Meetings

The Commission had agreed, in principle, earlier in the year to a request from the Independent Remuneration Board (“the IRB”) for a structured dialogue to establish a shared understanding of how Members’ needs will be supported in future through Commission services and the Board’s Determination, looking to the Seventh Senedd and beyond. 

Commissioners considered their next steps to progress this dialogue and enable strategic considerations of how Members would be supported in the Seventh Senedd.

Commissioners discussed the complex interdependence of decisions taken by both the IRB and Commission and the desire from Members for clarity about the provisions made for them and for an understanding of reasons for decisions. They considered that there may be opportunities to make changes which would make it clearer where responsibilities lie ahead of, or in readiness for, the Seventh Senedd. However, Commissioners reflected that value for money and independence of decisions are essential, as is having Member led review processes, though it would not be desirable to return to a system of Members deciding their own pay.

Commissioners discussed that some aspects of Senedd Reform and future need driven change would be led by other parts of the Parliament, e.g. Business Committee, and that the proposals being considered were the start of a conversation which would be informed through Member engagement.

Commissioners agreed the approach outlined: the main areas of discussion - the balance of Resources and the intersection between Commission services and Determination resources; simplification of Members’ access to Determination resources; and opportunities to improve Governance and relations between the IRB and Commission. They agreed to discuss further at their meeting in January, potentially to also undertake some less formal exploration of the issues, and for preparatory discussions to be held with each Commissioner in the short term.

The Commissioners noted the Remuneration Committee’s Report, which outlined the role of the Committee and its findings and conclusions from the work it had done during the year, and agreed the proposed adjustments to the Terms of Reference, which were that committee members may be asked to:

• contribute to specific workforce matters, where their expertise makes this appropriate; and
• provide feedback to the Committee relating to pertinent Commission workforce matters where they have had involvement.

Commissioners considered a number of matters relating to their Independent Advisers. They agreed terms of reference to move from the Remuneration, Engagement and Workforce Advisory Committee (REWAC) to a Remuneration Committee.

Commissioners agreed to receive recommendations in relation to the appointment of Independent Advisers, including for Membership of the Audit and Risk Assurance Committee (ARAC) and the Remuneration Committee, out of meeting, following the imminent completion of the recruitment process. They also agreed to extend the current appointment of Bob Evans as an Independent Adviser for an additional two years, in the expectation that he would continue in the role of Chair of ARAC.

Commissioners were provided with information about the Interim Pay Review, conducted as planned in May and June this year as part of the existing agreement which is in place to 2025; and were made aware of a National Pay Strike Ballot that had opened and would close on 6 November. Commissioners discussed the current pay and cost of living environment and asked to be kept informed.

Sarah Pinch, Chair of the Remuneration, Engagement and Workforce Advisory Committee introduced the Committee’s Annual Report. Commissioners noted the reporting, both on the Remuneration Committee function and on the wider assurance and advisory role, particularly giving focus to ethnic minority and socioeconomic representation as a matter of special interest. The Committee had taken a key interest in the Commission’s annual metrics and were pleased to note the emerging positive results within the suite of D&I reporting, particularly early indications of progress in attracting a greater diversity of applicant and the development of a new Ethnic Minority Internship Scheme.

Commissioners welcomed the assurance provided by the Independent Advisers, individually and through the Committees and noted the REWAC report.

Commissioners considered a request for approval to commence the recruitment and selection of the next cohort of Independent Advisers to be appointed by the Commission.

Commissioners commented on the value of the Advisers and agreed agree to extend the contract of Aled Eirug, a member of ARAC, for a further three years.

Commissioners reflected that the Commission should seek a good balance of expertise and lived experience from its advisers, and consider factors such as remuneration which might discourage some potential applicants. They agreed that a recruitment exercise should begin and the approach to that exercise, which would include continuing to stagger appointments.

Commissioners also supported the proposal to continue recruiting subject specific expertise as needs evolve, at this time to include Diversity and Inclusion expertise.

Commissioners agreed that they, or Joyce Watson as the Commissioner with responsibility for equalities, should be involved towards the end of the selection process.

In line with the requirements of the Delegation for consultation, the Commission was informed about progress towards the previously agreed proposals to make changes to Director portfolios as part of adjusting the senior structure.

