Key Policies

We have developed a number of policies for key areas including managing finances and personnel. 

  • Risk Management

    Risk management is an essential component of good corporate governance and each subsidiary company Board ensures that there is ongoing risk assessment and that risk registers are maintained and updated in all service areas.

    The Audit and Risk Committee has oversight of risk management within the Group and reports to the Group Board at regular intervals on the Group’s Risk Registers and ensures that Business Continuity/Disaster Recovery plans are in place for all business units.

  • Reserve Policy

    As a matter of policy, each year the Trustees/Directors review the value of the reserves retained in the form of investments, cash and cash equivalents not held for restricted purposes or designated projects.  The Trustees/Directors consider the Charity’s exposure to major risks in terms of their likely impact on its income sources and planned expenditure in the short to medium term, as well as assessing the best way to mitigate such risks.  This will include analysis of short term setbacks; regular short term fluctuations; growth plans within the Charity and risks identified within the corporate risk register.  The major threat to income is the loss of contractual income (for both the Charity and its subsidiary undertakings), along with any decline in grants received.

    The present target range for free reserves is three months total expenditure.

  • Investment Policy

    The present investment policy is to maximise the long term total return of the Charity’s investment funds subject to the risks normally associated with a balanced approach to portfolio management having regard to an ethical stance. The Charity does not however restrict its fund managers as regards any particular category of investment.

    The current investment objectives are:

    • a balance between income and capital growth
    • acceptance of a medium level of risk
    • a strong emphasis on ethical investments provided the return is competitive

    The professional advisor (stockbroker) is selected on the basis of competency and value for money, and the appointment is subject to regular review.

  • Remuneration Policy

    The guiding principles of the Bryson Remuneration Policy are:

    • to ensure the charity can attract and retain staff with the skills necessary to deliver quality services to our beneficiaries
    • to achieve fairness, objectivity and transparency in the setting of remuneration levels

    The Remuneration Review Process is made up of two key elements: 

    • Annual Cost of Living Review
    • Remuneration Benchmarking Process

    Bryson undertakes a cost of living review for all posts each year with due recognition being given to affordability before any award is made.

    Bryson also benchmarks the remuneration of all posts on a three year rolling cycle. The purpose of remuneration benchmarking is to compare an internal post to that of an external post of similar content in order to enable informed decision making around setting appropriate levels of remuneration. In undertaking the benchmarking, Bryson takes into account critical factors such as company size and turnover, responsibilities of the post as well as an appreciation of core responsibilities, when establishing the appropriate market comparisons.

    Bryson does not pay bonuses on top of wages and salary. Bryson has a policy to pay above the published minimum wage, the level of which will be reviewed and determined annually.

  • Equality and Diversity

    Bryson is committed to the promotion of equality of opportunity in employment and in the delivery of services to our beneficiaries.

    It is our policy to provide employment and deliver services irrespective of:

    • gender, marital status or family status
    • religious belief or political opinion
    • disability
    • race or ethnic origin
    • nationality
    • sexual orientation
    • age

    We are committed to;

    • preventing any form of direct or indirect discrimination
    • promoting equal opportunities for women and men
    • securing fair participation for Catholics and Protestants
    • promoting equal opportunities for ethnic minorities
    • promoting a good and harmonious working environment where all men and women are treated with respect and dignity and in which no form of harassment will be tolerated
    • fulfilling all legal obligations under the relevant legislation and associated Codes of Practice
    • taking any necessary positive/affirmative action, including setting goals and timetables