Background to the Research
- In 1994, as part of a wider
project on women and politics managed by the Centre for Research on
Women, Ann Marie Gray and Deirdre Heenan agreed to undertake an examination
of the role of women in public bodies in NI. During this initial piece
of research the researchers became acutely aware of the dearth of
data available on the subject. What little information was available
was sketchy and vague.
- The article which resulted
from this initial research argued that the composition of public bodies
should be the subject of in-depth research, as any discussion on the
future role of public bodies in NI was seriously limited by the lack
of detailed research.
- In this context the stated
purpose of the research was to provide hithero unavailable qualitative
and quantitative data on the appointments process and endeavour to
recommend ways in which the system could be improved. It was felt
that this research would contribute to the knowledge and understanding
of the public apointments system in NI and make a significant contribution
to the wider debate about the use of public bodies. The study covers
a period of time before, during and after the introduction of a new
code of practice for public appointments. It was agreed that the study
would meet a number of objectives.
- These were:
- To collect data on exisiting
membership of public bodies, looking particularly at the background,
career history and experience of those serving on public bodies.
- To explore the nomination
and appointment process in order to enhance understanding of the
existing system, to determine the rate of recruitment and consider
the process of self-nomination.
- To consider the issue of
diversity in public appointments with particular reference to
age, gender, class, religion and geographical location.
- To examine and draw on models
of good practice in other countries.
Research Approach
- There were three main stages in the
study:
- Stage 1 - A postal survey of all members
of executive and advisory NDPBs was undertaken in the summer of 1996.
Of the 2,199 questionnaires distributed, 963 useable questionnaires
were returned within the deadline. This represented 1,164 different
public appointments, giving a 53% response rate.
- Stage 2 - The second stage of the research was to
build on preliminary research findings. It was to centre on an exploration
of existing recruitment procedures and suggest ways in which the process
could be improved. It was envisaged that this would involve interviews
with a variety of nominating groups such as the Irish Congress of
Trade Unions, Confederation of British Industry, and district councils.
It would also look at the policy of the Central Secretriat and the
individual government departments in relation to appointments.
- Stage 3 - The final stage of the
project was planned to introduce a comparative aspect to the work
based on library based research and discussions with researchers working
in the same field in other countries. It was hoped that this comparative
stage would enable suggestions for good practice to be made. It was
anticipated that there would be a good deal of comparable international
research to draw upon, unfortunately, the reality was somewhat different
and it emerged that a relatively small number of researchers are actually
working in this area.
Main Findings
- This research highlighted a number of
issues relating to public appointments in NI:
- The under-representation of women, younger
people, ethnic minorities, people with disabilities, and Catholics;
- That members are drawn from a narrow socio-economic
band;
- That a significant number of members had
a long tradition of serving on NDPBs;
- That confusion remains over the process
of nomination and appointment and the criteria on which decisions
are made;
- A perceived lack of accountability in relation
to NDPBs;
- Problems with the complaints procedure
introduced by the Commissioner for Public Appointments;
- Difficulties of balancing a public appointment
with being a full-time employee;
- The lack of adequate and appropriate induction
and training.
Recommendations
- Representation - Pro-active measures do
need to be developed to broaden representation on NDPBs. The substantial
under-representation of younger people (under 45) is of particular
concern and clear initiatives are required in this area.
- Transparency and Openness
- It is suggested that information
currently provided on NI NDPBs in the Cabinent Office publication
public bodies should be summarised and made widely available to the
NI public.
- It is suggested that details
of membership of public bodies should be freely available (except
in exceptional circumstances) and that consideration should also be
given to the use of information technology such as the internet.
- Accountability - NDPBs could consider having
some (or more) meetings open to the public, with adequate notice prior
to meetings and meetings held in accessible venues. Annual reports
should be written in plain English and contain details of objectives
set and achieved, targets and future plans.
- Members of the public should
have opportunities to respond to reports. Annual reports should be
readily available, particularly for bodies responsible for service
provision.
- Process of Appointment - It is recommended that
prospective appointees should be provided with clear, comprehensive
information about the appointment and what it entails. It should be
the responsibility of departments to ensure that boards do this. It
is also crucial that nominations are handled in a sensitive way.
- Appraisal - It is
important that there is a process through which the contributions
of members can be appraised and they can obtain some feedback. This
points to the need for broad guidelines to be introduced and for clear
information on appraisal to be available to members if they are dissatisfied
with appraisals.
- Training - Departments
should be responsible for ensuring that new members receive general
all purpose training as well as 'in-service' training to inform serving
members of new issues and to update and improve their skills.
- Some thought should be given
to the benefits of introducing mentoring programmes, in which more
experienced members are responsible for looking after new members
for at least the first year of their appointment.
- Expenses/Payment - At the outset members should
be informed about the level of expenses and procedures for claiming
expenses. For a number of NDPBs, the system for claiming expenses
needs to be streamlined and expenses reimbursed more promptly.
- Employers and Public
Appointments - It is recommended that the Central Appointments
Unit improves communication with employers on the subject of employees
and public appointments.
- Advertising - It is recommended that
notices seeking nomination for public appointments should be more
visible. The use of broadcast media, especially local radio should
also be encouraged.
- Advertisments should not
be the only route to appointment. It is, howwever, vital that the
process of public appointment is not seen as a two or three track
system with one track being more likely to lead to appointment.
- Role of Central Appointment
Unit - The Central Appointment
Unit should continue to have overall responsibility for the process
of public appointments. It should ensure that recommendations are
implemented, have responsibility for setting targets, reviewing initiatives
and overseeing departmental progress.
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