2. What is NIJAC Established in June 2005 under the Justice Northern Ireland Acts 2002 and 2004 as an independent public body –to bring about a new system for the appointment to judicial office –recommends candidates for appointment therefore removing this function from government

3. Vision Selecting the best candidates and promoting diversity Values Appointment on merit Independence Reflectiveness Fairness Transparency Accountability

4. Membership 13 members Chairman – Lord Chief Justice, Sir Brian Kerr 5 judicial office holders 1 barrister 1 solicitor 5 lay members

5. Appointments Statutory duty under the Justice Northern Ireland Acts 2002 and 2004 conduct the appointments process make recommendations to the Lord Chancellor in respect of all listed judicial offices recommend candidates solely on the basis of merit

6. Eligibility years standing nationality health character

7. Why competence based selection? competences are a combination of relevant skills, knowledge and behaviour by identifying the competences, and the level required for a role, we can set the standard and measure against it helps guard against bias towards characteristics such as gender, ethnicity or disability

8. Application candidate information pack application form –first opportunity to demonstrate competences timing consultees –nominated –automatic

9. Competence based selection Competences & criteria for judicial office Category A - knowledge and experience Category B - skills and abilities Category C - personal qualities

10. Assessment threshold already set prior to shortlisting on a scheme by scheme basis shortlisting stage –each of the 3 category areas reflect the competence and criteria areas assessed knowledge and experience, skills and abilities, and personal qualities –consultee comments and application form assessed interview stage –performance at interview, consultee comments and application form assessed best demonstrated = merit

11. Consultees comments key element of the selection process important to do the candidate justice speak to the candidate’s work – give particular relevant examples where possible are confidential, subject to a court order it is okay to refuse an approach

12. Post selection pre-employment checks feedback complaints Ombudsman - www.nijao.gov.uk

13. Programmes of Action To engage in programmes of action to secure, so far as it is reasonably practicable to do so that: –appointments to listed judicial offices are such that those holding such offices are reflective of the community in Northern Ireland. –a range of persons reflective of the community is available for consideration

14. Promoting diversity Key Objectives to promote interest in judicial service to raise awareness and communicate helpful information and advice to encourage applications for a judicial career to identify and eliminate factors that may discourage applications to improve understanding of the selection process to consult and communicate with interested parties to conduct programmes of research and carry out evaluation and analysis to publish diversity information in the Annual Report

15. Promoting diversity Current Priorities Equity Monitoring –existing judicial office holders –scheme applicants –potential applicant pool Research Project –areas of under-representation and participation –postal survey –interviews and focus groups –report

16. Promoting diversity Current Priorities Identifying and eliminating barriers –scheme evaluation and analysis –benchmarking –desk-based research Outreach and engagement –programme of consultation –communications strategy –information and advice

17. Research and consultation Current Initiatives Interviews and focus groups to build on initial research conducted by NISRA into barriers to a judicial career Appointment Policies and Procedures consultation exercise –Closing date 15 th January 2008 www.nijac.org