NEATH PORT TALBOT COUNTY BOROUGH COUNCIL

Council

28th May 2020

Report of the Head of Human Resources

Matter for Decision

Wards Affected: All Wards

Appointment of Chief Executive

Purpose of the Report:

To approve arrangements to recruit a Chief Executive.

Executive Summary:

This report seeks approval to implement arrangements to appoint a new Chief Executive, following the retirement of the current Chief Executive. In response to the Coronavirus Covid-19 emergency, the timetable will be flexible. The current Chief Executive has committed to flexibility in his own retirement plans in order to support the Council manage its emergency response. Delegated authority is sought for the Head of Human Resources to determine the recruitment timetable in consultation with the Chief Executive, Leader and Cabinet Member for Equalities and Corporate Resources. The final appointment decision will be determined at a Special Council. Specialist external support will be provided to Members by the Society of Local Authority Chief Executives. The job description and person specification for the job is attached as an appendix to the report.

Background:

The Council’s Chief Executive, Mr Steven Phillips, recently advised the Council of his intention to retire in December 2020. However, in response to the Covid-19 emergency he has committed to flexibility in his retirement plans in order to support the Council manage its emergency response.

The Council’s Constitution sets out that the appointment of a Chief Executive, is the responsibility of full Council. The Special Appointments Committee (SAC) has responsibility for preparing a short-list of qualified applicants.

The Local Authorities Standing Orders (Wales) Amendment Regulations 2014 sets out the requirement for local authorities to advertise all vacant posts with a remuneration package that exceeds £100k per annum. The salary that currently applies to the post of Chief Executive is £129,532 - £142,485 per annum (subject to any national pay award that may be agreed and applied w.e.f. 1st April 2020).

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It is proposed to advertise the position via national advertising and on-line media. In view of the nature of this post, specialist external assistance from the Society of Local Authority Chief Executives (SOLACE) will be provided to support Members throughout the appointment process. This support will include executive search, in order to secure high calibre candidates with an appropriate match to Neath Port Talbot’s requirements.

Job description and person specification

The job description and person specification for this post are set out in Appendix 1.

Selection process

The key milestones are set out below:

Milestone
Launch recruitment campaign
Closing date for applications
Special Appointments Committee Long-Listing Meeting
Technical Interviews
Special Appointments Committee Short-Listing Meeting
Assessment Centre
Special Appointments Committee Final Short-Listing Meeting
SPECIAL COUNCIL for appointment decision

Delegated authority is sought for the Head of Human Resources to determine the recruitment timetable in consultation with the Chief Executive, Leader and Cabinet Member for Equalities and Corporate Resources.

Financial Impacts:

Recruitment costs, which include the costs of advertising, specialist support, for example, psychometric testing, candidate travel costs, etc., are expected to be in the region of £25k.

Integrated Impact Assessment:

A first stage impact assessment has been undertaken to assist the Council in discharging its legislative duties (under the Equality Act 2010, the Welsh Language Standards (No.1) Regulations 2015, the Well-being of Future Generations (Wales) Act 2015 and the Environment (Wales) Act 2016.

The first stage assessment, attached at Appendix 2, has indicated that a more in-depth assessment is not required. A summary is included below:

“A full impact is not required as there is no impact on any protected group. It also has no negative impact on bio-diversity or the Welsh Language”.

Valleys Communities Impacts:

No implications

Workforce Impacts:

This appointment process will be conducted in line with the Council’s Officer Employment Procedure Rules.

Legal Impacts:

No implications

Risk Management Impacts:

The use of specialist support, aims to mitigate against the risk of not being able to attract suitably qualified and experienced candidates.

Consultation:

There is no requirement for external consultation on this item.

Recommendations:

To approve arrangements to recruit a Chief Executive as set out in the report, including delegated authority for the Head of Human Resources to determine the recruitment timetable in consultation with the Chief Executive, Leader and Cabinet Member for Equalities and Corporate Resources.

Reasons for Proposed Decision:

To ensure a timely transition to a new Chief Executive.

Implementation of Decision:

The decision is proposed for implementation after the three day call in period.

Appendices:

Appendix 1 – Job description / person specification

Appendix 2 – Integrated Impact Assessment

List of Background Papers:

The Constitution of Neath Port Talbot County Borough Council

The Local Authorities (Standing Orders) (Wales) Amendment Regulations 2014

Officer Contact:

Sheenagh Rees, Head of Human Resources, email: s.rees5@npt.gov.uk, telephone: 01639 763315

Appendix 1

Chief Executive - Job Description

Job Purpose

The Chief Executive is the Council’s Head of Paid Service and principal policy advisor, with responsibility for implementing the Council’s well-being objectives and improvement priorities.

Key Accountabilities:

Strategic Leadership and Management

To provide clear and visible leadership to the Corporate Directors Group, establishing and delivering clear strategies and programmes for managing change and service improvement.

To work closely with the Leadership of the Council and elected members in establishing and delivering key Council priorities based upon the needs of service users and the requirements of external regulatory bodies.

