Skip to main content

The University Council


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.