Annual report 2019-2020

Annual Report for the period 2019-2020

Publication date:: 30 June 2020
Date range:: June 2020 - June 2021

The Accountability Report

Staff and remuneration

1. Remuneration Committee

The Remuneration Committee is responsible for ensuring there is a formal and transparent procedure for developing the policy and decision making framework for setting the remuneration, terms of service and other benefits for Very Senior Managers (VSM’s). In undertaking this

role the committee will recommend and monitor the level and structure of remuneration for VSM’s not covered by

Agenda for Change terms and conditions using the NHSE/I guidance for Very Senior Managers pay.

Further details of the committee can be found within the Directors’ report section of this document.

2. Executive Remuneration Policy

The main duties of the committee are to discuss and advise the board on appropriate remuneration and terms of service for the Chief Executive, other executive directors and other senior employees particularly covering the following:

All aspects of salary (including any bonuses), taking independent advice where appropriate and considering current benchmarking data for VSM roles of similar size and complexity to ensure the remuneration can be justified
Provisions for other benefits, e.g. lease cars, relocation package and any enhancement of non-pay benefits such as annual leave
Oversight of executive directors job descriptions
Oversight and scrutiny of the appointment of interim executives Directors, ensuring HM Treasury (HMT) and NHS Improvement (NHSE/I) guidance is adhered to regarding seeking assurance on tax affairs
Monitoring and evaluating performance, including receiving and reviewing the appraisal of the Chief Executive, conducted by the Chair.
Ensure that a robust and effective process is in place to discharge the requirements of the Fit and Proper Persons Test for all existing and future director, or equivalent senior appointments, whether temporary or substantive
Arrangements for termination of employment and other contractual terms
Consideration of national guidance.

The Remuneration Committee reviews salaries each year. For 2019-20 salaries are to be considered, as per the NHSI/E guidance recommendation of a consolidated increase of 1.32 per cent payable from 1 April 2019, plus a one-off non-consolidated cash lump sum of 0.77 per cent (this is commensurate with the percentage increase paid to those at the top pay point of the Agenda for Change (AfC) pay band 9 for 2019- 20), and additionally having regard of benchmarked salaries for similar roles.

The only non-cash elements of executive remuneration packages are pension related benefits accrued under the NHS Pensions Scheme. Contributions are made by both the employer and employee in accordance with the rules of the national scheme, which applies to all NHS staff in the scheme.

Each executive director has annual objectives, which are agreed with the Chief Executive. The Trust’s normal disciplinary policies apply to very senior managers, including the sanction of summary dismissal for gross misconduct. Our redundancy policy is consistent with NHS redundancy terms for all staff.

