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Souvenir Supplement 4-5 October 2017
“Excellent from beginning to end,
from the standard of meet and greet, to the workshops and the way in which the two day event was orchestrated. I was extremely impressed.”
Jade Linton, Associate solicitor, Sydney Mitchell LLP
“Really good conference this year - sessions were well managed and topical.” T ania Isham MCIPPdip, Payroll manager, Oxford Nanopore Technologies Ltd.
“There is never a year that goes by that I cannot say that through attending the CIPP Annual conference I have gained knowledge and come away learning something new.”
Sharon Anderson BA (Hons) FCIPPdip, EMEA payroll manager, Trustwave
The conference was opened by the CIPP’s chair Eira Hammond FCIPPdip
As the curtain-raiser to the CIPP’s 2017 Annual Conference and Exhibition, delegates were treated to a wonderful video of CIPP directors, managers and staff discussing the CIPP and it’s members. Watch the ‘Join our family’ video at http://bit. ly/2ydIcIE
Eira welcomed delegates, inviting everyone to extend warm greetings to those attending their first conference, and also welcomed the CIPP’s overseas guests: Dan Maddux and Sondra Dougherty from the American Payroll Association, Frank Lilley from the Canadian Payroll Association, and James McKerrell from the South African Payroll Association.
The event sponsors were thanked for their support and members were encouraged to access the CIPP ACE app.
Eira outlined the opportunities available during the conference which included visiting the exhibition, learning, networking and sharing experiences.
Eira gave a brief review of developments over the past twelve months, and discussed the CIPP’s new clearer education prospectus which delegates could find in their conference showguide and, the new payroll factapp which has 3000+ downloads since launch.
Future developments, comprising further investment in the CIPP’s database, a push to digital for selected training course delivery, changes to the PAS and PQP accreditations to pull under one PAS banner with two modules, increasing membership and improving membership benefits, streamlining training course offerings, and continuous improvements to the website were revealed. Eira took delight and pride in making a historic and momentous announcement that Individual Chartered Status (ICS) is now available. Granted through an application process, this great professional status will place qualifying members on a par with those similarly recognised in other demanding professions. Linked to obtaining and maintaining ICS is the crucial issue of continuing professional development (CPD). Eira explained that an upgraded recording tool is available via ‘My CIPP’ on the CIPP website which enables members to set individual objectives and see a total of the CPD points, whilst making the logging process of activities quicker.
More information about ICS is featured in the November issue of Payroll Professional in Payroll, Pensions & Reward available at cipp.org.uk .
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Plenary one - keynote speaker
Sir Brendan Barber, chair, Advisory, Conciliation and Arbitration Service A s you can imagine much of the work ACAS undertakes is driven by pay – from disputes over how much money people should receive through to enquiries about the intricacies of holiday pay and what if money is deducted from their pay packet?
In 2007 British productivity was 9% below the OECD average but by 2015, the gap had widened to 18%. Even more worryingly, UK productivity per hour is a full 35% below the German level, and 30% below that of the USA. What has caused this gap and what can be done about it is much debated. Some argue that upskilling the workforce holds the key whilst others feel that the answer lies in better infrastructure or greater access to finance. All these are no doubt important but to date little attention has been paid to what goes on inside the workplace and the contribution it can make to addressing the productivity problem. ACAS knows from all the work it does with organisations up and down the country that what happens in the workplace and how people are managed and organised can make a real difference to productivity. And it is not just ACAS that thinks this. Research commissioned by the London School of Economics has found that around half of the UK’s productivity gap with the US is down to ‘different ways of working’ – including how firms are organised as well as how they use technology. Using our knowledge of what does and doesn’t work as well as discussions with key stakeholders ACAS has developed what we called seven levers for boosting workplace productivity. The seven levers are: ● Jobs and work organised in a way that increases efficiency and makes the most of people’s skills. ● Skilled line managers and managers with the confidence and training to manage and lead effectively. ● Managing conflict effectively by having systems in place to reduce the likelihood of problems arising and to deal with problems quickly and effectively if they do arise. ● Clarity around rights and responsibilities, which means developing a working environment where everyone understands their rights and
In many ways I think it is fair to say that the CIPP and ACAS are in the same game – we are both committed to helping people understand and deal with the intricacies of workplace pay. It is now nearly ten years since the UK economy went into free- fall and we suffered one of the worst recessions in living memory. Economic activity has picked up and the labour market has been largely positive. Employment has risen to unprecedented levels with the latest figures showing over 75% of the working age population in employment whilst the number out of work has fallen to 4%, the lowest it has been since 1975. Encouraging though these figures are however, not everything has been going quite as well as the labour market. One of the biggest problems we currently face is the stubborn reluctance of pay to pick-up in the post-recession world. Traditionally as we come out of recessions pay begins to pick-up fairly quickly. However, this has not been the case this time around. Indeed, we are currently experiencing the longest pay squeeze since Victorian times and in 2016, average real weekly pay for UK workers was actually around £1,200 a year less than it was back in 2008. This situation is having a real impact on people’s lives and with inflation now on the increase it may well get worse. So what can be done? I feel that one important part of the answer has to be an increase in productivity. We all know that the UK has been struggling to increase its productivity especially since the recession.
