Public Appointments Team recruitment framework: integrated impact assessment

This Integrated Impact Assessment examines the impacts of introducing a new Recruitment and Assessment Framework for Public Appointments. The Framework standardises how public appointment campaigns are run, including how roles are advertised, candidates are assessed, and decisions are made, with a focus on fairness, transparency and accessibility. As the Framework affects who can access public appointment opportunities and how selection decisions are reached, it has implications across equality, socio-economic disadvantage, the Welsh language, data protection and wider well-being outcomes. This assessment brings these considerations together to ensure impacts are identified, mitigated and aligned with Welsh Government duties.

Long term

The framework has been developed in response to long-term trends:

• Democratic legitimacy and trust increasingly depend on institutions that reflect the people they serve.
• Wales’s population is changing — in age, ethnicity, disability, language, and socio‑economic background — but this is not yet mirrored in board composition.
• Future governance challenges (climate, health, demographic pressure, digital transformation) require diverse insight and lived experience to inform sustainable decisions.

The new assessment model responds to these trends by modernising how Wales identifies and assesses talent. It improves clarity for candidates, builds on existing practice by increasing consistency, and strengthens the pipeline of people ready to contribute to long-term public leadership. Investment in outreach and representation work will help develop a sustainable pool of applicants and support resilience in public leadership over time.

Prevention

This framework aims to reduce barriers to participation by addressing factors that can contribute to low representation. Some potential applicants may be unsure whether public appointments are “for them” or may find processes and language difficult to navigate. The framework supports improvement by:

• removing unnecessary barriers.
• embedding structured, fair and code-compliant assessment tools.
• introducing scenario-based exercises that allow candidates to demonstrate judgement, values, community insight and relevant life experience, not just professional status.
• supporting panels to recognise relevant lived experience without requiring applicants to disclose protected characteristics.

Outreach activity (community events, targeted briefings, capacity-building workshops) supports awareness and confidence by involving communities who have historically been under-represented. Outreach will be planned to reach different parts of Wales and, where appropriate, will be delivered bilingually to support Welsh speakers and Welsh-speaking communities. This helps broaden the range of perspectives on boards and supports decision-making that reflects different places and experiences across Wales.

Integration

Public appointments can influence all seven well-being goals, from a more equal Wales to a resilient Wales, because board members shape strategic direction, spending decisions, risk and public accountability. The framework aligns with:

• Welsh Government’s Programme for Government commitments on equality, social model of disability, anti‑racism, and citizen‑centred services. 
• Corporate ambitions on inclusive recruitment and workforce equality.
• Cross-government priorities such as Welsh language standards, climate action, socio-economic equity and place-based (regional) outcomes across Wales.

By improving accessibility, transparency and representation, the framework supports wider agendas including health outcomes, cultural participation, digital modernisation, environmental stewardship and fair work. Stronger governance can help public bodies fulfil their statutory duties more effectively, supporting multiple well-being benefits.

Collaboration

The framework has been co-designed through collaboration across Welsh Government, public bodies and external partners, including recruitment specialists, equality experts, board members, and people with lived experience. Stakeholder sessions have informed the development of practical tools, templates and assessment scenarios.

Ongoing collaboration is intended through outreach partnerships, community networks and engagement with public bodies to test and refine the model. This is designed to ensure the framework remains usable, proportionate and aligned with operational needs.

Involvement

People affected by public appointments - including potential applicants, panel members (including panel chairs), current board members, recruitment experts, diversity and inclusion experts, Welsh Government representatives, and representatives from arms-length bodies - have informed development through workshops, feedback sessions and targeted discussions. The approach is intended to remain iterative, using continued feedback to support improvement over time. Feedback to date has informed proposals such as clearer candidate guidance, alternative assessment formats where appropriate, improved signposting of support and reasonable adjustments, and the need for consistent panel member training to support fair and confident application of the new tools.

Delivery will continue to involve people directly through outreach activity and structured feedback loops. To support consistency and auditability, delivery will be supported by standard templates, panel training and quality assurance checks.

Impact

Arguments for

• Increases fairness, transparency and defensibility of decisions.
• Improves representation and lived insight on boards.
• Enhances public trust in decision‑making.
• Creates a better candidate experience and a clearer pathway for first‑time applicants.
• Strengthens governance and risk oversight across public bodies.

Arguments against / risks

• Panels may need time and training to adjust to new tools and methods.
• There is a risk of inconsistent implementation across Wales (including Welsh‑language practice and regional outreach) if panel training and quality assurance arrangements are not embedded.
• More inclusive outreach and engagement require additional resource.
• Some stakeholders may prefer traditional assessment models or find change challenging.

Mitigations

• Comprehensive training programme for panel members.
• Quality assurance checks to support Wales‑wide consistency, including bilingual compliance (Welsh language standards) and consistent regional outreach coverage.
• Outreach and representation work prioritised as a core part of delivery rather than an “add‑on”.
• Ongoing monitoring and evaluation, including diversity data and applicant feedback.

Costs and savings

The main costs relate to:

• training panel members.
• designing and delivering outreach and engagement activity.
• developing assessment tools and maintaining guidance.
• staff time to embed the framework and monitor outcomes.
• time‑limited external specialist support to inform the approach and strengthen assurance.

However, these costs may be offset by:

• reduced campaign repetition through clearer processes.
• improved campaign efficiency and reduced risk of failed or prolonged appointments.
• reduced panel support time over time through standard templates, clearer guidance and fewer ad‑hoc queries.
• reduced risk of challenge and rework through clearer audit trails and more consistent scoring and decision recording.
• better long‑term governance leading to financial and operational efficiencies in public bodies.