3. Salary and pension entitlements of senior managers

a) Remuneration

Salary table 15 – audited

	2019-20				2018-19
Name and title	Salary (bands of £5k)	Expense payments (taxable) to nearest £100	All pension related benefits (bands of £2.5k)*	TOTAL (bands of £5k)	Salary (bands of £5k)	Expense payments (taxable) to near- est £100	All pension related benefits (bands of £2.5k)*	TOTAL (bands of £5k)
	£000	£	£000	£000	£000	£	£000	£000
Helen Greatorex - Chief Executive Officer	150 - 155	2,500	50 - 52.5	205 - 210	150 - 155	1,600	245 - 247.5	400 - 405
Vincent Badu - Executive Director Partnerships and Strate- gy / Deputy Chief Executive	125 - 130	400	52.5 - 55	180 - 185	110 - 115	4,000	70 - 72.5	185 - 190
Sheila Stenson - Executive Director of Finance	125 - 130	400	42.5 - 45	165 - 170	115 - 120	300	57.5 - 60	175 - 180
Catherine Kinane - Executive Medical Director	20 - 25	100	(7.5 - 10)	15 - 20	175 - 180	1,400	72.5 - 75	250 - 255
Rosarii Harte - Interim Medical Director	90 - 95	2,000	112.5 - 115	205 - 210	0.00	0	0.00	0.00
Afifa Qazi - Executive Medical Director	70 - 75	400	85 - 87.5	155 - 160	0.00	0	0.00	0.00
Mary Mumvuri - Executive Director of Nursing and Governance	115 - 120	1,800	0.00	115 - 120	110 - 115	1,200	0.00	115 - 120
Jacquie Mowbray-Gould - Chief Operating Officer	105 - 107	2,600	37.5 - 40	145 - 150	95 - 100	7,300	7.5 - 9	110 - 115
Sandra Goatley - Director of Workforce and Communications	115 -120	1,200	27.5 - 30	150 - 155	115 -120	2,300	27.5 - 30	145 - 150
Andrew Ling - Chairman	0 - 5	300	0.00	0 - 5	20 - 25	1,500	0.00	20-25
Julie Nerney - Chairman	25 - 30	2,100	0.00	0.00	0	0	0.00	0.00
Tom J Philips - Non Executive Director	5 - 10	200	0.00	5 - 10	5 - 10	600	0.00	5 - 10
Rod Ashurst - Non Executive Director	5 - 10	800	0.00	5 - 10	5 - 10	700	0.00	5 - 10
Mark Bryant - Non Executive Director	5 - 10	600	0.00	5 - 10	5 - 10	700	0.00	5 - 10
Anne-Marie Dean - Non Executive Director	10 - 15	2,300	0.00	10 - 15	5 - 10	2,400	0.00	5 - 10
Venu Branch - Non Executive Director	5 - 10	1,200	0.00	5 - 10	5 - 10	1,200	0.00	5 - 10
Jackie Craissati - Non Executive Director	5 - 10	1,400	0.00	5 - 10	5 - 10	1,100	0.00	5 - 10
Catherine Walker - Non Executive Director	5 - 10	1,000	0.00	5 - 10	5 - 10	800	0.00	5 - 10

* Annual increase in pension entitlement

Catherine Kinane resigned and ceased as a voting board member and Executive Medical Director and from 21 April 2019.
Rosarii Harte was Interim Medical Director between 22 April 2019 and 3 November 2019.
Afifa Qazi was appointed Executive Medical Director from 4 November 2019.
Andrew Ling resigned as Chairman on 30 June 2019.
Julie Nerney was appointed as Chairman on 1 July 2019.

The figures in the above table relate to the amounts received during the financial year. For 2019-20 and 2018-19, there were no taxable benefits or annual or long-term performance-related bonuses.

b) Pension benefits

Pensions table 16 2019-20 - audited

Name and title	Real increase in pension at pension age	Real increase in pension lump sum at pension age	Total accrued pension at pension age at 31 March 2020	Lump sum at age 60 related to accrued pension at 31 March 2020	Cash Equivalent Transfer Value at 1 April 2019	Real increase in Cash Equivalent Transfer Value	Cash Equivalent Transfer Value at 31 March 2020
Name and title	Bands of £2,500	Bands of £2,500	Bands of £5000	Bands of £5000	£000	£000	£000
Helen Greatorex - Chief Executive Officer	2.5 - 5	7.5 - 10	65 - 70	205 - 210	1447	87	1590
Vincent Badu - Executive Director Partnerships and Strategy / Deputy Chief Executive	2.5 - 5	2.5 - 5	20 - 25	40 - 45	329	39	395
Sheila Stenson - Executive Director of Finance	2.5 - 5	2.5 - 5	30 - 35	60 - 65	378	23	428
Catherine Kinane - Executive Medical Director	0	0	60 - 65	180 - 185	0	0	0
Rosarii Harte - Interim Medical Director	5 - 7.5	17.5 - 20	70 - 75	215 - 220	1358	86	1551
Afifa Qazi - Executive Medical Director	2.5 - 5	2- 2.5	40 - 45	30 - 35	503	30	589
Mary Mumvuri - Executive Director of Nursing and Governance	0	0	0	0	0	0	0
Jacquie Mowbray-Gould - Chief Operating Officer	2.5 - 5	2- 2.5	40 - 45	100 - 105	756	43	831
Sandra Goatley - Director of Workforce and Communications	2- 2.5	0	5 - 10	0	99	20	138