A brief history Sir Brendan Barber was appointed as chair of the Advisory, Conciliation and Arbitration Service (ACAS) commencing January 2014.
He was the General Secretary of the Trades Union Congress (TUC) from 2003 to 2012, having first joined the organisation in 1975. He is deputy chairman of the Banking Standards Board and a member of the Council of City University London, which he graduated from with a BSc in Social Sciences in 1974. He is also a member of the Board of the Mountview Academy of Theatre Arts. During his time at the TUC he sat on the ACAS Council from 1995 to 2004, the Board of Sport England from 1999 to 2003 and the Court of Directors of the Bank of England from 2003 to 2012. He is a visiting fellow at the Said Business School, Oxford University, and a visiting fellow at Nuffield College, Oxford. In 2007, he received an Honorary Doctorate from City University. Sir Brendan was knighted in 2013 for services to employment relations.
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responsibilities. ● Employee voice; particularly informed employees who can contribute to decisions and are listened to. ● Relationships based on trust, with employers sharing information at the earliest opportunity. ● Employees who feel valued and treated fairly. I won’t go into all these now, but for those of you interested more information can be found on the ACAS website ( www.acas. org.uk ). I do, however, want to say a bit more about fairness in the workplace and its relationship to pay. ● Fair pay and government intervention – One of the key aspects of workplace fairness is fair pay. What is and isn’t fair pay has been much in the news of late. Indeed, so topical has the subject become that even the government have been stirred into action which, given the general reluctance of Conservative governments to intervene in the workplace, is somewhat unusual. Earlier this year the government introduced new legislation in direct response to the growing concerns over the gender pay gap. Although it is true that the gender pay gap has been shrinking the pace is positively glacial. At 9.4% in 2016 the difference between average pay for male and female full-time employees was little changed from the 10.5% gap five years earlier. At this rate some have estimated that it will take until 2069 to eradicate the pay gap. To help speed things along there is now a statutory requirement on all employers with more than 250 employees to collect and publish data on their gender pay gap, gender bonus gap and provide a breakdown of how many men and women get a bonus. Of course, this is only a small step and there are no rules about what bosses should do where pay gaps are revealed. However, I think it is safe to assume that no one is going to want to be top of the gender pay inequality rankings. Ultimately time will tell how successful the new gender pay reporting is but I certainly hope it will encourage employers: to be honest in examining the opportunities for women and address any barriers that exist; to be imaginative and positive in looking for solutions; to scrutinise the processes which unwittingly deter some women from promotion; to review the support they give to women on maternity leave, women returners, staff with elderly care responsibilities and to single parents; and to challenge the current orthodoxy about how things work. It is not just in relation to gender pay though that the government has shown itself to be sensitive to the concerns of the public at large. It has also responded to the concern expressed by people about the growing divide between the rewards going to workers and those going to top executives. In their recent response to the green paper consultation on corporate governance the government announced that they would be introducing secondary legislation to require quoted companies to report annually on the ratio of CEO pay to the average of their UK workforce along with a narrative explaining changes to the ratio from year to year and how the ratio relates to pay and conditions across the wider workforce. More details on how this will work are due to be published later this year. ● Public sector pay – The government’s concern about pay and the squeeze it has been putting on living standards has also extended to its approach to pay in the public sector. For some years now, the government have been sticking to a 1%
pay limit in the public sector but earlier this month the government finally gave way to growing pressure by offering police officers a 2% rise and prison officers a pay increase of 1.7%. They did, however, temper the offer by making clear that the increases would have to be funded from existing budgets. Significantly the increases offered to the police and prison officers whilst above the 1% limit are nevertheless below the current level of inflation as measured by the consumer prices index and consequently were not greeted with the enthusiasm from the trade union movement that perhaps the government had hoped for. I think we can say that feelings are still running high amongst public sector trade unions and we may well be in for some form of industrial action going forward. ● Minimum wages – The latest government interventions in the field of pay whilst somewhat unusual are not the first a government has taken by any means. One of the most significant interventions happened eighteen years ago when the Labour government brought in the statutory national minimum wage. Launched in part as a response to the decline in collective bargaining institutions in the private sector and a consequent collapse of wages and working conditions at the bottom of the labour market, the new national minimum wage was viewed initially with great scepticism. However, over time I think it is fair to say it has come to be considered a great success not least in that it has directly helped to increase the wages of around 5% of the working population. A large reason for this success