The remuneration committee is responsible for advising on the appointment and/or dismissal of executive directors and directors, the approval of their remuneration and terms of service, and for the monitoring of their performance against delivery of organisational objectives. Membership is drawn from the non-executive directors and has four members including the chair.

The chief executive is entitled to attend the committee and be consulted with when the appointment and remuneration of the executive directors is being considered. He/she is excluded from meetings on his/her own position. All appointments are by public advertisement, and external assessors are part of the recruitment process.

The remuneration of the chair and the non-executive directors is decided by the secretary of state. The time commitment contracted is approximately three days per week for chairs and two-and-a-half days per month for non-executive directors.

Where the workloads of the chair and non-executive directors exceed this in response to the requirements of the Trust no further remuneration is paid.

To determine an executive directors salary level, the remuneration committee uses one or more of the following independent benchmarking comparative data as appropriate to the requirements of the position being fulfilled: Hay Group; NHS Foundation Trust Network; NHS ambulance services; NHS Providers Survey.

Our policy on remuneration of senior managers fully reflects the national guidance issued by the Department of Health and Social Care. The performance of senior managers is assessed by performance against objectives. Executive directors have permanent employment contracts with termination periods of six months. The exception to this policy is by agreement of the remuneration committee.

There are no special contractual compensation provisions for early termination of executive directors contracts. Early termination by reason of redundancy is subject to normal NHS terms and conditions of service handbook or, for those older than the minimum retirement age, early termination by reason of redundancy or in the interests of the efficiency of the service is in accordance with the NHS pension scheme. Staff above the minimum retirement age, who themselves request termination by reason of early retirement, are subject to the normal provisions of the NHS pension scheme.

The chief executive has determined that senior managers are those people in senior positions having authority or responsibility for directing or controlling our major activities. This means those who influence the decisions of the entity as a whole rather than the decisions of the individual directorates or departments.

Detailed in this report are the remuneration, salary and pension entitlements of the senior managers. These disclosures have been audited.

This reports staff numbers, staff composition, sickness absence data, expenditure on consultancy and exit packages.

The following pension benefits have accrued for those senior managers directly employed by the Trust:

*Tom Abell opted out of the NHS pension scheme and is not covered by the NHS pension arrangements during the reporting period.

**Dr Simon Walsh was not covered by the NHS pension arrangements during the reporting period. The strategic planning director was engaged at no cost from NHS England as such EEAST makes no NHS pension contribution.

Juliet Beal was not covered by the NHS Pension arrangements during the reporting period.

As non-executive members do not receive pensionable remuneration, there are no entries in respect of pensions for non-executive members.

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 members accrued benefits and any contingent spouses (or other allowable beneficiary's) pension payable from the scheme. CETVs are calculated in accordance with the Occupational Pension Schemes (Transfer Values) Regulations 2008.

CETV figures are calculated using the guidance on discount rates for calculating unfunded public service pension contribution rates that was extant at 31 March 2023. HM Treasury published updated guidance on 27 April 2023; this guidance will be used in the calculation of 2023 to 24 CETV figures.

This reflects the increase in CETV effectively funded by the employer. It takes account of the increase in accrued pension due to inflation, 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.

In 2022/23 nil (2021/22 nil) employees received remuneration in excess of the highest paid director. Remuneration ranged from £11k - £185k (2021/22: £7k to £189k). 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.

Median salary has increased by 4.5% from 2021/22 to 2022/23. The change in the median salary value is attributable to the effects of the 2022/23 NHS pay award details of which are contained in the NHS Employers' Pay Advisory notice 02/2022, which had the effect of increasing pay in most salary bands for substantive staff under agenda for change by £1,400.

Agency and consultancy staff are included on the basis of those occupying a vacant post as at 31st March 2023. These agency costs are annualised based on the expenditure on that individual in the week ending 31st March 2023.

The number of senior managers listed above by pay band, include individuals who occupied a senior manager post for all or part of the financial year. The strategic planning director has been seconded at nil cost to the Trust from NHS England.

The senior managers in this note are included within the remuneration note.

Source: NHS Digital - Sickness Absence and Workforce

Publications - based on data from the ESR Data Warehouse

Period covered: January to December 2022

Data items: ESR does not hold details of the planned working/non-working days for employees so days lost and days available are reported based upon a 365-day year. For the Annual Report and Accounts the following figures are used:

The number of FTE-days available has been taken directly from ESR. This has been converted to FTE years in the first column by dividing by 365.

The number of FTE-days lost to sickness absence has been taken directly from ESR. The adjusted FTE days lost has been calculated by multiplying by 225/365 to give the cabinet office measure.

The average number of sick days per FTE has been estimated by dividing the FTE days lost by the FTE Days and multiplying by 225/365 to give the cabinet office measure. This figure is replicated on returns by dividing the adjusted FTE days lost by average FTE.

The East of England Ambulance Service is committed to supporting all staff and recognises that staff with disabilities, or those who may be developing a disability, may require additional support to enable them to remain in the workplace. As well as being an NHS employer of choice, the Trust is a two ticks employer and has made a commitment not only to abide by the essential actions, but wherever operationally possible, to go beyond any statutory legal requirement to support staff who develop a disability to stay in the workplace.

The recruitment and selection policy supports the employment and appropriate training for employees.

The learning and development policy supports the training, career development and promotion of disabled persons employed by the Trust.

The Trust is pro-active in its work towards making diversity an integral part of the core business. It incorporates the principles of equality, diversity and human rights in employment, encouraging, valuing and actively promoting diversity, recognising the talent and potential across the population. Promoting equality of opportunity is in the best interests of the Trust, including recruitment and development of the best people for our jobs, and providing appropriate services meeting the diverse needs of our community.

*Compulsory redundancies arise from the reorganisation of corporate positions during the year. Three special severance payments where HM Treasury approval has been received have occurred.

Note: *All individuals who occupied a board member position, for a period of time in the financial year, have been included in this figure.

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