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.
Dr Martin Toner, Corporate Governance Officer (Council), Quality and Enhancement Office, Room G06, Crescent House, email: email@example.com
|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|
* 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 determine and review the remuneration of the Vice-Chancellor’s Executive Team in accordance with section 2 below.
To review and ratify the remuneration of senior staff of the University above point 51 of the New JNCHES Pay spine.
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.
The pay determination of the Vice-Chancellor will be considered in accordance with the Vice-Chancellor Reward and Recognition Framework that is predicated upon The Higher Education Code of Governance 2014.
1. Policy and strategy
I. To ensure that the University has a clear policy on senior remuneration, which aligns to the University and associated strategies.
II. To ensure that the policy and strategies are underpinned by a firm commitment to equality, inclusion and diversity and that the effectiveness of this is kept under regular review in accordance with section 5 below.
III. To have oversight on the University’s framework in relation to termination in accordance with section 4 below.
IV. To have oversight of the University’s framework for reward and recognition for all staff and to delegate decisions regarding reward for exceptional contribution to the Vice-Chancellor and the Executive for all staff, except those for whom Remuneration Committee retains direct responsibility as detailed in section 2 below.
2. Executive pay determination
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 being a member of the University Executive as set out in the Scheme of Delegation, including; performance pay, pension and any other emoluments, for the undernoted roles:
II. Deputy Vice-Chancellor
III. Registrar and Secretary
IV. Pro Vice-Chancellors
V. Executive Director of Finance
VI. Executive Director of Human Resources
VII. Chief Operating Officer
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. Monitoring and Benchmarking
3.1 To take into account the following in determining all matters detailed in sections 1 and 2 above:
I. The overall performance of the University of Salford as measured by the institutional KPI’s and taking into consideration organisational benchmarking against recognised measures including; REF, TEF, NSS.
II. Individual performance measured against predetermined objectives.
III. Benchmarking against appropriate and comparable institutions and determinants including; the Alliance group of Universities, pre 92 group, institutional income, regional variation.
IV. The business context in which the University is operating and any associated trends.
V. The recommendations made in the annual Gender Pay Gap Report and the Equal Pay Audit.
VI. Benchmarking against the UCEA annual Senior Staff Remuneration Survey. The Chair of University Council annual Vice-Chancellor’s Salary Survey.
4.1 To have oversight of and ensure the appropriate operation of the University Guidance on Settlement agreements including settlement payments and the augmentation of pension benefits.
4.2 To keep under review 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 undertake a regular review of its own performance and effectiveness on a regular basis.
6. Risk Management
6.1 To keep under regular review 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 considering all forms of payment, reward and recognition and severance within its remit.
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.