can be put down to the work of the independent Low Pay Commission which was set up to effectively design and run the national minimum wage. Through rigorous attention to evidence and careful discussion and negotiation amongst the social partners that make up the Commission, the national minimum wage has substantially improved in real value since its launch without having any substantial adverse effects on employment, which was the initial fear. So, by 2015 the national minimum wage had become an accepted feature of the workplace. But in July of that year the Conservative chancellor George Osborne somewhat punctured this relative tranquility with the introduction of what he called a new national living wage. Set at an initial rate of £7.20 an hour the new national living wage represented nearly an 11% increase over the then full rate national minimum wage. The chancellor also announced that it was the government’s intention that the new living wage should be increased to 60% of median earnings by 2020 – an intention that has been reasserted by the current government in the recent Queen’s speech. The impact of the new national living wage has been significant with the number of workers directly affected by minimum wages rising by more than a third from 1.4 to 1.9 million. The bite of the national living wage has increased and in some low paying sectors such as cleaning, hospitality, food processing, hairdressing and retail where it is now as high as 90%. Looking forward, if the government’s commitment for the national living wage is fulfilled, the number of workers it covers is set to rise to three million of some 12% of jobs by 2020; and in some sectors, such as hospitality and cleaning, the bite will rise to close on 100% – in other words the national living wage will in effect become the ‘going rate’ for these sectors. I think it is fair to say that the jury is still out on the national living
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wage, and there is of course a lot of water to flow under the bridge before we get to 2020. For instance, there may well be some further changes to minimum wage regulations following the Taylor review of modern workplaces. As some of you will know Matthew Taylor has recommended that consideration be given to introducing a higher rate of minimum wage for hours that are not guaranteed as part of the contract. Whether the national living wage can continue to be increased without impacting unduly on employment will depend on the skill of the Low Pay Commission but I don’t think there is any real chance that we will see an end to statutory minimum wages for no other reason than that it now plays a major role in limiting the burden on the Exchequer of working family support payments and tax credits. In conclusion, there is little doubt that in recent years the issues
of pay and reward and their associated administration has become far more complex. It is not just government interventions in the form of the national minimum wage and national living wage that make it so but also the increasing complexity of case law particularly around the issue of working time and holiday pay. ACAS has long-worked-hard to help people understand this complexity and we have been delighted to work with the CIPP to develop new advice and guidance. For instance, we have recently been working with the Institute on some new guidance around holiday pay. We will continue to do all we can to assist those in the payroll profession to deal with the everyday problems they face and remember – we are only a phone call away.
Plenary 2 - Employment law update
Jade Linton, employment solicitor, Sydney Mitchell LLP
In an engaging and extremely informative session Jade’s update covered: what’s new in employment law; how businesses are affected; headline cases over past twelve months; what’s on the horizon.
Jade first of all looked at the common legal pitfalls facing employers.
Beginning with the probation period, she outlined the best practice for using the probation period to assess the employee’s suitability for the role before discussing: ● Extending probation
● Dismissal before the end of probation ● Claims during the probation period; and ● Probation periods and existing employees
Jade next looked at company policies, their relevance, clarity and accessibility by staff, as well as considering the pros and cons of contractual versus non-contractual terms.
The need to explore underlying issues when managing performance, including the use of performance improvement plans, formed the next thread of Jade’s session, before finishing with a roundup of what changes we can expect to see in the future.
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Plenary 3 – Motivational session
Marc Hogan (www.marchoganlive.com)
In an inspiring and exhilarating presentation, Marc explained his sales background and how after giving a talk to a business audience he was challenged to perform a one-man comedy show at the Edinburgh Fringe Festival. On what became the biggest challenge of his life, Marc dicovered ‘7 Keys’ that helped him on his road to Edinburgh to win the £1 bet and create ‘Funny Business: What comedy taught me about business and what business taught me about comedy’.
The 7 keys comprise: opportunities are all around us; edit your editor; ask and you’ll receive; all the world’s a stage; if at first you don’t succeed…review; take risks (little ones); be a compass not a weathervane.
Plenary 4 – Overseas session
The participants in an entertaining interactive global quiz session comprised industry luminaries:
Ken Pullar FCIPP, Chartered Institute of Payroll Professionals Dan Maddux and Sondra Dougherty, American Payroll Association Frank Lilley, Canadian Payroll Association James McKerrell, South African Payroll Association
Delegates could vote via the conference app as to which of several plausible answers to a range of questions were correct, and also included several fun facts.
