The chief purpose of Remuneration Committee is to determine the remuneration of senior staff of the University.
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.
The 2018-19 Annual Remuneration Report can be found here.
Dr Martin Toner, Corporate Governance Officer (Council), Quality and Enhancement Office, Room G06, Crescent House, email: firstname.lastname@example.org
|Friday 20 September 2019 at 9.45am*|
|Thursday 12 December 2019 at 9.45am|
|Thursday 5 March 2020 at 9.00am|
|Friday 12 June 2020 at 9.30am|
* A separately convened meeting to consider the Vice-Chancellor's performance and reward is held immediately before, at which the Vice-Chancellor is not present.
To ensure that the University has clear policies and procedures in place, approved by the governing body to ensure that the University can demonstrate the highest levels of integrity, probity and transparency in the reward and recognition of senior staff.
To determine and review the remuneration of the Vice-Chancellor in accordance with the Vice-Chancellor Reward and Recognition Framework that is predicated upon The Higher Education Code of Governance 2014.
To determine and review the remuneration of the Vice-Chancellor’s Executive Team.
To determine and review the remuneration of senior staff of the University above point 51 of the JNCHES Pay spine (i.e. ‘senior staff’).
2.1. To determine and review, on behalf of Council, the salary and payments associated with the holding of the office of the Vice-Chancellor including; performance pay, pension and any other emoluments.*
2.2 To determine and review, on behalf of Council, the salary and payments associated with members of the University Executive other than the Vice-Chancellor as set out in the Scheme of Delegation, including; performance pay, pension and any other emoluments, for the undernoted roles:
and such other roles as may be identified.
2.3 To determine whether the nationally agreed annual pay settlement will apply to members of the University Executive.
2.4 To determine and review on behalf of Council any salary and associated payments made to the Chair of Council.
3.1 To consider the following factors in determining all matters detailed in sections 1 and 2 above:
4.1 To oversee and ensure the appropriate operation of the University Guidance on Settlement agreements including settlement payments and the augmentation of pension benefits.
4.2 To oversee the implementation of the aforementioned guidance and review all settlement agreements on an annual basis.
5.1 To report on its activities to University Council on at least an annual basis, to ensure that it is providing the necessary level of assurance that all processes and associated decisions have been rigorous, equitable and fair and as transparent as reasonably practicable.
5.2 To review its own performance and effectiveness on a regular basis.
6.1 To review on a regular basis the risks associated with those matters considered to be the responsibility of the Committee.
6.2 To consider the public interest and the safeguarding of the use of public funds alongside the sustainability and interests of the University when reviewing all forms of payment, reward and recognition and severance within its remit.
*to be done via a separate meeting of the Committee
Chair of Council
Deputy Chair of Council
At least 3 Appointed Council members
Up to 2 co-opted members
Officers in attendance: Vice-Chancellor, Registrar and Secretary and Director of Human Resources
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 2018.
In applying the framework, Remuneration Committee will act in accordance with the seven Nolan Principles for Public Life.
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.
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.