The Appointments & Disciplinary Committee of Croydon Council was scheduled to meet on Friday, 24 April 2026. The primary item on the agenda was the appointment to the significant role of Corporate Director of Resources. Much of the meeting was scheduled to be held in private to discuss exempt information.

Appointment to the post of Corporate Director of Resources

The committee was scheduled to consider the appointment of a new Corporate Director of Resources. This role is a key position within the council, with the postholder acting as a member of the corporate management team and providing professional advice to the Executive Mayor and Cabinet on financial, legal, and commercial matters. The responsibilities of the Corporate Director of Resources are extensive, encompassing leadership of legal services, strategic financial planning, treasury management, risk management, anti-fraud measures, procurement, and asset and facilities management. The role also incorporates the statutory duty of the Section 151 Officer¹ under the Local Government Act 1972, requiring them to ensure the financial probity and competence of the council.

The report pack indicated that the committee was recommended to agree the salary package for this post. This included agreeing the salary grade, which had been evaluated as Director Grade 5, and considering an occupational scarcity allowance of up to £30,000 per year. This allowance was recommended based on advice from executive search consultants, Ransley Boardman, and reflected current market conditions and pay benchmarking. The report also noted that the role had been advertised in the MJ on 9 April 2026, and that the council was working with Ransley Boardman to ensure a rigorous recruitment process.

The committee was also scheduled to undertake the selection for, and agree an appointment to, the post of Corporate Director of Resources. Any appointment would be subject to the notification process outlined in the Council's Constitution. The report highlighted that the role is currently covered by an external secondment and that a permanent appointment was considered necessary for sustainability, given the public-facing operational services the role oversees.

The report also detailed the legal implications of the appointment, referencing Section 112 of the Local Government Act 1972, which allows the council to appoint staff on terms and conditions it deems appropriate, provided appointments are made on merit. It also referenced Section 41 of the Localism Act 2011, which requires adherence to the Council's Pay Policy Statement when determining remuneration for Chief Officers. The report stated that the council's Pay Policy Statement 2026/7, agreed on 25 February 2026, outlines the approach to senior officer pay, with Corporate Director roles aligned to Croydon Chief Officer Grades. The threshold for elected members to vote on salary packages, as set by government guidance, is £100,000.

The report also addressed equalities implications, stating that the recruitment and selection process would be designed to ensure fairness, eliminate bias, and encourage applications from underrepresented groups. The successful candidate would be expected to embed equality, diversity, and inclusion into strategic planning and operational delivery, particularly in areas such as waste and recycling, street cleansing, and SEND transport. The postholder would also be expected to deliver on the Equality Strategy 2023–2027 and the London Councils' Tackling Racial Injustice programme.

The report pack also included the job description for the Corporate Director of Resources (S151), detailing the overall purpose of the role, its responsibilities, and its alignment with the Mayor's Business Plan² and Council priorities. The job description emphasised the importance of a one Council approach, collaboration, and adherence to the Council's corporate values: One Team, Proud to Serve, Honest and Open, Taking Responsibility, and Valuing Diversity.