The Appointments & Disciplinary Committee of Croydon Council was scheduled to meet on Friday 24 April 2026. The primary item on the agenda was the appointment to the significant role of Corporate Director of Resources. Much of the meeting was scheduled to take place in private, with press and public excluded.

Appointment to the post of Corporate Director of Resources

The committee was scheduled to consider the appointment of a new Corporate Director of Resources. This role is a key position within the Council's corporate management team, responsible for providing high-quality professional advice on financial, legal, and commercial matters to the Executive Mayor and Cabinet. The Corporate Director of Resources would also lead and manage a portfolio of services including legal, democratic services, strategic planning, finances, internal and external audit, risk management, anti-fraud, insurance, treasury management, payments, revenues, benefits, debt, the Croydon Council Pension Fund, capital programme delivery, asset and facilities management, health and safety, procurement, and Council investments.

The report pack indicated that the role had been evaluated under the Hay job evaluation scheme as Director Grade 5. It was recommended that an occupational scarcity allowance of up to £30,000 per year be agreed, based on advice from executive search consultants Ransley Boardman, to reflect current market conditions and pay benchmarking. The report also noted that the salary package for this role would be subject to the Council's Pay Policy Statement 2026/7, which aligns Corporate Director roles with Croydon Chief Officer Grades 1 and 5. The salary scale for this post was listed as Grade 5, ranging from £159,866 to £169,403 per annum, with the potential occupational scarcity allowance.

The appointment process was to be undertaken in accordance with the Council's Staff Employment Procedure Rules, which include a notification process to ensure the Executive Mayor and any other Cabinet Members have no well-founded objections before an offer of appointment is made. The report highlighted that the role is currently covered by an external secondment and that a permanent appointment was considered necessary for sustainability.

The report also detailed the legal implications of the appointment, referencing Section 112 of the Local Government Act 1972, which allows the Council to appoint staff on reasonable terms and conditions, and Section 41 of the Localism Act 2011, which requires compliance with the Council's Pay Policy Statement. The report stated that the Appointments and Disciplinary Committee has delegated responsibility for approving appointments and remuneration packages of £100,000 or more per year.

Furthermore, the report outlined the equalities implications, noting the Council's statutory duty under Section 149 of the Equality Act 2010. The recruitment and selection process was designed to ensure fairness, eliminate bias, and encourage applications from underrepresented groups. The successful candidate would be expected to embed equality, diversity, and inclusion into strategic planning and operational delivery, particularly in areas such as waste and recycling, street cleansing, environmental health, trading standards, licensing, highways, parking services, and SEND transport. The postholder would also be expected to deliver on the Equality Strategy 2023–2027 and the London Councils' Tackling Racial Injustice programme.

The report pack also included the job description for the Corporate Director of Resources (S151) role, which detailed its overall purpose, responsibilities, and accountabilities. This included leading on the Council's budget setting process, financial planning, and liaison with external auditors. The role also encompasses advising on the capital investment strategy, managing the Council's portfolio of external investments, and overseeing procurement, health and safety, and asset management. The job description emphasised the importance of a one Council approach, collaboration, and adherence to the Council's corporate values: One Team, Proud to Serve, Honest and Open, Taking Responsibility, and Valuing Diversity.

Minutes of the Previous Meeting

The committee was also scheduled to review and approve the minutes from the previous meeting held on 14 April 2026.

Exclusion of Press and Public

A motion was to be moved to exclude the press and public from the remainder of the meeting, or specific items, on the grounds that it involved the likely disclosure of exempt information. This was in accordance with Section 100A(4) of the Local Government Act 1972, relating to information likely to reveal the identity of an individual. Consequently, the minutes of the previous meeting (Part B) and further discussion on the appointment to the post of Corporate Director of Resources (Part B) were scheduled to be held in private.