the Country Committee;
3. Chairs of standing committees of the Board, for example the Audit and Risk Committee and UK Funding Committee, are normally appointed by the Board Chair and will be a Board Member.  The Remuneration Committee is chaired by the Board Chair.

Retirement and Resignation of Board and Committee Members

If Board Members wish to retire/resign before the conclusion of their term of office, they should submit their request in writing to the Minister for the Cabinet Office, copied to the Chair of the Board and the Chief Executive.

If Country Committee Members wish to retire/resign at any time before the expiry of their period of office, they should submit the request in writing to the Chair of their respective Committee, copied to their Country Director.

The Fund As Employer

The aim of the Fund’s Board is to distribute in an effective, efficient and fair manner its share of the Lottery proceeds.  In achieving this aim, the Board relies on the talent and dedication of its staff.

The Board will ensure overall strategy and direction on personnel policies, Members should avoid being drawn into individual personnel problems or other matters that are properly dealt with through the line management arrangements.  In particular, Members should avoid any action that could jeopardise the position of the Board as an employer at an industrial tribunal or in relation to the internal grievance and disciplinary procedures.  Appeals against disciplinary action taken against the Chief Executive or Directors will involve the Chair and two other Board Members.

The Fund will seek to promote the welfare and development of its staff through good employment policies, training and development, effective consultation and communication and equality policies.  In accordance with good employment practice, the Board recognises appropriate trade unions for the purposes of negotiation and consultation.  The Board will ensure that the Fund complies with all relevant employment legislation.  It is also for the Board to monitor the performance of the Chief Executive.

The Fund has a Code of Best Practice for its staff, and a Staff Handbook that sets out all terms and conditions of employment.  

Policies

Individual Members are expected to be aware of the Fund’s Human Resources policies.  Further information is available on request.

Business Continuity Plan

Should unforeseen external events or internal systems failure result in serious disruption to business the Fund has a Business Continuity Plan.  Should Members be attending a Fund office where the Plan has taken effect the relevant Members will be contacted as soon as realistically possible.