Moved by Councillor Weldon, seconded by
Councillor Jarrett –
It is resolved that:
(A)
Council
note:
(i)
the position
of general manager (or Chief Executive Officer, as at the City of Sydney) is
pivotal in a council. It is the interface between the governing body comprised
of elected councillors, which sets the strategy and monitors the performance of
the council, and the administrative body of the council, headed by the general
manager, which implements the decisions of the governing body;
(ii)
performance
of the Chief Executive Officer should be regularly reviewed and the process
should be rigorous, fair, transparent, and inclusive of a diversity of
councillors;
(iii)
the NSW
Office of Local Government’s Guidelines for the Appointment and Oversight of
General Managers set out best practice for the recruitment, appointment and
performance oversight of general managers. These guidelines, issued under
section 23A of the Local Government Act 1993, predicate that:
(a)
the
performance of the general manager must be reviewed at least annually against
the agreed performance criteria for the position; and
(b)
the
council’s governing body establish a performance review panel (comprising the
mayor, up to three councillors and/or an independent external person) to
undertake performance management of the general manager; and
(iv)
current
practice at the City of Sydney is for the Lord Mayor to conduct an individual
performance conversation with the Chief Executive Officer. The Lord Mayor seeks
input from Councillors to inform this conversation; and
(B)
prior
to the next annual Chief Executive Officer performance review and for all
subsequent years, Council establish a performance review panel and process that
is consistent with that which is outlined in the NSW Office of Local
Government’s Guidelines for the Appointment and Oversight of General Managers
for the purpose of performance management of the City of Sydney Chief Executive
Officer.
Carried
unanimously.
X086653