The Staff and Appointments Committee of Northumberland County Council met on Monday, 12 January 2026, to discuss and approve changes to senior management positions and to note the council's Pay Policy Statement for 2026/27. Key decisions included the creation of a new Director of Business Operations role, renaming of two existing director roles, and the deletion of a vacant director post, all aimed at streamlining operations and improving efficiency as part of the Ways of Working model.

Senior Management Changes

The committee approved several significant changes to senior management positions, primarily driven by the implementation of the Ways of Working model, a key component of the council's BEST initiative. These changes aim to enhance efficiency, reduce duplication, and improve service delivery across various directorates.

Creation of Director of Business Operations: A new Chief Officer post, Director of Business Operations, was approved. This role, with a salary range of £105,946 to £115,387, will lead the newly established Business Operations Centre. This centre will consolidate transactional activities from People & Culture, Finance, Data, Digital & IT, and Central Administrative functions into a single, streamlined operation. The aim is to standardise processes, reduce duplication, and leverage automation and digital innovation.

Changes to Finance and Procurement Roles:

• The role of Director of Finance and Procurement (Deputy S151 Officer) will be renamed Director of Corporate Finance and Business Partnering (Deputy S151 Officer). This change reflects a shift in focus from transactional finance and corporate procurement to corporate finance and business management. Transactional finance will be integrated into the Business Operations Centre, while procurement will align with commissioning.
• The Director of Commissioning and Performance post will be renamed Director of Integrated Commissioning, Performance and Procurement. This rebranding signifies the integration of procurement capabilities within the commissioning directorate, aiming to enhance alignment and standardisation throughout the commissioning lifecycle and improve value for money.

Deletion of Director of Strategic Change and Service Improvement: The committee approved the deletion of this vacant post. Its responsibilities have been absorbed into the BEST governance and delivery structure, with leadership managed through fixed-term arrangements to maintain flexibility and focus on outcomes.

Re-evaluation of Director of Assessment and Safeguarding: The role of Director of Assessment and Safeguarding has been re-evaluated and will see a grade increase from Band 16 to Band 17. This adjustment was deemed necessary to ensure equity with a comparable Director position, specifically the Director of Children, Young People and Families.

Noted Recruitment: The committee noted ongoing recruitment for several key Chief Officer roles, including the Executive Director of Transformation and Resources (Section 151 Officer), Chief Fire Officer, Director of Digital and IT, and the newly approved Director of Business Operations. Selection exercises for the Executive Director and Chief Fire Officer were scheduled for January 2026, with appointments to be presented to the committee in February.

Cost Neutrality: The proposed changes to the core senior management establishment were reported as cost-neutral. The creation of the Director of Business Operations post is offset by the deletion of the Director of Strategic Change and Service Improvement role, and the grade increase for the Director of Assessment and Safeguarding is a separate cost.

Consultation and Communication: Consultation with staff regarding the first phase of the Ways of Working model changes had commenced, with meetings held and further detailed briefings planned. Trade unions were aware of and supportive of the consultation approach. A briefing note will be provided to all Members in 9-12 months to review the effectiveness of the new arrangements.

Appointments Sub-Committee: An Appointments Sub-Committee was established to oversee the recruitment process for the Executive Director of Transformation & Resources (Section 151 Officer) and the Chief Fire Officer roles, with interviews scheduled for 21 and 22 January 2026.

Pay Policy Statement 2026/27

The committee noted the contents of the proposed Pay Policy Statement for the 2026/27 financial year. This statement, required under the Localism Act 2011, outlines the council's approach to pay and reward for its workforce, particularly concerning senior staff and the lowest-paid employees. The Director of People and Culture highlighted that there were very few changes from the previous year's document, with amendments detailed in Appendix 3 of the report. The revised statement will replace the 2025/26 Pay Policy Statement from 1 April 2026.

The Pay Policy Statement aims to ensure the council can recruit and retain high-calibre employees, maintain pay levels that provide value for money, and operate with transparency and accountability, in compliance with employment legislation, including the Equality Act 2010. The statement details the council's approach to chief officer pay structures, incremental progression, salary on appointment, and the relationship between senior and lowest-paid posts, including a pay multiple of 1:6.80 based on November 2025 salaries. It also covers market forces allowances, pay protection, redundancy payments, special severance payments, and secondary employment. An Integrated Impact Assessment was completed, concluding that the policy has a positive impact across various groups and does not present a negative impact on any specified groups.