a report on any proposals for the provision or tender of internal or external audit functions; and the risk management policy. organisation’s Annex C: GIAA Nominations and Remuneration Committee Terms of Reference Purpose and Role The Government Internal Audit Nominations and Remuneration Committee Agency’s maintains oversight of succession planning for senior level appointments and the Board, reviews Senior Civil Service (SCS) pay and incentives, and agrees nominations within the Agency. The Board has chosen not to establish a Nominations and Governance Committee. In order to make the most effective use of its executive and non-executive time and directors’ to minimise bureaucracy, the Nominations Committee covers nominations, and the Executive Management Team will continue to oversee governance. To fulfil its purpose, the Committee shall: scrutinise incentives and rewards for executive board members and of senior management, and advise on the extent to which these arrangements are effective at improving performance; no executive or director shall be involved in any decision about their own remuneration; consider proposals from the Chief Executive regarding overall remuneration across the Agency, ensuring that the remuneration terms are consistent with Civil Service guidance; in considering these proposals, have regard to the key priorities and Agency’s performance against them and take into account any other factors which it deems necessary internal and external comparative information, and data and information – supplied by external parties; before appointment of Non-Executive Board Members (NEBMs) is made by the board, evaluate the balance of skills, knowledge and experience on the board, and, in the light of this evaluation prepare a description of the role and capabilities required for a particular appointment. In identifying suitable candidates the Committee shall: use open advertising or the services of external advisers to facilitate the search; consider candidates from a wide range of backgrounds; and consider candidates on merit and against objective criteria and due regard to the benefits of diversity on the board including gender, taking care that appointees have enough time available to devote to the position; review annually the time required from NEBMs. Performance evaluation should be used to assess whether the NEBMs are spending enough time to fulfil their duties; and ensure that on appointment to the Board, NEMBs receive a formal letter of appointment setting out clearly what is expected of them in terms of time commitment and involvement outside board meetings. The Committee shall also make recommendations to the Board concerning: scrutinising systems for identifying and developing leadership and high potential;
a report on any proposals for the provision or tender of internal or external audit functions; and the organisation’s risk management policy. Annex C: GIAA Nominations and Remuneration Committee Terms of Reference Purpose and Role The Government Internal Audit Agency’s Nominations and Remuneration Committee maintains oversight of succession planning for senior level appointments and the Board, reviews Senior Civil Service (SCS) pay and incentives, and agrees nominations within the Agency. The Board has chosen not to establish a Nominations and Governance Committee. In order to make the most effective use of its executive and non-executive directors’ time and to minimise bureaucracy, the Nominations Committee covers nominations, and the Executive Management Team will continue to oversee governance. To fulfil its purpose, the Committee shall: scrutinise incentives and rewards for executive board members and of senior management, and advise on the extent to which these arrangements are effective at improving performance; no executive or director shall be involved in any decision about their own remuneration; consider proposals from the Chief Executive regarding overall remuneration across the Agency, ensuring that the remuneration terms are consistent with Civil Service guidance; in considering these proposals, have regard to the Agency’s key priorities and performance against them and take into account any other factors which it deems necessary – internal and external comparative information, and data and information supplied by external parties; before appointment of Non-Executive Board Members (NEBMs) is made by the board, evaluate the balance of skills, knowledge and experience on the board, and, in the light of this evaluation prepare a description of the role and capabilities required for a particular appointment. In identifying suitable candidates the Committee shall: use open advertising or the services of external advisers to facilitate the search; consider candidates from a wide range of backgrounds; and consider candidates on merit and against objective criteria and due regard to the benefits of diversity on the board including gender, taking care that appointees have enough time available to devote to the position; review annually the time required from NEBMs. Performance evaluation should be used to assess whether the NEBMs are spending enough time to fulfil their duties; and ensure that on appointment to the Board, NEMBs receive a formal letter of appointment setting out clearly what is expected of them in terms of time commitment and involvement outside board meetings. The Committee shall also make recommendations to the Board concerning: scrutinising systems for identifying and developing leadership and high potential;
180201-GIAA-Non-Exec-Chair-Info-Pack-v2.docx