You have selected a response that means you are not eligible to continue this application. You must have permission to remain and take up employment in the UK to apply for this position. 

1. You must not have previously served as an NMC Panel Member for two terms. If you have served for one term you must notify us of this, and the reason why you were not reappointed for a second term.

2. You must not have served at any time in the previous five years as a member of the NMC’s Council or of a Discretionary Committee of the Council.

3. You must not have been an NMC employee in the previous five years. Standing Orders, made by the Council under Article 12, Schedule 1 of the Nursing and Midwifery Order 2001. Rule 6 of the Nursing and Midwifery Council (Practice Committees) (Constitution) Rules 2008.

4. You must have ten years’ experience as a solicitor, barrister or advocate at the time of appointment

1. have a 10-year general qualification (within the meaning of section 71 of the Courts and Legal Services Act 1990); or
2. be an advocate or solicitor in Scotland of at least 10 years' standing; or
3. be a member of the Bar of Northern Ireland of at least 10 years' standing.

5. You must have current good standing with your regulator, and you must hold a valid practising certificate. References to “licensing body” in the criteria means your regulator (as per Rule 2 of the Practice Committee Constitution Rules).

We will accept applications from individuals with nine years Post-Qualification experience, who will have ten years experience at the time of appointment. 


Full eligibility criteria can be accessed here: http://www.inclusiveboards.co.uk/wp-content/uploads/2026/08/LQC-Eligibility-and-Disqualification-Criteria.pdf 

This application form is for current Legal Assessor's and those who are new to the NMC only. Applications for current NMC panel member / panel chair's closed on the 1st September 2026. 

You have entered a response that means you are not eligible to complete the application form at this time (you must not have been an employee of the Nursing and Midwifery Councol within the last five years).

If this has been entered in error please ammend your response. 

You have entered a response that means you are not eligible to complete the application form at this time (you must have ten years PQE at the time of appointment).

If this has been entered in error please ammend your response. 

1. A person is disqualified from appointment as a member if that person—

(a) has at any time been convicted of an offence involving dishonesty or deception in the United Kingdom and the conviction is not a spent conviction;

(b) has at any time been convicted of an offence in the United Kingdom, and—

(i) the final outcome of the proceedings was a sentence of imprisonment or detention, and

(ii) the conviction is not a spent conviction;

 2. has at any time been removed—

(i) from the office of charity trustee or trustee for a charity by an order made by the Charity Commissioners, the Charity Commission, the Charity Commission for Northern Ireland or the High Court on the grounds of any misconduct or mismanagement in the administration of the charity—

(aa) for which the person was responsible or to which the person was privy, or

(bb) which the person by their conduct contributed to or facilitated, or

(ii) under—

(aa) section 7 of the Law Reform (Miscellaneous Provisions) (Scotland) Act 1990(7) (powers of Court of Session to deal with management of charities), or

(bb) section 34(5)(e) of the Charities and Trustee Investment (Scotland) Act 2005(8) (powers of the Court of Session),

from being concerned with the management or control of any body;

3. has at any time been removed from office as the chair, member, convenor or director of any public body on the grounds, in terms, that it was not in the interests of, or conducive to the good management of, that body that the person should continue to hold that office;

4. at any time has been adjudged bankrupt or sequestration of the person’s estate has been awarded, and—

(i) the person has not been discharged, or

(ii) the person is the subject of a bankruptcy restrictions order or an interim bankruptcy restrictions order under Schedule 4A to the Insolvency Act 1986(9) or Schedule 2A of the Insolvency (Northern Ireland) Order 1989(10) (which relate to bankruptcy restriction orders and undertakings);

5. has at any time made a composition or arrangement with, or granted a trust deed for, the person’s creditors and the person has not been discharged in respect of it;

6. is subject to—

(i) a disqualification order or disqualification undertaking under the Company Directors Disqualification Act 1986(11),

(ii) a disqualification order under Part II of the Companies (Northern Ireland) Order 1989(12) (company directors disqualification),

(iii) a disqualification order or disqualification undertaking under the Company Directors Disqualification (Northern Ireland) Order 2002(13), or

(iv) an order made under section 429(2) of the Insolvency Act 1986(14) (disabilities on revocation of a county court administration order);

