notice of ceo performance and remuneration review committee · 2015-11-24 · notice of ceo...

Notice of CEO Performance and Remuneration Review Committee

Monday 13 July 2015

MEMBERSHIP Mayor Kevin Knight (Presiding Member)

Cr Jim McLafferty Cr Justin Hanson Cr Lucas Jones Cr Paula Luethen-Soper

NOTICE is hereby given pursuant to Sections 87 and 88 of the Local Government Act 1999 that the next CEO PERFORMANCE AND REMUNERATION REVIEW COMMITTEE will be held in the Civic Centre, 571 Montague Road, Modbury on MONDAY 13 JULY 2015 commencing at 6.30pm.

A copy of the Agenda for the above meeting is supplied as required

RYAN MCMAHON DIRECTOR ORGANISATIONAL SERVICES AND EXCELLENCE

Dated: 09 July 2015

CEO Performance and Remuneration Review Committee - 13 July 2015

CITY OF TEA TREE GULLY

CEO PERFORMANCE AND REMUNERATION REVIEW COMMITTEE 13 JULY 2015

AGENDA 1. Opening and Welcome

Acknowledgement of Country Statement “The City of Tea Tree Gully recognises this City’s considerable natural and cultural heritage, including thousands of years of Traditional Ownership by the Kaurna people and the more recent contributions from all who live here. We build on this heritage today by respecting and listening to each other, being receptive to new ideas and acting wisely for the current and future well-being of our community”.

2. Attendance Record:

2.1 Present 2.2 Apologies 2.3 Record of Officers in Attendance 2.4 Record of number of persons in the Public Gallery 2.5 Record of media representatives in attendance

3. Confirmation of Minutes to the Previous Meeting

That the Minutes of the CEO Performance and Remuneration Review Committee held on 1 June 2015 be confirmed as a true and accurate record of proceedings.

4. Public Forum

Available to the public to address the Committee on policy, strategic matters or items that are currently before the Committee. Total time 10 mins with maximum of 2 mins per speaker. For more information refer to Council’s website www.teatreegully.sa.gov.au

5. Deputations Requests from the public to address the meeting must be received in writing 5 days prior to the meeting and approved by the Mayor. For more information refer to Council’s website www.teatreegully.sa.gov.au

6. Presentations

6.1 CEO's Report on Performance against 2014-2015 Key Performance

Indicators 30 minutes

Mr John Moyle, Chief Executive Officer will provide an overview of the status of the Key Performance Indicators for the Year Ending 30 June 2015.

http://www.teatreegully.sa.gov.au/



Requests from the public to present to the meeting must be received in writing 5 days prior to the meeting and approved by the Mayor. For more information refer to Council’s website www.teatreegully.sa.gov.au

7. Petitions - Nil

8. Declaration of Interests

Members are invited to declare any interests in matters appearing before theCommittee.

9. Motions Lying on the Table - Nil

10. Management Reports

*10.1 CEO Performance and Remuneration Review - Proposed Methodology and Program ................................................................................................. 5

11. Notice of Motions - Nil

12. Motions Without Notice

13. Questions on Notice - Nil

14. Questions Without Notice

15. Other Business

16. Section 90(2) Local Government Act 1999 – Confidential Items

A record must be kept on the grounds that this decision is made.

17. Date of Next Meeting

10 August 2015

18. Closure

The Committee meeting shall conclude on or before 10.30pm unless there is a specificmotion adopted at the meeting to continue beyond that time.


Item

10.1


REPORT FOR

CEO PERFORMANCE AND REMUNERATION REVIEW COMMITTEE

MEETING DATE

13 JULY 2015

RECORD NO: D15/37434 REPORT OF: OFFICE OF THE CHIEF EXECUTIVE OFFICER

TITLE: CEO PERFORMANCE AND REMUNERATION REVIEW - PROPOSED METHODOLOGY AND PROGRAM

PURPOSE

The purpose of this report is to:

Outline the proposed methodology and program for reviewing the performance of the Chief Executive Officer (CEO) for the financial year 2014-2015 and remuneration for the financial year 2015-2016

Enable the Committee to consider any improvements for the methodology and program

Seek the Committee’s endorsement of a preferred methodology and program.

RECOMMENDATION

That the CEO Performance and Remuneration Review Committee endorses the methodology and program outlined in the report entitled “CEO Performance and Remuneration Review – Proposed Methodology and Program” and dated 13 July 2015. OR That the CEO Performance and Remuneration Review Committee endorses the methodology and program outlined in the report entitled “CEO Performance and Remuneration Review – Proposed Methodology and Program” and dated 13 July 2015 with the following changes: (a) ……………………………. (b) …………………………….

Item

10.1


1 BACKGROUND

On 30 March 2015, the CEO Performance and Remuneration Review Committee (the Committee) resolved the following: “ 1. That the CEO Performance and Remuneration Review Committee endorses the

proposed CEO Performance and Remuneration Review Process as outlined in Attachment 2 of the report entitled “CEO Performance and Remuneration Review Process” and dated 30 March 2015.

2. That the CEO Performance and Remuneration Review Committee appoints Crs

Paula Luethen-Soper, Jim McLafferty, Lucas Jones, Justin Hanson and Mayor Kevin Knight to the Consultant Evaluation Panel.

