Manchester City Council Report For Resolution. Report to: Personnel Committee - 25th September 2012

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1 Manchester City Council Report For Resolution Report to: Personnel Committee - 25th September 2012 Subject: Report of: Director of Education and Skills Chief Executive Purpose of Report This report seeks to provide members with information relating to the role and proposed salary range for a post of Director and Education and Skills. The creation of the post and of a sub committee of members to progress all aspects of the recruitment is currently subject to call in to Council and will be considered on 10 October. This report asks this Committee to commend the following proposal to Council on 10 October subject to consideration of the call in. Recommendations: The Committee is recommended to 1. Note the decisions made on the 25th July to - i. Approve the creation of a position of Director of Education and skills. ii. Establish a sub committee of members to progress all aspects of the recruitment and to act as the appointment panel for the appointment of the Director of Education and skills. The above decisions are subject to call in to council under council procedure rule 9 Council. The call in will be by Council on 10 th October. 2. Note the contents of this report and recommend Council to approve. 3. Committee is asked note the contents of this report and commend to Council on 10 October a proposed salary of between 110k and 120k for the post. Financial Consequences for the Revenue and Capital Budgets Funding for this post will be found from existing resources within Children s Services in year, with the appointee expected to start in post early in From April 2013, this post will be funded through changes to the existing Children s Services Management Team Structure, most significantly the deletion of the current Deputy Director post which is funded to a salary level of 100K. There are no consequences from the capital budget. Contact Officers: 1

2 Howard Bernstein, Chief Executive Tel: Mike Livingstone, Strategic Director Children s Services Tel: m.livingstone@manchester.gov.uk Sharon Kemp, Assistant Chief Executive, People s.kemp@manchester.gov.uk Tel: Wards Affected: All Implications for: Anti poverty Equal opportunities Environment Employment No No No No Background Documents Report to Personnel Committee 25 July: Education and Skills 2

3 1. Introduction 1.1 In July Personnel Committee agreed: The creation of a position of Director of Education and Skills and agreed to make a recommendation to Council on the remuneration for the post in line with the Council s Pay Policy. The establishment and composition of a sub-committee to progress all aspects of the recruitment of the post and act as the appointment panel for the appointment of the Director. 1.2 Following agreement of the above by the July Committee a call in under council procedure Rule 9 of the Constitution was received. 2. Background 2.1 The Personnel Committee Report of 25 July outlined the background, proposal and rationale for the creation of a Director of Education and Skills for Manchester. The report stated that the Council and key stakeholders have been working together in developing a strategic approach to the role of schools within the City. This strategic approach aims to ensure educational excellence which connects individuals and neighbourhoods to growth and reduces dependency. This activity is timely in securing an evidenced and independent analysis of how to most effectively respond to a changing national policy framework and secure city-wide outcomes in the form of improvements in educational outcomes. 2.2 In addition to improving educational outcomes, connecting post 16 skills requirements to future labour market requirements has been prioritised in discussions with partners. The purpose of this prioritisation is to equip the City with the capacity to secure greater levels of local benefit from its investment and growth strategy. The ability to connect residents to the employment opportunities being created in the City is and will remain of primary significance over the coming months and years. 2.3 The development of this shared vision and strategy and its subsequent implementation will require specific strategic leadership skills and capacity to bind together a range of stakeholders across Sectors within the City and Central Government over the coming years to deliver on the ambitious outcomes within the context of a national education reform agenda. 3 Proposal 3.1 It was proposed in the Personnel Committee Report of July 25 that securing the appropriate skills and capacity within the Council to lead and deliver on this shared vision and strategy was critical and that after due consideration and evaluation, it was proposed that a post of Director of Education and Skills was created which reported to the Chief Executive as a full member of the Strategic Management Team. The post would be accountable to the Strategic Director Children s Services for the statutory duties relating to education and skills and be a key member of the Children s Services Management Team. 3