7. has been included by—

(i) the Independent Barring Board in a barred list (within the meaning of the Safeguarding Vulnerable Groups Act 2006(15) or the Safeguarding Vulnerable Groups (Northern Ireland) Order 2007(16)), or

(ii) the Scottish Ministers in the children’s list or the adults’ list (within the meaning of the Protection of Vulnerable Groups (Scotland) Act 2007(17));

8. has at any time been subject to any investigation or proceedings concerning the person’s fitness to practise by any licensing body, the final outcome of which was—
(i)the person’s erasure from a register held by the licensing body or a decision that had the effect of preventing the person from practising the profession licensed or regulated by the licensing body,

(ii) the person’s suspension from a register held by the licensing body, and that suspension has not been terminated, or

(iii) a decision that had the effect of only allowing the person to practise that profession subject to conditions, and those conditions have not been lifted;

9. has at any time been subject to any investigation or proceedings concerning the person’s fitness to practise by the Council, in the course of which or where the final outcome was that—

(i) the person was removed from or struck off the register (for a reason connected to the person’s fitness to practise),

(ii) the person’s registration in the register was suspended (including by an interim suspension order) and that suspension has not been terminated,

(iii) the person’s registration in the register was made conditional upon their compliance with any requirement (including an interim conditions of practice order) and that requirement has not been lifted, or

(iv) the person’s registration in the register was annotated by virtue of a caution order and that order is still in force;

10. has at any time been subject to any investigation or proceedings relating to an allegation that the person’s entry in the register was fraudulently procured, the final outcome of which was the removal of the person’s entry in the register;

11. is or has at any time been subject to any investigation or proceedings concerning the person’s fitness to practise by—

(i) any licensing body, or

(ii) the Council,

and the Council is satisfied that the person’s membership of the committee would be liable to undermine public confidence in the regulation of the nursing and midwifery professions; or

12. has at any time been convicted of an offence elsewhere than in the United Kingdom and the Council is satisfied that the person’s membership of the committee would be liable to undermine public confidence in the regulation of the nursing and midwifery professions.

You have entered a response that means you are not eligible to complete the application form at this time.

If this has been entered in error please ammend your response. 

Please tick the box below to confirm you are committed to the values and behaviours expected of those working for and appointed to the NMC here.

Please tick the box below to confirm you have read, understood, and accept the Principles of Public Life (the Nolan Principles) here.

Should you be shortlisted for interview, any interests or conduct issues detailed here will be explored with you during your interview to establish how you would address the issue(s) should you be appointed.

If you have any interests that might be relevant to the work and which could lead to a real or perceived conflict of interest should you be appointed, please provide brief details below. All information provided by applicants will be handled in a manner consistent with GDPR 2018.

Significant political activity is defined as being employed by a political party, holding significant office in a party, standing as a candidate for a party in an election, having publicly spoken on behalf of a political party or having made significant donations or loans to a party. Significant loans and donations are those of a size which are reported to the Electoral Commission, in line with a central party’s reporting threshold. This might include: 

 

• Holding office in a party political organisation

• Speaking in public on matters of national or local political controversy

• Expressing views on political matters in the media or in books, articles or leaflets, or on social media sites such as X (Twitter) or Facebook

• Candidacy for election to a local authority or Parliament (including devolved bodies and the European Parliament)

• Canvassing on behalf of a candidate for election

• Attending, in a member or delegate capacity, conferences or functions arranged by party political organisations

• Making donations to a party (if so, please say how much)

You will be assessed based on your strengths and experience against the competencies and behaviours for the role. Your response(s) can be based on any aspect of your life, experiences and activities, not just your professional work.

In your response to the questions, you should:

• Refer to the person specification and competencies and behaviours within the appropriate job role specification document.
• You may draw on your personal life experiences as well as any voluntary or paid work experience.
• Select your strongest examples, these do not need to involve the NMC, we are looking for evidence of transferable knowledge, skills and qualities in the examples that you give.
• Ensure your own role in the example is clear and that your answers are specific and tailored to cover the essential competency criteria that we are testing in each question.

All responses have a word limit of 350.

Competency: Leadership of Hearings

In your answer, please include how you demonstrate the value of “Equity”.  

