Governance

The Board is responsible for the overall Corporate Governance of Cancer Council SA as follows:

• Oversight of Cancer Council SA including its control and accountability systems
• Setting a clear strategic direction by recognising and publishing the respective roles and responsibilities of Board and management
• Structuring the Board to add value by having an effective composition, size and commitment to adequately discharge its responsibilities and duties
• Promoting ethical and responsible decision-making and leading by example
• Safeguarding the integrity of financial reporting by having a structure to independently verify Cancer Council SA’s processes
• Making timely and balanced disclosure of all material matters concerning Cancer Council SA
• Ensuring a sound system of risk management and internal controls are in place
• Respecting the rights of stakeholders by ensuring we use funds in the best possible way to achieve our mission
• Recognising the legitimate interests of stakeholders by ensuring we are aware of stakeholder’s views about services we offer
• Respecting and valuing the contributions of our volunteers by acknowledging the vital role they play in meeting our objectives
• Encouraging enhanced performance by fairly reviewing and actively encouraging enhanced Board and Chief Executive effectiveness.

View our Board of Director profiles here.

The Board delegates authority to management in relation to various operational functions. These authorities include expenditure, disciplinary action, recruitment of new staff other than the Chief Executive, termination of staff other than the Chief Executive, release of intellectual property, entering commercial agreements, application to funding sources, development and publication of educational and promotional materials and making public comment on Cancer Council SA’s behalf.

The following rules take precedent over specific delegations:

• There has to be a budget for the expenditure.
• Items not in the budget and that are considered material must be approved by the Board, or it must be within the overall budget limit and be approved by either the Chief Executive or the General Manager Corporate Services.
• An executive can never approve his or her own expenditure item. Items must be approved by the executive deemed to be on the next delegative level above the relevant executive.

It is important that individual Directors devote the necessary time to the Board. To this end, there is a review of the time required from a Director, and whether they are meeting this. A Director should inform the Chairperson before accepting any new Board appointments.

The size and composition of the Board are also reviewed, to ensure that these are conducive to achieving the best possible performance from Directors with the skills necessary for good stewardship of the Cancer Council SA.

It is the responsibility of the Chairman to ensure Directors contribute appropriately, and he monitors this in an informal manner at each Board and Committee meeting.  If there is a matter of improvement to be raised, this will be done on either an individual or group level, as appropriate. The Chairman also reviews the effectiveness of meetings and makes recommendations as to areas of possible improvement for future meetings where appropriate.

Immediately upon appointment, a new Director has available an induction program designed to allow them to participate fully and productively in Board decision-making. The induction program covers Cancer Council SA’s structure and goals, financial, strategic, operational and risk management positions and the role and operation of the Board committees. The Board is responsible for reviewing the effectiveness of the Director induction program.

Directors are expected to undertake continuing education both as regards the normal discharge of their formal director duties as well as the ongoing developments within Cancer Council SA and its operating environment. Directors typically attend course and seminars relevant to the effective discharge of their duties.

Cancer Council SA acknowledges the need for Directors, executives and employees to observe the highest ethical standards of corporate behaviour when undertaking Cancer Council SA business.
Cancer Council SA has adopted a Code of Conduct which outlines the principles and standards with which all Directors are expected to comply.  Those major principles and standards are:

• a Director must act honestly, in good faith and in the best interests of Cancer Council SA.
• a Director has a duty to use due care and diligence in fulfilling the functions of office and exercising the powers attached to that office
• a Director must use the powers of office for a proper purpose, in the best interests of Cancer Council SA.
• a Director must recognise that the primary responsibility is to the interests of all stakeholders of Cancer Council SA
• a Director must not make improper use of information acquired as a Director
• a Director must not take improper advantage of the position of Director
• a Director must not allow personal interests, or the interests of any associated person, to conflict with the interests of Cancer Council SA
• a Director has an obligation to be independent in judgement and actions and to take all reasonable steps to be satisfied as to the soundness of all decisions taken by the Board of Directors
• confidential information received by a Director in the course of the exercise of directorial duties remains the property of Cancer Council SA from which it was obtained, and it is improper to disclose it, or allow it to be disclosed, unless that disclosure has been authorised by Cancer Council SA, or the person from whom the information is provided, or is required by law
• a Director will not engage in conduct likely to bring discredit upon Cancer Council SA.

