(Governance committee of Council)
These Standing Orders should be read in conjunction with the Joint Standing Orders of Senate and Council.
|Ex officio member: The Chair of Council||Mr Joe Docherty|
|A member of Audit Committee:||Dr Kate Pretty (2022) (15) (Chair)|
|Three other lay members of Council||Mr Nigel Perry (2023) (17)|
|Mrs Alison Hastings (2024) (18) (Vice-Chair)|
|Mr Jonathan Bewes (2022) (20)|
|Adviser:||Director of Human Resources & Organisational Development (Mrs Joanne Race)|
|A full date after a member's name indicates that their term of office will expire on the 31 July in that year and a half date indicates the year of appointment of that member. eg (2021) (15) indicates that the member was appointed in 2015 and their term of office will expire on the 31 July 2021.|
The Committee may co-opt to its membership an appointed but not yet serving lay member of Council
The Committee may also appoint an external member with specific expertise in pay and reward and/or engage external consultancy support
The University Secretary shall be Secretary of the Committee (Alison Blackburn).
The Committee shall meet at least three times a year with a quorum of 50% including 2 members of Council.
Minutes of Meetings
Draft minutes of the meetings shall be circulated to committee members as soon as practicable after each meeting.
Terms of Reference
The role of the Committee shall be within the budget set by Council:
1. To determine the framework or broad policy for the remuneration of the Vice-Chancellor, of other members of the University Executive, of professors, and of equivalent level senior posts remunerated within the Grade 10 pay range. No member of University staff shall be involved in any decisions affecting their own remuneration.
2. To take account of all factors which the committee deems necessary in determining such a framework or broad policy. The objective of such policy shall be to ensure that members of the executive management of the University, its professorial and senior professional support service staff are provided with appropriate incentives to encourage enhanced performance and are, in a fair and responsible manner, rewarded for their individual contribution to the success of the University.
3. Within the approved framework or broad policy, to determine the remuneration and terms and conditions of the Vice-Chancellor, members of the University Executive, and other Statutory posts.
4. On a regular basis to review the appropriateness and approve as necessary the relevance of the remuneration framework or broad policy at an institutional level for all staff, taking account of trends within HE, as well as the public interest, the safeguarding of public funds, the University’s interests and the need to remain competitive in relation to staff recruitment and retention through the provision of reliable, up-to-date information about remuneration in other institutions.
5. To approve the design of, and determine targets for, any performance related pay schemes operated by the University and approve the total annual payments made under such schemes.
6. To ensure any termination arrangements, including pension enhancements, made to the Vice-Chancellor, members of the University Executive, and other Statutory post holders in connection with the cessation of their employment are in line with CUC guidance, and to approve any such termination payments if appropriate, i.e. the Remuneration Committee must represent the public interest and avoid any inappropriate use of public funds; the Committee should be careful not to agree to a severance package which staff, students and the public might deem excessive; contracts of employment for senior staff should specify periods of notice of not more than 12 months, and should not provide for pension enhancements.
(Note: The University’s Financial Scheme of Delegation and List of Signatories for legal documents sets out relevant delegations and document signatory authority).
7. To agree the policy for authorising claims for expenses from the Vice-Chancellor.
8. To ensure that all provisions regarding the disclosure of remuneration, including pensions, are fulfilled.
9. To ensure the selection criteria and selection process for appointing any remuneration consultants to advise the committee, conform to the University's procurement procedures.
10. To set the terms of reference for any remuneration consultants who advise the committee.
11. To report formally to Council after each meeting on all matters within its terms of reference.
12. To submit to Council in the Michaelmas Term an annual assurance statement on its activities.
If necessary, the Committee shall conduct its business by circulation using email or by telephone conference as appropriate, and in accordance with procedures set out in Standing Orders which shall apply to the Council committee as appropriate.
Any arrangements (eg severance payments) approved by Chair’s action between Committee meetings will be reported at the next meeting and recorded in the minutes (closed where appropriate).
Vice-Chancellor’s Remuneration and Terms of Conditions
The remuneration and terms of conditions of the Vice-Chancellor shall be determined by the Committee.