Section 1 Diversity
Background
Disqualification
Section 2 Members Responsibilities
Time Commitment and Remuneration
Double Paying – Applicants from the public sector
Training
Conduct and Conflicts of Interest
Section 3 Person Specification
Selection Criteria
Short-listing Process
Section 4 How to Apply and Contact Details
Time Frame for Process
Presentation of Results to the Minister
Announcing the Appointment
Equal Opportunities Monitoring Form
Complaints Procedure
ANNEX A The Historic Monuments Council
ANNEX B The Principles of the CPANI Code
ANNEX C Integrity & Conflicts of Interest – Guide for Candidates
An e-version of the application pack is available from publicappointments@doeni.gov.uk. If you require the pack in an alternative format, please contact:
Public Appointments Team
Department of the Environment
Finance and Business Planning Division
Goodwood House
44 – 58 May Street
BELFAST BT1 4NN
Telephone: 028 90 256 023
TextRelay: 18001 028 90 256 023
E-mail: publicappointments@doeni.gov.uk

Diversity
1. The Department of the Environment (DOE) is committed to the principles of public appointments based on merit with independent assessment, openness and transparency of process.
2. The Department is also committed to equality of opportunity and welcomes application forms from all suitable applicants irrespective of religious belief, gender, race, political opinion, age, disability, marital status, sexual orientation, or whether or not they have dependants.
3. We would particularly welcome applications from women, people under 30 years of age, members of ethnic minorities and people with disabilities as these groups continue to be under-represented on the boards of public bodies.
4. All reasonable adjustments will be made to accommodate the needs of applicants/candidates with a disability.
Background
5. The Department of the Environment (DOE) wishes to invite applications for the appointment of members to the Historic Monuments Council. The Council is an
Advisory Non-Departmental Public Body currently sponsored by the Department of the Environment.
6. Decisions made in the Stormont House Agreement to restructure Executive
Departments will mean that the sponsoring Department will change from May
2016 to the new Department for Communities and any appointments to the
Council from that date will be made by the new Minister for Communities. Only those candidates judged to best meet the requirements of the post will be recommended to the Minister for appointment. Appointments will be decided once the new Department has been established in May 2016.
7. Appointments to the Historic Monuments Council will be effective from June
2016 to May 2021.
8. The Council provides independent advice to the Department on matters such as the scheduling of monuments, conservation of monuments in state care, maritime archaeology, industrial and defence heritage and Areas of Significant
Archaeological Interest.
9. The Council currently consists of a Chairman and 14 members, and the
Department are seeking to appoint up to four new members.
10. The appointment process will follow the Commissioner for Public Appointments for Northern Ireland’s (CPANI) Code of Practice. This means that it is based on

a fair, open and transparent process that involves independent scrutiny. The principles of the Code are detailed in Annex B.
Disqualification
11. Under the CPANI Code of Practice, applicants who have served two terms in the same position on a body are not eligible to apply for a third term.
12. Applicants who already work in the public sector need to be aware that they may be ineligible for consideration for this appointment if in the department’s view there is a conflict of interest or the perception of a conflict, between the appointment and their existing commitments.
Members’ Responsibilities
13. Members are asked to attend and contribute to six formal meetings a year, each meeting usually lasting half a day but occasionally up to a day. In addition to attending an induction event during the early period, Council members may be asked to represent the Council at other events. Meetings are normally held in
Belfast, but there may also be special meetings or visits to monuments and archaeological sites. Members with special interests may be invited to serve on a sub-committee, such as the Joint Committee on Industrial Heritage (JCIH), which meets about four times a year. The JCIH is ‘joint’ with the Historic
Buildings Council. The time commitment for each Member is expected to be equivalent to approximately 2 full days per month.
Time Commitment and Remuneration
14. The following provides details of the time commitment and remuneration for members appointed to the Historic Monuments Council.
Time Commitment: On average, 2 days per month.
Members will be expected to attend Council meetings, serve on sub-committees or workinggroups and attend training and other events. By
Term of Appointment:
Remuneration:
Expenses: applying for the post it is assumed that you can meet the time commitment. If shortlisted this issue will be explored at interview.
June 2016 to May 2021.
An assessment of the performance of members is carried out by the Chair of the Council during the period of appointment.
The post of member is not remunerated.
Members are not paid, but are entitled to an allowance for travelling and other out-of-pocket

