Terms of Reference and Membership 2018-19
Role & Responsibilities
- To develop an overall reward strategy and policy to cover the remuneration, benefits and conditions of employment of the members of ULT of the University.
- To review and determine the remuneration, benefits and conditions of employment for members of the University Leadership Team (ULT):
- President and Vice-Chancellor
- Deputy Vice-Chancellor
- Registrar and Chief Operating Officer
- Director of Finance
- Pro-Vice-Chancellors for Research and Enterprise and Student Experience/Heads of College
- Pro-Vice-Chancellor for Strategic Science
- Chief Marketing and Engagement Officer
- Director of Human Resources
- Taking account of affordability, comparative information on the remuneration, benefits and conditions of employment in the University sector and elsewhere as appropriate.
- To review the strategy, policy and parameters for the determination of the remuneration and benefits of senior officers of the University who fall within the remit of the Senior Staff Pay Committee, having particular regard to the University strategy, market position, equality duties and the need for transparency of process.
- To consider recommendations for salaries that result in remuneration that exceeds £150k per annum and to receive the number of staff on salaries in excess of £150k per annum during the previous 12 months.
- To approve any severance or other payments made to members of ULT and staff where salaries are in excess of £150k, taking into account the public sector pay cap and the CUC Higher Education Senior Staff Remuneration Code.
- To promote the University’s responsibilities for equality and diversity by ensuring that relevant issues are given full consideration in all matters relating to the remuneration of all staff falling within the remit of the Remuneration and Senior Staff Pay Committees.
- To review the decisions of the Senior Staff Pay Committee, including any discretionary revisions made to the levels of remuneration as a result of retention issues that result in salary levels in excess of £150k, having particular regard to the University strategy, market position, equality duties and the need for transparency of process.
- To agree an annual framework of work and to review and report on progress through an Annual Remuneration Report and Statement for Council (and the University’s Financial Statements) which is transparent and produced in accordance with the requirements of the CUC Code and the Office for Students.
- To publish the Annual Remuneration Report on the University’s Governance website.
Council – with full delegated powers to determine salary increases, bonuses and severance payments without reference to Council, unless it thinks fit.
Duration of Appointmenta) and b) are ex-officio. Members appointed under c) shall serve for three years, renewable, but maximum length of service is normally six years.
Constitution & Membershipa) The Chair of Council (Chair) (Dr B Towle)
b) The Treasurer (Mr G Dixon)
c) Three lay members of Council, appointed by the Nominations Committee (Mr A Morgan, until 31.7.2019; Dr V Sharma, until 31.07.2020; and Mr M Hindle, until 31.3.2021)
d) When the President and Vice-Chancellor’s salary is being considered, the role of Chair of the Remuneration Committee will transfer to the Treasurer for this item only
Proceduresa) The Committee will invite the President and Vice-Chancellor and Director of Human Resources to attend part of the Committee’s meetings, as required, to consider the University’s Reward Strategy and practices and to provide information and answer any questions from the Committee.
b) The University’s Director of Human Resources will provide the secretary to the Committee.
Frequency of MeetingsThe Committee will meet on the following dates during the period in question:
- 3 October 2018
- 21 November 2018
- 20 March 2019
- 15 May 2019
- 10 July 2019