The real strength of Royal Voluntary Service is our people. We have more than 20,000 volunteers and 1,250 employees who help make communities stronger and help relieve the pressure on the NHS.
Royal Voluntary Service is managed by a leadership team led by the Chief Executive. Together, they advise the Board of Trustees on strategy matters and are responsible for making key operational decisions for the charity.
You can find out more about our leadership team by clicking on their names below.
Deputy Chief Executive and Director of Commissioned Services
Interim Director of Finance
Director of Volunteering
Director of Communications, Marketing and Fundraising
Director of Change and Transformation
Head of Governance
Director of Retail and Property
Board of Trustees
The trustees provide leadership and strategic direction for Royal Voluntary Service and work closely with the Chief Executive and her leadership team who implement the strategy. The Board of Trustees is made up of volunteers (all unpaid) who come from varied backgrounds and bring with them a mix of skills and experiences.
The trustees have legal responsibility for ensuring Royal Voluntary Service resources are properly managed and are used only for the legal purposes of the charity.
The Board of Trustees has a maximum membership of 12. Each trustee can serve for a maximum of two terms of three years.
Find out more by clicking on their names below.
Trustee and Chair of Investment & Finance Committee
Trustee and Chair of People & Remuneration Committee
Trustee and Chair of Audit & Risk Committee
The Board of Trustees is supported by three sub-committees:
Audit & Risk
The Audit and Risk Committee meets to consider reports from both external and internal auditors regarding the charity's internal financial control systems, risk management processes, financial reporting and the annual financial statements. It also considers the charity's risk register and horizon risks.
Investment & Finance
The Investment and Finance Committee meets to consider and make recommendations on financial budgets, forecasts and performance. It also scrutinises the business cases for the charity's proposed project investments and oversees the performance of the Royal Voluntary Service investment portfolio.
People & Remuneration
The People and Remuneration Committee meets to consider volunteer and employee issues and to review the performance and remuneration of the Chief Executive. It also considers the charity's pay policy and remuneration strategy and the size, structure and composition of the Board of Trustees.
Our People and Remuneration Committee is constituted by three of our trustees and acts in accordance with its own terms of reference to consider, amongst other things, setting remuneration for the Chief Executive. It also considers and recommends to the Board of Trustees the charity's pay policy and remuneration strategy. The People and Remuneration Committee considers a wide variety of factors when making a recommendation regarding pay and remuneration. This may include:
- the demands of the charity’s strategic direction
- the importance of attracting and retaining suitably skilled, experienced and motivated employees
- the ability of those employees to lead the charity and it’s volunteers in delivering the charity’s objectives
- the importance to the charity of achieving its aims in line with the charity’s values, the needs of its clients, participants and it’s volunteers
- the need to balance the charity’s ability to pay any proposed remuneration with the need to deliver its charitable objectives and to develop the charity for future success.
It may also take into account external independent reference works and remuneration details published by other organisations from which comparable information may be drawn.
|Catherine Johnstone CBE
|Basic pay 2018/19
|Basic pay 2017/18
|Pension as % of pay
The approximate ratio of highest basic pay to lowest basic pay is 10:1 reflecting the size of the organisation and assuming a 35 hour working week.