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Plenary 5 – Legislation update
Helen Hargreaves MSc FCIPPdip, associate director of policy and membership, CIPP
Helen provided an informative and engaging legislation update on the following range of topics affecting the world of payroll:
● devolved nations ● corporate offences of failure to prevent the criminal facilitation of tax evasion ● General Data Protection Regulation ● expenses and benefits ● gender pay gap reporting
● calculating holiday pay ● automatic enrolment ● off-payroll working in the public sector
Plenary 6 – HMRC update
Phil Nilson, technical team leader, HM Revenue & Customs
Phil delivered the final session of the conference in his typical illuminating and humorous manner. His update covered topical issues affecting payroll and set out HMRC’s perspective:
● international NICs ● EU exit ● National Insurance Contributions Bill
● termination payments ● sporting testimonials ● personal tax accounts
● changes to the PAYE system ● PAYE Settlement Agreements ● off-payroll working
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W1 – Devolution and Brexit – the impact on payroll Catriona Donald, senior tax manager, KPMG Catriona examined the impact on payroll taxes. The session included: overview of
W6 – Money Laundering Regulations – the risk to payroll Karen Thomson MSc FCIPP FHEA, director, Armstrong Watson Payroll & Employee Services
the Scottish government’s income tax powers; practical steps employers need to take in respect of the Scottish rate of income tax; operation of the apprenticeship levy for employees outside England; what employers can do to prepare for a period of change. W2 – The latest from The
Karen identified the risk to payroll and to those who provide a payroll service. The session included: overview of requirements and when they apply to payroll; what constitutes suspicious behaviour; how to protect your company from criminal proceedings; the role of the MLRO. W8 – The interaction
Pensions Regulator Neil Esslemont , head of industry liaison, The Pensions Regulator
between pension savings, LISA and the provision of benefits for the millennials Kay Ingram, director of public policy, LEBC The Retirement Adviser
Neil discussed the next six months and beyond, compliance and enforcement including case studies, and frequently asked questions. W3 – Creating an expenses policy (procedures and advice) Samantha Mann, senior policy and research officer CIPP
Kay’s session included: bigger picture intergenerational financial challenges, the future looks bleak; how millenials can be encouraged to save; the role and responsibility of employers; what the government can do to help. W9 – International transfer of data – including SOX and European data transfers Sian Odgers , business services director, activpayroll source) for the transfer matter; pull your SOX up – it’s over ten years since SOX was introduced; SOX vs DPR; the difference the G in GDPR makes. W10 – How to be an effective leader Claire Warner MSc FCIPP, senior SME payroll, BT Global Services Claire explored why you should lead your team rather than manage them so that they too can grow, develop and improve effectiveness and efficiencies within your organisation. In this session, Sian discussed: does the destination (or the
Samantha looked at creating an expenses policy, which has the
procedures and checks in place to ensure it is robust and would stand up to review if HMRC were to undertake a PAYE compliance review.
W5 – How to recognise stress in ourselves and others, how to manage it and offer appropriate support David Algeo , Stressed Guru, Algeo Training Limited In this interactive session
Dave looked at how to put stress in its place, regain control and perspective on what really matters and enhance wellbeing. It included: understanding stress and strain and spotting the warning signs; dealing with stress overwhelm – three simple tools; coping with emotional strain; and the six steps to better ‘self-care’.
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W11 – Advisory panel session Beverley Smith ACIPP , policy
W15 – How to project manage a system implementation Simon Puryer, managing director, i-Realise
and advisory officer, CIPP Samantha Mann MCIPPdip, senior policy and research officer, CIPP Angela Adams MCIPPdip, policy and advisory officer, CIPP Terri Bethel ACIPP, lead technical material author, CIPP This was an opportunity for delegates to ask the CIPP Advisory Service and policy team any burning questions that they had relating to payroll, either in general or specific scenarios within their organisation. W12 – LGPS and public sector update Shaun Tetley MCIPPdip, payroll and pension manager, Portsmouth City Council Scheme and other public sector topics. The session covered: LGPS 2017 update; opportunities for implementing shared cost salary sacrifice AVCs in the LGPS; exit payments and top tips. W13 – How to keep your reward package interesting Jason Davenport, vice chair, CIPP that employers consider the options available within budgetary constraints to attract and retain personnel. The agenda included: how data supports decision making; thinking about reward with business context; optimising benefits within budgets and what holds companies back. W14 – Irish payroll update Rose Howley MCIPPdip, associate director of training, CIPP In this session Rose provided: a general overview of RoI payroll legislation; new percentages and threshold; processing of state sick pay and PAYE modernisation – introduction of real time information. Shaun provided an update on the Local Government Pension Jason outlined why in the war for talent it is essential
The focus of Simon’s session was the lifecycle of a payroll
implementation project: choosing solution provider (in-house or outsourced); analysis of the ‘as-is’ and design of the ‘to-be’; management of stakeholders, service delivery, testing/hypercare structure; rolling out the ‘new-norm’ and business readiness. W16 – Update on benefits in kind Samantha Mann MAAT MCIPPdip , senior policy and research officer, CIPP Samantha delved in to the mystery of the ‘benefits code’ to see what the latest news is for employers and payroll professionals as they continue to grapple with: voluntary payrolling; impact of OpRA on P11D returns; PAYE settlement agreements; latest developments coming from HMRC and the Treasury. W17 – Managing communications between payroll and pension providers Chris Deeson , CMO, pensionsync In this session Chris looked at: who pension providers really value (and want active communication with); initial engagement through to sending data and retrieving data; who the best contact is when it goes wrong (making friends and why the pension provider maybe your last resort); which communication issues put the biggest strain on payroll/pension provider relationships. W18 – Shares and share options Richard Caulfield, director – people advisory services, Ernst & Young LLP
The focus of Richard’s session was to equip attendees with an
understanding of shares and their treatment through payroll and covered: the unique challenges of paying employees using shares; common share awards – structure and terminology; tax/NICs on shares; reporting shares.
