The Chief Officers' Employment Panel of Harrow Council was scheduled to discuss employment arrangements for the Head of Paid Service (Managing Director). The meeting's agenda included consideration of options for the recruitment process for this statutory role.

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

The panel was scheduled to consider options for the future employment arrangements of the Head of Paid Service (Managing Director). This role is a statutory position within the council, responsible for the effective management of staff and the delivery of services. The current postholder has been in the role since 1 June 2023, initially on a six-month fixed-term contract, which was later extended for a further three years, due to conclude on 30 November 2026. The report presented to the panel outlined three potential options for filling the role permanently:

• Option 1: Recommend permanent appointment of the current postholder without a competitive recruitment process. This option would involve recommending to Full Council that the current postholder 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.
• 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. However, the report indicated that if a fixed-term contract continues for four years, it is likely to convert to a permanent role, and this option was not recommended for consideration.
• Option 3: Advertise externally and run a competitive recruitment process. This option would involve advertising the role externally. The report stated that the extension of the fixed-term contract was agreed on the basis that the most appropriate recruitment process would be considered in early 2026. It was noted that external recruitment was the process followed for other chief officer roles, all of which were filled by internal candidates, suggesting that internal candidates can be appointed on merit when subject to external competition.

The report also detailed the legal implications of each option, referencing the Local Government and Housing Act 1989, which requires local authorities to appoint on merit, and the Local Authorities (Standing Orders) Regulations 1993, which outline requirements for chief officer recruitments. The council's recruitment and selection policy, which aims for open, fair, effective, and efficient recruitment, was also highlighted, along with the need to avoid unlawful discrimination under the Equality Act 2010. The report mentioned that legal advice had been obtained from a King's Counsel (KC) and was included in a confidential appendix.

The financial implications of the Head of Paid Service post were noted, with a salary package of £181,251-£205,704. Costs associated with an external recruitment campaign, should a recruitment agency be used, were also mentioned. The report confirmed that no specific risks were identified on the corporate or directorate risk register, and an Equality Impact Assessment had not been carried out, with equality issues considered within the legal implications section and the confidential legal advice. The postholder is expected to promote the council's priorities: A council that puts residents first, A borough that is clean and safe, and A place where those in need are supported.

The panel was requested to consider the appropriate process to recruit to the Head of Paid Service (Managing Director) role, noting that any decision to appoint to the role is reserved to Full Council and would require a recommendation from the panel. The role profile for the Head of Paid Service (Managing Director) was also provided, outlining its purpose and main accountabilities, including leadership, partnership development, service delivery, and performance and resource management.