WEB_SportEngland_AR_2016-17
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REMUNERATION AND STAFF REPORT<br />
The contents of the remuneration and staff<br />
report cover the accountability report disclosure<br />
requirements, as stated by the Companies Act<br />
2006 as adapted for the Public Sector.<br />
The remuneration and staff report covers both<br />
the Exchequer and Lottery accounts.<br />
Remuneration policy<br />
The Chairs and Remuneration Committee<br />
has responsibility to agree the terms and<br />
remuneration of the Chief Executive and to be<br />
aware of and comment on the remuneration<br />
of the Executive Directors, including bonuses.<br />
The Chairs and Remuneration Committee’s<br />
discretion to make decisions will at all times be in<br />
accordance with the Civil Service Pay Guidance<br />
published by HM Treasury and any additional<br />
guidance issued by the DCMS, our sponsor<br />
department.<br />
The principles governing Sport England’s<br />
remuneration policy are:<br />
• To work within the financial constraints set by<br />
HM Treasury, DCMS and the Cabinet Office<br />
through the annual pay remit process.<br />
• To provide a strong relationship between pay<br />
and performance with annual salary increases<br />
reflecting individual performance and success.<br />
• To effectively promote all aspects of Sport<br />
England’s employee offer (pay, benefits,<br />
personal development, work-life balance,<br />
environment and culture) to attract, engage<br />
and retain the right talent needed to deliver<br />
our strategic outcomes.<br />
• To promote equal pay and operate a pay and<br />
reward system which is transparent, based<br />
on objective criteria and free from bias. Sport<br />
England is subject to Statutory gender pay<br />
reporting and will report on this in 20<strong>17</strong>-18.<br />
Appointments<br />
All appointments including Executive Directors<br />
are made in accordance with Sport England’s<br />
stated Recruitment Guidance. Sport England’s<br />
recruitment and selection process ensures<br />
practices are compliant with legislation, are<br />
based on merit and are fair and transparent.<br />
The Executive Directors covered by this report<br />
hold appointments which are open-ended. Early<br />
termination, other than resignation, frustration or<br />
dismissal for disciplinary or capability reasons<br />
would result in the individual receiving payments<br />
as set out in the Redundancy Policy. This<br />
Policy is not applicable to Non-Executive Board<br />
Members.<br />
Executive Director<br />
Jennie Price CBE April 2007<br />
Date of Appointment<br />
Rona Chester March 2010<br />
Mike Diaper OBE 1 November 2009<br />
Charles Johnston August 2008<br />
Lisa O’Keefe July 2008<br />
Phil Smith September 2008<br />
Tanya Joseph 2 January 2012<br />
1<br />
Mike Diaper OBE was seconded from DCMS from October<br />
2006 until his appointment in November 2009.<br />
2<br />
Tanya Joseph left the organisation in January 20<strong>17</strong>.<br />
Non-Executive Board Members are appointed<br />
for a term of three years. Appointments are<br />
renewable for a further fixed term of up to three<br />
years on the basis of a performance review,<br />
conducted as part of the Board Evaluation<br />
process. In the event of early termination,<br />
for whatever reason, there is no provision<br />
for compensation.<br />
Accountability Report
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