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W19 – Global strategic management Ian Walters MSc FCIPP FHEA, learning and development director, SD Worx UK Ltd
W23 – Reward panel surgery – systems, processes, case study for success Ian Hodson, head of reward, University of Lincoln Jason Davenport, vice chair, CIPP Cliff Vidgeon, visiting research fellow and consultant, Aston University This was an opportunity for delegates to ask the panel of reward experts any questions either in general or related to specific scenarios within their organisation. W24 – Practical implications
In this session, Ian explored global from a personal
perspective; economics of a country; legislative and contractual obligations; and cultural aspects across global businesses. W20 – Strategic development – mentoring and coaching
Elaine Gibson MSc FCIPP, education director, CIPP Dr Sue Smith EdD, MA, BEd, FHEA, FCMI, CMgr, Assoc CIPD, associate director of professional education, CIPP
of a global payroll Guhan Ramanan, vice president, Neeyamo Inc
Guhan’s session: threw light on challenges like decentralised set up; explained how to choose
The focus of Elaine’s and Sue’s joint session was on attendees’ teams, being the leader or aspiring leader and assisting them to attract and retain key talent. The session covered: self-reflection, what type of leader they are; and the leader/manager as a coach/mentor. An interactive part included practical tips. W21 – Utilising gender pay gap data
the right vendor to address unique payroll and compliance needs; addressed the crucial factors to bear in mind while outsourcing; the quintessential features that encompasses global payroll system. W25 – How to maximise
your personal development Pam Hadfield, senior lecturer in work-based learning, Derby Management School, University of Derby
Ros Hendren MSc, CMgr MCMIdip, FCIPPdip, FHEA, owner and consultant, Well Paid Consulting
Ros’s session covered: recognising the reported gender pay gap that currently exists nationwide; importance and relevance of benchmarking against current reported gap; approaches as to how to interpret data; identifying areas that could be driving the gender pay gap; implementing a framework for improvement. W22 – General Data Protection Regulation (GDPR)
Pam’s workshop covered four areas: learning agility and why it is important in the workplace; identifying, capturing and connecting to informal learning in the workplace; the self-determined learning process; setting well- formed outcomes to enable achievement of personal development objectives.
W26 – Outsourcing payroll – procuring and subsequently evaluating a payroll provider Colin Whalen , sourcing advisor, LintonWharfe
Ian Walters MSc FCIPP FHEA, learning and development director, SD Worx UK Ltd
Colin shared insights and best practice tips and discussed: why
Ian’s workshop challenged delegates’ readiness for introduction of the GDPR. The session focused on: what GDPR is all about; what the impact of getting it wrong will be; what can be done to protect organisations; what can be done to protect customers.
you would want to outsource payroll; shaping the scope of the deal; what makes a good payroll service partner; what could go wrong and how to avoid it.
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W27 – Pensions panel surgery Chris Deeson, CMO, pensionsync
W29 – From planning to vendor selection – taking a pragmatic approach to global payroll David Longworth, research director, Webster Buchanan Research Ltd
Kay Ingram , director of public policy, LEBC The Retirement Adviser Shaun Tetley MCIPPdip , payroll and pension manager, Portsmouth City Council This was an opportunity for delegates to ask the panel of pensions experts any questions either in general or related to specific scenarios within their organisation. W28 – Planning for retirement David Joy, founder, First Actuarial LLP In this session David talked about: saving enough to stop work; how much is needed; how much is held; how to bridge any gap; not forgetting debts.
David explored some of the strategies taken by multinationals, analysed the model vendors use to deliver multi-country payroll services, assessed key differentiators between suppliers, and explained how taking a pragmatic approach can often deliver a more cost-effective, manageable outcome. W30 – How to raise your profile through social media
Nick Day, managing director, James Gray Associates Ltd
Nick discussed: why it pays to improve our online profile; the
best social channels to utilise if you want to secure engagement from and with the right people; the risks of improving online presence; and why it is advisable to follow a social strategy if you want maximum results.
Conference close
Eira Hammond FCIPPdip, CIPP chair, brought the CIPP’s 33rd Annual Conference and Exhibition to a close, extending thanks to delegates, colleagues and sponsors and exhibitors. Eira looked ahead to the CIPP’s 34th Annual Conference and 15th Annual Excellence Awards which are being held at the Hilton Birmingham Metropole in 2018.
Prize draw winners
Best tweet “When Harry met Ally”
CIPP best tweet prize Allison Little
CIPP app game prize Sarah Welch
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The CIPP’s Annual Conference & Exhibition 2018
DONT MISS OUT Register your interest for next years conference and awards, taking place 10-11 October 2018 at the Hilton BirminghamMetropole Lets make 2018 the best year yet .
Delegates of the 2017 conference are eligible to a loyalty rate for 2018 so register now for the reduced price.
The CIPP’s
To register your interest, email events@cipp.org.uk or call 0121 712 1013 .
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The CIPP’s
Awards judges
The CIPP thanks the Awards judges for their time and commitment.
Judges are chosen from a variety of industries to reflect the diversity of the payroll and pension professions. Judging takes place in one day, with the judges only considering the information that is provided to them in the nominations and supporting evidence.
The nomination criteria are reviewed on a scale of one to five, and the submission with the highest overall score receives the award.
John Nolan MCIPPdip Schroders
Pete Statham MSc FCIPP Verastar Ltd
Kerrie Lucas MCIPPdip Prime Chartered Accountants Group
Jerome Smail Reward Strategy
Colin Tregunna MCIPP
John Lewis Partnership
“Once again, the quality of this year’s entrants has been outstanding. Year on year we see an increasing number of award submissions and the quality of candidates continues to make life difficult for the judges which is an ongoing testament to the quality of work in the pensions and payroll industry.”
