REMUNERATION AND STAFF REPORT

This Remuneration Report includes a single total figure of remuneration. The amount of pension benefits for the year which contributes to the single total figure is calculated based on guidance provided by the NHS Business Services Authority Pensions Agency.

The amount included in the table for pension benefit is based on the increase in accrued pension adjusted for inflation. This will generally take into account an additional year of service together with any changes in pensionable pay. This is not an amount which has been paid to an individual by the SHA during the year; it is a calculation which uses information from the pension benefit table. These figures can be influenced by many factors e.g. changes in a person’s salary, whether or not they choose to make additional contributions to the pension scheme from their pay, and other valuation factors affecting the pension scheme as a whole.

The salary and pension disclosures reflect the senior managers’ information. In 2023/24 the senior management team consists of the Chief Executive, the Executive Directors and the Independent Members (Non-Executive Directors), the Director of Primary, Community and Mental Health Digital Services, the Director of People and Organisational Development and the Board Secretary.

Single Total Figure Of Remuneration 2023/24

(1) Ifan Evans was seconded from Welsh Government for the entire year.

*** Pension figures were submitted prior to the very senior manager pay uplift. Although these figures have been excluded, they would not have a material impact on pension benefits.

(2) Rowan Gardner left 31st January 2024– Full year equivalent salary is £5K-£10K

*** Pension figures were submitted prior to the very senior manager pay uplift. Although these figures have been excluded, they would not have a material impact on pension benefits

Salary and Pension Disclosures 2022-23

(1) Carwyn Lloyd-Jones performed Interim Executive Director of Operations between 17th October 2022 and 15th January 2023 (91 Days) - Full year equivalent salary is £120K-£125K

(2) Sarah-Jane Taylor commenced 2nd May 2022 – Full year equivalent salary is £115K-£120K

(3) Samantha Hall commenced 1st November 2022 – Full year equivalent salary is £115K-£120K

(4) Sam Lloyd commenced 16th January 2023 – Full year equivalent salary is £120K-£125K

(5) Gareth Davis Left 23rd October 2022 – Full year equivalent is £120K-£125K

(6) Ifan Evans was seconded from Welsh Government for the entire year

(1) Grace Quantock left 17th June 2022 – Full year equivalent is £5K-£10K

(2) Marilyn Bryan-Jones commenced 15th July 2022 – Full year equivalent is £5K-£10K

(3) Alistair Klaas Neill commenced 8th August 2022 – Full year equivalent is £5K-£10K

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 member’s accrued benefits and any contingent spouse’s pension payable from the scheme.

A CETV is a payment made by a pension scheme or an arrangement to secure pension benefits in another pension scheme or an arrangement when the member leaves a scheme and chooses to transfer the benefits accrued in their former scheme. The pension figures shown relate to the benefits that the individual has accrued as a consequence of their total membership of the pension scheme, not just their service in a senior capacity to which disclosure applies.

The CETV figures and the other pension details include the value of any pension benefits in another scheme or arrangement which the individual has transferred to the NHS pension scheme. They also include any additional pension benefit accrued to the member as a result of their purchasing additional years of pension service in the scheme at their own cost.

CETVs are calculated within the guidelines and framework prescribed by the Institute and Faculty of Actuaries.

REAL INCREASE IN CETV This reflects the increase in CETV effectively funded by the employer. It takes account of the increase in accrued pension due to inflation, contributions paid by the employee (including 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.

Salary and pension disclosure tables (audited) – single total figure of remuneration

Pension figures were submitted prior to the very senior manager pay uplift. Although these figures have been excluded, they would not have a material impact on pension benefits

Reporting bodies are required to disclose the relationship between the remuneration of the highest-paid director /employee in their organisation and the 25th percentile, median and 75th percentile remuneration of the organisation’s workforce.

The median pay ratio for the relevant financial year is consistent with the pay, reward and progression policies for the entity’s employees taken as a whole.

As of 31 March 2024, there were 15 members of the Board, of which five were Executive Directors, three Directors and seven Independent Members including DHCW Chair and Vice Chair.

Table 1 Breakdown of number of staff by group

Table 2 Gender Breakdown of the Board and Directors- Updated as of 31/03/24

Table 3 Gender Breakdown by Executive Team and Other Employees as at 31st March 2024

The People and Organisation Development Team work closely with each directorate to support and manage the wellbeing of DHCW people and sickness absence. Monthly performance reports are developed for directorates and executive colleagues to monitor sickness absence. DHCW offers and provides its people with access to an Occupational Health Service and to an Employee Assistance Programme, which family members can also access for free.

The top reason for sickness absence across the organisation during 2023/2024 was stress and anxiety, which was predominantly caused by circumstances outside of the work environment. Health and Wellbeing interventions to support both the individual and their managers are developed and monitored regularly. The DHCW’s Health and Well-Being Group also meet on a bi-monthly basis to ensure continuous reviewing of wellbeing support offered and to develop innovative ways to introduce initiatives to enable the health and wellbeing of our people.

The table 5 below shows the sickness absence levels during 2023/24. The current rate as at 31st March 2024 is 2.70% which benchmarks very favourably across NHS Wales.

