| 22/06 | CHIEF EXECUTIVE OFFICER RECRUITMENT UPDATE | CHIEF EXECUTIVE OFFICER RECRUITMENT UPDATE
The Human Resources Manager presented the report and Appendix to the Personnel Committee.
The Human Resources Manager advised the Committee that the revised Job Description had been based on best practice from other local authorities.
The Committee was informed that 5 companies had tendered and provided a process and testing for the recruitment of a replacement Chief Executive Officer. Star Fish had been selected as the best candidate for good quality data provision and pricing. Formal notification of the award had not yet been made.
Councillor Answer queried if the successful company had provided input on the Job Description,
The HR Manager advised that they had not, but they would receive a copy of the Job Description when appointed. They would be able to advise is they had any particular concerns before publication.
The Interim Chief Executive Officer advised that the successful company would be writing the advertisement for the Job.
A Member discussion took place concerning the Chief Executive Officer salary and if the CEO Band 1-3 should include the addition 1.5% pay award increase.
Members agreed that the salary should include the addition 1.5% pay award.
A Members discussion followed concerning the ability of the selected recruitment company to work to the timeline provided.
The HR Manager advised that this had been issued as part of the specification for the tender and that all of the 5 companies who had tendered could work to that timeline.
A Member discussion followed concerning the Member Stakeholder panel and its role.
The Committee were advised that the Member Stakeholder Panel would include Members who are not on Personnel Committee. The Panel would eb facilitated by a senior officer. The wider stakeholder panel would be made up of key partners such as the NHS and Police.
Councillor Bradshaw queried the need for the Job Description to list that it was essential criteria for the candidate to be educated to Degree Level. The Member felt that relevant professional qualification and experience would be a better criteria.
Members agreed that there should be an amendment to the Job Description from Essential Educated to Degree level to Educated to Degree level or equivalent.
The Mayor stated that there were factors to take into consideration regarding the selection of the replacement Chief Executive Officer, including the market forces, skills market and competition. The Mayor stated that there was a need for an exceptional Chief Executive Officer with resilience in our organisation. The Mayor thanked the Interim Chief Executive Officers for the excellent job that they were doing and for the strength within the teams.
The Mayor read out each recommendation and called for a show of hands:
To agree that the revised Job Description/Person Specification (Appendix 1) subject to the amendment of the inclusion of Qualification from Degree level to Degree level or equivalent.
To agree the time line set out in Appendix 2 and to re-advertise the post with the support of the successful recruitment Agency following the tender exercise.
To confirm the salary for the post following the recent pay award of 1.5% to be CEO Band £115,000 - £121,000 plus the pay Award of 1.5%
Report of Human Resources Manager
Appendix 2 | RESOLVED:
Agreed that the revised Job Description/Person Specification (Appendix 1) subject to the amendment of the inclusion of Qualification from Degree level to Degree level or equivalent.
Agreed that the time line set out in Appendix 2 and to re-advertise the post with the support of the successful recruitment Agency following the tender exercise.
Confirmed that the salary for the post following the recent pay award of 1.5% to be CEO Band £115,000 - £121,000 plus the pay Award of 1.5%
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