The Christie Foundation Trust Annual Report and Accounts 2021-22

The Christie NHS Foundation Trust Annual Report & Accounts 2021-22

Senior managers’ remuneration Senior manager is defined as those persons in senior positions having authority or responsibility for directing or controlling the major activities of the NHS Foundation Trust. The Christie is committed to the overarching principles of value for money and high performance. In making its decisions on remuneration the Committee considers the responsibilities and requirements of each of the Executive Director roles, how long individuals have been in post and the performance of the Trust. We do not have a separate senior managers’ remuneration policy. The Remuneration Committee follows the Trusts Equality & Diversity Policy. The purpose of this policy is to ensure that every patient, visitor, employee and job applicant is treated with dignity and respect at all times, and to promote inclusive access and equality of opportunity in both service delivery and employment. The Christie is committed to the principles of equality of opportunity in employment and our remuneration policy reflects that its senior managers will receive equal pay for the same or broadly similar work, or work rated as equivalent and for work of equal value, regardless of their age, disability, ethnicity or race, gender reassignment, marital or civil partnership status, pregnancy, political beliefs, religion or belief, sex or sexual orientation. Our policy specifically reflects the right to equal pay between women and men and in accordance with legislation the Trust will publish gender pay gap information annually. All Executive Directors work within the NHS National Terms and Conditions. All service contracts have a 6-month notice period set

within them. Executive Directors are only entitled to payment for loss of office if a redundancy situation has arisen. Redundancy is calculated within clearly defined parameters as per legislative and NHS terms and conditions. Instructions. There is no additional benefit that will become receivable by a director if that senior manager retires early. No exit packages or non-compulsory departure payments were agreed for any of the senior managers in year. The exit packages and fair pay disclosure in the remuneration report are subject to audit. Executive Directors are expected to devote sufficient time to ensure satisfactory discharge of their duties in accordance with performance of the Executive Directors is assessed through regular appraisal against pre-determined objectives. Comparative remuneration data is used to determine market rates of similar acute NHS Foundation Trusts. The Executive Directors are all employed on a permanent contract basis with set salaries that do not include any other components. We have reviewed our policies in relation to executive remuneration and they ensure that we have all the necessary governance in place and use appropriate benchmarking to ensure that our pay levels are reasonable and publicly justifiable. Where Executive Directors are paid more than £150,000 this reflects market rates. Any overpayments will be managed in accordance with the Standing Financial agreed responsibilities and rotas as determined by their manager. The

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