2021-12-16 Ordinary Meeting Agenda

ORDINARY MEETING AGENDA                                                       16 DECEMBER 2021


2.   APPOINTMENT OF THE CHIEF EXECUTIVE OFFICER NOOSA COUNCIL

Author           Director, Debra Iezzi
                 Executive Services Department

Index            ECM/ Council Meetings Reports

Attachments      1.    Chief Executive Officer Position Profile
                 2.    Curriculum Vitae
                       Confidential in accordance with Section 254J (3) of the Local Government
                       Regulation 2012 - (a) the appointment, discipline or dismissal of the Chief
                       Executive Officer.
                       (6 page attachment separate to this agenda)
                 3.    Chief Executive Officer
                       – Proposed Contract of Employment - in accordance with
                       Section 254J (3) of the Local Government Regulation 2012 - (a) the
                       appointment, discipline or dismissal of the Chief Executive Officer;
                       (20 page attachment separate to this agenda)


EXECUTIVE SUMMARY
As a result of the retirement of Brett de Chastel the previous CEO of Noosa Council, effective from
2 November 2021, a comprehensive process was developed to recruit for this position. Davidson
Executive Search and Advisory was selected through a Request for Quotation procurement process
and engaged on 14 July 2021 to manage the executive search and assessment process to secure
a new CEO for Council.
The key elements of the recruitment process involved:
    Engaging a highly reputable executive recruitment agency to assist Council in the recruitment
     process;
    The involvement of all Councillors in the development of the success profile for the position
     including the priorities for the new CEO;
    Engaging Mercer to undertake an independent remuneration review of the CEO position;
    Forming a Selection Panel (the Panel) comprising the Mayor, Deputy Mayor and two suitably
     experienced independent members to the assess and interview short listed candidates and
     recommend the preferred candidate;
    The Panel conducting behavioural interviews for the final shortlisted candidates;
    Psychometric testing undertaken for shortlisted candidates;
    Referee checks for the top preferred candidates;
    Meetings with all councillors to review and discuss shortlisted candidates, interview outcomes,
     the preferred candidate and remuneration package; and
    Pre-employment searches on the preferred candidate.
The sequence of applicant assessment processes conducted by Davidson was as follows:
    87 applications were received of which 68 were male and 19 were female.
    The assessment of all applications and the identification of 13 candidates whom Davidson
     considered to be the most highly ranked against the selection criteria. The remaining 74
     candidates were assessed by Davidson as not demonstrating the experience or skills required
     to meet the criteria for the role and the expectations of Council.
    Supporting the Panel to evaluate and determine the candidates to be shortlisted and
     interviewed.

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