REMUNERATION & STAFFING COMMITTEE

TERMS OF REFERENCE

1. Authority

1.1. The Remuneration & Staffing Committee is a Committee of the Board of the Arts Council. The Committee is authorised by the Council to undertake any activity within its terms of reference. It is authorised to seek any information it requires from any employee, and all employees are directed to co operate with any request made by the Committee.
1.2. The Committee requires to be adequately resourced and is authorised by the Council to obtain independent professional advice and to secure the attendance of non members with relevant experience and expertise if it considers this necessary.

2. Constitution and Membership

2.1. The Remuneration & Staffing Committee will consist of a minimum of 4 members of the Council, the Chairman of which will be the Chairman of the Council. Its members shall hold office for a period of time agreed by Council and be eligible for reappointment. Any member of the Remuneration & Staffing Committee ceasing for any reason to be a member of the Council shall, ipso facto, cease to be a member of the Remuneration & Staffing Committee and the vacancy shall be filled by the Council as soon as may be.

3. Quorum

3.1. The quorum shall be 3 members of the Remuneration & Staffing Committee, one of which will be its Chairman.

4. Role of the Remuneration & Staffing Committee

4.1. To ensure that all selection and appointment procedures of the Council reflect best practice and comply with all relevant employment legislation.
4.2. To discuss with the Chief Executive or other designated officer, any report or audit of staff with particular regard to the requirements of the Council, its future development and operation.
4.3. To consider all relevant reports by the Chief Executive, or other designated officer, in respect of the assessment, implementation and operation of appropriate targets and objectives and measurement of performance in relation to all staff (excluding the Chief Executive) to improve and maintain efficiency and professional standards.
4.4. To note any reports by the Chief Executive of any agreement, relevant correspondence or communication with any Trade Union or representative body of staff or any member of staff.
4.5. To discuss any report in relation to the introduction, implementation and operation of suitable training opportunities and career development of staff with a particular regard to promotion of the effective exercise of staff roles and responsibilities and the delivery of a high quality customer service.
4.6. To consider concerns raised by any member of staff in accordance with the Council’s Code of Conduct and Whistleblowing policies.
4.7. To review any report of the Chief Executive in relation to any proceedings advised or issued by any member of staff.
4.8. To assess and agree targets, standards of performance, goals and objectives in respect of the Chief Executive.
4.9. In consultation with the Department, to set the remuneration terms related to the performance of the Chief Executive, giving due weight to the proper management and use of public monies.
4.10. To monitor the performance of the Chief Executive for the purpose of and within the terms and conditions of the contract of employment of the Chief Executive.
4.11. To review the operation of the Council’s policies and procedures on staffing matters including the Code of Conduct for Staff; Absence Management; Disciplinary and Grievance.
4.12. To consider any other matters when requested to do so by the Council.
4.13. To report at least once a year to the Council on the discharge of the above duties.

5. Proceedings

5.1. The Committee should normally meet at least once a year and may meet more often as business dictates. 5.2. The role and functions of the Remuneration & Staffing Committee will be carried out in accordance with the Standing Orders of the Council and these terms of reference.
5.3. The agenda for each meeting of the Committee shall be agreed with the Chairman of the Committee and sent out at least seven days in advance to each member of the Committee and also to the Chief Executive. Apart from meetings when the remuneration of the Chief Executive is being considered, the Director of Corporate Services should be present along with a note taker, if required.
5.4. The Committee may require any Council member, or officer of the Council, or professional advisor of the Council to provide it with such information as it may require.
5.5. The Committee may request any person, company or body with which the Council has dealings, or to whom the Council has (directly or indirectly) accorded assistance, to provide it with such information as it shall request. Should the Committee wish to seek advice or assistance from other bodies, this would require the agreement of the Council and the Chief Executive.

6. Reporting Procedures

6.1 The Chairman of the Committee should report verbally to Council at the following meeting and Remuneration & Staffing Committee Minutes should be formally circulated to Council for noting in its Minutes.