Inland Waterways Amenity Advisory Council (IWAAC)

AGRICULTURAL WAGES BOARD

Appointment of 2 Independent Members

Information pack for applicants

The closing date for the receipt of applications for this role is:

Noon, Monday 19 January 2009

Contents:

The Agricultural Wages Board

Introduction What is the Agricultural Wages Board (AWB)? Further information

Being an Independent Member of AWB

Description of role Qualities and experience required Terms and conditions of appointment

Applying for the roles

The Commissioner for Public Appointments How to respond Selection Process How we will handle your application Equal opportunities Dealing with your concerns

Annex A & B

Current Membership and the Seven Principles of Public Life

The Application pack will contain the following documents:  Application Form  Guidance Notes  Diversity Monitoring Form  Political Activity Form  PAU Benefits Leaflet  OCPA Complaints Leaflet  AWB History Sheet  AWB Code of Practice on Access to Information  AWB Code of Best Practice

2 The Agricultural Wages Board

Introduction

The Department for Environment, Food and Rural Affairs is seeking to appoint two Independent Members to the Agricultural Wages Board.

What is the Agricultural Wages Board (AWB)?

The Agricultural Wages Board (AWB) is an independent body with a statutory obligation to fix minimum wages for workers employed in agriculture in England and Wales. The Board also has discretionary powers to decide other terms and conditions of employment e.g. holidays and sick pay. It produces a legally binding Order which is enforced by the Department for Environment, Food and Rural Affairs.

The Board is composed of:

 eight members representing employers (nominated by the National Farmers' Union);

 eight members representing workers (nominated by Unite the Union);

 five independent members (including the Chairman) appointed jointly by the Secretary of State for Environment, Food and Rural Affairs and the Welsh Assembly Government.

The AWB undertakes negotiations to consider the Workers' claim and a formal response from the Employers' Side. A lot of hard bargaining takes place until a package of proposals has been put together and formally adopted by majority vote. The proposals are advertised and comments are invited. If the Board is satisfied that no fundamental changes are needed to its proposals, it confirms the Order.

The Board is constrained in its decisions by general employment law and in recent years it has been required to make a number of changes to the Wages Order to take account of new employment law. These and other complex issues are usually discussed at Working Parties before being returned to the Board for further consideration and a decision.

Further information

For further information about the AWB you may wish to visit http://www.defra.gov.uk/farm/working/agwages/awb/index.htm.

3 Being an Independent Member of AWB

Description of role

Independent members must be able to stand back and take a detached view of the matters under discussion. Therefore they must have no direct agricultural interest or connection with employers of agricultural labour or agricultural workers, nor may they belong to the organisations that nominate the representative members, i.e. the National Farmers’ Union or the Transport and General Workers’ Union.

Independent members play an important part at Board meetings. There are no specific qualifications but an independent member must be able:

 to weigh up the arguments advanced by members of the two Sides;

 consider any proposals from a detached, neutral point of view;

 balance the interests of workers and those of employers;

 consider the implications of any course of action;

 use any personal or professional skills or knowledge to the benefit of the Board (e.g. by participating in discussion at meetings).

It is most important that an independent member should be seen to be acting fairly at all times.

Qualities and experience required

Essential – candidates must demonstrate the following competences through the application and at interview (if selected to attend)

1. an appreciation of agricultural and related issues;

2. good interpersonal skills and high level experience of working on a company board or as a Committee member;

3. tribunal, arbitration or negotiation experience

4. an understanding of economic issues

5. knowledge of the statutory functions and duties of the AWB.

Desirable

1. Knowledge of UK/EU employment and social legislation

4 Terms and conditions of appointment

Period of appointment

Appointments are normally for three years. The length of these terms will be determined by any statutory constraints or be a matter for decision by Ministers. In total, though, they can not exceed ten years.

Re-appointments may be made subject to satisfactory performance assessment and will be at the discretion of Ministers.

The appointee may resign at any time by notice in writing to the Secretary of State. The Secretary of State may terminate the appointment under certain conditions, which will be notified to the successful candidate on appointment.

AWB working methods and procedures

The Board normally meets on four to six days a year and, in addition, there may be four or five Working Party meetings. While every effort is made to arrange meetings well in advance, it often proves necessary to arrange them at short notice on days when the Leaders of the two Sides are available.

