The Appointments & Disciplinary Committee of Croydon Council met on Tuesday 21 July 2026. The meeting was scheduled to discuss appointments to key senior roles within the council, including the positions of Interim Chief Executive and Chief Executive.

Appointment to the Post of Interim Chief Executive

The committee was scheduled to consider the appointment to the post of Interim Chief Executive. The report pack indicated that the expected day rate range for this role was between £1,200 and £1,500, in line with the council's pay policy statement for 2026/7. The role of Interim Chief Executive is critical, as the current incumbent was due to leave the council's employment on 2 September 2026. The report detailed the job purpose, which included leading the development and delivery of the council's strategic objectives aligned with the Executive Mayor's strategic plan and manifesto commitments. The role-holder would also act as the council's main advisor to the Executive Mayor and Cabinet, supporting the delivery of political commitments through policy development and strategic planning. The report highlighted the need for an inspirational leader with a demonstrable delivery record, experience in leading transformation in a large, complex public sector setting, and strong financial leadership skills to deliver the council's required financial recovery. The appointment process was being conducted in partnership with Gatenby Sanderson, an executive search firm.

Appointment to the Post of Chief Executive

The committee was also scheduled to discuss the appointment to the permanent post of Chief Executive. The recommended salary package for this role was a spot salary of £275,000 per year, which included an expected national pay award for chief executives. The report outlined the job purpose, which was similar to the Interim Chief Executive role, focusing on leading strategic objectives, advising the Executive Mayor and Cabinet, and fostering a high-performance culture to deliver the Executive Mayor's Plan (2026-2030). The required knowledge, skills, and experience included inspirational leadership, a proven track record in transformation, strong analytical and strategic thinking, and excellent negotiating and influencing skills. The recruitment process involved Gatenby Sanderson and included technical assessment interviews, a partner panel, and fireside chats. The report also noted that the Chief Executive role is politically restricted under the Local Government and Housing Act 1989.

The meeting was also scheduled to address standard procedural items, including apologies for absence, disclosure of interests, and the minutes of the previous meeting. A significant portion of the meeting was planned to be held in a confidential session, with the exclusion of the press and public, to discuss matters likely to involve the disclosure of exempt information, specifically relating to candidates for the senior appointments.