Appointments Process
This competition is regulated by the Commissioner for Public Appointments. The Commissioner for Public Appointments is the independent regulator of public appointments. The Commissioner’s primary role is to provide independent assurance that public appointments are made in accordance with the Governance Code on Public Appointments. The Commissioner also investigates complaints and may conduct an inquiry into the policies and practices followed in relation to appointments processes which he regulates. The Commissioner will not investigate complaints relating to non-selection unless it appears that the appointments process has breached the Governance Code on Public Appointments.
Further information on the role of the Commissioner or the appointments process is available at: publicappointmentscommissioner.independent.gov.uk
The appointment will be made by the Secretary of State for Energy Security and Net Zero.
Complaints
We aim to process all applications as quickly as possible and to treat all applicants with courtesy.
Please contact the Hays team in the first instance if you would like to make a complaint regarding your application at [email protected]. They will acknowledge your complaint upon receipt and respond within 15 working days.
If after receiving Hays' response you are still not satisfied, then you should contact [email protected], and we will aim to respond within 10 working days. If you are still not satisfied after this period, you may contact the Commissioner for Public Appointments (publicappointmentscommissioner.independent.gov.uk)
For an informal discussion do contact one of:
Andrew Timlin
Contact number: 07887 777 735
Email: [email protected]
Wendi Wang
Contact number: 020 7259 874 307
Email: [email protected]
For questions about the public appointments process, visit:
We are committed to ensuring everyone can access our website and application processes. This includes people with sight loss, hearing, mobility and cognitive impairments. Should you require access to these documents in alternative formats, please contact [email protected].
Also, if you have any comments and/or suggestions about improving access to our application processes please don't hesitate to contact [email protected].
The Seven Principles of Public Life
The Seven Principles of Public Life (also known as the Nolan Principles) apply to anyone who works as a public office-holder. This includes all those who are elected or appointed to public office, nationally and locally, and all people appointed to work in the Civil Service, local government, the police, courts and probation services, non-departmental public bodies (NDPBs), and in the health, education, social and care services. All public office-holders are both servants of the public and stewards of public resources. The principles also apply to all those in other sectors delivering public services.
Holders of public office should act solely in terms of the public interest.
Holders of public office must avoid placing themselves under any obligation to people or organisations that might try inappropriately to influence them in their work. They should not act or take decisions in order to gain financial or other material benefits for themselves, their family, or their friends. They must declare and resolve any interests and relationships.
Holders of public office must act and take decisions impartially, fairly and on merit, using the best evidence and without discrimination or bias.
Holders of public office are accountable to the public for their decisions and actions and must submit themselves to the scrutiny necessary to ensure this.
Holders of public office should act and take decisions in an open and transparent manner. Information should not be withheld from the public unless there are clear and lawful reasons for so doing.
Holders of public office should be truthful.
Holders of public office should exhibit these principles in their own behaviour and treat others with respect. They should actively promote and robustly support the principles and challenge poor behaviour wherever it occurs.
Application Process
Equality, Diversity and inclusion
Our aim: To ensure fair access to our workplace providing a culture where everyone can thrive and feel they belong.
At UKNNL we are working to ensure we have an inclusive workplace that attracts, retains, and develops diverse talent. Although it is difficult to unpick the structural inequalities still prevalent in our society, we know that as a purpose-led organisation, we are part of the society that we serve and therefore we must be part of the solution.
The scientific sector has a wealth of bright talent at all career stages which we want to attract to help us to continually evolve, establishing UKNNL as a diverse workplace.
In order to achieve our aspirations of equality and diversity, we are working to continuously improve our attraction, recruitment, and promotion processes. We are committed to ensuring these are transparent and fair; that the policies and procedures we operate to are people centric; and that our leaders are empowered to make the right calls in line with our employee-developed Values and Behaviours. As leading scientists, we look to our data for insight. We ask our workforce to share their ED&I data (in an anonymised form) and where we have sufficient information, we are looking to see how fair we really are. We have included our work to date in our recent Gender Pay Gap Reports.
In order to achieve our aspiration of inclusivity, we believe that we must champion everyone regardless of their particular combination of the protected characteristics or their life circumstances. We know that the respect that underpins the principles of inclusion, such as encouraging a workplace that fosters allyship, challenges and reflects on prejudice are key.
More information can be found on this page: Equality, Diversity and Inclusion - United Kingdom National Nuclear Laboratory