They were updated about evaluations that had taken place and recruitment exercises underway. These were in relation to the posts of Chief Legal Advisor, Director of Resources and Director of Senedd Business.

Members of the Commission’s Executive Board, with the exception of the Clerk, absented themselves for this item.

Sarah Pinch, Chair of the Remuneration, Engagement and Workforce Advisory Committee introduced the Committee’s Annual Report, which Commissioners noted. The Committee had taken particular interest in opportunities to better drive socio-economic and ethnic minority representation within the Commission, and given focus to Covid responses in relation to the Commission workforce and public engagement.

All Commission officials, with the exception of the Clerk, absented themselves for the discussion on the senior restructure. Commissioners agreed proposals to make changes to Director portfolios and noted arrangements for senior staff who form part of the Executive Board.

Sarah Pinch, Chair of the Remuneration, Engagement and Workforce Advisory Committee, presented the Committee’s report to the Commission for the first time since the widened remit was agreed. Sarah discussed some similar themes to those raise by Bob Evans, reflecting with the Commission on the calibre of the organisation and its staff and the importance of effective communication and engagement with the people of Wales.

Commissioners noted the REWAC Annual Report.

The Remuneration Committee’s Annual Report was noted.

Commissioners were provided with, and noted, updated terms of reference for the Remuneration Committee, extending its focus from that previously in place. This reflected a desire to make good use of the range of expertise brought by the new Independent Advisors. They noted the appointment of Chairs to REWAC and ACARAC:

·         ACARAC Chair – Bob Evans

·         REWAC Chair - Sarah Pinch.

Commissioners noted the Remuneration Committee’s annual report.

The Commission noted the Remuneration Committee’s Annual Report.

Helena Feltham, who chairs the Remuneration Committee, described the work of the Committee over the last year. She explained that, although the Committee works in an advisory capacity, it is robust in its work, so is an effective tool from a governance point of view.

The Presiding Officer thanked Helena and the Committee for their work.

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The National Assembly for Wales’ Remuneration Committee’s role is to assist the Commission and Chief Executive in ensuring the Assembly’s services meet the highest standards of probity and accountability for the use of public funds. The Committee advises the Commission and Chief Executive, as accounting officer, on their responsibilities for appraisal and remuneration policies and systems. The Committee considers recommendations from the Presiding Officer concerning the performance of the Chief Executive and from the Chief Executive concerning Directors.

It has no executive powers and is required to make a formal annual report to the Commission at the end of the year.

Helena Feltham is now Chair of the Committee, with Eric Gregory and Keith Baldwin as members, all of whom are the Commission’s Independent Advisors. 

Commissioners noted the Committee’s recommendations, in particular:

-       Directors had performed to an acceptable standard, allowing for contractual entitlements to incremental awards (linked to satisfactory performance) to be made, where the individual was not already on the target rate for the pay band.

-       The Committee had considered the Pay Strategy for Commission staff, which informed the settlement that was reached with the Assembly Trade Unions in March 2014.  The new settlement would run from 1 October 2013 to 30 September 2016.  The Committee would assist in developing options for future pay strategies in readiness for consideration in 2016.

The Committee’s report was formally noted. Commissioners recorded their thanks to Tony Morgan for previously chairing the Committee.

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The role of the National Assembly for Wales’ Remuneration Committee is to assist the Commission and Chief Executive in ensuring the Assembly’s services meet the highest standards of probity and accountability for the use of public funds.  The Committee advises, on request, the Commission and Chief Executive as Accounting Officer on their responsibilities for appraisal and remuneration polices and systems.  It acts in an advisory capacity and has no executive powers. In line with its terms of references the Committee is required to make a formal annual report on its work to the Commission at the end of the year.

The Committee met once during 2012-13 on 19 April 2012 and agenda items included:

·           the Draft Reward Strategy for Assembly Staff;

·           a review of the Executive Team’s pay and performance.

In addition to these, the Committee also considered public sector pay policy more widely to ensure its advice was set within this broader context.

Commissioners noted the report.

Paper 8 to note

Commissioners noted the Annual Report and Revised Terms of Reference of the Assembly’s Remuneration Committee.

The minutes were noted.