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Performance
and Appointments Committee
13 December
2022
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Establishment
of an enduring pool for selection panels 2022-2025
File No.: CP2022/16375
Te take mō te
pūrongo
Purpose of the report
1. To
establish an enduring pool of Governing Body members to serve on selection
panels for director appointments for the 2022-2025 term.
Whakarāpopototanga matua
Executive summary
2. At
the start of each electoral term an enduring pool of Governing Body members who
can serve on selection panels for director appointments is established.
3. Selection
panels have a key role in the appointment process including screening
candidates and making recommendations to the committee on the appointment of
directors.
4. Ten
members of the Governing Body have expressed an interest in membership of the
enduring pool for the 2022-2025 electoral term.
Ngā tūtohunga
Recommendation/s
That the Performance and
Appointments Committee:
a) whakaae
/ approve the following as members of the enduring pool for the 2022-2025 term:
i) Mayor
Wayne Brown
ii) Councillor
Chris Darby
iii) Councillor
Christine Fletcher
iv) Councillor
Richard Hills
v) Councillor
Lotu Fuli
vi) Councillor
Kerrin Leoni
vii) Councillor
Daniel Newman
viii) Councillor Greg
Sayers
ix) Councillor
John Watson
x) Councillor
Wayne Walker
Horopaki
Context
5. The
Appointments and Remuneration Policy for Board Members of Council Organisations
(the policy) requires that at the start of each electoral term, the Performance
and Appointments committee establishes an enduring pool of up to ten members of
the governing body.
6. The
key role for members of the enduring pool is to serve as the representatives of
the governing body on appointment panels for directors of Council Controlled
Organisations (CCOs) and similar entities.
7. Up
to two members of the pool may serve on each selection panel as assigned by the
committee at the start of recruitment for each appointment.
8. Selection
panels are responsible for:
· screening the
long-list to ensure that candidates have the required core competencies as well
as the specific skills and expertise required for the position
· recommending a
short-list of candidates, for interview, to the committee
· interviewing
short-listed candidates and assessing them against the required skills,
knowledge and experience
· reporting on its
assessment of each candidate against the criteria and recommend preferred
candidates for appointment to the committee.
9. One
member of the enduring pool will serve as chair of each selection panel. Chairs
are responsible for:
· providing leadership
to and ensure the panel carries out its role effectively in accordance with
legislative and policy requirements
· liaise with staff to
ensure the effective running of board appointment processes
· encourage an
environment of collaboration and respectful debate
· chair panel meetings
efficiently
· represent the recommendations of the panel to the committee.
Tātaritanga me ngā
tohutohu
Analysis and advice
10. Expressions
of interest were sought for membership of the enduring pool and were received
from the following ten Governing Body members:
· Mayor
Wayne Brown
· Councillor
Chris Darby
· Councillor
Christine Fletcher
· Councillor
Richard Hills
· Councillor
Lotu Fuli
· Councillor
Kerrin Leoni
· Councillor
Daniel Newman
· Councillor
Greg Sayers
· Councillor
John Watson
· Councillor
Wayne Walker.
11. These members
are therefore recommended to comprise the enduring pool for the 2022-2025
electoral term.
Tauākī whakaaweawe
āhuarangi
Climate impact statement
12. The
establishment of an enduring pool will not have any identifiable impact on
greenhouse gas emissions. The effects of climate change will not impact the
implementation of this decision.
Ngā whakaaweawe me
ngā tirohanga a te rōpū Kaunihera
Council group impacts and views
13. There are no significant impacts on other parts of the council group
associated with the establishment of the enduring pool.
Ngā whakaaweawe
ā-rohe me ngā tirohanga a te poari ā-rohe
Local impacts and local board views
14. The enduring
pool must be comprised of governing body members and local board views have not
been sought.
15. Local boards
may input into the appointments process by nominating candidates.
Tauākī whakaaweawe
Māori
Māori impact statement
16. The
Independent Māori Statutory Board may nominate one of their members to be
a member of each selection panel.
Ngā ritenga
ā-pūtea
Financial implications
17. There are no
financial implications in the establishment of an enduring pool.
Ngā raru tūpono me
ngā whakamaurutanga
Risks and mitigations
18. There are no
significant risks associated with the establishment of the enduring pool.
Ngā koringa ā-muri
Next steps
19. The committee
will nominate members of the enduring pool to serve on the selection panel at
the commencement of each director recruitment.
20. Training
relevant to the role of the selection panel will be offered to members of the
enduring pool.
Ngā tāpirihanga
Attachments
There are no attachments for
this report.
