Agenda item

Report of the Interim HR Manager. 

The Interim HR Manager submitted a report that requested the Committee to agree the selection processes for the proposed new roles, should a decision be made to implement the proposed new Executive Team Structure. 

Members were advised that proposals for consultation on a new Executive Team Structure had been developed, and a report was considered at the Cabinet meeting held on 24^th April 2018. 

Following call-in, agreement had been reached to move forward to formal consultation with staff and unions on the proposals.  Although it was not possible to prejudge the outcome of any consultation or decision making, it was prudent to consider, at this stage, how any selection decisions might be made. 

The recruitment processes proposed for this exercise had been developed based on past practice for recruitment to Chief Officer roles, and took into account the clear need to be legally compliant, consistent and fair. 

Following consultation with staff and unions, if a new structure was agreed, it was suggested the recruitment process would start in mid to late July.

Members were informed that any existing Chief Officers who applied for the new roles would be expected to submit a quality application, even though they would be guaranteed progression through to the final stages of the selection process. 

A view would be taken at the end of July as to whether sufficient applications were being submitted, considering both quantity and quality.   If it was the case that insufficient quality applications were forthcoming, then it was proposed that an approach would be made to a recruitment agency to source additional quality applications.  This element of recruitment would be costly, and it was expected a fee equating to up to 15% of salary would be chargeable should the Council take this route.

Once applications had been received, it was expected that the Chief Executive and HR Manager would carry out an initial basic paper shortlisting exercise to remove any applications, which were poor quality. 

It was proposed that the Personnel Committee would then meet to carry out a more thorough shortlisting exercise with the remaining applications, with agreed criteria, to decide which candidates should go through to the next stage. 

Once shortlisting had taken place, the remaining candidates would be asked to attend an initial, first stage interview with the Chief Executive, an external specialist or CEO from another Local Authority, and the HR Manager.  This exercise would be carried out to ensure initial suitability for the role.  A report would then come back to Personnel Committee at this stage to confirm the outcomes of this exercise.

It was reported that all remaining candidates would be invited to attend an assessment centre, which would be managed by specialist staff from the Cabinet Office, with some external assessors, details of which were provided within the report. 

Interviews would take place during mid-September and it was proposed that interview panels be constructed as follows: -

·         Personnel Committee Members, which may include Cabinet members

·         The Chief Executive

·         An external CEO or specialist

·         The HR Manager (for advice on process)

Decisions on who would be selected for each role would be made by the Personnel Committee.  Members were advised that appointments to these roles did not have to be made if it was believed that there was no suitable candidate.

Resolved: -

(1)       That the proposed processes for selection for the proposed new Director roles, as set out in the report, be approved. 

(2)       That it be noted that (1) above is conditional on the outcome of consultations on the proposal for a restructure, and further decisions in terms of implementation.