Table 6 Number of Working Days Lost to Sickness

The health and wellbeing of our people continues to be paramount. In 2023-24, we successfully retained the Gold Corporate Health Standard and recertification for BS76000 – Valuing People Standard and BS76005 Diversity, Inclusion Standards.

The Health and Wellbeing Network, made up of diverse DHCW volunteers across the organisation, leads on the promotion of national and local campaigns and initiatives to support the resilience and wellbeing of our people. This provides a helpful signpost of information and support for our workforce. The following is an update on the work of the network:

Support for National Campaigns - International Women’s Day, International Men’s Day, National Fitness Day, Menopause Awareness Day, Carers Right Day, Dry January, World’s Biggest Coffee Morning and Brew Monday

Health and Wellbeing Network Local initiatives – Community Projects Initiative (particularly supporting the Digital Inclusion projects), Winter Wellbeing initiatives through the season, Cost of Living Master Class, Know your Numbers – Blood Pressure UK, Talk Money Week, Step Challenge, Health and Wellbeing Photo Competition, Sun Awareness, Cycle to Work and The Body Hotel (Moving Self-Compassion' courses)

The Strategic Equality Plan (SEP), which incorporated organisational anti-bullying and anti-racism commitments was developed in partnership with Staff Side Representatives, DHCW Staff and key external stakeholders and approved by the Board in March 2023 and published in April 2023. This continues to provide a key signal of the importance of equality, diversity, and inclusion for DHCW. The plan included a range of commitments to be delivered. As part of the SEP, EDI network was established in May 2023 to provide a new outlet for input and a voice for employees. The SEP 2023-2027 is underpinned by the Equality Act 2010, the Anti-racist Wales Action Plan 2022, and the Wales LGBTQ+ Action Plan 2010. DHCW demonstrates commitment to fostering an environment that supports an anti-racist and anti-bullying environment achieved through role-modelling behaviour aligned with our core values, and by cultivating an inclusive culture. Where everyone thrives and there is equality of opportunity for all.

The action plan identifies five key commitments, underpinned by our People and Organisational Development Strategy. Shown below are a number of developments to meet these commitments.

Commitment 1 - Supporting our People
DHCW Equality, Diversity and Inclusion Network – representation across all nine protected characteristics outlined in the Equality Act. The membership is growing and is driving improved understanding and positive change in how policies and materials are developed, and language used to support improved engagement and inclusion for everyone in the workforce.
Across Digital Health and Care Wales, several trained Mental Health First Aiders are available to talk to staff in confidence.

Commitment 2 – Ensuring everyone is educated and held accountable
Education and improved understanding of EDI – upskilling workforce through Induction, Senior Leadership Development, Talent programmes, Statutory and Mandatory training of Equality, Diversity and Human Rights (99% completion rate), Ten Talks sessions and shared lived experiences by members of workforce.
Robust Equality Impact Assessments (including Welsh Language) concentrating on systematically assessing and recording the likely impact of new projects, policies or schemes and decipher if there is detrimental impact on equality, inclusion and human rights. Our commitment is to continue to raise awareness, assess, evaluate and embed all the principles and practices integral within EIA in all strategic and operational endeavours

Commitment 3 – To utilise data and tracking to understand our starting point
DHCW utilises data to develop and guide meaningful equality, diversity and inclusion support features and initiatives. Data is utilised in internal reports and those for the Welsh Government and wider stakeholders

Commitment 4 - Analyse to better understand
Deep analysis within People and OD team has been a challenge, and it is important for us to better understand a range of opportunities and barriers, particularly those real challenges faced by people with lived experiences. The challenge is that some people who need support are reluctant to request help, particularly those with invisible or non-physical disability, however this is slowly improving. This is slowing improving through examples such as exit interview data analysis and the Access to Work Programme provided through gov.uk following concentrated communication campaign. As a Disability Confident Employer, DHCW makes provision for reasonable adjustments, placing the organisation in a good position to continue to attract and retain disabled people and support the development of their careers. Currently, 8.5% of workforce have characterised as disabled on Electronic Staff Record as at 31st March 2024.

Commitment 5 - Visible and active sponsorship through our partners
The Board and Executive team are visible and keen sponsors of the People and OD Strategy and the Strategic Equality Plan. The EDI Network meetings are attended by the Director of People and OD and the appointed Equality Champion (Independent Member).
DHCW is represented and participates in the various NHS All Wales groups and meetings across EDI agenda such as Equality Leadership Group (ELG) and the Workforce Race Equality Steering Group.. ELG, as a group jointly participate in activities such as a film screening for LGBTQ+ History Month. DHCW is also represented at the NHS Anti-Violence Collaborative which supports efforts to address violence in healthcare.

In addition to above, DHCW has promoted and participated in a number of National Campaigns and DHCW events during 2023-24 such as Equality week, Pride month and the Parade, Brew Monday, Interfaith week, Accessibility Awareness, International Men’s Day, International Women’s Day, South Asian Heritage Month, Transgender Remembrance Day, Armed Forces, Anti-bullying, Windrush and Neurodiversity Awareness Day.

I confirm that there is no relevant audit information in the Annual Report of which the Audit Wales is unaware. As Chief Executive, I have taken all the steps in order to make myself aware of any relevant information and ensure the Audit Wales is aware of that information.

Date: 9th July 2024