expenses, including a subsistence allowance, payable in line with standard civil service rates and arrangements. Expenses incurred in relation to the care of dependants will also be reimbursed where appropriate
Council meetings are normally held in Belfast. Location:
Double Paying
– Applicants from the Public Sector
15. Applicants who already work in the public sector need to be aware that:

no one can be paid twice from the public purse for the same period of time. As a result applicants who already work in the public sector may not be entitled to claim remuneration for this position if the duties are undertaken during a period of time for which they are already paid by the public sector; and

where applicable they will be asked to confirm that they have permission from their employer to take up an appointment if one is offered.
16. In the interests of minimising the potential for double paying to occur, the department reserves the right to contact your employer regarding your candidature.
Training
17. The Department will organise an induction meeting for all new Council members. On appointment, the Public Appointments Team will provide each new member with induction documentation, which will include a copy of ‘On
Board- A guide to newly appointed chairs and members’.
Conduct and Conflicts of Interest
18. The department must ensure that applicants who put themselves forward for public appointments are able to demonstrate at interview, their commitment to the principles and values of public service. These are detailed in the Seven
Principles of Public Life produced by the Nolan Committee on Standards in
Public Life in Annex B. These principles are: Selflessness, Integrity,
Objectivity, Accountability, Openness, Honesty and Leadership. Public appointees must be people who understand, apply and who are committed to the principle of integrity, and who will perform their duties with moral rigour and honesty without personal or corporate gain.
19. If any member of the Committee is deemed to have breached the Seven
Principles of Conduct Underpinning Public Life, the department may terminate his/her appointment.
20. The department must take account of actual, or perceived, conflicts of interest.
Therefore, applicants, in their application form, must disclose information or personal connections, which, if they were to be appointed, could lead to a conflict of interest or be perceived as such. Conflicts of interest may not be a barrier to appointment but both real and perceived conflicts must be discussed

with all candidates by the Selection Panel. This is to ensure that the public can have confidence in the Committee ’s independence and impartiality and the integrity of the potential appointees. Please read the CPANI leaflet 'Guidance on
Conflicts of Interest, Integrity and How to raise a complaint ' and Annex C attached to this Information Pack for further information on this subject.
Person Specification
21. The person specification sets out the qualities, experience, background and competences required for this post. A competence criteria-based selection process is employed which requires applicants to provide evidence which demonstrates that they can meet the requirements at all stages of the assessment process.
22. The selection process has been designed to achieve a diversity of knowledge, skills and experience on the Council. The onus is on the applicant to provide sufficiently detailed examples to demonstrate that he/she has the experience of putting into use the competences that are needed for the post. You can use examples from your working life, where appropriate, or from your personal life, including any voluntary or community work you have been involved in.
Selection Criteria
23. Applicants are required to submit evidence against the following six criteria . All criteria carry equal weight.
i. Communication and influencing skills
Please demonstrate by way of a practical example (or examples) your ability to use your communication and interpersonal skills to influence others and deliver results. ii. Analytical ability and decision making skills
Please demonstrate by way of a practical example (or examples) your ability to analyse complex information from a variety of sources and make a decision based on that analysis. iii. Teamwork
Please demonstrate by way of a practical example (or examples) your ability to work as part of a team. Your example should outline your role and the results of your actions.

