The Chief Officers' Employment Panel is scheduled to consider employment arrangements for the Head of Paid Service (Managing Director). The panel will review options for the recruitment process for this statutory role, which is responsible for the overall management of the council and the delivery of its services.

Head of Paid Service (Managing Director) Employment Arrangements

The panel is set to discuss the employment arrangements for the Head of Paid Service (Managing Director). This is a statutory role with significant responsibilities for the council's operations and service delivery. The current postholder, Alex Dewsnap, has been in the role since June 2023 under a series of fixed-term contracts, with the current contract due to end on 30 November 2026. The report pack outlines three potential options for filling the role permanently:

• Option 1: Recommend permanent appointment of the current postholder without a competitive recruitment process. This would involve recommending to Full Council that Alex Dewsnap be appointed permanently without a new recruitment process. The report notes that the council generally appoints staff on merit, typically demonstrated through an external recruitment process, and this approach has been used for other chief officer roles.
• Option 2: Recommend to Council that the fixed-term contract is extended for a further period. This option is not recommended for consideration in the report, as a fixed-term contract extending beyond four years is likely to convert to a permanent role.
• Option 3: Advertise externally and run a competitive recruitment process. This option involves advertising the role externally and conducting a competitive recruitment process. The report highlights that the fixed-term contract was initially a temporary solution for stability, and Full Council agreed that consideration would be given in early 2026 to the most appropriate recruitment process. This option aligns with the process followed for other chief officer roles, which have been filled by internal candidates when subjected to external competition.

The report also details the legal implications of each option, referencing the Local Government and Housing Act 1989, which mandates that local authorities must appoint on merit. It also outlines the requirements of the Local Authorities (Standing Orders) Regulations 1993 for chief officer recruitments, which include advertising the post and interviewing qualified candidates. The council's recruitment and selection policy, which aims for open, fair, effective, and efficient recruitment, is also referenced. The report notes that legal advice has been obtained from a King's Counsel (KC) and is included in a confidential appendix.

The role of Head of Paid Service (Managing Director) is graded CE, with a salary package between £181,251 and £205,704. The report indicates that there will be costs associated with an external recruitment campaign if Option 3 is pursued. The postholder is responsible for overseeing the strategic and general management of the council, leading strategic partnerships, sustaining the democratic process, and delivering the administration's vision and priorities. These priorities include putting residents first, ensuring a clean and safe borough, and supporting those in need.

The meeting will also address standard procedural items, including noting membership, receiving declarations of interest, and confirming the minutes of the previous meeting held on 5 November 2025. The panel will also resolve to exclude the press and public for the discussion of the employment arrangements for the Head of Paid Service, as this involves information relating to an individual and potentially legal professional privilege.