As the new Labour group prepares to meet to decide the size, portfolios and membership of the new Executive, just a reminder of the issues that need to be addressed.
First there is the matter of the Human Resources management at the Council and associated issues of interim contracts and salaries paid into private companies.
The Green Party has called for an independent investigation of:
1. Corporate Management Team officers being paid through their private companies rather than normal pay roll
2. The contractual arrangements for CMT officers and interim appointments
3. Previous employment and business connections between senior offices appointed by Brent Council on an interim basis
4. The working culture of the Human Resources department
5. Brent Council's Whistle Blowing Policy to ensure that it adequately protects whistle-blowers from harassment and retribution
To which a reader has added:
6. Instances of council policies, procedures, standing orders, scheme of delegation etc being circumvented.
Secondly, there is the important issue of the appointment of Chief Executive. Christine Gilbert's acting role was extended by the Brent Executive until after the local elections on the recommendation of Fiona Ledden, Head of Legal and Procurement. The report stated:
Such a process would exclude from the recruitment process any officer with such connections and include opposition councillors as well as Labour backbenchers.
Thirdly, there is the task of ending all interim arrangements so that a permanent team with fully compliant contracts and paid through the council payroll are in place for the next four years.
First there is the matter of the Human Resources management at the Council and associated issues of interim contracts and salaries paid into private companies.
The Green Party has called for an independent investigation of:
1. Corporate Management Team officers being paid through their private companies rather than normal pay roll
2. The contractual arrangements for CMT officers and interim appointments
3. Previous employment and business connections between senior offices appointed by Brent Council on an interim basis
4. The working culture of the Human Resources department
5. Brent Council's Whistle Blowing Policy to ensure that it adequately protects whistle-blowers from harassment and retribution
To which a reader has added:
6. Instances of council policies, procedures, standing orders, scheme of delegation etc being circumvented.
Secondly, there is the important issue of the appointment of Chief Executive. Christine Gilbert's acting role was extended by the Brent Executive until after the local elections on the recommendation of Fiona Ledden, Head of Legal and Procurement. The report stated:
The recruitment process for a new permanent Chief Executive should be delayed because the current recruitment process for three other CEs in London boroughs would limit the quality of candidates, to allow the restructuring of council senior management to go ahead smoothly, and to ensure continuity and reputation management over the move to the Civic Centre and the 2014 local elections.At the time Paul Lorber, Liberal Democrat leader of the opposition, opposed the extension and raised the important issue of how the permanent appointment would be made. Given the new overwhelmingly Labour composition of the council and the revelations about previous connections between members of the Corporate Management Team at Ofsted and Tower Hamlets, as well as personal relationship connections, a transparent recruitment process is essential.
Such a process would exclude from the recruitment process any officer with such connections and include opposition councillors as well as Labour backbenchers.
Thirdly, there is the task of ending all interim arrangements so that a permanent team with fully compliant contracts and paid through the council payroll are in place for the next four years.