1
New Anglia LEP Remuneration Committee
2
nd
March 2021 - MINUTES
Present:
Mark Jeffries, Chairman (MJ)
Andrew Proctor (AP)
Jeanette Wheeler (JW)
C-J Green (CJG)
In attendance:
Charley Purves (CP)
Apologies:
None
Actions from the meeting:
1. Andrew Proctor to introduce a potential mentor to C-J Green.
2. C-J Green and Charley Purves to update the Terms of Reference to expand the scope of
the committee.
MINUTES
ACTIONS
1. Minutes of the last meeting (06.04.20)
1. Doug Field to follow up on career coaching with Chris Starkie.
2. Charley Purves provided pay rise benchmark data within the minutes of
the meeting.
3. Charley Purves to arrange 360-degree review for CEO. This was not
completed due to the current climate. However, plans are in place to
complete this in October 2021.
AP confirmed that the public sector pay rise for 2020 was 2.75%.
The committee agreed the minutes were a true reflection of the meeting 6
th
April 2020.
2
2. Matters arising
CJG confirmed discussions have taken place with Chris Starkie (CS) around
career coaching, however he feels he would benefit more from a mentor as
opposed to career coaching. JW queried whether CS would find a mentor
himself, and CJG confirmed that this is on his radar and they have discussed
business leaders who he could gain from, however time is an issue. JW feels
that it is an important aspect and something that a mentor could help with.
CJG confirmed that she will push this forward. AP suggested a potential
contact and will link CJG up with them.
AP
3. Progress of CEO objectives - CONFIDENTIAL
4. Pay Review for CEO - CONFIDENTIAL
The committee agreed the recommendation to award a 2% pay increase.
5. Gender Pay Gap Report – CONFIDENTIAL
The committee agreed the Gender Pay Gap Report for MJ to sign and CP to
report to government.
3
6. Review Terms of Reference
The committee reviewed the Terms of Reference and queried whether the
LEP Board require a performance related pay system. It was felt that
standard pay rises provide no incentive for employees. JW explained that the
LEP employees take on a risk as there is no security of tenure given that
funding is uncertain. CJG would be reluctant for the LEP to introduce a
performance related pay rise as these are often difficult to assess and often
have no real value. However, a small bonus provision for exceptional
performance may be considered.
MJ queried whether there should be objectives to incentivise performance for
the CEO. CJG explained that it would be disjointed for there to be a %
increase different from the rest of the LEP.
It was agreed that the committee terms of reference should be broadened to
encompass both the CEO and COO roles. CJG explained that she would
expect the CEO to attend the Remuneration Committee to set out any
proposed pay increase for the rest of the LEP.
CJG / CP
7. Any other business
None.
Next meeting – February 2022 – TBC
