The role of Chief Executive of Brent, currently held in an interim capacity by Christine Gilbert, has at last been advertised nearly a year after Gilber's appointment extension date of 'after' May 2014, which was proposed in June 2013.
LINK
It was argued initially that Gilbert needed to stay to see the Council through a period of transition and to ensure stability, the efficient running of the local elections and the maintenance of the Council's good name and then later that she needed to stay to complete work on the Brent Plan.
In Septembr 2014 I was prevented from asking a question about the delayed appointment.
LINK
Looking at the Candidate Information Pack
LINK it appears that Council Leader Muhammed Butt believes the appointed candidate will be his personal CEO rather than the borough's.
This is what he says in the pack introduction:
Thank you for your interest in the chief executive role at Brent Council.
I thought the best way of explaining what we are looking for in our next Chief Executive is by
telling you a bit about myself. I am a Brent boy. I was born in Wembley, went to school in
the borough and studied at Kilburn Polytechnic. I live with my wife and children in the ward I
represent, Tokyngton. My children go to school in the borough. I have owned businesses in
the borough, and worked my way up from an engineer to a Project Manager at BT. I care
about the residents of Brent because I am one, and I’m proud to live and work here.
Most people I meet around the borough tell me they enjoy living and working here too. They
choose Brent as their home because it is a lively, vibrant place, richly diverse and full of
opportunities. That is as true for people whose families have been here for many
generations as it is for the residents we welcome from across London, the UK and the world
every day.
The talent and energy of our people, our facilities, our dynamic local enterprise, our
connectivity and our location all make Brent a place of enormous potential within the
powerhouse city that is London. We need to make the very best use of these assets if we
are to fulfil that potential in ways that make sure everyone who lives and work here –
including the most vulnerable – can improve the quality of their lives. This is a particular
challenge when public services are facing dramatic cuts in funding from central government.
I work in politics because I want to make Brent a better place and absolutely believe it is
possible, even in the face of these financial challenges. I have a passionate desire to see
three things for Brent: fairness; wealth and prosperity; and a strong sense of community.
The inequality and injustice I see as I travel across our borough makes me angry. I want all
residents to have the opportunities and the tools they need to access work that pays a fair
wage. I want to attract more jobs to Brent, guarantee our children leave school with the skills
they need to access work and ensure people who are unemployed have the support they
need to find work again. I believe in a fair day’s pay for a fair day’s work – work must pay
enough for a sustainable and comfortable life. I believe that the bonds that tie us together as
a community are our greatest asset, and I want to nurture and strengthen them and foster
citizenship and goodwill.
I believe we all – the Council, its partner services, residents, businesses and local charities –
have a responsibility to make this happen. Working together, we can make Brent an even
better place to live and work.
If you share my passion and commitment to improving the quality of life for all Brent
residents, then we want to hear from you.
Councillor Muhammed Butt
Leader of Brent Council
Even more intriguing is Part 4 of the pack:
Part Four – Chemistry and ‘fit’
between the Chief Executive and Leader of the Council
What is the Leader like to work
with?
· Generally pretty relaxed
· Non-bureaucratic;
informal and engaging
· Prefers informal
conversations to emails; likes personal, face to face interaction
· Likes people who just get
on and deliver, and do what they say
· Has an open-door policy;
comfortable relating to staff, partners, business and the community
· Comfortable with being
checked and challenged re what he can do or what is possible
· Trusts his gut instinct
· A fulltime Leader of the
Council – but not intrusive or interfering
What works less well with the Leader
· Not being challenged
· Being told ‘no’ – without
a reasonable explanation
· A Chief Executive that
clearly has their own agenda
What style and way of operating will
be essential in the new Chief Executive for this relationship to work?
· Visibly creates a forward
momentum for the organisation
· Energy, enthusiasm and
vitality
· Delivery-focused, for
self and for the entire organization
· Does not need to be
chased
· Not afraid to hold the
Leader in ‘check’ – but must have sound reasons for doing so, and, from time to
time, be prepared for some constructive challenge back
· An ego that is
sufficiently secure not to have to ‘compete’ with the Leader – rather, sees
both of them as working in real partnership for the benefit of Brent
· ‘Politically (big ‘P’ and
small ‘p’) astute and savvy – without being political
· Lives the ‘open for
business’ mantra
· A natural partnership
builder
· Personally models the
desired overall behaviours for the Council of being open, accessible, and
transparent
· Is visible; does not hide
in his/her office – but gets out there within the organisation and amongst our
communities
· Easily gains and
maintains the respect of members, partners and stakeholders
· Recognises that being CX
of such a large and complex organisation can never be a 9-5 job
· Ready to ‘let things go’,
in the sense that the Council cannot do everything, and many traditional
activities may now be better delivered by or through others
· Absolutely ‘must’ be
sensitive to diversity issues and understand how that impacts (on a day to day
basis) on what the Council does, how it is viewed by citizens, and how it
operates
So much emphasis on the 'leader' and his qualities suggests an expectation that Muhammed Butt will be around for a while yet...
No information is given on the salary exception to describe it as 'Competitive' Our old friend
are involved as advisors. There is no information on the appointment process itself and how the recruitment panel will be constituted*. Clearly an important consideration for the Labour Group as they approach the AGM in May.
* Since first publication I have heard that Cllr Suresh Kansagra, leader of the 'official' Conservative opposition will be on the appointment panel.
