Our Board’s primary role is to set the trust’s strategic direction and objectives, ensure delivery of these within planned resources, and oversee the trust’s performance. The Board is made up of a chairman, six non-executive directors and eight executive directors (four voting and four non-voting).
The chairman and the non-executive directors come from a range of professional backgrounds with a wide range of skills and experience that reflect the needs of the trust. Although members of the Board, non-executive directors are not part of the St George’s executive management team, and are effectively independent experts in their field employed to challenge the trust and provide expert leadership and guidance. The Board has in place a scheme of delegation and a schedule of powers and decisions reserved to the Board to ensure that decisions are taken at the appropriate level.
The chairman and non-executive directors’ responsibilities include:
- Contributing to the development of strategic plans to enable the trust to fulfil its leadership responsibilities for healthcare of the local community.
- Ensuring that the Board sets challenging objectives for improving its performance across the range of its functions.
- Monitoring the performance of the executive team in meeting the agreed goals and improvement targets.
- Ensuring that financial controls and systems of risk management are robust and that the Board is kept fully informed through timely and relevant information.
- Accountability to the Strategic Health Authority (NHS England from 1st April 2013) for the delivery of the trust’s objectives and ensuring that the board acts in the best interests of its local community.
- Taking part in the appointment of executive and other senior staff.
- Ensuring that the organisation values diversity in its workforce and demonstrates equality of opportunity in its treatment of staff and patients and in all aspects of its business.
Non-executive directors, including the chairman, are appointed by the trust’s nominations and remunerations committee, working with NHS London (until March 2013), The Appointments Commission (until October 2012) and the NHS Trust Development Authority (from October 2012). All Board appointments are made using fair and transparent selection processes with specialist human resources input. When appointing to the Board due consideration is given to the range of skills and experience required for the running of the trust.
Each year every member of the Board has their performance assessed by the chairman through a formal appraisal process. During this appraisal the Board member’s strengths and aspirations and learning and development needs are reviewed.
Non-executive director posts have a fixed term of four years. This term can be extended by another four years subject to satisfactory annual performance appraisals. At the end of their second term a non-executive director can be re-appointed for a maximum of another two years if it is deemed to be in the best interests of the trust. Executive directors do not have fixed term contracts.
Declarations of interest
NHS employees are required to be impartial and honest in the conduct of their business and remain above suspicion. It is also the responsibility of all staff to ensure that they are not placed in a position which risks or appears to risk conflict between their private interest and NHS duties.
The primary responsibility applies to all NHS staff, including the executive team and non-executive directors. Members of the board are asked to declare any interests they have before the start of each bimonthly board meeting. The following interests are required to be declared by all members of staff, including members of the board:
The trust needs to be aware of all cases where an employee, or his or her close relative or associate has a controlling (e.g. partner or director) and/or significant financial interest (more than 1%) in a business (including a private company, public sector organisations, other NHS employer and/or voluntary organisation) or in any other activity or pursuit, which may compete for an NHS contract to supply either goods or services to the trust.
Trust employees are advised not to engage in outside employment which may conflict with their NHS work, or be detrimental to it. All outside employment must be notified to the trust.
Trust employees are expected to ensure that their private interests and public duties do not conflict. Staff are advised to consider whether action taken as a result of membership of organisations, comes into conflict with their duties as trust employees.
Register of interests
All staff who are either responsible for and/or involved in the requisitioning and/or purchasing of goods and services, should declare any interests they are aware of.