Nuclear Decommissioning Authority

CANDIDATE BRIEF Group Chief Compliance and

Ethics Officer (CCO)

Veredus Ref: 24609

August 2020

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CONTENTS

About NDA 3

Diversity and Inclusion 5

The Role 7

The Recruitment Process 9

Overview of the Process 10

Annex A – Equality and Diversity Monitoring Form 11

Annex B – Candidate Supporting Information Form 13

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ABOUT THE NDA

The Nuclear Decommissioning Authority (NDA) is a non-departmental public body created through the Energy Act 2004.

We employ over 200 staff and have offices in Cumbria, Caithness, Cheshire, London and Oxfordshire. We own 17 sites across England, Wales and Scotland, some dating back to the 1940s, plus the associated liabilities and assets.

We report to the Department for Business, Energy and Industrial Strategy (BEIS); for some aspects of our work in Scotland, we are responsible to Scottish ministers. We aim to deliver safe, sustainable and publicly acceptable solutions to the challenge of nuclear clean-up and waste management.

Our mission is to deliver on these responsibilities whilst never compromising on safety or security, taking full account of social and environmental responsibilities, seeking value for money for the taxpayer and actively engaging with stakeholders. This mission is delivered through the NDA’s 12 operating companies.

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Site Locations

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DIVERSITY AND INCLUSION

Our mission

• Delivering our mission together safely, securely and more creatively, transparently and efficiently

• Creating great places to work and taking pride in what we do

• Trusted to do more in the UK and globally

At its heart, One NDA is about people and culture. How we do things is as important as what we do. As well as being compliant with laws, regulations, policies and procedures, displaying the right values and behaviours is critically important. Great places to work We want our workplaces to be those where people feel proud to work, are supported to do their best work and where our leaders’ ethics and values are visible in their actions every single day. One NDA does not replace the values of businesses or their responsibility to build and sustain a positive safety culture in their organisations. Instead it will align the NDA group on some key principles, which are commonly important to us all. These are the foundations on which a One NDA culture will be built:

• Respect and inclusion • Openness • Collaboration • Performance

• Creativity and innovation Respect and inclusion We want to build great places to work where people feel respected, included and able to perform at their best. It’s not only the right thing to do but good for our mission. Attracting the skills and talent we need over the coming years calls for us to be a modern and inclusive employer. The NDA group is actively pursuing a programme of work to achieve the ambitions of our NDA group Equality, Diversity and Inclusion Strategy. Openness A culture of trust and openness needs to be reflected in everything we do. This includes how we lead our businesses, share and receive information and ideas, make known and respond to mistakes and engage with our stakeholders. We understand the critical importance of fostering and sustaining openness about how safety concerns are raised, investigated and acted on; it is this culture that helps us to maintain our excellent safety records. Openness across business boundaries is a key enabler to One NDA. Collaboration One NDA has been developed to maximise success through greater coordination of work

We want to build great places to work where people feel respected, included and able to

perform at their best.

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and collaboration. This is about people at all levels, and regardless of group employer, working together and acting in the interests of the mission and the taxpayer. One NDA includes a greater emphasis on being part of a group and where possible enabling greater flexibility to move between organisations. Collaboration needs us to embed transparency, trust and communication into the way we work and be driven by inclusive leaders who believe in the benefits of One NDA. Notes: Equality, diversity and inclusion (ED&I) underpins One NDA and the People Framework to embed ED&I into the culture, policies, practices and behaviours of the group. The ED&I Strategy ensures that the group has the capability to deliver its vision, to transform work environments into places where everyone is treated with dignity and respect, and where differences in thought and experience are encouraged. ED&I is an enabler that drives high performance, through collaboration and supporting the development of a group wide inclusion approach that is articulated within group and business strategies. It’s the right thing to do and we have a legal responsibility within the Equality Act 2010 to ensure that we can deliver the mission inclusively, as well as, our defined responsibilities to the communities in which we operate.

The Nuclear Sector Deal recognises the sector ED&I challenges. The sets out challenging target of 40% women by 2030. To be a high performing modern employer we recognise the need to improve workforce diversity and addressing historical STEM / sector barriers for women and ethnic minorities. This work will enable the group to become an employer of choice, reduce its Gender Pay Gap and meet the Ethnicity Pay Gap reporting requirements. ED&I is an enabler to drive the delivery of the mission through our people by attracting and developing our talent and creating an inclusive culture in which they can thrive. Building ED&I capability will enhance our delivery across strategic workforce planning, attraction and recruitment, talent development and succession, employee engagement, learning and development, health and wellbeing, agility and flexibility and workforce reform. ED&I work supports the people elements of the Nuclear Sector Deal (40% women by 2030) and our ED&I approach seeks to move the dial on women in Nuclear and widen the focus to other diversity strands such as ethnicity, age, mental health, disability, LGBTQ and religion / belief.