Ken Pullar FCIPP, chief executive officer, CIPP
Award categories for 2017
- fewer than 250 clients ● Employer of the year award ● Payroll service provider of the year award 2017 - 250+ clients Awarded by the CIPP board of directors ● Lifetime achievement award 2017 – pensions ● Lifetime achievement award 2017 – payroll ● Honorary fellowship award 2017 (awarded by CIPP)
● Payroll temp of the year award 2017 (awarded by Portfolio Payroll) ● Payroll professional of the year award 2017 ● Payroll software product of the year award 2017 ● Project of the year award 2017 ● In-house team of the year award 2017 ● My biggest influencer award 2017 ● International payroll service provider of the year award 2017 ● Payroll service provider of the year award 2017
The CIPP’s Annual Excellence Awards 2017
On the evening of Thursday 5 October 2017, payroll and pension professionals donned formal attire to attend the CIPP’s Annual Excellence Awards held at the Celtic Manor Resort, Newport.
The CIPP’s Awards are the industry’s most prestigious awards for individuals and organisations who have had a positive impact on the payroll, pension and reward professions over the last twelve months. It was a night filled with glitz, glamour and glory as the Institute recognised all the hard work of individuals, teams and organisations that were nominated this year.
After the sumptuous meal, Vickie Graham, CIPP’s associate director of marketing, welcomed everyone to the awards and thanked the awards’ sponsors and judges for their work in short-listing and selecting the winners.
Ken Pullar, CIPP’s chief executive officer, took over proceedings, and extended greetings to attendees and provided an introduction about the evening’s after-dinner speaker Sir Trevor McDonald OBE.
Sir Trevor delivered an engaging speech about his career. He recalled interviewing Saddam Hussein, Colonel Gaddafi, President George Bush and Nelson Mandela, by conveying details of these extraordinary and amusing encounters.
Sir Trevor said the interview with Nelson Mandela shortly after his release from 27 years of captivity by South Africa’s government was one of the most amazing things he had ever done: “I couldn’t get Mandela to focus on any of the great difficulties that he would encounter getting South Africa on the road to democracy”. On being confronted with the problems that would be faced in doing a deal with the national party, Mandela said: “If you are prepared to compromise, when you talk seriously, all things are possible.” Sir Trevor commented: “That’s a great political lesson for today.”
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Payroll Assurance Scheme 2017
● Accenture UK Ltd ● Anderson Anderson Brown ● Armstrong Watson ● Aston Shaw ● Bishop Fleming Payroll Services Limited ● Bradford NHS Payroll Services ● BT Lancashire Services ● Cintra HR & Payroll Services Ltd ● City and County of Swansea ● Direct Line Group ● Domestic and General
● Dumfries & Galloway Council ● Duncan & Toplis Ltd ● Durham County Council ● East Midlands Shared Services ● EDF Energy ● Equiniti ● Hays Payroll Management ● Homes & Communities Agency ● Impellam Staffing UK ● IRIS Managed Payroll Service
● John Lewis Partnership ● Karbon Homes ● Kent County Council ● Midlands and Lancashire CSU ● Moorepay Ltd ● North Bristol NHS Trust ● Nursing & Midwifery Council ● Prospect Services ● Sunrise Senior Living ● The Payroll Service Company ● The Royal Wolverhampton NHS Trust
Payroll Quality Partnership 2017
TheChartered Institute ofPayrollProfessionals Payroll Quality Partnership
● Armstrong Watson ● Arqiva ● BT Lancashire Services ● Cascade Payroll Managed Service ● City and County of Swansea ● Dataplan ● DB Cargo (UK) Ltd ● Dumfries & Galloway Council ● Equiniti ● HSBC ● John Lewis Partnership
● Menzies LLP ● NES Global Talent ● NHS Shared Business Services LTD (Southampton) ● North Bristol NHS Trust ● Nottingham University Hospitals NHS Trust ● Royal Mail ● Shropshire Council ● The Payroll Service Company ● The Royal Wolverhampton NHS Trust ● University of Lincoln ● Yorkshire Water Services Limited
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CIPP payroll temp of the year award 2017
Awarded by Portfolio Payroll
Presented by Patrick Day, Portfolio Payroll
Payroll temps are often used in hours of need and can benefit otherwise pressurised payroll departments. This Portfolio Payroll award acknowledges and recognises one of their temporary candidates who has been truly outstanding in their role and exceeded employer expectations.
PORTFOLIO PAYROLL LTD
Awarded to: Patrick Lynch
Payroll professional of the year award 2017 Presented by Carsten Staehr, Cintra HR & Payroll Services Our 2017 payroll professional of the year has, during a period of significant change, made exceptional progress in their professional development as well as embracing change, introducing efficiencies for the organisation and taking on new tasks with real enthusiasm,
drive and minimal support. They take real pride in excellence and are constantly looking at improving the ways of working to enhance customer satisfaction and reduce errors. Their nomination describes them as having a “passion for payroll” and because of their determination and efforts this person has received numerous internal recognition.