Describe a situation in a formal proceeding or hearing where you had to lead the process, and the steps you took to ensure the environment was inclusive and equitable for all participants. 

Points to consider in your response: 

• How did you demonstrate firm and effective control of the process while actively recognising, accepting, and accommodating differing needs, circumstances or backgrounds? 
• How did you address the behaviors or disagreements whilst ensuring fairness was maintained? 
• Did you involve other panel members or colleagues in navigating this situation, if so, how? 
• What did you learn or reflect upon following this experience regarding your own leadership approach and willingness to learn from others or challenge systemic barriers or inappropriate behaviors? 

Competency: Judgement and High Quality Decision Making

In your answer, please include how you demonstrate the value of “Fairness”.  

Describe a challenging situation in a panel, tribunal, or professional setting where you had to lead a diverse group or panel with differing perspectives, expertise, or interests through a complex, high-stakes decision-making process. How did you ensure the final decision was fair, objective, and legally sound, and how did you articulate the reasoning? 
 
Points to consider in your response: 

• How did you proactively identify and mitigate potential biases, assumptions, or systemic barriers (your own or others') to keep the discussion fair and objective? 
• How did you weigh competing arguments, evidence, or public interest factors under tight constraints or emotional/procedural tension? 
• How did you ensure that all panel or team members fully contributed to the consensus before arriving at the final determination? 
• How did you structure the final reasoning or written outcome so that it was clear, transparent, and legally robust? 

Competency: Legal Expertise

In your answer, please include how you demonstrate the value of “Integrity”.  

Describe a scenario in your legal career where you had to interpret and apply complex guidance, legislation, or case law to a complex, unfamiliar, or developing area of practice within a professional legal forum or proceeding. 
Points to consider in your response: 

• How did you ensure your legal analysis and subsequent advice/direction was proactive, specific, succinct, and entirely objective? 
• What steps did you take to ensure that your intervention actively upheld the strict requirements of a fair hearing? 
• How did you demonstrate integrity by doing what was legally and ethically right, taking full responsibility for the direction you gave the forum? 
• How did you show flexibility in adapting your legal knowledge to this developing or unfamiliar territory? 

Competency: Effective working   
 
In your answer, please include how you demonstrate the value of "Effectiveness".  

Provide an example of a time when you were responsible for managing a process or hearing, and you had to balance strict legal and procedural requirements with practical considerations to ensure the matter ran efficiently and diligently. 

Points to consider in your response: 

• How did you prioritise tasks and manage time appropriately to reach a timely decision, demonstrating a clear focus on high-quality outcomes? 
• What practical or rational steps did you take to ensure resources were used wisely without compromising the fairness of the hearing? 
• How did your handling of the hearing balance operational efficiency with the statutory objective to protect the public and maintain confidence in professional standards? 
• Following the conclusion of this matter, how did you reflect on the process to identify areas where you could keep learning and improving your efficiency? 

Competency: Collaboration and Communication 

In your answer, please include how you demonstrate the value of "Respect".  

Describe a time when you had to lead a diverse group or panel (by which we mean a group of individuals from a range of backgrounds) through a complex problem-solving exercise, requiring you to communicate intricate information clearly and build consensus under tight constraints. 

Points to consider in your response: 

• How did you practice reflective listening and engage thoughtfully to understand panel views and case facts with genuine courtesy, care, and respect? 
• How did you ensure that you allowed others the necessary time to express their views, avoiding prejudgment even when time was limited? 
• How did you communicate succinctly, breaking down technical language to ensure complex information was universally understood by all participants? 
• What appropriate strategies did you use to provide direction, maintain control, and defuse any efficiency-draining tensions respectfully and factually? 

The Nursing and Midwifery Council is the independent regulator for nursing and midwifery professions in the UK. The NMC maintains a register of all nurses, midwives and specialist community public health nurses and nursing associates eligible to practise within the UK..

In order to acknowledge the importance of these considerations you are asked to read and sign the declaration below:

I confirm that I will proactively inform the Nursing and Midwifery Council of any conflicts of interest, or potential issues surrounding (including changes to) my personal circumstances or professional conduct that may potentially call into question my suitability to operate as a Panel Member or Chair or which may affect the reputation, or public confidence, in the Nursing and Midwifery Council. This includes, but is not limited to, instances of current or previous disciplinary proceedings and/or investigations, criminal convictions, HMRC compliance, immigration status or suspensions. 