Ngā kaihaina
Signatories
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Author
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James Stephens - Senior Advisor
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Authorisers
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Alastair Cameron - Manager - CCO Governance &
External Partnerships
Phil Wilson - Director, Governance & CCO
Partnerships
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Performance
and Appointments Committee
13 December
2022
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Process to make appointments to the
boards of Auckland Transport and Tātaki Auckland Unlimited
File No.: CP2022/16583
Te take mō te
pūrongo
Purpose of the report
1. To receive information about the processes to
appoint directors, establish appointment panels and to delegate decision
making to allow the recruitment of one director of Auckland Transport and the
Tātaki Auckland Unlimited chair.
Whakarāpopototanga matua
Executive summary
2. Unplanned
vacancies have arisen on the boards of Auckland Transport (AT) and Tātaki
Auckland Unlimited (TAU).
3. To
start the recruitment process to fill the two vacancies, criteria for selecting
board candidates (the brief) must be approved by the committee.
4. The
committee must also appoint up to two members of the enduring pool to serve on
the selection panels for each vacancy.
5. To
allow this recruitment to proceed as quickly as possible, the committee is
asked to delegate decisions to a panel consisting of the Mayor, Chair of the
Independent Māori Statutory Board (IMSB) and the Chair and Deputy Chair of
this committee as follows:
· approval
of the brief for one AT director and the TAU chair
· approval
to interview shortlisted candidates for one AT director and the TAU chair.
Ngā tūtohunga
Recommendation/s
That the Performance and
Appointments Committee:
a) tuhi
ā-taipitopito / note the information
about the recruitment processes contained in this report
b) tautapa
/ delegate to a panel consisting of the Mayor, Chair of the Independent
Māori Statutory Board and the Chair and Deputy chair of the committee to:
i) approve
criteria for appointing one Auckland Transport director
ii) approve
criteria for appointing the Tātaki Auckland Unlimited chair
iii) approve
a shortlist of candidates to interview following advice from the selection
panel for one Auckland Transport director
iv) approve
a shortlist of candidates to interview following advice from the selection
panel for the Tātaki Auckland Unlimited chair
c) kopou / appoint up to two members of the
enduring pool to represent the council on the selection panels for the Auckland
Transport director and Tātaki Auckland Unlimited chair vacancies
d) tuhi
ā-taipitopito / note that the Independent Māori Statutory Board has been invited to nominate a member to be serve
on each of the selection panels for one Auckland Transport director and
the Tātaki Auckland Unlimited chair.
i) whakaae
/ approve a shortlist of candidates to interview following advice from the
selection panel for the Tātaki Auckland Unlimited chair.
Horopaki
Context
6. Council makes appointments to CCOs in accordance
with the Appointment and Remuneration Policy for Board Members of Council
Organisations (the policy) and the appointment process is summarised in Figure
1 below.
Figure 1:
Appointments Process
7. The
common criteria sought for all director appointments are as follows:
· uphold the principles of the Treaty of Waitangi and being ready to
promote improved outcomes for Māori and knowledge of Te Ao Māori and
established Māori networks
· demonstrate
appropriate accountability and responsiveness to the Governing Body and the
public and a commitment to a public sector ethos
· demonstrate
financial accountability with close review of current and proposed activities
to deliver value for money
· commitment to
integrate Te-Tāruke-ā-Tawhiri: Auckland’s Climate Plan into the
strategies and operations of the CCOs.
· driving appropriate
leadership and cultural response to deliver the required outcomes (and/or
deliver on targets identified)
· commitment to
collaborate across the CCO family
· demonstrate
inclusive and adaptive leadership to harness the benefits of diversity.
8. The
following additional skills are sought for chairs:
· strong leadership skills
· political acumen
· strong interpersonal
and relationship building skills
· sophisticated,
analytically based, decision-making skills
· effective
communication skills
· integrity and
credibility within relevant sectors.
Selection panels
9. The
selection panel for each director appointment are comprised as follows:
· one
or two members of the enduring pool
· a
member nominated by the IMSB
· Mayoral
Chief of Staff
· the
chair of the relevant CCO (ex-officio)
· Chief
Executive of Auckland Council (ex-officio).
Auckland Transport
10. Auckland
Council may appoint up to eight members of the AT board and there must be no
less than six voting members of the board at any time (Local Government
(Auckland Council) Act 2009 s43(2)(a)).
11. There are
currently seven members appointed by council and one position vacant on the
board. The recent movements on the AT board are as follows:
· 8
October 2022: resignation of Chair Adrienne Young-Cooper. Deputy chair Wayne
Donnelly becomes the Acting Chair
· 4
November 2022: resignation of director Tommy Parker
· 17
November 2022: appointment of Councillor Andy Baker and Councillor Mike Lee to
the AT board [GB/2022/111]
· 28
November 2022: resignation of director Jim Mather.