iv. Ability to contribute to the Council
’s key objectives
Please demonstrate by way of a practical example (or examples) your ability to make a contribution to the Council
’s key objectives. v. Demonstrable knowledge and active interest in Historic Monuments and/or archaeological objects.
Please demonstrate by way of a practical example (or examples) evidence of your: a) Knowledge and active interest in historical monuments and their setting and/or archaeological objects; and b) Commitment to the promotion of their preservation, conservation and investigation to contribute to communities and/or the economy. vi. Demonstrable relevant practical experience.
Please demonstrate by way of a practical example (or examples) evidence of your practical experience in one or more of the following areas; archaeology; industrial archaeology; maritime archaeology; historic landscapes; education; museums; heritage management; planning; agriculture; legislation; tourism; media and marketing; or other relevant experience.
24. The Selection Panel will reach a decision on whether or not you meet the criteria on the basis of the evidence you provide. It is not sufficient to simply list your duties and responsibilities. The Panel will not make assumptions from the title of your post or the nature of the organisation as to the skills and experience gained.
Shortlisting Process
25. The Department is committed to the principles of public appointments based on merit with independent assessment, openness and transparency of process.
The selection panel established for the competition is: a. Mr Iain Greenway, Director of Historic Environment Division, DOE; b. Professor Gabriel Cooney, Chair of the Historic Monuments Council; c. Mr Marcus Patton, Chair of the Historic Buildings Council; and d. Mrs Carol Moore CB, Independent Assessor, Office of the
Commissioner for Public Appointments for Northern Ireland
26. The panel will individually carry out an anonymised sift of applications before meeting to discuss and decide upon an agreed panel score for each applicant.
P anel members will use a Marking Frame to determine how an applicant’s skills, knowledge, experience and qualities meet the criteria. Applications which the panel agree do not meet all of the essential criteria will be sifted out.
27. The panel will analyse the marks awarded across all the criteria and those candidates who are considered by the panel to best meet the criteria will be

invited for interview. No applicant names will be given to the panel at any stage of the shortlisting process.
How to Apply and Contact Details
28. All applications must be made on the form provided. Hardcopy or electronic versions are acceptable. CVs will not be accepted. Completed application forms can be delivered by hand, post or email to:
Public Appointments Team
Department of the Environment
Goodwood House
44 – 58 May Street
BELFAST BT1 4NN publicappointments@doeni.gov.uk
29. The receipt of each form will be acknowledged within three working days. Forms should be signed in writing or with an electronic signature. Those forms not signed at the time of submission must be signed at interview.
30. Should you require clarification on any aspect of the role, or have any queries on the appointment process in general or regarding the progress of an application, please contact George Cadogan, DOE, Public Appointments Unit,
Telephone 028 90 256 023
Time Frame for Process
31. Application forms must be received by 12:00 noon on Friday 5 February 2016 .
It is the responsibility of the applicant to ensure that sufficient time is allowed for their application to arrive with the department on or before the deadline. Late applications will not be accepted.
32. The meeting to shortlist applicants is scheduled for w/c 16/2/16 and each applicant will be formally notified of the outcome of their application as soon as possible after this date.
33. All those sifted out/not short-listed will be provided with feedback based on the agreed Panel’s assessment of their application. If an applicant wishes to contest the decision of the Panel they should do so within 10 days of receipt of the feedback letter, setting out their reasons for contesting the decision. Further details about the process will be provided in the regrets letter.
34. The department plans to hold interviews between 7 March and 9 March 2016.
Please note that, in line with Department of Finance and Personnel guidance, travel and accommodation expenses incurred by candidates attending interview will not be met by the department.

Presentation of Results to the Minister
35. The names of those candidates who meet or exceed the agreed pass mark at interview and are judged suitable for appointment will be presented to the
Minister in an unranked list . A ‘candidate summary’ will provide the Minister with an objective analysis of each candida te’s skills and experience based on the information contained in the application form and the panel’s assessment. The
Minister will make the final decision on the appointment of the members.
36. Applicants should note that, due to the upcoming election, the unranked list of candidates will be presented to the new Minister for the Department for
Communities. This will mean that candidates will not learn the outcome of the interview process until after the formation of the new Departments on 17 May
2016.
37. If you are successful you will receive an offer of appointment from the Minister and you will be required to confirm in writing your acceptance of the post and
Terms of Appointment.
38. All other interviewees will be advised in writing of the outcome of their interview once the appointment process has been completed.
39. The Minister may create a reserve list to cover any vacancies that arise within twelve months. Candidates will be advised if they are on a reserve list.
Announcing the Appointment
40. The department will publicly announce the appointment of new members to the
Historic Monuments Council by means of a press notice. The Commissioner for
Public Appointments also requires that announcements about successful candidates should contain details of their recent political activity. Consequently, should you be appointed, you will be required to complete a political activity form. The press release will include.

short description of the body to which you have been appointed;

a brief summary of the skills and knowledge you bring to the role;

the length of the appointment term and whether the appointment is remunerated; if remunerated the amount will be included;

a list of all other Ministerial public appointments you hold and details of any remuneration received; and

details of your response to the political activity question.
Complaints Procedure
41. If at any stage you feel you have reasons to complain about the appointments process, you should direct your concerns in the first instance in writing to:
Public Appointments Team
Department of the Environment
Goodwood House

