|Cover paper - context provided in a paper sent to Dec 2017 SELEP Strategic Board, via electronic procedure|
We have a number of policies that support the work of the South East LEP and its boards to ensure fairness and transparency.
Our December 2017 Strategic Board meeting reviewed arrangements for governance and transparency referencing the recent national MHCLG (Ministry of Housing, Communities and Local Government) review. The following policies were prepared for, presented and agreed by electronic procedure in February 2018, reviewed and updated in June 2018.
|Assurance Framework 2019|
|Code of Conduct for LEP Board Members|
|Confidential Reporting Policy|
|Register of Interest Policy|
|Declaration of Interest - Guidance|
|Subsistence and Hospitality Policy|
|Gifts and Hospitality capture and declaration:|
|Gifts and Hospitality capture and declaration form|
|SELEP Accountability Board Public Questions Policy|
|Welcome to the Board - induction information|
|Welcome to the Board - examples of SELEP's delivery|
We recognise and value diversity across SELEP. SELEP is totally committed to increasing diversity of its Board and other decision making panels. SELEP and its federated boards will work tirelessly towards increasing representation on the Strategic Board and at sub Board level. The actions SELEP will take, include:
SELEP will produce a job specification for Board Members. This will be one of our actions to extend the pool of candidates attracted and pro-actively reached out to during the recruitment process. This job specification will define measurable skills, experience, knowledge and personal capabilities required for the role. This will be applied through a rigorous recruitment process shared with federated boards.
SELEP will ensure that objective selection processes are in place for all Board appointments, with applications assessed against the criteria in the job specification. We will build on the excellent examples from the process for appointing the current SELEP Chair in 2016, and Board Members to the Team East Sussex Federated Board in September 2018.
Senior level scrutiny
There will be full accountability at Board level for the diversity targets set, with regular reporting against them and the actions being taken a standing agenda item for the Strategic Board.
Widening representation and building a talent pipeline
SELEP will harness the power of existing networks and reach out to create new networks – to identify the next generation of Board members. These networks will focus on sharing good practice, understanding barriers and identifying solutions to these and championing the business benefit of diverse Board members. We will work through our growth hubs, working groups and extended partnership to widen the pool of businesses interested in and enthused about how they can bring their skills to the LEP agenda.