To inspire and motivate officers and elected members to build and further develop a culture of corporate working and common purpose based on ‘One Council’ principles.

To lead the Council’s Corporate Change Programme, including the following key work streams: ‘Smart and Connected’, ‘Sharing the Load’ and ‘Better Together’.

To promote equality of opportunity and access in service delivery and employment.

Resource Management

To ensure cost effective, higher quality services by effective challenge and on-going support.

To implement and keep under rigorous in-year control the Council’s Financial Plan, taking account of Welsh Government financial projections and the Council’s priorities.

To ensure that all the Council’s resources including employees, financial, property and data, contribute effectively to delivering citizen admired services.

To maximise the external resources available to the Council.

To take a leading role in supporting the physical regeneration and economic prosperity of Neath Port Talbot, in particular supporting the City Deal, the Valleys Strategy and the Council’s identified local regeneration priorities.

Partnership Working

To promote the community leadership role of elected members and the Council, working with external partners to implement programmes, so as to improve the quality of life of communities, citizens and services.

To continue to develop the effectiveness of the Public Services Board and regional working, to improve the quality of life of citizens and communities.

To sustain by personal example the ethos of partnership working that characterises the Council’s relationships with other service providers, businesses and the voluntary sector, locally, regionally and nationally.

To advance the social, economic and environmental well-being and safety of the citizen and communities by working effectively with the Local Health Board, the police and fire service, the voluntary sector and other partners.

To sustain an effective social partnership with recognised local and regional trade unions.

Communications and Marketing

To develop and deliver the Council’s Communication Strategy, ensuring the public, partners, employees, trade unions and other stakeholders are informed about the Council’s services, priorities and achievements.

To actively promote and safeguard the Council’s reputation and recognise and celebrate its successes.

Democratic Responsibilities

To manage the interface between elected members and officers and to support the democratic process.

To ensure effective scrutiny arrangements are in place in accordance with statutory requirements.

To be responsible for electoral registration and the proper conduct of elections.

Participation

To actively participate in the civic and social life of the County Borough.

To proactively develop and implement the Council’s Welsh Language Scheme together with the Council’s Strategy Equality Plan.

To advance the social, cultural, health and well-being of Neath Port Talbot’s citizens.

Governance and Risk Management

To ensure the effective governance of the Council and the legality, probity, integrity, proper public accountability and scrutiny of its decision making processes.

Contribute to the overall management of risk within the Council, ensuring that lines of accountability are clear and well understood and systems are in place for monitoring, evaluating and managing risk to secure the reputation and physical, virtual and intellectual resources of the Council.

To ensure that all of the Council’s services have robust business continuity plans and that the Council’s obligations are met under the Civic Contingencies Act.

To support the Council’s response to a major incident, acting as Gold Commander in both Council and multi-agency settings.

Chief Executive – Person Specification

Qualifications

Graduate level of education or equivalent. (E)

An appropriate professional qualification. (e.g. MBA) (E)

Evidence of a commitment to continuing professional development. (E)

Experience

A successful background of substantial experience and achievement at chief officer / senior management level within a local authority or a similar complex and politically sensitive organisation. (E)

Evidence of significant achievement in leading and managing successful organisational and cultural change. (E)

Visible and inspirational leadership that motivates people at all levels within and outside the organisation. (E)

A track record of successfully managing conflicting corporate and service priorities, and effectively building consensus. (E)

Knowledge, Skills and Abilities

The ability to operate effectively and openly within a democratic environment, with the political acumen, emotional intelligence and skills to develop productive and effective working relationships with elected members. (E)

The ability to establish a strong performance culture, including effective individual and corporate performance and to evaluate individual and service quality, so as to deliver best value and service improvements linked to the Council’s priorities. (E)

Sensitivity to the needs of the media and sustaining the reputation of the Council. (E)

Exceptional listening, communication and negotiation skills, including the ability to relate to people in an open and persuasive manner, both inside and outside the Council and to build trusting relationships. (E)

The ability to work collaboratively and support others to achieve success. (E)

The ability to work corporately in a complex changing environment and prioritise and manage current and future resources effectively, in accordance with elected members priorities and in the context of the Council’s forward financial plan. (E)

The ability to think strategically and creatively to develop and recommend strategic initiatives and policies to benefit services, people and communities in a practical way. (E)

The ability to take a personal role in leading and sustaining effective partnerships, working with a wide range of people and organisations. (E)

The ability to speak Welsh. (D)

Personal Attributes and Behaviours

A commitment to local democracy and good governance. (E)

A high degree of political awareness and sensitivity. (E)

An ability to command respect, trust and confidence with elected members, employees, partner organisations, other bodies and communities. (E)

A commitment to equality of opportunity for the citizen and employee, championing diversity and creating a culture of inclusivity. (E)

Resilient and resourceful with the ability to cope with setbacks and continue to deliver against priorities in challenging circumstances. (E)

A high degree of personal probity, honesty, integrity and commitment to the values of public services. (E)