A Director has an obligation, at all times, to comply with the spirit, as well as the law and with the principles of this Code

Cancer Council SA uses a transparent approach to setting and reviewing employee remuneration based upon independent market-based information to support attracting and retaining the best people.

The way Cancer Council SA chooses to pay employees communicates its values which contributes to the culture, the type of people it attracts and the results they deliver.  It is therefore important that a remuneration policy be developed with the organisation’s objectives in mind and that people are paid appropriately for the work that they perform.

The remuneration policy is based on the following principles:

• employee remuneration is based upon the duties and responsibilities he/she is expected to perform
• those duties and responsibilities are assessed using an externally sourced method to establish an independently verifiable position grading
• the position grading will provide a guide to the remuneration for the applicable position
• remuneration will be competitive with the external market in which Cancer Council SA operates and be cost effective
• employees are remunerated in a fair and equitable way
• application of this policy supports the performance planning and review process of nurturing employee commitment to the organisation

Guidelines:

Job classification:
Job evaluation is an objective, transparent way of classifying a position but not the value or performance of the position holder.  It is accepted best practice for employers to use a formal system for measuring or evaluating positions and to assign a grade.  The system used at Cancer Council SA is provided by an external advisor which includes making assessments of comparative levels of responsibility of positions and their contributions to the organisation.

Application of remuneration ranges:
Cancer Council SA bases its remuneration on the 25th percentile of general market positioning determined by the external advisor as appropriate for the sector taking into account the ability to salary package and Fringe Benefits Tax exemption.

Salary decisions on appointment will be made by the General Manager and will fall within the minimum and maximum of the remuneration range.  Any appointments made outside the remuneration range must have authorisation from the Chief Executive.

Decisions on remuneration for a position will be made using the points awarded through the job classification process conducted by the Human Resources Manager and the Recruiting Manager.

The Anti-Cancer Foundation of South Australia (ABN 29 053 873 822), a company limited by Guarantee, is trustee of the Anti-Cancer Foundation of South Australia Trust which trades as Cancer Council SA (ABN 31 469 615 538). Further information regarding the legal structure of the organisation is catered in note 1 to the Financial report appended in our latest annual report.

The Anti-Cancer Foundation of South Australia (ABN 29 053 873 822) is a Charity registered with the Australian Charity and Not-For-Profit Commission. Search here using the ABN or click here to view the registration.

Cancer Council SA holds a Charitable Purpose License issued under the South Australian Legislation – Collection for Charitable Purpose Act 1939, by Consumer and Business Service.

For a copy of the Cancer Council SA Collection for Charitable Purposes Act Code of Practice – Disclosure by Collectors Information Sheet click here.

The Anti-Cancer Foundation of South Australia Trust which trades as Cancer Council SA (ABN 31 469 615 538) is a Public Benevolent Institution and is registered as a Deductible Gift Recipient with the Australian Taxation Office, click here to view the registration

Cancer Council SA meets or exceeds the regulatory requirements of ACNC. Information about ACNC can be obtained at www.acnc.gov.au/

Legislation that has a material impact on the operation of Cancer Council SA includes:

• Corporation Act 2001
• Income Tax Assessment Act 1997
• Fair Work Act 2009
• A New Tax System (Goods and Services Tax) Act 1999
• Privacy Act 1988
• Australian Charities and Not-for-Profit Commission Act 2012
• Liquor Licensing Act 1997
• Collection for Charitable Purpose Act 1939
• Work Health and Safety Act 2012

Cancer Council SA ensures employees are aware of the legislative and regulatory requirements that may affect their area of work.

Cancer Council SA works with our legal advisors to ensure our knowledge of legislative and regulatory requirements remains current and seek specific advice where there is a material change to the regulatory environment.

As a trusted and reputable charity Cancer Council SA believes in making its financial reports available for the public.

The financial reports found in our annual report are Tier 2 general purpose financial reports which has been prepared in accordance with the Australian Accounting Standards Reduced Disclosure Requirements adopted by the Australian Accounting Standards Board and the Corporations Act 2001.