Agenda item

SENIOR MANAGEMENT STRUCTURES: PROCESS AND DECISIONS

The Chief Executive will submit a written report on the establishment of the new posts set out in the Head of Paid Service’s report to the City Council on 5 December 2011 in relation to a proposed new structure of the Senior Management Team.

Minutes:

The Assistant Director for Human Resources and Organisational Development submitted a report on proposals for the establishment of the new posts set out in the Head of Paid Service’s report to the City Council on 5 December 2011 in relation to a proposed new structure of the Senior Management Team.

 

Councillors were assured that the role profiles for Assistant Director posts’ had been written in such a way so as not to exclude potential candidates as far as possible, with the exception of the post of Assistant Director for Finance, Efficiencies, Technology and Assets, who was required to act as Deputy Section 151 officer and therefore had to be a qualified accountant.  

 

Methods of evaluating the posts were also discussed.

 

Agreed –

 

(1)

that the draft role profiles for the following new positions at Assistant Director level – 

 

 

?

Joint Commissioning and Adult Social Care

 

?

Homes and Communities

 

?

Education, Learning and Family Support

 

?

Transport and Infrastructure

 

?

Economic Development

 

?

Finance, Efficiencies, Technology and Assets

 

?

Customer Services

 

 

are noted subject to the following amendments that –

 

 

(a)

CRB checks are required for all Assistant Director posts;

 

 

(b)

all requirements for qualifications are removed except for the     posts of Assistant Director for Finance, Efficiencies, Technology and Assets, who is required to act as Deputy Section 151 officer and Assistant Director for Children’s Social Care;

 

(2)

that the deletion of existing Assistant Director roles are noted as agreed by the City Council, creating the candidate pool for internal recruitment;

 

(3)

 

the process for appointments to the vacant positions to include an assessment of management competence;

 

(4)

 

the Council’s policies on reorganisations and our duties as an employer, are noted.

 

 

 

Supporting documents: