Remuneration and Human Resources Committee Terms of Reference

Terms of Reference

In accordance with the provisions of the Articles of Association:

1. To review and approve as necessary the remuneration
   framework at an institutional level for all staff.
2. To review and discuss the University’s People Strategy, and provide Council with assurance on its implementation.
3. To receive an annual report on employment policy matters, including health and safety.
4. To review annually the remuneration (including levels and rates of Performance Related Pay), terms and conditions of employment and all other benefits of the Vice-Chancellor and make appropriate recommendations to Council.
5. To make recommendations to Council for severance payment terms for the Vice-Chancellor taking account of Office for Students’ guidance.
6. Under delegated authority from Council, to approve the remuneration (including levels and rates of Performance Related Pay), terms and conditions of employment and all other benefits of all members of University Executive Committee (with the exception of the Vice-Chancellor).
7. Under delegated authority from Council, to approve severance payment terms in respect of all members of University Executive Committee (with the exception of the Vice-Chancellor) taking account of Office for Students’ guidance.
8. To consider the remuneration of the Vice-Chancellor and members of the University Executive Committee in the context of the University’s approach to rewarding all its staff and annual pay awards for all staff.
9. To produce an annual report for Council on senior staff remuneration, considering the expectations of the Office for Students and the Higher Education Senior Staff Remuneration Code.
10. To consider options for succession planning for members of University Executive Committee.
11. In carrying out its work the Committee is to be guided by national benchmarks in the Sector and recognised good practice as well as the context in which the University operates. Its decision-making and recommendations to Council shall be consistent where applicable with the University’s People Strategy.
12. To consider equity, diversity, and inclusion issues arising from the remit of the Committee.
13. To consider Risk Assessment issues arising from the remit of the Committee and to recommend, or implement, action as appropriate.
14. Recommending the Recognition and Facilities Agreement with the Trades Unions, as amended from time to time, to Council for ratification.

Specific Policy Responsibilities

Development of remuneration and reward policies for those staff accountable to Council together with terms and conditions of employment for such staff.

Discussion of Human Resources Strategy for all staff.

Chair: Vice-Chair of Council

Vice-Chair: Chair of Finance & General Purposes Committee

Officer: Secretary to Council

Quorum
See after membership

Frequency of Meetings
Three times per year (normally October, March, and June) with additional meetings as required

Reporting Line
University Council

Current Sub-Committees
None

Submission /Availability of Minutes
Minutes are held by the Secretary to Council, and published on the University website.

The Vice-Chancellor normally will attend but will withdraw when the Committee discusses issues directly related to that appointment.

Quorum

The Committee shall be quorate when at least three External Members of Council in the Membership of the Committee are present.

Where the Committee is, or becomes during the meeting, inquorate, Council will be informed of these circumstances at its next meeting. The Committee Chair shall decide whether:

a. to adjourn with immediate effect with a Special Meeting being summoned as soon as conveniently it may be or,
b. to continue to conduct business with decisions only being agreed by correspondence.