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The University Council

Remuneration Committee

The chief purpose of Remuneration Committee is to determine the remuneration of senior staff of the University.

Remuneration Committee business

Remuneration Committee deals with senior staff salary and other remuneration matters on behalf of Council

Click on Terms of Reference and Membership to see Remuneration Committee's full remit.

Secretary to Remuneration Committee

Dr Martin Toner, Corporate Governance Officer (Council), Quality and Enhancement Office, Room G06, Crescent House, email:

Dates of Remuneration Committee meetings


Meeting Dates       Final Papers for consideration to be submitted by 12pm on      
Thursday 11 October 2018 at 12.00 Noon* Monday 1 October 2018
Thursday 13 December 2018 at 9.45am Monday 3 December 2018
Thursday 4 April 2019 at 9.00am Monday 25 March 2019
Friday 14 June 2019 at 9.30am Tuesday 4 June 2019

* Commences with a separate Review of Vice-Chancellor's Performance meeting


To determine the remuneration of senior managers and staff of the University as defined by the Committee.  The Committee shall meet as required but no less than twice a year.  

Terms of Reference  

  1. To receive and review comparative information on salaries, other emoluments, conditions of service and general pay trends in the higher education sector where relevant.    
  2. To determine on behalf of Council the salary, other remuneration (including performance reward payments), performance criteria and conditions of service of the  following positions;      
    • Vice-Chancellor        
    • Deputy Vice-Chancellor        
    • Registrar        
    • Pro Vice-Chancellors        
    • Director of Finance        
    • Director of Human Resources        
  3. Exceptionally, the Committee may determine the remuneration of other senior managers and staff, for example when proposed levels of remuneration depart significantly from national and/or sector wide benchmarks.    
  4. To approve the design of, and determine targets for, any performance/merit related pay arrangements operated by the University and approve the total payments made under such schemes.    
  5. To ensure that all provisions regarding the disclosure of remuneration, including pensions, are fulfilled.    
  6. To determine a material financial settlement for i) the Vice-Chancellor and ii) where settlements are outside of normal policy, any member of staff listed in [II] above, in the event of individuals specified in i) and ii) leaving the employment of the institution in circumstances where that is deemed appropriate.    
  7. In respect of Professorial staff and any individual on the management scale the Committee will: (i) receive and review comparative information on salaries, other emoluments and conditions of service in the higher education sector and review decisions made by the Vice-Chancellor in that context; and (ii) approve the overall reward policy.    
  8. To set the terms of reference for any remuneration consultants who advise the Committee.    
  9. To deal with other relevant remuneration matters referred to it by the Council.    
  10. To recommend to Council the establishment, terms of reference and composition of any time or task-limited working groups deemed necessary to develop, advance or review the Committee’s business.    
  11. To review the Terms of Reference as required but normally no less than once every three years.        
  12. To publish its Terms of Reference on the University's website.

2 Ex-officio:

Chair of Council
Deputy Chair of Council

At least 3 Appointed Council members

Up to 2 co-opted members

Officers in attendance: Vice-Chancellor, Director of Human Resources, Director of Legal & Governance

Any member of the Committee, or University staff member, whose pay or associated payments, terms and conditions are to be discussed is excluded from those discussion and this will be clearly indicated on the respective agenda prior to the meeting taking place.


The reward and recognition framework for the Vice-Chancellor is underpinned by the core values contained within The Higher Education Code of Governance 2014.

These include:

  • Full and transparent accounting for public funding
  • The publication of accurate and transparent information that is publicly accessible

In applying the framework, Remuneration Committee will act in accordance with the seven Nolan Principles for Public Life.

  1. Selflessness
  2. Integrity
  3. Objectivity
  4. Accountability
  5. Openness
  6. Honesty
  7. Leadership

Remuneration, Compensation and Benefits

In determining base salary, the depth, breadth and complexity of the role must be taken into consideration.

Also, in accordance with section 3.15 of the aforementioned code, sectoral benchmarking must be undertaken. This must include comparative information relating to the relevant contribution and income groups, in order to inform the appropriate determination of the quantum of base salary.

The University subscribes to the UCEA Senior staff pay survey and this data must be used to provide the primary benchmarking data. It represents the most comprehensive and reliable source of data within the sector, enabling cross intuitional comparisons to be made. The survey uses data from the October payroll and the survey is undertaken in November. Data prior to 2017 includes base pay data only, from 2017 onwards, the survey will also include the quantum of merit pay, if awarded.

The University also participates in the Chair of University Council Survey of Vice-Chancellors

Pay and this data must also be used. This survey uses a data from the 1 January each year and the survey is undertaken in December. The survey is published in the spring of the subsequent year.

The Vice-Chancellor is entitled to join one of the Universities pension schemes.

The Vice-Chancellor is not automatically entitled to receive the New JNCHES Annual pay uplift and due consideration, alongside the remuneration for all staff above point 51 on the national pay spine, will be given by Remuneration Committee, regarding its applicability for all senior leaders including the Vice-Chancellor, based on individual performance and organisational performance.

The Vice-Chancellor’s pay will be reviewed in accordance with section 5.3 of the contract of employment. This clause indicates that Remuneration Committee may review the Vice- Chancellors salary alongside the annual performance review and that any review of the salary will also take into account the performance of the University and the University’s financial position.

Payments associated with holding office

All reasonable travel costs associated with holding office will be paid by the University. Where appropriate, travel costs will be paid for an accompanying family member e.g. partner or spouse. This will be in instances where the family member will be providing predetermined and agreed support to theVice-Chancellor in the promotion of the work of the University and any such costs will be agreed in advance with Remuneration Committee.

All reasonable costs associated with subsidence, occurred as a direct result of University business will be paid in accordance with the relevant financial regulations.

The office of Vice-Chancellor is not subject to residency within any wholly or partially owned University of Salford accommodation.