The JAC is now inviting applications to fill 4 vacancies for the post of Regional Employment Judge of the Employment Tribunals (England and Wales)
Launch date: 13:00 on Thursday 26 September 2019
Closing date: 13:00 on Thursday 10 October 2019
Number of vacancies: 4
Salary: £140,289 (salary group 6.1)
Overview of the role
Regional Employment Judges provide judicial leadership and management of the Employment Tribunal region to which the judge is assigned. They sit throughout England and Wales, currently in 10 Regional Offices and 28 or more hearing centres. Regional Employment Judges exercise a delegated responsibility from the President of Employment Tribunals for managing the judicial resources in their region. In addition, Regional Employment Judges sit regularly, including on cases which are particularly difficult, sensitive or significant and cases remitted on appeal.
This exercise is only open to salaried Employment Judges.
Outline Terms and Conditions
Judicial Pension scheme 1993
Judicial Pension scheme 2015
Location and jurisdiction
Vacancies arise in the following regions and principal hearing centres:
- 1 x London South - Croydon
- 1 x London Central - Victory House
- 1 x South East - Watford but it may be possible to agree another major centre within this region
- 1 x North West - Manchester but it may be possible to agree to being based in Liverpool
Successful candidates will be assigned to the relevant principal hearing centre so that they can work in close proximity with the administration. Regional Employment Judges are expected to travel within the region, visiting and/or sitting at other hearing centres on a regular basis.
You will be asked to indicate which locations, if you are successful, you would prefer to be deployed. You will also be asked to indicate which other locations, that are not your preference, where you would nevertheless accept an offer of appointment. Please read advice on selecting locations and jurisdictions.
Salaried part-time working
The JAC encourages applications from anyone who may be interested in pursuing this option where a post is advertised as being open to salaried part-time working.
Salaried part-time working is available for these posts at a minimum of 80%. Lengthy breaks cannot be accommodated; however, part week is suitable due to the need to have regular contact with the administration and judicial office-holders. Final working patterns will need to be discussed and agreed with the Tribunal President and the business area on appointment and be consistent with the Tribunal’s needs. The post-holder will need to be flexible and to adjust their working pattern from time to time to meet business needs.
You must meet the eligibility requirements for this post, the JAC will assess eligibility before the shortlisting stage. It is your responsibility to ensure that you meet the eligibility requirements before submitting your application.
Under Regulation 6(1) and (5) of the Employment Tribunals (Constitution and Rules of Procedure) Regulations 2013, the Lord Chancellor may appoint Regional Employment Judges from the panel of full-time Employment Judges.
Only existing Salaried Employment Judges are eligible to apply.
There is no upper or lower age limit for candidates apart from the statutory retirement age of 70. However, the age at which someone is appointed to this post should allow for a reasonable length of service before retirement. For this role it is usually 5 years.
The Commission will decide whether a candidate will be able to provide a reasonable length of service.
If you already hold judicial appointment and were first appointed before March 1995, you may have a preserved retirement age of 72. This includes if you were first appointed to a judicial office listed in Schedule 7 to the Judicial Pensions and Retirement Act 1993. Such candidates should inform the JAC by email: REJ139@judicialappointments.gov.uk
At the time of application, candidates must be either a:
- UK citizen
- citizen of another Commonwealth country
- citizen of the Republic of Ireland
Other European Union citizens are not eligible to apply.
Open for applications: 13:00 on 26 September 2019
Close for applications: 13:00 on 10 October 2019
Independent assessments requested: by 18 October 2019
Deadline for receipt of independent assessments: 31 October 2019
Outcome of shortlisting: mid December 2019
Statutory consultation sought: December 2019
Selection days: 13 - 16 January 2020
Outcome of selection days: end March 2020
Please read the 139 REJ Competency Framework for the role and the job description before making your application. There are 6 competencies in total that list the behaviours of a Regional Employment Judge who is performing the role effectively.
Your online application plays an important part in the selection process. You must complete all required sections, ensuring the information you provide is clear and accurate.
The self-assessment section of the application is your opportunity to tell us about the experience and knowledge you have for the post. You must provide examples and evidence of why you feel your skills and experience are transferable to the post and why they will enable you to perform effectively in the role. You should link your examples to the competencies required for the post having regard to the job description. The self-assessment should not simply be a reiteration of your career history.
Guidance on completing the candidate self-assessment and choosing the best examples in your self-assessment.
Read the guidance about independent assessments before completing your application. Independent assessments will contribute to your overall assessment. They should provide evidence that you have the abilities relevant to the role as outlined in the relevant competency framework.
In your application you must provide details of 2 assessors who know you and your work well. You will need to provide details of 2 judicial assessors, ideally, one of these should be from your Regional Employment Judge or Acting Regional Employment Judge.
You must ensure that details (name, title and email address) are correct for both your assessors. Correspondence with your assessors will be by email.
It is advisable to contact your assessors in advance of your application. If you have any queries about who to nominate as an assessor, contact the JAC.
You are asked not to nominate an assessor who you know is applying for this exercise.
Do not nominate:
- a JAC Commissioner
- Judge Brian Doyle, President of the Employment Tribunals (England and Wales).