As Non-executive directors do not receive pensionable remuneration; there are no entries in respect of pensions for Non-executive directors.
A Cash Equivalent Transfer Value (CETV) is the actuarially assessed capital 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

(or other allowable beneficiary’s) pension payable from the scheme. CETVs are calculated in accordance with the Occupational Pension Schemes (Transfer Values) Regulations 2008.
Real Increase in CETV reflects the increase in CETV effectively funded by the employer. It takes account of the increase in accrued pension due to inflation, contributions paid by the employee (including the value of any benefits transferred from another scheme or arrangement) and uses common market valuation factors for the start and end of the period.
With effect from August 2019 the method used by NHS Pensions to calculate Cash Equivalent Transfer Values (CETV) was up dated. This was to ensure that public sector pension schemes provide the same indexation in payment on part of a public service scheme pensions known as the Guaranteed Minimum Pension (GMP) as applied to the remainder of the pension i.e. the non GMP. As in the vast majority of cases the value of the scheme pension is far greater than the GMP, it is unlikely to have more than a nominal impact on the senior managers of the Trust.
Mary Mumvuri did not make any contributions into the NHS Pension Scheme in 2019-20.

Pensions table 17 2018-19 - audited

Name and title	Real increase in pension at pension age	Real increase in pension lump sum at pension age	Total accrued pension at pension age at 31 March 2019	Lump sum at age 60 related to accrued pension at 31 March 2019	Cash Equivalent Transfer Value at 1 April 2018	Real increase in Cash Equivalent Transfer Value	Cash Equivalent Transfer Value at 31 March 2019
Name and title	Bands of £2,500	Bands of £2,500	Bands of £5000	Bands of £5000	£000	£000	£000
Helen Greatorex - Chief Executive Officer	10 - 12.5	35 - 37.5	60 - 65	190 - 195	1042	352	1447
Vincent Badu - Executive Director Partnerships and Strategy / Deputy Chief Executive	2.5 - 5	5 - 7.5	15 - 20	35 - 40	227	79	329
Sheila Stenson - Executive Director of Finance	2.5 - 5	2.5 - 5	25 - 30	55 - 60	276	77	378
Catherine Kinane - Executive Medical Director	2.5 - 5	12.5 - 15	55 - 60	175 - 180	932	188	1339
Mary Mumvuri - Executive Director of Nursing and Governance	0	0	0	0	0	0	0
Jacquie Mowbray-Gould - Chief Operating Officer	5 - 7.5	15 - 17.5	35 - 40	95 - 100	541	186	756
Sandra Goatley - Director of Workforce and Communications	0 - 2.5	0	5 - 10	0	58	23	99

c) Loss of office

There were no directors who had loss of office in 2018-19 or 2019-20.

d) Expenses of directors

The directors receive reimbursement of travel and incidental expenses incurred as a result of their duties. The values are shown on the page above.

e) Off payroll engagements

The Trust had no off-payroll engagements as at 31 March 2020 and had no new off-payroll engagements between 1 April 2019 and 31 March 2020, for more than £245 per day and that last longer than six months.

f) Exit packages - audited

Table 18

	2019-20		2018-19
Exit package cost band (including any special payment element)	Number of compulsory redundancies	Total number of exit packages	Number of compulsory redundancies	Total number of exit packages
<£10,000	1	1	0	0
£10,001 - £25,000	2	2	1	1
£25,001 - 50,000	1	1	1	1
£50,001 - £100,000	0	0	0	0
£100,001 - £150,000	0	0	0	0
£150,001 - £200,000	0	0	0	0
>£200,000	0	0	0	0
Total number of exit packages by type	4	4	2	2
Total resource cost (£)	67000	67000	66000	66000

‘Fair pay’ (pay multiples) disclosures - audited

Reporting bodies are required to disclose the relationship between the remuneration of the highest-paid director in their organisation and the median remuneration of the organisation’s workforce.

