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