Agenda Item No. 4
The Vale of Glamorgan Council
Senior Management Appointment Committee: 12th July 2016
Report of the Director of Learning and Skills
Senior Management Restructuring - Appointment, Recruitment and Selection Arrangements of new Head of Service
Purpose of the Report
- To set out arrangements to approve/progress the recruitment and selection of the position of Head of Achievement for All in the Directorate of Learning and Skills.
- To approve the recruitment and selection arrangements for the vacant post of Head of Achievement for All, Directorate of Learning and Skills as set out in paragraphs 10 to 14 of this report.
Reason for the Recommendation
- To ensure that the appointment, recruitment and selection arrangements for the position of Head of Achievement for All are progressed in accordance with the approval of the Committee and in accordance with the requirements of the Council's Constitution.
- Members will be aware that senior management restructuring arrangements within the Directorate of Learning and Skills were approved by Cabinet on the 20th June 2016.
- As part of the restructuring arrangements a new Head of Achievement for All position has been established on the same terms and conditions of those of the current vacant post of Head of School Improvement and Inclusion following the appointment of the previous post holder to an Assistant Director post in the regional Joint Education Service.
- The rationale for the restructuring arrangements and the purpose and remit of the above posts was set out in the Cabinet report on 20th June 2016.
- The new Head of Achievement for All position will have a clear focus on education outcomes and will be responsible for both meeting additional learning needs and addressing the needs of other vulnerable learners. This post is responsible for implementing the ALN re-shaping project embedding a commissioner, rather than provider, approach to much of the work.
- The post holder will lead on the implementation of the new ALN Act in due course and will take the lead on a significant piece of work to be done to improve the coherence and efficiency of services for vulnerable learners and establish targeted youth service interventions alongside those of the behaviour and attendance teams and CYPP funded services.
- In addition, the post holder will work closely with the Lead Officer for School Improvement/senior challenge advisor to contribute to the 'team around the school' for schools requiring more intense support and will lead the preparation of the annual Service Plan to include the work of the Lead Officer for School Improvement/Senior Challenge Advisor.
- The role of the new post will require the post holder to interface with Social Services and will include responsibilities for safeguarding. The post holder will be responsible for substantial revenue budgets which are frequently under pressure, be a member of the Directorate Management Team and will manage the work of three managers.
- For the information, consideration and approval of Members a copy of the proposed Job Description and Person Specification in respect of the new Head of Achievement for All position are attached at Appendix A and B of this report.
Relevant Issues and Options
- As part of the revised new management structure approved by Cabinet a number of existing posts have been deleted from the Council's approved establishment. In recognition of the potential displacement of staff it is proposed that expressions of interest for the new Head of Achievement for All position are invited from a defined ring-fence of suitably experienced and qualified staff at risk of redundancy in the Directorate. This arrangement would comply with the expectations of the Council's agreed Avoiding Redundancy Procedures and supporting policies and procedures
- Following receipt of applications it is proposed that an initial short list of suitable candidates are identified by the Director of Learning and Skills in consultation with the relevant Cabinet Member having regard to the proposed Job Description and Person Specification for the post. Following short listing the selected candidate(s) be invited to attend technical interviews and deliver a presentation if necessary (as determined by the Director) to the relevant Cabinet Member, the Director and appropriate Chief Officers if necessary and a short list of candidate(s) be determined.
- On conclusion of the above technical selection process suitable applicant(s) will be identified and will be invited to attend a future meeting of the Senior Management Appointment Committee. It is proposed that at the meeting of the Committee that Members receive a presentation and interview short listed applicant(s) and Members determine an appointment to the vacant post. This process will mitigate potential redundancy/ies in line with the Council's Avoiding Redundancy Procedures
- In the event that this report and the recommendations are approved expressions of interest will be sought from the relevant displaced staff with a projected closing date of 12 noon on the 8 August 2016.
- The Director of Learning and Skills will provide a verbal report at the meeting of the Committee on the potential number of staff within the ring fence and their availability. In this regard, Members may be asked to confirm/identify possible dates for a future meeting of the Committee during late August to conclude the appointment process
Resource Implications (Financial and Employment)
- The resource implications are referenced in this report and are set out in full within the relevant report to Cabinet on the 20th June 2016.
- For the information of Members, the proposed Job Description and Person Specification were supplied to the Hay Group who have confirmed that the duties and responsibilities fall within the Council's published Head of Service grade/salary provisions.
- There would be potential redundancy/early retirement/protection costs should the post fail to be filled through the selection of an internal candidate.
Sustainability and Climate Change Implications
- There are no sustainability and climate change implications arising from this report.
Legal Implications (to Include Human Rights Implications)
- The recruitment arrangements to the posts set out in this report are congruent with the requirements of the Council's Constitution and the requirements of The Local Authorities (Standing Orders) (Wales) Regulations 2014.
Crime and Disorder Implications
- There are no crime and disorder implications directly arising from this report.
Equal Opportunities Implications (to include Welsh Language issues)
- The proposed ring fencing, recruitment and selection proposals set out in this report will be managed in accordance with the Council's equality proofed Recruitment and Selection Policy, Avoiding Redundancy provisions and within the requirements of The Local Authorities (Standing Orders) (Wales) Regulations 2014.
- The proposals within this report have been designed to ensure the provision of effective senior management arrangements in the Directorate and in the Council.
- An aspirational and culturally vibrant Vale - all Vale of Glamorgan citizens have opportunities to achieve their full potential.
Policy Framework and Budget
- The issues within this report are delegated to the Senior Management Appointment Committee in accordance with the Council's Constitution.
Consultation (including Ward Member Consultation)
- Set out in the relevant report to Cabinet on 20th June 2016.
Relevant Scrutiny Committee
- Learning and Culture.
Cabinet Report of 20th June 2016.
Jennifer Hill, Director of Learning and Skills
Corporate Management Team
Head of Democratic Services
Operational Manager Human Resources
Jennifer Hill, Director of Learning and Skills