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