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Remuneration Committee

Terms of Reference, Membership and Annual Reports

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Purpose

• To be responsible for ensuring compliance with the HE Senior Staff Remuneration Code and related Office for Students requirements in relation to senior pay.  
• ‘Senior Staff’ shall mean the Vice-Chancellor, members of the University Executive Board and staff appointed at Level 7.  

Responsibilities

• To review, determine and approve the Pay and Reward Strategy for ‘Senior Staff’ at the University including the remuneration framework and performance related pay progression. The Pay and Reward Strategy should be reviewed every three years, unless there is a requirement to review it earlier.   
• To determine and approve the total remuneration package of the Vice-Chancellor on appointment and annually. 
• To delegate to the Vice-Chancellor the determination of the total remuneration package on appointment or succession of University Executive Board (UEB) members and Senior Staff within the guidelines of the Remuneration Framework determined by the Committee.
• To determine and approve the total remuneration package on appointment or succession of University Executive Board members and Senior Staff where the proposed package sits outside the guidelines of the Remuneration Framework.
• To determine, in consultation with the Vice-Chancellor, the University Executive Board performance related pay progression and appraisal policy. 
• To take an active role to determine and approve the total remuneration package of University Executive Board members annually based on a review of performance against their objectives and recommendation of the Vice-Chancellor. 
• To receive reports annually detailing roles with basic earnings in excess of £100,000, as required by the Office for Students. 
• To review, determine and approve any severance packages for University Executive Board members. 
• To receive reports to note the terms of any severance packages (within the overall parameters of the Universities severance or redundancy scheme) for employees with basic pay earnings of over £100k per annum, as required by the Office for Students. 
• The review and approve exceptions, where the terms of any severance packages exceed the parameters of the Universities severance or redundancy scheme, for employees with basic pay earnings over £100k per annum. 
• To consider equality, diversity and inclusion matters in the determination of its policy and approach to remuneration and remuneration decisions to ensure that there are no biases pertaining to sex or other protected characteristics. 
• Approval of the Senior Salaries Committee Terms of Reference. 
• To discuss and approve the recommendations of the Senior Salaries Committee in relation to performance related pay progression and reward decisions for Senior Staff (other than University Executive Board members). 

Constitution

External member of University Council (Chair) 
Chair of Council 
4 other External Council members 

In Attendance

President and Vice-Chancellor (substitute Deputy Vice-Chancellor, in agreement with the Chair) 
Chief People Officer 
Chief Governance and Risk Officer 
Associate Director for Pay and Reward 
Professional external advisors may be invited to attend the Committee at the discretion of the Chair, if considered necessary. 

• The Vice-Chancellor and Chief People Officer will remain present throughout discussions relating to the remuneration and/or terms and conditions of UEB members. The Chief Governance and Risk Officer to leave the meeting prior to discussions relating to the remuneration and/or terms and conditions of UEB members.  
• The Vice-Chancellor and Chief People Officer should leave prior to discussions around their own remuneration commencing. The Associate Director for Pay and Reward will remain present throughout to minute the discussion.  
• The Committee will meet twice per annum, in October and in April. The Committee may meet on additional occasions, either in person, online or by correspondence, as determined necessary by the Chair of the Committee.  
• Papers for the Committee should be circulated at least one week in advance of meetings.  
• Minutes should be circulated to members of the Committee within seven days of the meeting. 
• The Secretary to the Committee shall be the University Secretary (Chief Governance and Risk Officer).  

Quoracy

• Quoracy is attendance of 3 external members.

Reporting

The Committee will: 

• submit the minutes of its meetings to the next meeting of Council.  
• deliver an annual report to Council on its activity and remuneration at the University, including trends, market competitiveness, gender pay and academic/professional staff pay trends. 

Review

• The effectiveness of the Committee shall be considered periodically by Council, as determined by the Chair of the Committee and/or the Chair of Council. 

Terms of Reference updated 7 July 2025

The latest report for Remuneration Committee can be found here

 

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