The banded annualised remuneration of the highest paid director in the financial year 2019-20 was £175k-180k (2018-19, £175k - £180k). This was 7 times (2018-19, 7 times) the median remuneration of the workforce, which was £26,220 (2018-19, £24,915).

In 2019-20, 0 (2018-19, 0) employees received remuneration in excess of the highest-paid director/member. Remuneration ranged from £6k to £180k (2018-19 £6k to £180k).

Total remuneration includes salary, non-consolidated performance-related pay, benefits-in- kind, but not severance payments. It does not include employer pension contributions and the cash equivalent transfer value of pensions.

Staff report

Staff numbers by band and gender – audited - table 19

Sum of FTE
Sum of FTE	Female	Male	Grand Total
Apprentice	12.50	2.17	14.67
Band 1	0.00	0.00	0.00
Band 2	387.10	167.01	554.11
Band 3	383.08	106.81	489.89
Band 4	176.83	27.84	204.67
Band 5	251.55	65.79	317.35
Band 6	450.24	152.07	602.31
Band 7	218.73	86.81	305.54
Band 8a	102.92	27.03	129.95
Band 8b	41.68	20.90	62.58
Band 8c	18.27	9.09	27.36
Band 8d	13.02	8.89	21.91
Band 9	1.69	2.80	4.49
Board/Director/VSM	10.75	5.25	16.00
Medical - Consultant	37.18	60.55	97.74
Medical - Other	36.20	24.75	60.95
Adhoc Non-AFC	0.75	1.00	1.75
Grand Total	2142.49	768.76	2911.24

Source: Average full time equivalent (FTE) numbers during 2019-20 from the Electronic Staff Record (ESR)

Table 20 staff by age band

Source: Average full time equivalent (FTE) numbers during 2019-20 from the Electronic Staff Record (ESR)

Staff numbers by band and staff group – audited - table 21

Sum of FTE
	Additionall Professional Scientific and Technic	Additional Clinical Services	Administrative and Clerical	Allied Health Professionals	Estates and Ancillary	Medical and Dental	Nursing and Midwifery Registered	Students	Grand Total
Apprentice	0.00	3.67	11.00	0.00	0.00	0.00	0.00	0.00	14.67
Band 1	0.00	0.00	0.00	0.00	0.00	0.00	0.00	0.00	0.00
Band 2	0.00	303.66	99.42	0.00	132.42	0.00	0.00	18.61	554.11
Band 3	0.00	296.52	179.04	0.00	6.17	0.00	0.00	0.00	481.72
Band 4	0.00	87.74	109.16	0.00	3.58	0.00	0.00	0.00	200.48
Band 5	0.00	2.24	71.18	27.16	0.00	0.00	204.81	0.00	305.38
Band 6	0.00	2.64	67.47	94.39	1.00	0.00	418.88	0.00	584.37
Band 7	0.00	2.71	48.32	36.01	0.00	0.00	149.64	0.00	236.67
Band 8a	0.00	0.00	34.59	3.22	0.00	0.00	29.20	0.00	67.01
Band 8b	0.00	1.00	18.89	5.85	0.00	0.00	18.05	0.00	43.79
Band 8c	0.00	0.00	7.43	1.74	0.00	0.00	1.12	0.00	10.29
Band 8d	0.00	0.00	11.97	0.00	0.00	0.00	2.25	0.00	14.22
Band 9	0.00	0.00	2.20	0.00	0.00	0.00	0.00	0.00	2.20
Board/Director/VSM	0.00	0.00	15.00	0.00	0.00	0.00	1.00	0.00	16.00
Medical - Consultant	0.00	0.00	0.00	0.00	0.00	97.74	0.00	0.00	97.74
Medical - Other	0.00	0.00	0.00	0.00	0.00	60.95	0.00	0.00	60.95
Adhoc Non AFC	0.00	0.00	0.00	0.60	0.00	0.15	0.00	0.00	0.75
Grand Total	0.00	700.17	675.67	168.96	143.17	158.83	824.93	18.61	2690.35

