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My thanks to Alec for releasing to me the message he sent to Cornwall councillors on Friday:

"Dear Colleagues

You have probably heard of recent media coverage around one of our interim employees, Clare Metcalf, interim head of customer services, who was employed during the One Cornwall process, previous to Cornwall Council being formed. A number of you have asked questions and raised concerns around the subject, and I would like to address these with you.

First, to explain our position on temporary, interim and contract employees it is important to understand the difference.

At the inception of the new Council, there were a number of management consultants employed across the organisation carrying out different projects. We have now removed all of these management consultant groups from the organisation, and saved over £6 million this year.

We have, at any one time, around 1,000 temporary staff who fill roles where there is a short term need due to staff shortages. This might be in areas such as libraries, contact centres and other roles where the work must be carried out to deliver services efficiently.

We also employ senior management interims, who serve one of two purposes. They will either have been employed to fill a vacant post, and will be with the organisation until that post is filled, or they will be carrying out a role that is not deemed to be permanent but may not have a fixed term. In the latter instance, this means we have more flexibility on when we choose to remove the post from the organisation, without the associated costs and difficulties of a permanent member of staff. We currently have nine staff employed under this arrangement.

Finally, we use senior project staff to cover specialist roles during fixed term projects. We currently have seven contracted project staff carrying out this type of role. These staff are carrying out roles specific to the change programme and have been employed for the level of expertise they have in their particular field. In addition to these 16 employees (the total number of interim and contract staff), there is one person who fulfils half an interim post, for electoral services, while the electoral services manager is off sick and half a project role in the shared services area.

It is crucial to the success of the change programme that we use these kinds of experts to ensure we drive through the efficiencies needed to achieve the 90% savings as outlined in the emergency budget - which is £90 million of the £110 million savings required. As you are all aware, if we don't make those savings this will mean future cuts to services and jobs for permanent members of staff. High day rates can be justified in the short term to gain the necessary expertise and to get the job done, but clearly to sustain this over a long period of time is unacceptable and it is regrettable that this has happened.

There has been understandable concern that Members were not aware of the costs of senior interim and project staff. I would point out that elected Members would not ordinarily be involved in employing staff other than Directors and the Chief Executive. This is a management responsibility. However, in the interest of openness and transparency, please see the table below with full details of current interim and project management arrangements.

I would like to reassure you that, in line with the rest of the organisation, our interim and project employees will be having their contracts examined and where necessary renegotiated to ensure value for money for the organisation, and a fixed end date in line with whichever project or role they are fulfilling.

I hope this has answered your questions and please be assured that this is not an approach that we take without due consideration to the best outcome and value for the organisation."