Annual Report 2009 -2010 - Belfast Health and Social Care Trust

Remuneration ReportREMUNERATION REPORT FOR THE YEAR ENDED 31 MARCH 2010Scope of the reportArticle 242B and Schedule 7A of the Companies (Northern Ireland) Order 1986, as interpreted forthe public sector requires HSC bodies to prepare a Remuneration Report containing informationabout director’s remuneration. The Remuneration Report summarises the remuneration policy ofBelfast Health & Social Care Trust (the ‘Trust’) and particularly its application in connection withsenior managers. The reports must also describes how the Trust applies the principles of goodcorporate governance in relation to senior managers’ remuneration in accordance with HSS (SM)3/2001 issued by the Department of Health, Social Services and Public Safety (DHSSPS).Remuneration committeeThe Board of the Trust, as set out in its Standing Orders, has delegated certain functions to theRemuneration Committee. The membership of this committee is as follows:Mr Pat McCartan (Chairman)Ms Joy Allen (Non-Executive Board Member)Mr Les Drew (Non-Executive Board Member)Professor Eileen Evason (Non-Executive Board Member)Dr Val McGarrell (Non-Executive Board Member)Mr James O’Kane (Non-Executive Board Member)Councillor Tom Hartley (Non-Executive Board Member)Mr Charles Jenkins (Non-Executive Board Member).Remuneration Policy• The membership of the remuneration committee for the Belfast Health and Social Care Trustconsists of the Chairman and the seven non-executives.• The policy on remuneration of the Trust Senior Executives for current and future financialyears is the application of terms and conditions of employment as provided and determinedby the DHSS&PS.• Performance of Senior Executives is assessed using a performance management systemwhich comprises of individual appraisal and review. Their performance is then considered bythe remuneration committee and judgements are made as to their banding in line with thedepartmental contract against the achievement of regional organisation and personalobjectives.• The relevant importance of the appropriate proportions of remuneration is set by theDHSS&PS under the performance management arrangements for senior executives.• In relation to the policy on duration of contracts, all contracts of senior executives in the Trustare permanent. During the year 2008/09 all contracts were permanent and each contained anotice period of three months.36