44
– 58 May Street
BELFAST BT1 4NN
Email: publicappointments@doeni.gov.uk
If you remain dissatisfied you may then write to:
Judena Leslie
The Commissioner for Public Appointments, NI (CPANI)
Dundonald House, Annexe B, Stormont Estate,
Upper Newtownards Road,
Belfast, BT4 3SB.
Email: info@publicappointmentsni.org

Annex A
1. Constitution of the Council
The Historic Monuments Council (the Council) was first established in 1971 under the provisions of the Historic Monuments (Northern Ireland) Act 1971. Its current authority is derived from the Historic Monuments and Archaeological Objects (Northern Ireland)
Order 1995 (the Order).
Appointments to the Council, which consists of a Chairman and 14 Members, are currently subject to the approval of the Minister of the Environment however from May
2016 will be subject to approval from the new Minister for Communities.
The term of appointment is for a period of five years however Members may be eligible for reappointment for a second term, subject to satisfactory service.
The Council is serviced by a Secretariat, which operates from Causeway Exchange, 1-
7 Bedford Street, Belfast BT1 7FB.
2. The Role of the Council
The Department of the Environment (the Department) is obliged to consult the Council on matters relating to the exercise of its powers under the Order.
Specifically it advises on –
 scheduling of historic monuments;
 designating of areas of special archaeological interest;
 the general state of preservation and conservation of historic monuments and archaeological objects;
 planning and development issues affecting historic monuments, their settings, and historic landscapes;
 such other matters relating to the preservation of historic monuments as may be referred to it; and
 such other functions as may be conferred on it by any statutory provision.
 the disposal of land acquired by the Department relating to or in the vicinity of a historic monument

 the making of regulations relating to the control of works affecting scheduled monuments
3. Council Business
The Council normally meets bi-monthly with additional ad hoc meetings to consider specific policy issues and additions to scheduled lists.
In addition to Council’s main meetings, the Council uses a number of sub-groups who meet on an ad hoc basis to deal with consultation papers from Government. A number of Council members also contribute to the Joint Committee for Industrial Heritage (JCIH) which is ‘joint’ with the
Historic Buildings Council.
From time to time, the three Statutory Advisory Councils to the Department of the
Environment i.e. the Council for Nature Conservation and the Countryside (CNCC), the Historic Buildings Council (HBC) and the Historic Monuments Council (HMC) may have joint meetings to consider areas of mutual interest.

ANNEX B
The Principles of the CPANI Code of Practice
Seven key principles underpin this Code. These principles determine the nature of the public appointment process in Northern Ireland:
Merit
All public appointments must be made on the basis of merit. Only those individuals judged to best meet the requirements of the post will be recommended to Ministers for appointment to public bodies.
Diversity
The make-up of the Boards of Northern Ireland public bodies does not adequately reflect the make-up of the population. The opportunity to appoint the best people is greatly increased when every potential applicant is attracted and encouraged to apply and when individual attributes and differences are valued. Departments should ensure, as far as possible, that Boards are balanced in terms of skills and experience, and that opportunities to apply for positions on Boards are open to the communities they serve.
Equality
Departments must ensure equality of opportunity and equal treatment of all applicants at every stage of the appointment process.
Openness, Transparency and Independence
The practices employed by departments at every stage in the appointment process must be transparent and consistent with the recognised principles of open government. All public appointment competitions must include a demonstrable element of independent participation in the assessment of applicants.
Integrity
Public appointees must be people who understand, apply and are committed to the principle of integrity, and who will perform their duties with moral rigor and honesty without personal or corporate gain.
Proportionality
Whilst the Commissioner’s Code must be followed for every appointment, the procedures applied at each stage of an appointment should be proportionate to the size and purpose of the public body and to the posts to be filled. The proportionality principle must not be used to circumvent proper procedures or avoid good practice.
Respect
Throughout the public appointment process, candidates should be treated with respect; this applies from the first contact with the department through to completion of the appointment process.

