54 Shaping Dorset Council Programme - Operational Structures from Day 1 - Tier 2 PDF 136 KB
The
Shadow Executive Committee is seeking to facilitate the creation of a brand new
council. Recruiting to senior posts is a significant part of setting the
culture of the new authority and presents an exciting opportunity for the new
Dorset Council. Whilst the operating model for the new council has
not been finalised, the design principles have been agreed by the Shadow
Executive Committee and work is planned to develop the operating model over the
next few months. The proposed structure will support these agreed design
principles and their further development, as well as to minimise risks to
service continuity during a period of significant change moving from six
councils to one from 1 April 2019.
A report
by the Interim Head of Paid Service will be circulated to follow, which will
outline the proposed structure, the rationale supporting this structure, high
level role profile descriptions, proposed salary ranges, employee engagement
process, communications and the process to recruit to these posts.
Additional documents:
Minutes:
(Note:
Jonathan Mair and Jason Vaughan withdrew from the
meeting for this item.)
The Committee
considered a report by the Leader of the Shadow Council and Lead Member for
Human Resources on the recruitment of senior posts as a significant part of setting
the culture of the new Dorset Council in accordance with design principles. A
summary of the design principles, proposed structure, comments from
consultation with officers, post requirements, salary ranges, timelines, and
decision-making approach were provided.
It was noted that the voluntary redundancy process would be reported to
the next meeting on 15 October 2018.
Cllr Peter Wharf
as the Lead Member for HR and Workforce explained that there had been differing
views expressed by a range of officers including sovereign council Chief
Executives to the proposed structure. He
also explained that there may be some variation to the model depending on being
able to secure the right people for the right roles. The role of Director of Public Health would
not be included in the recruitment as this was a co-hosted position.
There was also an
important need to ensure service continuity and it may therefore be necessary
to use contractors or interims to ensure there were no vacancies. It was
recognised that it may not be possible to attract ideal candidates to the roles
such as those for Adult and Children’s Services as they were for a Council
which did not yet exist.
Reference was made
to the need to be prepared to fully justify the reasoning for the roles being
six times the Dorset average salary of £20k and to explain what tax payers
would ‘get for their money’.
At the end of the
debate it was clarified that a report would be considered at the next Shadow
Dorset Council meeting on 27 September 2018 to outline the member-led appointment
process and to seek approval to make the necessary recruitment arrangements
including confirmation of the salary ranges.
Decision
1. That the
proposed tier 2 structure and one tier 3 post, for the purposes of engaging
with employees be agreed.
2. That delegated
authority be granted to the Interim Head of Paid Service, working in
conjunction with the Leader of the Shadow Council and Shadow Executive Member
Theme lead for HR and Workforce, to:
a. Finalise and
agree the job titles, role profiles and the allocation of service
responsibilities;
b. Arrange for the
roles to be fully evaluated and to propose final salary recommendations to the
Shadow Council at their meeting on 27 September 2018;
c. Run an
engagement process with employees, enabling their views on the structure to be
considered;
d. Agree the
recruitment process and support to be made available to internal applicants;
and,
e. Recruit and
appoint an agency to support the selection centre process as set out in the
report 4.1 to 4.3.
3. That the
recruitment process be started from October 2018, once the employee engagement
process is complete and appropriate comments/feedback have been taken on board.
4. That a report ... view the full minutes text for item 54