The Chief Officers' Employment Panel of Harrow Council was scheduled to discuss the employment arrangements for the Head of Paid Service (Managing Director). The meeting's agenda indicated that this significant item would be considered in private session, with the press and public excluded.

Employment Arrangements for the Head of Paid Service (Managing Director)

The primary focus of the meeting was scheduled to be the employment arrangements for the Head of Paid Service (Managing Director). A report from the Monitoring Officer was presented, outlining options for the future of this role. The current postholder's fixed-term contract is due to conclude on 30 November 2026. The report detailed the history of the postholder's appointment, including an initial internal advertisement and subsequent extensions to their contract.

The report presented three options for consideration by the Panel:

• Option 1: Recommend permanent appointment of the current post holder without a competitive recruitment process. This option would involve recommending to Full Council that the current post holder be appointed on a permanent basis without a new recruitment process. The report noted 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 and previous appointments to the Head of Paid Service position.
• Option 2: Recommend to Council that the fixed-term contract is extended for a further period. This option would involve extending the current fixed-term arrangement. The report stated that if a fixed-term contract continues for four years, it is likely to convert to a permanent role. However, this option was not recommended for consideration in the report.
• Option 3: Advertise externally and run a competitive recruitment process. This option would involve advertising the role externally. The report highlighted that external recruitment was the process followed for other chief officer roles, which resulted in internal candidates being appointed on merit. It was understood that the fixed-term contract was a temporary solution, and the restricted recruitment process was justified by the immediate need for stability and continuity.

The report also detailed the legal implications surrounding the recruitment process, referencing the Local Government and Housing Act 1989 and the Local Authorities (Standing Orders) Regulations 1993. It noted that any decision to appoint to the role is reserved to Full Council and would require a recommendation from the Panel. The report also included financial implications, noting the salary grade for the Head of Paid Service post and potential costs associated with an external recruitment campaign.

The report also included an appendix detailing the role profile for the Head of Paid Service (Managing Director), outlining key responsibilities such as overseeing strategic and general management of the Council, leading strategic partnerships, sustaining the democratic process, and delivering the administration's vision and priorities. The role includes overseeing statutory officers, including the Chief Finance Officer, the Monitoring Officer, the Director of Children's Services, the Director of Adult Social Services, and the Director of Public Health. The role also involves championing Council engagement with residents and the community, chairing the Harrow Chief Chief Officers Group, and representing the Council at local, regional, and national levels.

The meeting was scheduled to move into a private session to discuss confidential appendices, which included advice from King's Counsel and an HR advisory note, relating to the employment arrangements for the Head of Paid Service (Managing Director). The minutes from the previous meeting on 29 January 2026 were also scheduled for confirmation.