3. That the Manager Strategy and Governance be authorised to appoint the

consultant on behalf of the CEO Performance and Remuneration Review Committee after consultation with the Consultant Evaluation Panel.

4. That the Manager Strategy and Governance be authorised to seek submissions

from the external consultants nominated within the report based on the brief outlined in Attachment 3 of the report entitled “CEO Performance and Remuneration Review Process” and dated 30 March 2015 to assist the CEO Performance and Remuneration Review Committee with the CEO Performance and Remuneration Review.”

On 1 June 2015 the Evaluation Panel considered submissions from three applicants and as a result Hender Consulting (Hender) was appointed to facilitate the review. Mr Andrew Reid, Principal Consultant and Ms Bernie Dyer, Senior Consultant will be working with the Committee and the CEO throughout the review process. Hender have provided a methodology for conducting the review together with a draft survey (Attachment 1) which is similar to the one used last year for the CEO’s annual review. Hender have indicated there is flexibility to tailor the review process they have proposed.

2 DISCUSSION A summary of the tasks required of the facilitator are outlined below. These are detailed further in Attachment 2 “Request for Quote – Facilitator CEO Performance and Remuneration Review 2014-2018”. This facilitation service will include:

Assisting the Committee to conduct the review Reporting on CEO remuneration packages within local government Reviewing the CEO’s performance against his KPIs for the financial year 2014 -

2015 (see Attachment 3) Attending meetings as required Recommending KPIs for next financial year Reviewing the CEO’s Position Description and recommend any amendments Reporting to the Committee on outcomes of the review.

Item

10.1


Hender’s proposed methodology in response to the Committee’s brief is taken directly from their submission as follows:

Liaise with the CEO Performance Review and Remuneration Committee to establish and agree on the exact requirements and scope the performance appraisal assignment, providing advice on process improvements where possible

Speak with the CEO to discuss and review his accountability statement and/or job specification and to consider relevance of goals for the year ahead

Review past processes and identify, communicate and activate improvements

accordingly

Provide advice on the proposed survey questions to current Elected Members (along with key staff and external stakeholders if required) and the CEO for self assessment

If required, assist in drafting a communication from the Committee to desired

respondents introducing the process and inviting them to participate

Develop/modify and distribute a survey/s (by email or post as agreed) to the participants which would include a covering letter explaining the process and highlighting confidentiality, to encourage open and objective feedback regarding the CEO’s performance

Receive responses (by secure email or reply paid envelope), monitor response

rates and issue reminders and once the survey have been returned, organise direct discussion with respondents should further clarity be required on any feedback

Review, analyse and de-identify data and feedback to relate findings in the context

of the CEO’s KRAs and/or job specification and other leadership behaviours being assessed

Undertake an assessment of CEO remuneration packages across the local

government sector and beyond utilising various research points including, but not limited to, the LGA CEO Salary Benchmarking Report, recent recruitment placements or of other comparable roles within the sector and beyond and CPI movements

Prepare a detailed draft appraisal and remuneration report containing our findings

and recommendations and present this to the Committee as required

Forward the final report to the Committee as required

Schedule a debrief feedback session with the CEO to discuss the performance appraisal report, findings and performance feedback and likely next year’s KRAs with the CEO

If required, meet with the CEO and Review Panel members to discuss

performance feedback results in the context of supporting the development of the next year’s KRAs and development plan

Attend meetings with the CEO and Committee as required.

Item

10.1


In order to provide a final report to Council in September as contractually required, the following dates are proposed for the survey:

15 Jul Survey distributed 31 Jul Surveys returned 31 Aug Report findings to the Committee 28 Sep Final report with recommendations to Council

3 POLICY IMPLICATIONS 3.1 Financial / Budget

Any variations to the methodology will require confirmation from Hender as to whether this would result in an adjustment to their fee.

3.2 Legal and Risk Management Confidentiality of data collected by survey is paramount and Hender have indicated that this can be assured.

3.3 Staffing / Work Plans There is unlikely to be any significant impact on staff as a result of the methodology proposed. Hender’s methodology includes administrative tasks required to distribute, communicate, collate and analyse the results of the review investigations.

3.4 Environmental NA

3.5 Social NA

3.6 Strategic Plan / Policy

The procurement of the successful consultant was undertaken in accordance with Council’s procurement policies and procedures. The review will consider the CEO’s KPIs which have been developed with reference to Council’s strategic management plans.

3.7 Stakeholder Engagement The consultant will be guided by the Committee as to who should participate in the review survey.

3.8 Promotion / Communications NA

Item

10.1


4 REPORT CONSULTATION

Due to the subject of this report no internal staff have been consulted in relation to the contents of this report.

Attachments 1. Draft Survey 2014-2015 ........................................................................................... 10 2. Request for Quote - Facilitator CEO Performance and Remuneration Review 2014-

2018 ........................................................................................................................ 22 3. CEO's KPIs for financial year 2014-2015 ................................................................. 27 Report Authorisers

Ingrid Wilkshire

Manager Strategy and Governance 8397 7292

Att

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men

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Item

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Draft Survey 2014-2015 Attachment 1


Att

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Item

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Request for Quote - Facilitator CEO Performance and Remuneration Review 2014-2018

Attachment 2


Att

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Item

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CEO's KPIs for financial year 2014-2015 Attachment 3


notice of ceo performance and remuneration review committee · 2015-11-24 · notice of ceo...

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