Corporate Governance
The Board has a governance framework in place to give further assurance to stakeholders, that the Board is committed to the highest standards of corporate governance. Our Board has established the following committees:
- a Remuneration Committee;
- a Clinical Governance Committee;
Each Committee is constituted with formally delegated duties and responsibilities and with written terms of reference. From time to time, separate committees may be set up by the Board to consider specific issues when the need arises. The committees will perform their duties on behalf of the Board and the Board will be responsible for constituting, assigning, co-opting and fixing the terms of service for the committee members.
Clinical Governance Committee
The Clinical Governance Committee will assist the Board in discharging its responsibilities in overseeing governance structures, processes and controls that are in place across NMC Healthcare hospitals to:
- Promote safety and excellence in patient care;
- Identify, prioritise and manage risk arising from clinical care on a continuing basis;
- Ensure the effective and efficient use of resources through evidence-based clinical practice;
- Protect the Health & Safety of employees and all others; and
- The review of service quality primarily through patient satisfaction indicators.
The Clinical Governance Committee will review the systems of clinical governance, monitoring that they operate effectively, and that action is being taken to address any areas of concern and encourage continuous improvement and obtain assurance that systems are in place to deliver it.
The Clinical Governance Committee will review clinical performance indicators quarterly to gain assurance and review compliance to both local Health Authorities and Joint Commission International requirements and standards. The Chief Operating Officer and Senior Vice President - Quality normally attend each meeting of the Committee.
Remuneration Committee
The Remuneration Committee assists the Board in determining its responsibilities in relation to remuneration, including :
- making recommendations to the Board on the Company's policy on remuneration;
- executive incentive program and
- determining the individual remuneration and benefits package for each of the members of senior management.
The Remuneration Committee takes note of human resources policies for employees who are below senior management level. No committee member will be allowed to participate in any discussion or decision regarding his/her own remuneration and the Chief Executive Officer will not be present when the Remuneration Committee discusses issues relating to his remuneration. All other recommendations must be referred to the Board for approval. The duties and activities of the Remuneration Committee during the year will be disclosed in the Company's accounts.