The Employment Committee of Leeds Council met to discuss governance arrangements and the appointment of a Chief Officer Asset Management and Regeneration. The meeting was scheduled to cover the election of a chair, appeals against refusal of document inspection, and declarations of interest. Councillors were also expected to consider the exclusion of the public during discussions involving confidential information.

Appointment of Chief Officer Asset Management and Regeneration

The committee was scheduled to consider a report from the Assistant Chief Executive – People, Digital and Change regarding the recruitment to the position of Chief Officer Asset Management & Regeneration. The report outlined the reasons for the recruitment and selection process. According to the Public Reports Pack, recruiting for this role would:

build on the ongoing development and sustainability of the city of Leeds as a key commercial and cultural centre within the Yorkshire and Humber region, which operates at a global scale. The role has responsibility for the delivery of a range of placebased projects and programmes to support regeneration and growth in the city in addition to responsibility for the council's property portfolio, including strategic planning, disposal and leasing of properties.

The post was described as an established one, already within the budget for 2025/26 and beyond.

The committee was asked to note the recruitment and selection process for the post within the City Development Directorate, on a permanent basis. It was also recommended that, following the selection process, the committee make an offer of appointment to a suitable candidate, subject to the notification processes set out within the Officer Employment Procedure Rules.

The report noted that the post was currently filled on a 12-month interim basis, due to end in the autumn. The role of Chief Officer Asset Management and Regeneration provides strategic leadership, advice, and expertise to decision-makers across the council. The post-holder is accountable to the Director of City Development and their work falls under the Executive Members for Economy, Transport and Sustainable Development and Housing.

The Leeds Ambitions set out the council's overall vision for the future of Leeds, with a mission to tackle poverty and inequality and improve the quality of life for everyone who calls Leeds home. The report stated that making this appointment would ensure relevant issues in relation to health and wellbeing, inclusive growth, and zero carbon are considered across the City Development Directorate.

The recruitment and selection timeline was as follows:

• Job advertisement live on Leeds City Council Jobsite 17th July 2025
• Job advertisement closed 25th August 2025
• Shortlist by Employment Committee 9th September 2025
• Internal and External Stakeholder Panels 1st October 2025
• Selection Interviews by Employment Committee 1st October 2025

Governance Arrangements

The committee was scheduled to review a report from the City Solicitor providing an overview of the governance arrangements and format of the Employment Committee, which would be responsible for the recruitment to the post of Chief Officer Asset Management and Regeneration.

The report noted that the constitution requires the membership of an Employment Committee to be a minimum of three, including one member of the Executive. The membership of this Employment Committee was agreed to be four, with members appointed in line with the overall political composition of the council. The quorum for an Employment Committee is two members, including one member of the Executive Board.

The report also reminded members that the council's Access to Information Procedure Rules require that the public must be excluded from meetings whenever it is likely that confidential information would be disclosed. As such, personal information contained within an appendix to the agenda item regarding the appointment of the Chief Officer Asset Management & Regeneration, which identifies individuals in the form of application details, is designated as being confidential under the provisions of Access to Information Procedure Rule 9.

The committee was informed that before an offer of employment can be made, the Executive must be notified of the name (and any other details deemed relevant) of the individual that the Employment Committee recommends for the post. Executive Members would then have a designated period of time to raise any objections to this recommendation. Should any objections be raised, it would then be up to the Employment Committee to determine whether they are material and/or well-founded.