Judicial Appointments Commission

1. Judicial Appointments Commission Business Plan 2012 - 2015 March 2012 This plan will be refreshed annually Contents Section A: Purpose and aims Section B: Priorities Section C: Plan for addressing priorities Section D: Transparency Section E: Expenditure and activity

2. A) Purpose and Aims Purpose The JAC makes independent selections for judicial appointments based on merit, from the widest possible range. We encourage diversity in the range of persons available for selection. Aims • The JAC has established its position as an independent selecting commission. We will build on this reputation to be widely recognised for excellence in selection processes, transparency of process and operation and fairness to all candidates. We will continue to make high quality, independent selection recommendations, on the basis of merit. • During 2012-13 we will again run a busy programme of selection exercises with, on average, an exercise launching every other week. We will focus on the candidate experience seeking to make this as positive and reassuring as possible and we will focus our outreach activity to attract a diverse range of high quality candidates. We will also operate as flexibly as possible, working closely with the MoJ and HMCTS to accommodate their priorities where we can. • Diversity will continue to be a priority for us and in addition to ensuring that our own processes are fair, open and transparent we will re-take the Chairmanship of the Diversity Forum and work with others to further this agenda in all areas which can make a difference to judicial diversity. • Within the JAC we hope to make increasing use of improved technology which will help us when we come to implementing the conclusions of our reviews of our shortlisting and selection processes and achieving the best possible value for money in our operation. We will continue to focus on staff development and the full induction of our new Commissioners and panel members will be a priority.

3. B) Priorities • Recommend high quality candidates to the Lord Chancellor for the selection exercises in the programme agreed with the Ministry of Justice. • Encourage a diverse range of eligible applicants. • Ensure fair, open, candidate focused and effective selection processes consistent with our values. • Maintain, and adapt where necessary, an effective operating model for the JAC which provides value for money.

4. C) Plan for addressing priorities 1. Recommend high quality candidates to the Lord Chancellor for the selection exercises in the programme agreed with the Ministry of Justice. Actions 1.1 Deliver the selection exercise programme, as set out at pages 12-14, subject to any agreed changes requested by the Ministry of Justice. 1.2 Retain flexibility in programming selection exercises by regular contact with the Ministry of Justice, while maintaining stability to enable candidates to decide when to apply. 1.3 Review our selection processes to establish best practice and use the results to help validate the quality of our appointments. 1.4 Work with partners to support implementation of judicial appraisal systems and its use, where appropriate, in the selection process. 1.5 Implement structured system for receiving and publishing regular feedback from partners on their perceptions of the JAC and continue collection of feedback from candidates on their experience in the selection process. StartEnd Commenced March 2013 Ongoing April 2012 September 2013 Started March 2015 [timeline to be determined by the judicary in implementation of appraisal system] April 2012 March 2013

5. Actions 2.1 As 2012/13 Chair of the Diversity Forum set and agree objectives, reporting on progress at the year end. 2.2 Working with Judicial Diversity Taskforce and Steering Group, continue implementation of recommendations of the Report of the Advisory Panel on Judicial Diversity (Neuberger Report). 2.3 Review outreach and communications programme and develop change proposals for implementation. 2.4 Report on progress against equality objectives (published here) 2.5 Subject to resource, refresh our research on barriers to application for judicial appointment and take forward the conclusions with our partners StartEnd May 2012 May 2013 Ongoing – publish update in May 2012 March 2012July 2012 January 2012 January 2013 Timing subject to resource availability 2. Encourage a diverse range of eligible applicants.

6. Actions 3.1 Evaluate pilots of online qualifying tests and consider implementation in light of findings 3.2 Carry out a review of shortlisting processes and develop proposals for implementation 3.3 Review selection day processes, taking conclusions of shortlisting processes into account, and develop proposals for implementation 3.4 Ensure new Commissioners receive necessary induction, training and assistance required and that their skills are used to best effect in providing corporate direction and support. Evaluate effectiveness of this for use in future training. 3.5 Ensure new panellists receive necessary induction, training and assistance required, including diversity and equality. Evaluate induction and training effectiveness. StartEnd March 2012 July 2012 April 2012 June 2013 October 2012 September 2013 Commenced September 2012 March 2012 December 2012 3. Ensure independent, fair, open and candidate focussed selection processes consistent with our values.

7. 4. Maintain, and adapt where necessary, an effective operating model for the JAC which provides value for money. Actions 4.1 Review and evolve internal staffing structure to ensure that it enables delivery of the selection exercise programme and our key statutory objectives 4.2 Carry out a comprehensive review and restructure of JAC electronic records enabling more efficient working, less use of paper and improved business continuity arrangements. 4.3 Introduce IT systems with Ministry of Justice support which will enable change to the selection exercise process 4.4 Support MoJ and partners in reducing the length of the end to end selection process, ensuring the JAC change programme is consistent with this objective. StartEnd March 2012 Ongoing Commenced December 2012 March 2012 March 2013 Ongoing

8. D) Transparency The JAC already publishes a wide range of information on its policies, processes and operations. This ranges from the diversity of selections made, to expenses, salaries and pensions of senior staff and Commissioners. The JAC also publish a range of documents relating to its governance, including the minutes of all Commission Board meetings and details of its risk and control framework, alongside the strategic corporate risks. This information is available on the JAC website and in the Annual Report. In line with central government departments we aim to be increasingly transparent with information on our operation, and will be so, where this does not affect personal data of those applying for judicial appointment. For example, we now publish generic reports on performance in qualifying tests to support unsuccessful candidates and inform future applications. We will continue to manage the operation of the JAC using the measures captured under previous key performance indicators, including diversity of applications, timeliness of exercises and levels of complaints. We will share this information with the Ministry of Justice and publish it on our website. How this information will be published is set out below.

9. Indicators

10. E) Expenditure and Activity This section sets out the JAC’s planned expenditure over the next year based on the current indicative budget we have been given by the Ministry of Justice.

11. Selection Exercise Programme 2012-13 The table below shows the programmed exercises for 2012-13, this appears lower than 2011-12 because it does not include an additional seven unallocated exercises which will be allocated through the year for areas where priority vacancies are identified. The selection exercises programmed for 2012-13 are forecast to be larger and receive more applications than last year, as the table shows. Up to date details of the forthcoming exercises are available on the JAC website. The 2011-12 programme shown here represents a forecast only and the figures are therefore indicative and not directly comparable with previous years 1. Exercises from which selections are sent to the Lord Chancellor within the year, as opposed to exercises commenced in the year 2. Does not include numbers for seven programmed but unallocated exercises which will be used for priority vacancies, including senior appointments, throughout the financial year.

12. Selection Exercise Programme 2012-13 In addition to the exercises listed here we hold seven slots for priority exercises agreed with MoJ and HMCTS which arise within the year.