Note 1 Declaration – It is not possible to provide an exhaustive list of what situations might apply in this context as every situation will have different circumstances and therefore it will be for the individual making the declaration to consider the potential impact of the issue in determining whether to declare this. 

Please inform the relevant persons immediately if you become aware of a situation which may compromise the terms of this declaration. If it is discovered that you have included any information you know to be false, or if you withhold any relevant information, this form may be rejected or any subsequent engagement with us terminated. 

By completing this application form electronically, your signature to this document is implied and accepted. 

Note 2 Privacy Notice – The information you have provided as part of your application will be held by Inclusive Boards and the Nursing and Midwifery Council in accordance with the General Data Protection Regulation (GDPR) for the purposes of assessing your suitability to be appointed. If selected, it will form part of your employment record. Your information will be lawfully held and processed for the purposes of entering into a contract and is necessary to determine the appropriateness of a successful applicant’s contract. Your information will not be used for any other purpose and will not be disclosed to any third party. 

You have certain rights under the GDPR regarding your personal data, which includes the right to access data held about yourself, to ensure it is accurate and to ask it is deleted or no longer processed. You also have the right to complain about the processing of your information if you are not happy about any aspect of the processing.

For more information about your rights please see our full privacy notice. You can also contact our Data Protection Officer by emailing: foi&dparequest@nmc-uk.org

A disabled person is defined as someone with a physical or mental impairment that has a ‘substantial’ and ‘long-term’ effect on their ability to do normal daily activities (Equality Act 2010).

Message from the Nursing and Midwifery Council

Dear candidate,

We value the diversity of the people on our register and we have to ensure our processes are fair and accessible to them all. We’ve already come a long way but there’s still a long road ahead of us.

We’re on that road together. We all have the right to be proud of who we are, to be respected, and to live our lives without fear of discrimination based on the colour of our skin, who we love, our religion or faith, whether we have a disability, our age, gender or any aspect of our background or who we are.

There is no room for any kind of discrimination in the healthcare sector, and we’re committed to working with partners to do everything in our power to tackle inequality and promote diversity and inclusion.

By completing the enclosed diversity monitoring form you will be helping us meet our public sector equality duty under section 149 of the Equality Act 2010. Your personal data will always be treated in the strictest of confidence.

We thank you in advance for your support.

This section of the form should take no longer than 10 minutes to complete and each question is optional. If you have any questions, please e-mail nmcrecruitment@inclusiveboards.co.uk.

The information you provide in this section will:
• not be used as part of the selection process;
• not be seen by the interview panel;
• only be used by the Nursing and Midwifery Council for monitoring purposes.

No diversity information will be published which allows any individual to be identified.

Data Protection and Privacy Notice
Confidentiality

Maintaining the confidentiality of your information is of utmost concern to us. The information collected as part of this form will be held in confidence and will only be used for the purpose set out in relation to executive search and advisory. For the purposes of the General Data Protection Regulation ("GDPR") and UK data protection laws, the data controller is INCLUSIVE BOARDS LIMITED. To find out more about how we store and process data, please visit http://www.inclusiveboards.co.uk/privacy-policy/

 

How will the information be used (data)?

Data management will follow General Data Protection Regulation ("GDPR") and UK data protection laws. We will not publish any information about you that could identify you to someone else publicly. Data provided to us will be used for the purposes set out at the time of collection and, where relevant, in accordance with any preferences you express.

Who will the data be shared with?

By answering the questions you are giving consent to having your data stored and processed by Inclusive Boards for the purposes of executive search and advisory. Inclusive Boards may distribute, share and publish anonymous information, statistics and data from in the form of reports, graphs, tables, text and other formats ONLY for the purposes of executive search and advisory. Inclusive Boards will not be sharing any data collected with any entity outside of the EEA.

 

Your rights under GDPR

You have the right to review, modify, or withdraw your answers to this form at anytime by contacting data@inclusiveboards.co.uk. You can find the full list  of your rights under GDPR here: https://ico.org.uk