Independent members are expected to attend Board and Working Party meetings having read and considered all the papers sent out by the Secretariat in advance. On occasion a full day’s preparatory work may be necessary.

Working Party meetings are generally held in Defra offices in London, although occasionally they may be held outside London. The location of the Main Board meetings are more varied, e.g. the Annual Negotiations may be held either in London or at another location. The venue is usually decided by the Chairman.

On appointment, an independent member must undertake to uphold and abide by the AWB's Code of Best Practice which gives guidance on standards of conduct for Board members.

Remuneration

The member receives £171 a day for attending meetings and in addition a reading allowance of £43 is paid and travelling expenses are reimbursed.

5 Applying for the roles

The Commissioner for Public Appointments

The Commissioner for Public Appointments regulates and monitors ministerial appointments to public bodies to ensure that they are made on merit after fair and open competition. More information about the role of the Commissioner and her Code of Practice is available from http://www.publicappointmentscommissioner.org/

How to respond

All candidates are required to complete the following forms:  Application form  Diversity Monitoring Questionnaire  Political Activity Question

Please note that CVs will not be accepted as an alternative to completing the application form, but they will be considered as supporting evidence.

Your completed application forms should be returned to the following address by the closing date: Noon, Monday 19 January 2009, email to [email protected] or post to Ms Tracy Brand, Chair and Board Appointment Team, People and Performance Directorate, Area 3A, 3-8 Whitehall Place, London, SW1A 2HH.

Selection Process

Selection Panel An Independent Public Appointments Assessor will sit on the Selection Panel for each role to help ensure a process of fair, independent and open assessment. The Chair of the shortlisting/interview panel will be a senior Defra official and the other members will be the Chair of the Agricultural Wages Board and a policy official.

Shortlisting The shortlisting panel will determine which candidates best demonstrate that they have the specified qualities and experience, who will then be invited for interview. It is therefore essential for your application form to give full but concise information/evidence relevant to the appointment.

Application forms must be completed in full, using continuation sheets as necessary.

Interviewing Interviews will take place in Defra offices in London. The interview will last in the region of 45 minutes and you will be asked questions to assess whether you can

6 demonstrate that you have the qualities specified. All interviewees will be advised in writing of the outcome of the interview.

Candidates will be able to claim for reasonable expenses incurred travelling to and from interview. To request a claim form please contact Dermot McInerney on 020 7238 6523, alternatively email him at [email protected].

How we will handle your application

The advertisement or this application pack will give you details of the specific vacancies for which you can apply.

∙ We will acknowledge receipt of your application form, via email or post.

∙ Candidates will be notified by letter whether or not they have been short-listed.

∙ The proposed shortlisting date is in the week commencing 26 January 2008.

∙ References will be taken up if candidates are selected for interview.

∙ The interviews will take place during the week commencing 16 February 2008.

∙ All candidates will be notified of the progress of their application.

Equal opportunities

These appointments will be governed by the principle of public appointment based on merit with independent assessment and transparency of process.

The UK Government and devolved administrations are committed to improving the diversity of their public bodies and welcome applications irrespective of race, ethnic or national origin, sex, marital status, disability, sexual orientation, religion, religious beliefs or similar philosophical belief, age, gender re-assignment or community background.

All public appointments are based on the principle of merit.

Dealing with your concerns

For queries about your application or the recruitment process, please telephone Tracy Brand on 020 7270 8525, alternatively email [email protected].

If you would like further information about the work of JNCC Independent Members, please contact Dermot McInerney on 020 7238 6523, alternatively email him at [email protected]. .

7 Annex A

Current membership

INDEPENDENTS

Derek Evans (Chairman) Hugh Billot Joe Magee Chris Simpson Lionel Walford

EMPLOYERS’ SIDE

Bob Fiddaman (Leader) Charles Bourns Thomas Hind James Grant Derek Jarman Robert Pascal James Potter Mansel Raymond

WORKERS’ SIDE

Chris Kaufman (Leader) Matthew Belsey James Lazou Steve Leniec Teresa Mackay Ivan Monckton Kay Powell David Weeks

8 Annex B

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 influence them in the performance of their official duties.

Objectivity

In carrying out public business, including making public appointments, awarding 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.

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 leadership and example.