The Audit and Corporate Governance (Appointment Panel) Sub-Committee met to discuss the recruitment process for the new Chief Executive. The sub-committee was scheduled to interview shortlisted candidates and potentially make a recommendation to the full council. Part of the meeting was not open to the public and press, as it involved consideration of exempt information under the Local Government Act 1972.

Chief Executive Recruitment

The sub-committee was scheduled to discuss the process of appointing a new Chief Executive for Camden Council, a role described as the Head of Paid Service. According to the report pack, the full council can only approve the appointment if no member of the Cabinet objects.

The report pack included a summary of the recruitment process so far:

• The role of Chief Executive was advertised, with a closing date of 30 March 2025.
• The Leader of the Council undertook 'longlisting' on 3 April 2025.
• Each longlisted candidate had a 'technical' interview on 7 and 14 April 2025.
• The Audit and Corporate Governance (Appointment Panel) Sub-Committee created a shortlist on 24 April 2025.
• An assessment centre was held on 29 April 2025.

The Audit and Corporate Governance (Appointment Panel) Sub-Committee was scheduled to interview the shortlisted candidates. If deemed appropriate, they would recommend a candidate to the full council, and agree on a starting salary within the target range, subject to references and pre-employment checks.

The report pack included the job description and person specification for the role of Chief Executive. According to the report pack, the Chief Executive is expected to:

BetheprincipaladvisertotheelectedleadershipoftheCouncilontheir strategic policy direction and forward planning of services and resources to support elected leaders to deliver on their political ambitions included in We Make Camden and Camden Missions.

The successful candidate will also be expected to create an inclusive organisation, lead by example to support diversity, and foster a culture of continuous learning. They should also be able to demonstrate effective systems leadership beyond organisational boundaries.

The Audit and Corporate Governance (Appointment Panel) Sub-Committee was also scheduled to note the process for appointment to the post of Chief Executive and the details of the job description and personal specification.

Confidential Information

The agenda noted that the report pack contained information that was exempt from disclosure under the Local Government Act 1972. Specifically, the shortlist of candidates, candidate CVs, and the results of assessments were to be considered in private. The reason given was that:

Publicity in respect of Item 8 would be likely to lead to the disclosure of information relating to any individual or information which is likely to reveal the identity of any individual, by virtue of the Local Authorities (Executive Arrangements) (Access to Information) (Amendment) (England) Regulations 2006.