Collaboration across Welsh Government and with partners may reduce duplication and enable shared resources, joint events and coordinated training, using established channels and community networks to maximise reach.

8.1 How have people most likely to be affected by the proposal been involved in developing it?

People most likely to be affected by the new Recruitment & Assessment Framework have been involved throughout its development. Engagement took place through stakeholder workshops, feedback sessions, one‑to‑one discussions, and targeted input from equality and inclusion specialists.

We involved:

• People with protected characteristics – including disabled people’s organisations, ethnic minority communities, LGBTQ+ representatives, BSL, digital exclusion experts and gender equality experts – who provided detailed feedback on accessibility, bias reduction, alternative formats, and fairer assessment methods.
• People experiencing socio‑economic disadvantage – insights were gathered through outreach partners, lived‑experience contributors, and staff working directly with communities under‑represented in public leadership. Their feedback highlighted the need for plain‑language materials, clarity about expectations, and pathways for first‑time applicants.
• Welsh speakers and Welsh language specialists – colleagues from Cymraeg 2050 and Welsh‑language teams advised on language requirements, accessibility of bilingual materials, and how to avoid deterring applicants while promoting Welsh-language use.
• People already active in public bodies – current and former board members, panel chairs, and senior independent panel members tested proposals and provided practical insight into fairness, usability and impact.
• Wider stakeholders – including Public Bodies Unit partners, specialist recruiters, academics, and organisations representing young people and community groups.

This involvement directly shaped the framework by simplifying language, improving accessibility, clarifying expectations, strengthening lived‑experience criteria, and embedding Welsh‑language considerations to support consistent practice across Wales.

8.2 What are the most significant impacts, positive and negative?

Positive impacts

The framework strengthens fairness, transparency and representation across public appointments. Key benefits include:

• People & Inclusion: Clearer guidance, plain‑language materials, scenario‑based assessments, stronger recognition of lived experience, and a focus on removing unnecessary barriers are intended to improve access and confidence in the process, particularly for people from low‑income backgrounds, disabled people, ethnic minority communities, Welsh speakers, and first‑time applicants.
• Culture & Welsh Language: Consistent bilingual recruitment (including Welsh‑language choice and Welsh‑speaking panels where needed) and recognition of cultural competence/lived experience is intended to support Welsh‑language participation and confidence in the process.
• Economy: Better governance improves organisational stability, strengthens decision‑making, and contributes to long‑term economic wellbeing. A wider applicant pool promotes social mobility and reduces inequality of opportunity.
• Environment: No direct environmental impact, but better‑informed public bodies can improve long‑term decisions affecting natural resources, infrastructure, and environmental policy.

Negative or neutral impacts

• Some applicants may find new assessment methods unfamiliar, potentially causing anxiety or withdrawal.
• If outreach is inconsistent, existing patterns of under‑representation may persist.
• Risk of panels applying new tools inconsistently if training is not completed.
• Welsh‑language expectations, if poorly framed, may unintentionally deter applicants.

Themes from involving people

• Strong desire for accessible, plain‑English/Welsh communication.
• Need to value lived experience, not just professional backgrounds.
• Importance of transparency around criteria, word limits, and interview formats.
• Clear expectations about Welsh‑language requirements.
• Strong support for reducing bias and ensuring training for all panel members.
• A shared view that boards must better reflect Wales’ communities to meet the well‑being goals.

8.3 In light of the impacts identified, how will the proposal: 

Maximising contribution to the well-being goals

Welsh Government will maximise the proposal’s contribution to the well-being goals by embedding the framework as a consistent, Wales‑wide approach to public appointments and by using it to strengthen representation, transparency and capability across public bodies. This will be supported through clear expectations for accessible and bilingual recruitment, consistent outreach across regions (including rural and Welsh‑speaking communities), and practical tools that enable people with different backgrounds and lived experience to demonstrate their suitability.

Avoiding, reducing and mitigating negative impacts

Key actions to reduce risks and unintended impacts include:

• Panel training and support: mandatory training for panel members (including chairs) covering fair and consistent scoring, inclusive interviewing, recognising lived experience, and Welsh‑language requirements; supported by templates and briefing materials.
• Quality assurance and consistency: proportionate QA checks on scoring records and decision notes to reduce variation between panels and across Wales, including checks on bilingual practice and regional outreach coverage.
• Candidate experience and accessibility: plain‑language guidance, clear signposting of reasonable adjustments and alternative formats, and feedback routes so issues can be identified and addressed quickly.
• Outreach and awareness: planned engagement activity with communities and partners to build awareness and confidence, including targeted activity in under‑represented regions and Welsh‑speaking communities.
• Welsh language: clear, proportionate messaging on Welsh‑language requirements so that Welsh is supported and promoted without unintentionally deterring applicants.

8.4 How will the impact of the proposal be monitored and evaluated as it progresses and when it concludes? 

Impact will be monitored through data collection and stakeholder feedback, with oversight by the Public Appointments Team as part of routine governance and continuous improvement. We will use a short set of measures to track whether the framework is improving fairness, accessibility, Welsh‑language experience and representation (including regional spread), and to identify any unintended consequences.

• Application, shortlist and appointment data (including equality and socio‑economic monitoring where available) and regional/geographic spread.
• Welsh‑language choice (where recorded) and feedback on bilingual accessibility.
• Candidate experience feedback (clarity, accessibility, confidence in fairness).
• Panel training completion and proportionate QA checks on scoring/decision records.

We will complete an early review after the first campaigns under the framework and an annual summary thereafter. Findings will be used to update guidance, training, outreach and assessment tools where needed.