- Judge Shona Simon, President of Employment Tribunals (Scotland)
- Lord Chancellor
Shortlisting will be by paper sift. The panel will assess the information provided in your application and the independent assessments against the competency framework.
If you are not successful following shortlisting, you can request written feedback by emailing REJ139@judicialappointments.gov.uk. You should make this request within 6 weeks of the email informing you that you have not been successful. We will aim to respond to your request within 20 working days.
As required by the Judicial Appointments Regulations 2013, the JAC is required to consult a person (other than the Appropriate Authority) who has held the office we are selecting for, or who has other relevant experience. In this exercise the JAC will consult with Judge Brian Doyle, President of the Employment Tribunals (England and Wales). The information provided by the statutory consultee will be used to inform selection decisions.
Information on statutory consultation
If shortlisted, you will be invited to a selection day in London on 13 - 16 January 2020. These are the only selection days available for this exercise.
The selection day involves a presentation, situational questioning and a competency-based interview. The selection panel will seek evidence from you against the competencies for this post.
The overall assessment by the panel will be provided to the JAC’s Selection and Character Committee who make the selection decision for this role.
Information about selection day, including interviews
The JAC provides reasonable adjustments to ensure candidates with a disability are not placed at a disadvantage. We will also consider making reasonable adjustments for those candidates with a short-term injury or temporary illness. You may request a reasonable adjustment in your application.
Information on the reasonable adjustments policy.
The JAC is required to carry out character checks on all candidates whom it intends to consider for appointment.
A signed copy of the consent form 139 REJ Consent Form should be completed and returned to REJ139@judicialappointments.gov.uk by 10 October 2019. Typed signatures are acceptable.
You should be aware that the JAC expects all character matters to be declared. Any matter that has not been disclosed by you and is brought to the JAC’s attention through its independent checks will be treated as your non-declaration of a relevant matter. You will have no opportunity to make further representations on any declared issue once the matter is before the Selection and Character Committee.
The JAC considers that it is your responsibility to ensure that any record concerning your character is accurate. Details of the bodies with whom JAC will make independent character enquiries are set out in paragraph 17 of the Good Character Guidance and you may wish to contact your professional body to ensure all matters recorded are known to you.
On 4 August 2016 the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2016 came into effect. It allows for the full disclosure to the JAC of all spent cautions and convictions to assess good character. You must declare and disclose all past convictions and cautions, regardless of whether they are spent or unspent.
You must continue to update the character section of your JAC profile. You have a continuing responsibility to disclose any matter that may arise at any time before you are notified of the outcome of your application.
Failure to disclose any relevant matter is likely to have an adverse effect on your application.
Equal merit provision
In line with its published policy, the Commission will apply the equal merit provision to this exercise for women.
According to the most recent data*, 50.5% of the usual residents of the United Kingdom aged 25 to 69 are women and 10.8% identify as being from a Black, Asian or Ethnic Minority (BAME) background. As of 2019, 40% of Regional Employment Judges identify as women, and 20% of Regional Employment Judges identify as being from a BAME background.
Guidance on the approach taken by the JAC to equal merit can found here. The JAC will consider applying an equal merit provision at the shortlisting stages of this exercise and at the final decision-making stage, for the purpose of supporting greater judicial diversity.
If the Committee has applied the equal merit provision, it may be presented with a situation whereby it is unable to choose between two or more candidates on the basis of their relevant protected characteristics. For example, 2 candidates assessed as being of equal merit may both be white men. If this situation arises, the equal merit provision cannot be used to make a selection. Therefore the Committee will invite those candidates to a second interview, to enable it to make a selection decision. The second interview would be in mid March 2020.
*mid-2017 Office National Statistics (ONS) estimates based on the 2011 census data.
The Commission, sitting as the Selection and Character Committee will consider which candidates to recommend to the Appropriate Authority as set out in the Judicial Appointments Regulations 2013.
The Appropriate Authority may request to see any information that was available to the JAC in making its recommendation. You should be aware that any information you provide in your application or during the selection process could be provided to the Appropriate Authority.
For this exercise the Appropriate Authority is the Lord Chancellor who can accept or reject a recommendation or ask the Commission to reconsider. The Appropriate Authority may not select an alternative candidate.
Outcome of the exercise
The JAC will issue results by email at the same time to all those interviewed. We hope this will be by the end of March 2020.
If you are not successful following the selection day, you can request written feedback by emailing REJ139@judicialappointments.gov.uk. You should make this request within 6 weeks of the email informing you that you have not been successful. We will aim to respond to your request within 20 working days.
If you are offered a post you will normally be expected to take it up within 6 months.
The President of Employment Tribunals (England and Wales), Judge Brian Doyle will arrange an induction day with the successful candidates.
Successful candidates may already have had leadership and management training. Any successful candidate that hasn’t attended the leadership and management course will be required to do so.
Successful candidates after appointment will have access to the Judicial College training prospectus
Unless you are an existing salaried judicial office holder at group 6.1 and above, a medical examination is required.
If you have any questions about this role or your application, contact REJ139@judicialappointments.gov.uk or call:
John Kane 0203 334 6707
Jackie Marshall 0203 334 6233