Issue: Variation in the terms and conditions of individual contracts can leave councils open to financial risk.
Recommendation 1: Development and mandating of a model contract, which includes employment terms, timeframes, separation arrangements, and excludes bonuses.
Issue: There is inconsistency in remuneration arrangements across the state and many instances of a lack of transparency to the full councillor group in decisions on remuneration.
Recommendation 2: Legislate the requirement for a CEO remuneration policy, with any changes to remuneration made by a resolution of the full council.
Issue: Audit Committees may be given the power to oversee adherence to the remuneration policy conditions but the lack of statewide legislation enforcing their role dilutes the effectiveness of this important oversight measure.
Recommendation 3: Legislated function of the Audit Committee to oversee the adherence of council to the remuneration policy.
Issue: Inconsistency with recruitment, contracting, performance management and separation arrangements for CEOs leading to adverse outcomes for the community.
Recommendation 4: Development of best practice guidelines by the local government sector, coordinated by Local Government Victoria, and supported by appropriate training.
Issue: Advertising, readvertising or not advertising council CEO roles.
Recommendation 5: No necessary change to current provisions.
Issue: CEOs have the difficult position of being the employee of a councillor group but also responsible for their health and wellbeing as the person in charge of the council as an organisation.
Recommendation 6: Increase awareness of CEO workplace safety responsibilities in respect to councillors through consultation with Local Government Victoria, WorkSafe, VEOHRC, peak bodies and councils.
Updated