Annual Accounts 2011-2012 (pdf - 973 kB) - Royal Botanic Garden ...

The Royal Botanic Garden Edinburgh - Annual Report and Accounts for the year to 31 March 2012
Remuneration Report
Remuneration Policy
The remuneration of the Regius Keeper is set by the Board of Trustees but requires the
agreement of the Scottish Government. This remuneration is reviewed annually by the
Remuneration Committee. The following were members of the Remuneration Committee during
the period covered by the Accounts:
Sir George Mathewson CBE LLD FRSE (retired 25 November 2011)
Sir Muir Russell KCB FRSE (appointed 17 December 2011)
Katrina Morrison MA MBA
Dr Ian Sword CBE FRSE
The Regius Keeper and Director of Corporate Services attend meetings of the Committee as
required to provide advice/information when requested. They are not present for the decision
making process. The remuneration of the senior management is reviewed annually. The
Garden operates delegated pay and grading arrangements and is responsible for negotiating
pay settlements within a pay remit agreed with the Scottish Government. A formal annual
review process is in place for all staff, including senior management.
As part of its advisory and review role, the Remuneration Committee considers the following:
� The need to recruit, retain and motivate suitably able and qualified people;
� Regional variations in labour markets and their effects on the recruitment and retention of
staff;
� Government policies for improving public services;
� The affordability of recommendations for salary review.
Service Contracts
Although senior management are not civil servants, RBGE follows the principles of the Civil
Service Commissioners’ Recruitment Code, which requires appointment to be made on merit on
the basis of fair and open competition.
The employees covered by this report hold indefinite appointments. Early termination, other
than for misconduct, may result in the individual receiving compensation as set out in the Civil
Service Compensation Scheme. Salaries in the following table are the amount earned in the
financial year and include performance bonuses.
Benefits in kind
No benefits in kind were received by senior management during the year.
Pension
Pension benefits are provided to senior management on the same basis as all other staff in the
Principal Civil Service Pension Scheme which is described in Note 8(f) in the accounts.
Cash Equivalent Transfer Values
A Cash Equivalent Transfer Value (CETV) is the actuarially assessed capitalised value of the
pension scheme benefits accrued by a member at a particular point in time. The benefits
valued are the member’s accrued benefits and any contingent spouse’s pension payable from
the scheme. A CETV is a payment made by a pension scheme or arrangement to secure
pension benefits in another pension scheme or arrangement when the member leaves a
scheme and chooses to transfer the benefits accrued in their former scheme. The pension
figures shown relate to the benefits that the individual has accrued as a consequence of their
total membership of the pension scheme, not just their service in a senior capacity to which
disclosure applies.
The figures include the value of any pension benefit in another scheme or arrangement which
the member has transferred to the Civil Service pension arrangements. They also include any
Page 16 of 47