East Devon District Council

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Policy Code of Corporate Governance

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6. Principle E

Principle E - Developing the entity’s capacity including the capability of its leadership and the individuals within it

We will:

  • Review operations, performance and use of assets on a regular basis to ensure their continuing effectiveness.
  • Improve resource use through appropriate application of techniques such as benchmarking and other options in order to determine how resources are allocated so that defined outcomes are achieved effectively and efficiently.
  • Recognise the benefits of partnerships and collaborative working where added value can be achieved.
  • Develop and maintain an effective workforce plan to enhance the strategic allocation of resources.
  • Develop protocols to ensure that elected and appointed leaders negotiate with each other regarding their respective roles early on in the relationship and that a shared understanding of roles and objectives is maintained.
  • Publish a document that specifies the types of decisions that are delegated and those reserved for the collective decision making of the Council.
  • Ensure the Leader and the Chief Executive have clearly defined and distinctive leadership roles within a structure whereby the Chief Executive leads in implementing strategy and managing the delivery of services and other outputs set by members and each provides a check and a balance for each other’s authority.
  • Develop the capabilities of members and senior management to achieve effective leadership and to enable the Council to respond successfully to changing legal and policy demands as well as economic, political and environmental changes and risks by:
    • ensuring members and staff have access to appropriate induction tailored to their role and that ongoing training and development matching individual and Council requirements is available and encouraged,
    • ensuring members and officers have the appropriate skills, knowledge, resources and support to fulfil their roles and responsibilities and ensure that they are able to update their knowledge on a continuing basis,
    • ensuring personal, organisational and system-wide development through shared learning, including lessons learnt from governance weaknesses both internal and external.
  • Ensure that there are structures in place to encourage public participation.
  • Take steps to consider the leadership’s own effectiveness and ensuring leaders are open to constructive feedback from peer review and inspections.
  • Hold staff to account through regular performance reviews which take account of training or development needs.
  • Ensure arrangements are in place to maintain the health and wellbeing of the workforce and support individuals in maintaining their own physical and mental wellbeing.

When this policy has been published and will be reviewed

Policy published 9 January 2017 (due for review by 1 January 2018)