Source: Average full time equivalent (FTE) numbers during 2019-20 from the Electronic Staff Record (ESR)

Staff by ethnicity - audited - table 22

Ethnic Origin	Sum of FTE	%	BME %
A White - British	2004.84	68.87%
B White - Irish	37.44	1.29%
C White - Any other White background	151.56	5.21%
D Mixed - White & Black Caribbean	8.05	0.28%	22.82%
E Mixed - White & Black African	5.54	0.19%
F Mixed - White & Asian	15.19	0.52%
G Mixed - Any other mixed background	22.51	0.77%
H Asian or Asian British - Indian	101.51	3.49%
J Asian or Asian British - Pakistani	10.57	0.36%
K Asian or Asian British - Bangladeshi	4.35	0.15%
L Asian or Asian British - Any other Asian background	72.87	2.50%
M Black or Black British - Caribbean	30.40	1.04%
N Black or Black British - African	276.06	9.48%
P Black or Black British - Any other Black background	56.02	1.92%
R Chinese	5.40	0.19%
S Any Other Ethnic Group	55.78	1.92%
Z Not Stated	53.16	1.83%
Grand Total	2911.24

Source: Average full time equivalent (FTE) numbers during 2019-20 from the Electronic Staff Record (ESR)

c) Sickness absence data

We set a challenging target of 4.17 per cent staff absence rate in 2019-20. We achieved a rate of 4.54 per cent, which is a slight increase on 2018-19. We have introduced a ‘Health and Wellbeing’ pillar to the People Plan and are committed to supporting staff when they are unwell and do all that we can to help them return to work.

d) Expenditure on consultancy

Please refer to note 4.1 in the Annual Accounts.

Staff policies applied during the year

Policies applied for giving full and fair consideration for employment made by disabled persons	The Trust has a recruitment and selection policy, which sets out how we ensure fair recruitment practices throughout the attraction, selection and recruitment of candidates. This is reviewed through the electronic tracking ‘TRAC’ recruitment system. KMPT also reports the data as part of the new Workforce Disability Equality Standard.
Policies for continuing the employment of and for arranging training for employees who have become disabled persons during the period	KMPT adheres to the Equality Act 2010, and as such, line managers make reasonable adjustments and use referrals to the Occupational Health team to ensure the continued employment of employees who become disabled persons. In addition, the HR team provides direct support to staff affected and their managers.
Policies for the training, career development and promotion of disabled employees	There is equality of access to training for all staff.
Actions taken in the financial year to provide employees systematically with information on matters of concern to them as employees	The Trust augmented its internal communications activities during the year, including the introduction of new intranet system (i-connect).
Actions taken during the financial year to consult employees or their representatives on a regular basis so that the views of employees can be taken into account in making decisions which are likely to affect their interests	KMPT has regular meetings of its Joint Negotiating Forum (JNF) and Local Negotiating Committees (LNC) for formal discussions relating to staffing issues. As stipulated within the organisational change policy, collective consultations would be enacted where there are more specific issues affecting staff i.e. restructures.
Information on health and safety performance occupational health	During the year, health and safety training was delivered to 98 per cent of staff. The Trust has 144 keyworkers trained in moving and handling. The health and safety department undertakes audits on the whole hospital in conjunction with the staff side chair. There are review meetings with the external occupational health provider, reviewing all elements of service, including nurse activity, turnaround times, patients failing to turn up for appointments and cancellations, medical activity, pre- employment screening, current management referral screening processes, and the production of medical reports. The performance of the service is regularly monitored via contract review meetings.
Information on policies and procedures with respect to countering fraud and corruption	The Trust has a whistleblowing policy in place. TiAA provide support services to KMPT.

Helen Greatorex, Chief Executive

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