Awarded to: Madeleine Duplock ACIPP, The NEC group
Highly commended: John Lee MCIPPdip, Capita Business Services Ltd
“It is an amazing feeling to have won the payroll professional of the year award. I am completely overwhelmed as I really didn’t expect to win. It is such an achievement and I am really proud of how far I have come within this past year. I am so grateful to my team leader and manager for putting me forward for the nomination and also for the support and allowing me to develop within my career in payroll.”
Madeleine Duplock ACIPP, BDO LLP
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ANNUAL EXCELLENCE AWARDS 2017
Payroll software product of the year award 2017 Presented by Steph Coward, Capita Workforce Management Solutions The winner of this award stood out due to their innovations within software over the last twelve months. By introducing new functionality which has been developed in close collaboration with
their customers including: a recruitment module, an on-boarding tool for new employees, automatic offline processing for key processes and a new team attendance module plus much more. With over 200 people within their dedicated research and development team they are continually evolving the software to match the needs and of both customers and employees.
Awarded to: ResourceLink - NGA Human Resources
“Our submission for the awards included very strong testimonials from our customers, who endorsed our entry and explained the positive impact NGA ResourceLink has had on their businesses. These highlighted the benefits of the new modules and the increased functionality embedded in the latest version of our software solution, NGA ResourceLink 19. I’m delighted by winning these awards which are testaments to the incredible hard work of our teams and the confidence expressed in us by our customers.”
Jonathan Legdon , president of NGA UK and Ireland
Highly commended: MHR and BrightPay
Project of the year award 2017 Presented by: Tim Johnson, MHR
This project looked beyond the day to day operations of payroll and pensions into both cost and time savings through improving efficiencies and making improvements that were both impressive and complex. The project undertaken resulted in the successful creation and implementation of an in-house, cost neutral, electronic HR portal. This bespoke solution was created to be free to deliver, maintain and use, fit within the organisation’s paper-light strategy and efficiency programmes and ultimately deliver outstanding customer care.
Awarded to: Rotherham Doncaster and South Humber NHS Foundation Trust
“This is a fantastic accolade for what I believe is true partnership working. The fact that payroll, HR, finance and IT were able to produce a portal that met everyone’s needs was amazing, and now award winning! Many thanks to Mark Refearn - our wonderful IT person who made it all possible.”
Gemma Burrows, Rotherham Doncaster and South Humber NHS Foundation Trust
Highly commended: Travelex and Workday
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THE CHARTERED INSTITUTE OF PAYROLL PROFESSIONALS
In-house payroll team of the year award 2017 Presented by Simon Puryer, i-Realise
This team demonstrated that they have successfully delivered record results, raised the payroll profile within the organisation and developed effective business change. Over the last eighteen months the team have undergone a significant restructure, throughout which they have continually shown dedication, innovation and have maximised individual strength to deliver incredible results. The team are described as going beyond payroll processing and are a recognised business partner within the organisation.
Awarded to : JCB
“The team and I were all delighted to win the In-house payroll team of the year award. It was a brilliant opportunity for the team to get recognition for all of the hard work they have put in over the last eighteen months. It was a fantastic night and a great event.”
Samantha Edwards, In House payroll team, JCB
Employer of the year award 2017
Presented by: Gemma Creamer, Portfolio Payroll
This year’s winner demonstrated how their health and wellbeing strategy linked to the overall strategy and success of the
organisation. As a value-led employer, they are fully committed to delivering enriching and engaging experiences at work, whilst offering great opportunities to develop, grow and be empowered to reach their full potential. As a result, their employee engagement score is at 74%, they have a 90% colleague retention rate and 90% of colleagues are willing to give extra to help achieve the organisation’s goals.
PORTFOLIO PAYROLL LTD
Awarded to: SD Worx
“SD Worx are delighted to have been awarded CIPP Employer of the Year. The accolade was especially well received by the team, as it’s the second consecutive year we have won this prestigious award. Our culture is central to the way we work; we’re extremely proud of our people and know that providing a positive and supportive working environment is key to the success of our organisation.”
Jeremy Campbell, Chief Commercial Officer, SD Worx UK and Ireland
Highly commended: Cintra HR & Payroll Services
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ANNUAL EXCELLENCE AWARDS 2017
My biggest influencer award 2017
Presented by: Doug Sawers, SD Worx
The winner of this award and their nominator met back in 1992. Ever since she has had a huge influence and impact on the nominator, offering great guidance through the years. As someone who is always looking for opportunities to help and guide people, whether through weekly blogs or chatting to local business owners about trends and ideas, she continuously gives her time to help develop the payroll industry.
Award collected by Cliff Vidgeon FCIPP
The nominator stated: “I am truly blessed to have found this person, they have definitely been a big influence in my life both professionally and personally, and I count myself as being very lucky to have also made a friend for life.”
Awarded to: Yvette Lamidey FCIPP, Paris & Parks Consulting
“I had no idea that I’d been nominated, yet alone short listed until a couple of weeks before the award. So when I received the messages to say I’d won on Thursday evening it was a very pleasant surprise indeed. Over the years I’ve mentored many people and to receive such great feedback and be nominated as a ‘the biggest influencer’ is a real honour. I’m grateful for the nomination.”