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Job Description Role title Group Chief Compliance and

Ethics Officer Salary Range

Competitive

Function Legal and Company Secretariat

Role Level Range

Level 10- 11

Base Location Flexible with travel throughout the UK

Role Type Permanent

Reports to Group General Counsel Closing Date 09:00 – Monday 21 September

The Role:

The Group General Counsel and Company Secretary (GC) is a member of the NDA’s Executive Team and the legal, compliance and corporate governance advisor to the NDA Board. The GC leads the NDA group’s legal, company secretariat and compliance functions. The Group Chief Compliance and Ethics Officer (GCCO) will form part of the GC’s Senior Leadership Team and will report directly to the GC. The GCCO will also have direct access to the CEO and into the Board of Directors via the Chair of the Audit & Risk Assurance Committee (ARAC).

The GCCO is responsible for ensuring that compliance reporting, advice and support that is delivered to the NDA is appropriate, timely and enables the NDA group to deliver its mission with minimal legal or business risk and in an ethical manner.

Accountabilities:

• The GCCO has responsibility for advising on and leading the NDA in the following areas:- - Anti-Bribery and Corruption; - Conflicts of Interest; - Business Conduct and Ethics; - Whistleblowing; - Compliance led independent investigations; - Compliance Reporting to the Board, ARAC and other committees; and - Gifts & Hospitality Register and Policy.

• Ensure that the GC is fully informed in an efficient, effective and timely manner of all relevant compliance matters, issues and advice required to enable the GC to discharge their responsibilities to the NDA, its Board and Executive, as well as to HM Government and other stakeholders as required.

• Collaborating effectively with the NDA’s Risk & Assurance, Internal Audit and Legal (Enterprise Risk) functions as well as with the equivalent compliance partners from within the wider NDA group businesses in order to forge strong working relationships with group business leaders.

• Attend Executive, Board, Committee and other meetings as required to report on compliance performance and /or deliver advice or guidance on compliance issues and risks within their area of responsibility.

• Establish and chair a new Compliance & Ethics Committee.

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• Deliver the Compliance Strategy and embed the new refreshed NDA Compliance Policy across the business.

• Design and roll out across the business a new annual Compliance Programme, Whistleblowing Policy and Code of Responsible Business Conduct.

• Develop and support delivery of ongoing compliance training and education for NDA employees on compliance policies and standards and expectations.

• Together with the GC, support the development of an effective Compliance Office with the right talent mix considering recruitment, use of group business resources and use of the supply chain to build a strong compliance capability and capacity across the whole NDA group.

• Undertake regular performance reviews of direct reports setting appropriate objectives and dealing with any performance and capability issues. Maintain appropriate oversight and supervision of the work being undertaken by the role’s direct reports.

• Act as a role model with the aim of creating a resilient, constructive, high performing, high integrity and collaborative working environment for the Compliance Office and wider Office of the General Counsel.

• Seek continuous improvement in all areas of responsibility and develop and recommend changes where required.

Knowledge, Skills and Experience required:

• Shares and demonstrates the NDA values of, Respect, Openness, Collaboration, Performance and Creativity.

• Confident individual with experience of successfully setting up, developing and leading a compliance function from within a group structure.

• Excellent written and oral communicator with the ability to deliver complex decisions and advice clearly and concisely to a variety of audiences and in a business-friendly manner.

• Professional, highly analytical and resilient. • Excellent listening skills with the ability to relate to all levels of the business, in an environment where

the ability to be discreet and maintain confidentiality is essential at all times. • Experience in managing and motivating a team of experienced professionals as well as developing

successful and collaborative relationships across business functions. • Effective budget and supply chain management. • Degree or relevant experience in an appropriate subject matter is required. Nuclear experience is not

essential.

• A combination of private practice and significant in-house compliance, risk or audit experience in a comparable environment is preferable.

We value the unique differences that each of our colleagues bring to work every day and are committed to creating an environment where everyone feels respected, included and able to perform at their best.

At the NDA we are committed to creating a workplace that is diverse and inclusive, and we therefore particularly welcome applications from women, BAME, LGBT+ and disabled candidates.

We are happy to talk flexible working.

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THE RECRUITMENT PROCESS To apply for this post, you will need to submit the following documentation to us by no later than 9am BST Wednesday 23rd September 2020. 1. A CV setting out your career history, with

key responsibilities and achievements. Please ensure you have provided reasons for any gaps.

2. A Supporting Statement outlining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role.

3. A completed Diversity Monitoring Form (Annex A). All monitoring data will be treated in the strictest confidence, will not be provided to the selection panel and will not affect your application in any way. If you do not wish to provide a declaration on any of the particular characteristics, you will have the option to select 'prefer not to say'.

4. A completed Candidate Supporting Information Form (Annex B).

Applications should be sent via Veredus website - www.veredus.co.uk, quoting the

reference number: 24609 – Group Chief Compliance and Ethics Officer. All submissions will receive an automated response. If you do not receive confirmation of receipt when submitting your application, please contact us on 020 7932 4236.

