The Remuneration and People Committee

The Remuneration and People Committees merged in September 2025, with the aim of streamlining the Board committee structure and enabling consideration of broader people-related business and senior staff reward proposals in one forum.

The Committee has three broad responsibilities:

Acting on delegated authority on behalf of the Board of Governors to approve remuneration of members of the University Executive, including the President and Vice-Chancellor. In fulfilling this duty, the Committee will review and scrutinise remuneration of senior staff in the sector and, where appropriate, more broadly. 
To recommend to the Board of Governors approval of People strategies (including those related to reward and equality, diversity and inclusion) and risk and performance assessment measures. 
As required by relevant Statute and Ordinance, to give full and proper consideration to any proposals to dismiss academic and academic-related colleagues on grounds of redundancy, and where necessary making recommendations to the Board of Governors.

To consider policies and procedures relating to the remuneration of senior staff and recommend approval to the Board of Governors and to oversee their implementation within the University.
To consider and determine on behalf of the Board of Governors the remuneration arrangements for the President and Vice Chancellor, other members of the University Executive, senior staff as agreed within wholly or jointly owned subsidiaries, and other senior staff as determined by the Committee and the Board of Governors, in line with agreed policies.
To delegate to an appropriately constituted Senior Salaries Review Group (or Groups) the task of making recommendations on the remuneration of professorial and equivalent senior administrative staff not covered in 2 above and provide oversight of the salary review process.
To provide assurance to the Board of Governors that the University is adhering to current relevant regulation and guidance.
To receive and approve reports enabling the Committee to fulfil its role in relation to senior staff remuneration (this includes a report for inclusion in the financial statements on the number of staff earning over £100,000 per annum and a report on the analysis of the annual salary review of Non-Clinical Professors).
To receive, comment upon and note the succession plan for the University Executive.
To receive and comment upon (after approval by University Executive), the outcomes of pay gap reviews and audits.
To recommend to the Board of Governors approval of People strategies (including those related to reward and equality, diversity and inclusion) and risk and performance assessment measures and to monitor the achievement of those risk and performance measures.
To receive and consider reports from relevant staff and student networks and groups and have oversight of the overall staff experience.
To consider proposed termination of permanent contracts which had at the outset a known or foreseeably greater risk of possible redundancy due to the finite nature of the project or funding for the post and make recommendations to the Board of Governors.
To give full and proper consideration and make recommendations to the Board of Governors on: a) any proposals to dismiss members of academic and academic-related colleagues on grounds of redundancy in line with Ordinance XXIII or b) targeted voluntary severance arrangements, subject to the understanding that only necessary approvals are recommended to the Board of Governors. (Information provided in advance of the meeting and the approach to decision making consistent with Ordinance XXIII are set out in Appendix A.).
To commission independent advice as required to enable the Committee to fulfil its remit.

The Remuneration and People Committee

Membership

Terms of reference

Meeting dates for the year