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

More documents

Recommendations

Info

Retirement ageCurrently, employees are required to retire at age 65 years; occupational pensions are normallyeffective from age 60 years. With effect from 1 October 2006 with the introduction of the Equality(Age) Regulations (Northern Ireland) 2006, employees can ask to work beyond age 65 years.Retirement benefit costsThe Trust participates in the HSC Superannuation Scheme. Under this multi-employer definedbenefit scheme both the Trust and employees pay specified percentages of pay into the schemeand the liability to pay benefit falls to the DHSSPS. The Trust is unable to identify its share of theunderlying assets and liabilities in the scheme on a consistent and reliable basis. Furtherinformation regarding the HSC Superannuation Scheme can be found in the HSC SuperannuationScheme Statement in the Departmental Resource Account for the Department of Health, SocialServices and Public Safety.The costs of early retirements are met by the Trust and charged to the Net Expenditure Account atthe time the Trust commits itself to the retirement.As per the requirements of IAS 19, full actuarial valuations by a professionally qualified actuary arerequired at intervals not exceeding four years. The actuary reviews the most recent actuarialvaluation at the balance sheet date and updates it to reflect current conditions. An interim valuationas at 31 March 2006 was completed in the summer of 2009 and was used for the 2008-09accounts. The next valuation will be as at 31 March 2008 and will be used in the 2009/10 accounts.Premature retirement costsSection 16 of the Agenda for Change Terms and Conditions Handbook (issued on 14 February2007 under cover of the Department’s Guidance Circular HSS (AfC) (4) 2007) sets out thearrangements for early retirement on the grounds of redundancy and in the interest of the service.Further Circulars were issued by the Department HSS (AfC) (6) 2007 and HSS (AfC) (5) 2008setting out changes to the timescale for the operation of the transitional protection under thesearrangements.Under the terms of Section 16 of the Agenda for Change Terms and Conditions Handbookindividuals who were members of the HPSS Superannuation Scheme prior to 1 October 2006, areover 50 years of age and have at least 5 years membership of the HPSS Superannuation Schemequalify for transitional protection. Staff who qualify for transitional protection are entitled to receivewhat they would have received by way of pension and redundancy payment had they takenredundancy retirement on 30 September 2006. This includes enhancement of up to 10 yearsadditional service (reduced by the number of years between September 2006 and the actual dateof retirement) and a lumpsum redundancy payment of up to 30 weeks’ pay (reduced by 30% foreach year of additional service over 6 2/3 years).Alternatively, staff made redundant who are members of the HPSS Pension Scheme, have at leasttwo years’ continuous service and two years’ qualifying membership and have reached theminimum pension age currently 50 years can opt to retire early without a reduction in their pensionas an alternative to a lumpsum redundancy payment of up to 24 months’ pay. In this case the costof the early payment of the pension is paid from the lumpsum redundancy payment however if theredundancy payment is not sufficient to meet the early payment of pension cost the employer isrequired to meet the additional cost.38
Senior Employees’ Remuneration (Audited)The salary, pension entitlements and the value of any taxable benefits in kind of the most senior members of the Trust were as follows:Name 2009-10 2008-09 2009-10RealIncreaseIn Totalpension accruedBenefits in Benefits in and pension atSalary, kind Salary, kind related age 60 RealIncluding (rounded including (rounded lump and CETV CETV IncreasePerformance to Performance to sum at related at at inPay nearest pay nearest age 60 lump sum 31/03/09 31/03/10 CETV£000 £000) £000 £000) £000 £000 £000 £000 £000Non-Executive MembersP McCartan 30-35 0 30-35 0 N/A N/A N/A N/A N/AE Evason 5-10 0 5-10 0 N/A N/A N/A N/A N/AL Drew 5-10 0 5-10 0 N/A N/A N/A N/A N/AC Jenkins 5-10 0 5-10 0 N/A N/A N/A N/A N/AV McGarrell 5-10 0 5-10 0 N/A N/A N/A N/A N/AT Hartley 5-10 0 5-10 0 N/A N/A N/A N/A N/AJ O’Kane 5-10 0 5-10 0 N/A N/A N/A N/A N/AMJ Allen 5-10 0 5-10 0 N/A N/A N/A N/A N/AExecutive MembersW McKee 145-150 0-2.5 135-140 0-2.5 7.5-10 240-245 1,350 1,499 49H McCaughey (until 31 May 2009) 15-20 0-2.5 105-110 0-2.5 N/A N/A N/A N/A N/AA Stevens 190-195 0 150-155 0 25-27.5 225-230 998 1,217 131W Galbraith 105-110 0 95-100 0 10-12.5 70-75 213 271 39M Mallon 95-100 0-2.5 90-95 0-2.5 5-7.5 165-170 794 889 27P Donnelly 95-100 0 90-95 0 2.5-5 155-160 829 908 16D Stockman 80-85 0 75-80 0 10-12.5 60-65 183 240 40V Jackson (1 April to 31 October 2009) (1)50-55 0 85-90 0 12.5-15 105-110 333 417 55B Mullen (until 30 September 2009) (2)40-45 0 80-85 0 N/A N/A N/A N/A N/AJ Welsh 75-80 0-2.5 65-70 0-2.5 7.5-10 45-50 143 185 29P O’Callaghan (until 31 July 2009) (3)20-25 0 65-70 0 N/A N/A N/A N/A N/AA Brown (until 31 August 2000 0 30-35 0 N/A N/A N/A N/A N/A N/AB McNally 75-80 0 70-75 0 7.5-10 95-100 404 477 38B Creaney (4) 55-60 0 N/A N/A 20-22.5 75-80 214 319 85C McNicholl (appointed 1 March 2010) 5-10 0 N/A N/A 15-20 120-125 454 562 68B Barry (acting from 1 November 2009) 30-35 0 N/A N/A N/A N/A N/A N/A N/AN Patterson (acting from 1 June to31 December 2009) 40-45 0 N/A N/A N/A N/A N/A N/A N/AJ Growcott (acting from 11 May to31 October 2009) 25-30 0 N/A N/A N/A N/A N/A N/A N/A39
Page 1 and 2: 12009/10ANNUAL REPORT
Page 3 and 4: increasing and it is important that
Page 5 and 6: We are continuing to develop leader
Page 7 and 8: Directors’ ReportDirector’s Rep
Page 9 and 10: ±From September 2009****Appointed
Page 11 and 12: AbsenteeismBelfast Health and Socia
Page 13 and 14: In addition, 17 complaints were rec
Page 15 and 16: Royal Hospitals. The Trust’s Inci
Page 17 and 18: work with the HSCB and the Departme
Page 19 and 20: PartnershipsWE WILL WORK COLLABORAT
Page 21 and 22: Employment equality and diversity p
Page 23 and 24: 10 staff have participated in a suc
Page 25 and 26: Table 2 shows the breakdown of staf
Page 27 and 28: Statement Of Financial Position as
Page 29 and 30: Reconciliation of UK GAAP reported
Page 31 and 32: Public Sector Payment Policy - Meas
Page 33 and 34: Significant capital expenditure was
Page 35 and 36: Sustainability and InnovationDoing
Page 37: Service contractsDirectorsThe Trust
Page 42: BT10- 481

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

You also want an ePaper? Increase the reach of your titles

Delete template?

Save as template?