At Veredus, we take care to protect the privacy of our candidates and clients. To read more about how we collect, store and share your data please read our privacy notice which can be accessed here: https://www.veredus.co.uk/privacy-and-cookies Should you encounter any issues with your online application please get in touch with us via: centralgovernment@veredus.co.uk Further Information If you have any questions about the role or would like to discuss the post further, please contact our advising consultant at Veredus: Antony Harvey on 07716 226020 / 020 7932 4204 – Antony.Harvey@veredus.co.uk; or James Greengrass on 07769 164971 / 020 7932 4286 – James.Greengrass@veredus.co.uk

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OVERVIEW OF THE PROCESS

When you submit your application, you will receive an acknowledgement by email. Veredus will update you once all the applications have been reviewed after the closing date. Those candidates judged to be the best fit to the requirements will be invited to attend a preliminary interview with Veredus. Candidates who proceed beyond this stage will be asked to complete further assessments and will be given the opportunity to speak to the NDA’s Group General Counsel. A final selection interview will then take place. An indicative timetable is given below. Indicative Timeline

Please see the timetable below for indicative dates:

Closing date 9am BST Wednesday 23rd September 2020

Longlist meeting w/c 28th September 2020

Preliminary interviews with Veredus Post Longlisting

Shortlist meeting w/c 12th October 2020

Informal discussions / Assessments / Referencing Post Shortlisting

Final selection interviews with NDA w/c 26th October 2020

Please note that the dates listed are accurate at the time of writing but may be subject to change.

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ANNEX A – EQUALITY AND DIVERSITY MONITORING FORM

The intention of monitoring and analysis is to establish if there are different success rates between genders, people of different sexual orientation, ages, different ethnic backgrounds or faiths, and people with disabilities. If there are differences in success rates it will enable action to be taken to ensure that no group is treated unfairly. Your answers will be treated confidentially and will not affect your application in any way. Personal Details: Age: 16-24 25-34 35-44 45-54 55-64 65+ Gender: Male Female Prefer not to say Gender Identity (if appropriate)

If you identify as transsexual, transgender (in that you have effected a permanent change of gender identity) or as intersex which group do you identify with? Transsexual Transgender Intersex

Working Pattern: Part time Full time Job Share Other............................. Ethnic origin: Please tick against one of the following:

Asian or Asian British Bangladeshi Indian Pakistani Any other Asian background Please specify below if you wish....... ...........................................................

Mixed White and Black Caribbean White and Black African Asian and White Any other mixed background Please specify below if you wish....... .................................................

Black or Black British African Caribbean Any other Black background Please specify below if you wish....... ...........................................................

White British English Irish Scottish Welsh Any other White background Please specify below if you wish....... ...........................................................

Chinese or Other ethnic group Chinese Any other Please specify below if you wish...............................................................

Prefer not to say

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Disability: Please tick against one of the following: Do you consider yourself to have a disability under the Equality Act 2010? In the Act, a person has a disability if: they have a physical or mental impairment the impairment has a substantial and long-term adverse effect on their ability to perform normal day-to-day activities For the purposes of the Act, these words have the following meanings: 'substantial' means more than minor or trivial 'long-term' means that the effect of the impairment has lasted or is likely to last for at least twelve months (there are special rules covering recurring or fluctuating conditions) 'normal day-to-day activities' include everyday things like eating, washing, walking and going shopping Yes No Prefer not to say Please describe the nature of your disability This information is provided for monitoring purposes only – if you need any reasonable adjustments you should arrange these separately.

Religion or belief: Please tick against one of the following:

No religion Baha’i Buddhist Christian Hindu Jain

Jewish Muslim Sikh Other Please specify below if you wish………………………… Prefer not to say

Sexual Orientation: Please tick against one of the following:

Bisexual Gay Woman/Lesbian Prefer not to say

Gay Man/Homosexual Heterosexual/straight

Please indicate which media/journal you saw this position advertised in.......................................

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ANNEX B – CANDIDATE SUPPORTING INFORMATION FORM

POSITION APPLIED FOR:

REFERENCE NO:

PERSONAL INFORMATION: SURNAME

FIRST NAME

INITIAL(S): TITLE:

PERMANENT HOME ADDRESS FOR CORRESPONDENCE (including post code):

MOBILE and/or HOME TELEPHONE NUMBER(S):

WORK TELEPHONE NUMBER:

Can we contact you at work? Yes / No

EMAIL ADDRESS: (personal and/or work)

EMPLOYMENT DETAILS: MOST RECENT EMPLOYER (ORGANISATION):

MOST RECENT JOB TITLE:

CURRENT REMUNERATION PACKAGE:

NOTICE PERIOD:

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AVAILABILITY:

PLEASE GIVE ANY DATES THAT YOU ARE UNAVAILABLE TO ATTEND AN INTERVIEW:

NATIONALITY:

Please indicate your nationality at birth:

Please indicate your current nationality:

Are there any restrictions on your continued residence and/or employment within the UK?