BP 2015 Annual Report Download - page 79

Corporate governance
BP Annual Report and Form 20-F 2015 75
Nomination committee
Role of the committee
The committee ensures an orderly succession of candidates for directors
and the company secretary.
Key responsibilities
• Identify, evaluate and recommend candidates for appointment or
reappointment as directors.
• Identify, evaluate and recommend candidates for appointment as
company secretary.
• Keep under review the mix of knowledge, skills and experience of the
board to ensure the orderly succession of directors.
• Review the outside directorship/commitments of non-executive
directors.
Members
Carl-Henric Svanberg
(chair)
Member since September 2009; committee
chair since January 2010
Paul Anderson Member since April 2012
Cynthia Carroll Member from May 2011 to May 2015
Antony Burgmans Member since May 2011
Ann Dowling Member since May 2015
Ian Davis Member since August 2010
Brendan Nelson Member since April 2012
Andrew Shilston Member since May 2015, but attended
previously as senior independent director
During the year Ann Dowling and Andrew Shilston joined the committee
and Cynthia Carroll stood down.
Activities during the year
In 2014 the committee had previously identified Paula Reynolds and
Sir John Sawers as candidates to join the board; they then both joined in
May 2015. With the total number of the board standing at 15, the
committee met once during the year to carry out a broader review of board
composition and skills in light of BP’s strategy and the potential sequencing
of board retirements. The committee focused on non-executive
membership of the board as executive succession is considered in the
chairman’s committee.
By most standards the board would be considered large. The committee
notes that as Antony Burgmans and Phuthuma Nhleko will be standing
down at the 2016 AGM, the optimum size of the board should be
considered together with the skills relevant for the board and its
committees. The committee was of the view that the current board is well
balanced with an appropriate breadth of skills. Industry experience needs
to be maintained as does the balance between former chief executives and
those with different functional and sectoral expertise. The need to maintain
diversity in all forms remains a major consideration for a board in a global
business and the committee reviewed how potential appointments meet
the board’s aspirations on diversity, inclusiveness and meritocracy. The
committee also remained mindful of BP’s commitment to Lord Davies’
report and work on women on boards.