ANNEX C
PROBITY & CONFLICTS OF INTEREST: GUIDANCE FOR CANDIDATES
Standards of Behaviour
Ministers expect that the conduct of those they appoint to serve on the Boards of public bodies will be above reproach.
The Seven Principles Underpinning Public Life
In 1995, the Committee on Standards in Public Life defined seven principles, which should underpin the actions of all who serve the public in any way. These are:
Selflessness Holders of public office should take decisions solely in terms of the public interest. They should not do so in order to gain financial or other material benefits for themselves, their family, or other friends.
Integrity Holders of public office should not place themselves under any financial or other obligation to outside individuals or organisations that might 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.
All candidates who put themselves forward for a public appointment must be able to demonstrate their commitment to the principles and values of public service. One of the issues which might arise in relation to this is that of conflict of interest.

Q: What is a conflict of interest?
Public Appointments require the highest standards of propriety, involving impartiality, integrity and objectivity, in relation to the stewardship of public funds and the oversight and management of all related activities. This means that any private, voluntary, charitable or political interest which might be material and relevant to the work of the body concerned should be declared.
There is always the possibility for real or perceived conflicts of interest to arise. Both are a problem, as the perceived inference of a conflict may, on occasions, be as damaging as the existence of a real conflict.
No-one should use, or give the appearance of using, their public position to further their private interests. This is an area of particular importance, as it is of considerable concern to the public and receives a lot of media attention. It is important, therefore, that you consider your circumstances when applying for a public appointment and identify any potential conflicts of interest, whether real or perceived.
Q. Surely a perceived conflict is not a problem, as long as I act impartially at all times?
The integrity of the individual is not in question here. However, it is necessary for the standing of the individual and the Board that members of the public have confidence in their independence and impartiality. Even a perceived conflict of interest on the part of a board member can be extremely damaging to the body’s reputation and it is therefore essential that these are declared and explored, in the same way an actual conflict would be. The fact that a member acted impartially may be no defence against accusations of potential bias.
Q. What should I do if I think I have a conflict of interest?
You will find a section on conflicts of interest in the application form for you to complete. This asks you to consider and declare whether or not you have a real, or perceived, conflict. If you are unsure if your circumstances constitute a possible conflict, you should still complete this section, in order to give the Selection Panel as much information as possible.
Q. If I declare a conflict, does this mean I will not be considered for appointment?
No - each case is considered individually. If you are short-listed for interview, the
Panel will explore with you how far the conflict might affect your ability to contribute effectively and impartially on the Board and how this might be handled, if you were to be appointed. For example, it may be possible to arrange for you to step out of meetings where an issue is discussed, in which you have an interest. However, if, following the discussion with you, the Panel believes that the conflict is too great and would call into question the probity of the Board or the appointment, they can withdraw your application from the competition.

Q. What happens if I do not declare a known conflict, which is then discovered by the Department after my appointment?
Again, each case would be considered on its merits, but the Department may take the view that by concealing a conflict of interest, you would be deemed to have breached the Seven Principles of Conduct Underpinning Public Life and may terminate your appointment.
Q. What happens if I do not realise a potential conflict exists?
This situation may arise where the applicant is not familiar with the broad range of work which a body covers and therefore does not realise that a conflict might exist.
In some cases, the Panel, with their wider knowledge of the body, might deduce that there is a potential conflict issue, based on the information on employment and experience provided by the candidate in the application form. They will then explore this at interview with the candidate.
Q. What happens if a conflict of interest arises after an appointment is made?
This could arise for two main reasons. The first is that the member’s circumstances may change, for example, they may change jobs and in doing so, a conflict with their work on the board becomes apparent. The second is where a member is unfamiliar with the range of the work of the body, but after appointment, it becomes clear that a conflict exists where none had been envisaged during the appointment process.
In both cases, the issue should be discussed with the Chair of the board and the
Chief Executive of the body concerned, in consultation with the Sponsoring
Department, to decide whether or not the member can continue to carry out their role in an appropriate manner and each case is considered individually.
It may be that the conflict is such that it would be impractical for the member to continue on the Board, if they would have to withdraw from a considerable amount of the body’s routine business. In such, cases, the member may be asked to stand down from the body.
This guidance should be read in conjunction with the information contained in the leaflet “CPANI: Commissioner for Public Appointments Northern Ireland” which provides examples of the types of issues that may give rise to conflicts of interests.