Yvette Lamidey FCIPP, Paris & Parks Consulting
Highly commended: Susan Stevenson ACIPP, Instant Cash Loans Limited – The Money Shop
International payroll provider of the year award 2017
Presented by: Helen Livesey, Hays Payroll Management
The international payroll provider of the year effectively demonstrated investment commitment to customer service and effective, efficient and complaint international payroll service within their organisation.
The winner has shown an increase in their global footprint, invested in their workforce which has grown by 55%, offer a ‘one roof’ expertise solution and taken on board over 25% new global payrolls in the last twelve months.
Awarded to: activpayroll
“Myself and the team at activpayroll are absolutely delighted to have won this CIPP award. The past year has seen our company expand its global footprint, win the contracts of some of the world’s leading household names and bring new innovative client solutions to the market. We’ve also focused a lot on our technology and invested in our people who are our most important asset. Our team’s hard work, dedication and energy has definitely paid off and helped us deliver an outstanding service to our customers worldwide.”
Sian Odgers, business services director of activpayroll
Highly commended: Neeyamo
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THE CHARTERED INSTITUTE OF PAYROLL PROFESSIONALS
Payroll service provider of the year award 2017 fewer than 250 clients
Presented by: Thomas Bird, IAB
The winning service provider believes their workforce is their biggest asset. With a requirement to be trained in so many areas, this
company heavily invests in their employees’ skills and knowledge to deliver change management and long-term development. They specialise in handling the difficult and complex payrolls, providing a seamless payroll service that ensures staff are paid the right amount at the right time.
Awarded to: Liberata
“Liberata is delighted to receive this prestigious award! This award win recognises the incredibly hard work our payroll team have put in over the past year, so it is great that these efforts have been recognised by an institution as well known as the CIPP.”
Robert Evans, Croydon Payroll Operations Manager of Liberata
Payroll service provider of the year award 2017 250+ clients
Presented by: David Lunt, The People’s Pension
The winner of this award impressed the judges with their nomination being described as a very impressive ‘all-rounder’ with excellent testimonials.
Described as forward thinking and continuously developing, the overall package being offered by this organisation includes a strong internal service to their employees with well-thought-out joining and induction packs along with welcome and buddy days, whilst providing a highly respected and remarkable service to both customers and clients. This company’s focus and commitment is to their customers who are ‘at the heart of everything they do’.
Awarded to: NGA Human Resources
“The CIPP awards allow NGA HR to showcase our successes not only as a supplier, but as a true partner of choice to our clients. The awards are a great way for us to celebrate and congratulate the payroll teams across the UK who strive to provide excellence on a daily basis. NGA HR truly believes that customers are at the heart of everything we do and winning a CIPP Award is recognition of that belief.”
Jonathan Legdon , president of NGA UK and Ireland
Highly commended: Cintra HR & Payroll and MHR
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ANNUAL EXCELLENCE AWARDS 2017
Honorary fellowship award 2017
Presented by: Ken Pullar FCIPP
The honorary fellowship is granted to those who have spent their careers furthering the industry. They have made significant contributions to both the profession as a whole and the CIPP during the course of their careers. This year, we awarded our honorary fellowship to two individuals.
Award collected by Steve O’Reilly
Awarded to: Arthur Elstone FCIPP
Arthur has made above-and-beyond contributions to the payroll industry. He has been described as a genuine, honest, dedicated professional who has raised the standard of the payroll industry. He has always been keen to share his knowledge with those who work in and around him so that he can enhance their skills and service to others within the industry. Nothing has ever been too much.
Awarded to: Mary Lambe FCIPP
Mary has made major contributions to two of the UK’s largest pensions schemes. Following nine years with Cheshire Pensions, she
Awarded by
rose to become a highly regarded pensions advisor with the Local Government Association. Her role included responsibility for communications and the management and production of National Guidance on the introduction of new governance arrangements for local pensions boards. In 2015 she moved to the higher education sector as senior policy lead for Universities UK. Mary developed a huge reputation for outstanding work in developing national pensions policy and for negotiating skills in respect of the UK’s largest funded pension scheme, the Universities Superannuation Scheme.
Lifetime achievement award 2017 – pensions
Awarded by the CIPP board of directors
The lifetime achievement award is the result of long deliberation, the CIPP having such a wealth of talent amongst its volunteers and supporters.
Award collected by Jason Davenport ACIPP
Presented by: Gordon Cresswell FCIPP
Awarded by
Awarded to: Henry Tapper
Henry has helped both employers and their agents in the pensions industry especially through automatic enrolment. He shares his voice through being a member and chair of committees, an author of over 1,600 blogs on pensions and by being very active on both twitter and LinkedIn channels. With over thirty years’ experience, his aim is to restore people’s confidence in pensions and as such, he is an outspoken advocate for best practice.
“I am proud as Punch that the CIPP think I’m doing a good job - I think they’re doing a great job too!”
Henry Tapper, Founder, Pension PlayPen
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THE CHARTERED INSTITUTE OF PAYROLL PROFESSIONALS
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