Tātaki Auckland Unlimited
12. TAU has a chair
vacancy caused by the passing of Mark Franklin in November 2022. Deputy Chair
Jennah Wootten is the Acting Chair.
Tātaritanga me ngā
tohutohu
Analysis and advice
13. The approval
of a brief is the first step in the process to appoint directors. Because the
vacancies on the AT and TAU board are unplanned, a brief has not been completed
for these vacancies.
14. Filling both
vacancies will help to ensure that both boards have the breadth of skillsets
required to govern these CCOs and that there is sufficient membership to carry
the workload of the boards. A well-functioning board is essential to enable the
implementation of the strategic direction set for the CCOs by council.
15. Briefs for
these vacancies will be developed by staff in consultation with the acting
chairs of AT and TAU. These briefs will include the core competencies required
for all directors under the policy and specific skills and experience sought
for each board.
Process recommended
16. To allow
recruitment to commence before the next scheduled meeting of the committee,
staff recommend that the committee delegate approval for the brief to a panel
consisting of the Mayor, Chair of the IMSB and the Chair and Deputy chair of
the committee.
17. Staff also
recommend that the committee delegate the approval of shortlisted candidates
for interview to the same panel to reduce the overall time that the appointment
process takes.
18. The final
approval of appointments will be a decision of the full committee.
19. Where
decisions are delegated, members of the committee will be informed of the
progress by memoranda as decisions are made.
20. A
review of the policy will take place in 2023 and will include consideration of
whether the process outlined in Figure 1 remains suitable for council.
21. An indicative
timeframe for both the AT and TAU board member recruitment processes is noted
in Table 1 below:
Table 1: Indicative timeline for AT and TAU board
appointments
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Indicative timeline
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Process step
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December 2022
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Finalise brief (under
delegation)
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Late January/February
2023
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Candidate search (six
weeks)
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14 February (Performance
and Appointments Committee meeting)
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Committee receives an
update on the recruitment progress
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March 2023
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Approval of shortlist
(under delegation)
Interview of candidates
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9 May 2023 (Performance
and Appointments Committee meeting)
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Committee decision on
appointments.
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22. Staff
propose that the candidate search starts in late January because potential
candidates are expected to be less available during the New Years period.
Starting the search in late January will help to ensure that the best possible
candidates are available for consideration.
Tauākī whakaaweawe
āhuarangi
Climate impact statement
23. This decision
is unlikely to result in any identifiable changes to greenhouse gas emissions.
The effects of climate change will not impact implementation of the decisions
sought.
Ngā whakaaweawe me
ngā tirohanga a te rōpū Kaunihera
Council group impacts and views
24. The appointment of the best possible directors to the CCOs boards
will have a positive impact on the council group.
Ngā whakaaweawe
ā-rohe me ngā tirohanga a te poari ā-rohe
Local impacts and local board views
25. Board appointments to CCOs are the role of the Governing Body. Local
boards can participate in the nomination process for each director vacancy. The
nomination of a candidate requires the consent of that candidate.
Tauākī whakaaweawe
Māori
Māori impact statement
26. Kia ora
Tāmaki Makaurau sets as a mahi objective that: "Mana whenua and
Māori are active partners and participants at all levels of the council
group's decision making".
27. An
Independent Māori Statutory Board member is involved in the appointment
process by being a member of the selection panel. This ensures that a
Māori perspective informs the recommendations of the selection panel
during the shortlisting, interviewing and appointment processes.
28. The
Independent Māori Statutory Board is also represented on this
committee. This ensures a Māori perspective is brought to the
decision-making process, and that the Independent Māori Statutory
Board’s views are considered by the committee.
Ngā ritenga
ā-pūtea
Financial implications
29. The costs
associated with these appointments will be met from existing budgets.
Ngā raru tūpono me
ngā whakamaurutanga
Risks and mitigations
30. There are
risks common to all board appointments. These are:
· reputational
risk of appointing candidates without appropriate skills or governance
experience. To mitigate this potential risk, a thorough due diligence process
is in place.
· governance
risk of creating an unbalanced board where the skills of the board do not match
those needed to effectively guide the organisation. In the initial stages of
the recruitment this risk will be mitigated by identifying and setting
appropriate criteria in the briefs.
Ngā koringa ā-muri
Next steps
31. Briefs will
be prepared by staff for the consideration of the Mayor, Chair of the IMSB and
Chair and Deputy Chair of this committee.
32. Once
approved, staff will start the process indicated in Table 1.
Ngā tāpirihanga
Attachments
There are no attachments for
this report.
Ngā kaihaina
Signatories
|
Author
|
James Stephens - Senior Advisor
|
|
Authorisers
|
Alastair Cameron - Manager - CCO Governance &
External Partnerships
Phil Wilson - Director, Governance & CCO
Partnerships
|
