Remuneration Committee

The Terms of Reference of the Remuneration Committee are:

The Terms of Reference of the Remuneration Committee are - taking account of the requirements of the Office for Students and guidance issued by the Committee of University Chairs - to:

(a)

Develop an overall reward strategy and policy to cover the remuneration, benefits and conditions of employment of the senior officers of the University.

(b)

Review and determine the remuneration, benefits and conditions of employment of the University Executive Board, namely:

• Vice-Chancellor
• Provost
• Deputy Vice-Chancellors
• Faculty Pro-Vice-Chancellors
• Registrar and Secretary
• Chief Digital Officer
• Deputy Registrar and Executive Divisional Director of Education and Academic Services
• Chief Financial Officer and Executive Divisional Director of Finance, Infrastructure and Commercial Services
• Executive Divisional Director of External Engagement and Global
• Executive Divisional 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.

(c)

Review any severance terms agreed (under the Committee’s schedule of delegation for senior executive remuneration and severance) for members of the University Executive Board on the termination of their employment, taking account of guidance issued by the Office for Students and the Committee of University Chairs.

(d)

To promote equality, diversity and inclusion through all its decisions.

(e)

Agree an annual framework of work

(f)

Provide an annual report (for Council and for publication) which is transparent and meets the requirements of good governance in accordance with the CUC Remuneration Code.

(g)

Agree what information about the work of the Committee and executive reward arrangements should be published on the University’s Governance webpages (in addition to the annual framework of work and annual report).

2

Membership

(a)

The membership of the Remuneration Committee is: 

• Chair of Council
• Two Pro-Chancellors
• Two other independent members of Council (one of whom will be the Dual Assurance independent lead for Equality and Diversity) appointed by Nominations Committee

(b)

The Chair will be appointed by Council from among the independent members of the Committee. 

3

Procedures

(a)

The Committee will invite the Vice-Chancellor and the Executive Divisional Director of HR to attend part of the Committee’s meetings, in an advisory capacity, as required, to consider the University’s Executive Reward Policy and practices and to provide information and answer any questions from the Committee. As appropriate, the Committee may also invite the Provost and the Registrar and Secretary to attend for specific items.

(b)

No member of staff will be present when the Committee makes decisions on the reward of members of the University Executive Board .

(c)

The University Committee Secretariat will act as Secretary to the Committee.

(d)

The Committee will determine its own timetable for meetings but will be expected to meet on a minimum of two occasions each year.

September 2021

The primary purpose of this meeting is to:

• Agree annual report to Council and for Financial Statement
• Discuss presentation to October meeting of Council
• Review performance against 2019-20 personal and institutional targets and determine level of award under the Executive Performance Reward Scheme
• Make decisions on the arrangements for the Executive Performance Reward Scheme 2020-21
• Terms of reference of the Committee

October 2021

Presentation to Council

December 2021

Publish Remuneration Committee annual report

December 2021

The primary purpose of this meeting is to:

• Agree institutional targets for 2020/21
• Agree terms of reference for external review of Committee

March 2022

The primary purpose of this meeting is to:

• Review the best practice in Remuneration Committee annual reports of other universities
• Review the report of the external review of Committee and agree any changes which may be necessary

June 2022

The primary purpose of this meeting is to:

• Review benchmark pay data
• review and make decisions on salaries of members of VCEG
• review proposed institutional targets for 2021/22

October  2022

The primary purpose of this meeting is to:

• Agree annual report to Council and for Financial Statement
• Discuss presentation to October meeting of Council
• Review performance against 2020/21 personal targets and determine level of award under the Executive Performance Reward Scheme
• Confirm institutional and personal targets for 2021/22
• Annual review of the effectiveness and terms of reference of the Committee