4 3.2 The primary responsibilities of the role would be: The leadership of the vision and the implementation of the strategy to achieve educational excellence which connects individuals and neighbourhoods to growth and reduces dependency within the City The development of new models and partnerships with stakeholders which are capable of achieving the City s ambitious outcomes The development of the appropriate capacity both internally and across sectors to effectively govern, lead, influence and manage. Proactive participation in the development of local, national and international policy and strategy across education, skills and the economy to further the influence and interests of the City and its citizens 3.3 The role will be distinct from previous posts within Children s Services in that it will have a remit to focus across sectors and issues to clearly connect education, skills and employment. 3.4 This proposal had been developed with due regard to the discharge of the statutory duties of both the Lead Member for Children Services and the Director of Children s Services which requires a single officer and a single elected member be each responsible for both education and children s social care. 4. Rationale 4.1 The above proposal was developed through internal review and feed back from the engagement of key stakeholders over the last few months. Key issues that formed part of the considerations were: The skills, experience and knowledge required to build cross-sector partnerships within and across the educational, skills and business sectors at the highest level. The capacity required to engage and maintain momentum with local crosssector stakeholders whilst continuing to influence national policy to further the interests of the City and its citizens The credibility to provide the highest possible leadership for the advancement of education with Head Teachers, Strategic Leaders from Further Education, Higher Education, Skills Sectors and Business. Learning from international successes of joining up education, skills and the economy to further improve educational outcomes and employability The existing priorities and commitments of the Strategic Management Team in the delivery of the Community Strategy priorities within the agreed medium term financial plan. The ability to move existing capacity and skills to undertake this key role. 4.2 From this evaluation the most effective arrangement to ensure that the Council had the capacity and skills to deliver on this agenda was assessed to be the creation of a Director of Education and Skills reporting to the Chief Executive. The role would need to attract candidates with the skills, experience, knowledge and credibility to influence leaders of the City's Education 4

5 Institutions, Skills Sectors, and businesses in the City's key growth sectors. The role would also be key to providing a voice at a regional and national level in the development of policy and strategy to represent the best interests of the City and its citizens. 5. Remuneration 5.1 Benchmarking and analysis activity has been undertaken both internally and externally to determine the appropriate remuneration for the Director of Education and Skills post if it were to be approved and the development of a potential role profile which is aligned to the strategic direction for developing educational outcomes and connecting skills and employment in Manchester. 5.2 This bench marking and analysis activity suggests that the appropriate salary for the post is a spot salary between 110k and 120k. In line with the principles for determining Chief Officer remuneration levels as set out within the Council s Pay Policy Statement this proposed salary has been determined with reference to: The Council s organisational priorities The over-arching principles for the organisation s direction of travel The organisation s agreed design principles Value for money in respect of the use of public funding Alignment to proposals under consideration to ensure effective delivery of services 5.3 Consideration has been given to the appropriate skills, qualifications and experience for the above role and the Council has sought clear and transparent evidence of relevant market comparators as set out in the Pay Policy Statement. A market analysis has been undertaken which has drawn information on skills and remuneration across sectors which has been used to develop an objective basis for the proposed remuneration. 5.4 The feedback from the market analysis found that the positioning of the role within the organisation reflected the leadership and strategic management responsibilities identified. Through the role having full membership of the Strategic Management Team, a direct reporting line to the Chief Executive in addition to reporting to the Strategic Director of Children s on the delegated functions (and being situated within the Children s Management Team) it made a clear statement of the Council s priority to connect educational outcomes, skills and employment. It was also reported that these arrangements would be advantageous in attracting credible candidates. 5.5 In line with the Council s Pay Policy Statement, the establishment of any proposed new post with a salary of 100k or greater must be agreed by Council. 5

6 6. Financial Considerations 6.1 The Deputy Director post within Children s Services will be deleted on 31 st March 2013 which will release a budgeted salary of 100k and provide the majority of funding for the proposed Director of Education and Skills post. If approved the cost for the post of Director of Education and Skills within 2012/2013 will be minimal, factoring in recruitment and any notice an appointee would most likely start in January The minimal additional costs between January and March 2013 would be met from wider efficiencies within Children s Services. 6.2 The Children s Services Management Team will be reviewed over the coming months with proposals planned to be submitted to Personnel Committee in March 2013 which will reflect the strategic direction of the organisation, fall within the allocated budget and reflect the principles of the Council s Pay Policy Statement. 7. Next Steps & Conclusion 7.1 Ensuring that the Council has the capacity at a strategic level to support the educational ambitions of the city and drive forward connecting educational achievements to skills and employment with partners is critical to achieving Manchester s priorities for growth and reducing unemployment. 7.2 The Committee is asked to note the contents of this report on the developing proposals around a Director of Education and Skills post and to commend to Council on 10 October a proposed spot salary of between 110k and 120k for the post. 7.3 The call in and the recommendation from this Committee will be considered Council on 10 October. 8. Comments From Trade Unions 8.1 UNISON welcomes the commitment of the Council to effectively link education with life chances and employment opportunities for Manchester children and young people. Unison would wish to be consulted on any proposals and policies as they are developed across all services designed to achieve the aims underlying the report. The remuneration aligns with the other posts within the Strategic Management Team. 9. Comments From Assistant Chief Executive (People) 9.1 I have participated in the development of the proposals within this report and worked to support both internal and external activity to identify an appropriate salary level for the Director of Education and Skills post. The proposed salary range fits within the Council s Pay Policy arrangements and reflects external bench marking activity. 6