Appointments must be made on merit. While the minister is ultimately responsible for making public appointments, their decision will be based on the selection panel’s assessment of applicants’ merit and whether they are a fit and proper person (see Section E of the Code).

Applicants should be treated with respect. This means there should be clear, transparent communication regarding the information requested from applicants during the appointments process, and appropriate response to reasonable requests for information by applicants (see Section I of the Code).

Attributes assessed and methods of assessment published in the applicant information pack are final and cannot be changed - the goalposts cannot be moved on applicants (see D3 of the Code).

Reasonable adjustments should be offered to applicants who need them. Details on how to make requests for reasonable adjustments can be found in the relevant applicant packs (see D1 of the Code).

Applicants must be provided with clear information relating to the role, the public body, and key dates of the application process (full details of the information that must be provided  to applicants is set out in Annex 2 of the Code).

Constructive, tailored and meaningful feedback will be provided to all unsuccessful applicants who make a reasonable request for it (see I4 of the Code).

Applicants should be given an opportunity to respond to concerns regarding whether they are a fit and proper person for appointment should the selection panel have concerns regarding their suitability for the role (see A15 and E6 of the Code).

Successful appointments should be publicised and include a summary of the attributes that the individual brings to the role linked to those that were set out when the vacancy was publicised (see G1 of the Code).

It should take no more than 20 weeks between when an appointment plan is finalised and when the minister makes a decision on the appointment (see 12.3 of the Statutory Guidance).