The deadline has passed (5pm on Friday 23 October) on applications for a major industry role, a process that could lead to the current CEO re-applying for his job.
London’s Queen Elizabeth II Centre has now closed its advertising for a new CEO under civil service rules, following the running down of the incumbent’s three-year fixed term contract.
Current CEO Mark Taylor’s post was advertised on another three-year basis at a salary range of £100,000-£110,000 per annum (Senior Civil Service Pay Band 1).
The job specification from the QEII Centre HR department stated a new CEO should be in place by April 2016.
The QEII Centre is an executive agency of the Department for Communities and Local Government with trading fund status.
Last year 441 events were held at the QEII Centre, which can accommodate meetings of up to 2,000 delegates.
The centre’s turnover in the last financial year, 2014-15, was more than £11m, and is forecast to rise further.
Occupancy reached 52.8% last year, a 17.5% increase on 2013-14.
“We are looking to appoint a dynamic, flexible, innovative and energetic individual to drive forward the business, developing and maintaining relationships with a range of key client sectors,” the QEII’s job spec information sheet said. “The global nature of the events industry also requires that the successful candidate be determined to enhance the international reputation of the Centre’s brand both at home and abroad.”
The post is offered on a three-year fixed term appointment for external candidates or a three-year loan opportunity for existing civil servants, with the possibility of permanency.
The post is covered by the Official Secrets Act.
The PR for the QEII Centre was not able to confirm to CN whether Mark Taylor would be re-applying for his post for a new term. It is not clear at this stage how many applications have been received.
Taylor has overseen major investment at the centre this year, including a six-week summer closure as part of a £12m phase of renovation and rebranding.
The centre paid an annual dividend to the exchequer of £1.5m in 2014/15, a sum forecast to increase to £1.7m in 2015/16.
The DCLG’s Civil Service recruitment processes are, its policy document states, “underpinned by the principle of selection for appointment on merit on the basis of fair and open competition, as described in the Civil Service Commissioners Recruitment Code”.