Annual Remuneration Statement 2023

This is the sixth annual pay statement, covering 2023. This Pay Policy provides the framework for decision making in respect of remuneration and in particular decision making on remuneration for senior staff.

Senior pay remuneration

All senior staff are covered by the University’s Senior Pay Policy, which is published annually. This reviews performance on a biennial basis across four broad categories, and allows performance-based awards, as well as reviewing equity. Data drawn from the Universities and Colleges Employer Association’s (UCEA) Senior Staff Remuneration Survey and the Russell Reward Survey are used to provide evidence for any market adjustments.

The policy is set by the Remuneration Committee, whose terms of reference can be found within the University’s Ordinances. The Remuneration Committee is the body that has overall responsibility for the University’s approach to senior remuneration.

As part of this role, it takes decisions on the pay of the most senior individuals in the University, including the Vice-Chancellor.

The Remuneration Committee is appointed by and answerable to the University Council, which is the supreme authority of the University.

The Committee directly reviews and determines the remuneration, benefits and conditions of employment of the President and Vice-Chancellor and his/her direct reports.

It gives delegated authority to the Professorial and Senior Salaries Committee to make recommendations on the remuneration of Professors and senior staff not covered directly by the Committee itself.

The numbers of all staff paid above £100k are published in the financial accounts, broken down into £10k pay bands. Directly reimbursed expenses for senior staff who are members of the University Executive Board are also published. All expense claims and payments made to senior members of the University are in accordance with the University's financial regulations. These apply to all staff and are reviewed and approved annually by the University Council.

Vice-Chancellor Remuneration

The remuneration of the current Vice-Chancellor is set by the Remuneration Committee, which comprises of independent lay members of Council, through the Senior Salary Review process. The Vice-Chancellor’s base salary is also reviewed in line with national pay awards for the Higher Education sector.

The Chair of Council presents performance assessments to the Remuneration Committee for inclusion in the Senior Salary Review process. The Remuneration Committee make the final decision on the rewards given for comparable performance assessments. The Vice Chancellor’s salary, in line with the Senior Salary Review, is also assessed against equity and market concerns.

The Vice Chancellor’s performance is reviewed according to a number of factors including, but not limited to:

• the Vice-Chancellor’s leadership, management and academic experience within the higher education sector.
• the breadth of leadership and financial responsibilities for the University.
• The performance of the University according to the strategy and agreed metrics.

Remuneration for other staff groups

The majority of other staff are on the National Framework Agreement (NFA) pay spine and covered by the University’s Grading Structure which consist of 9 grades. These grades are supported by the Higher Education Role Analysis HERA and HAY role evaluation methodology.

Staff on NFA pay scales gain pay increases annually based on increased skill, knowledge and experience, until they reach the top of the grade’s core range. They are also subject to any nationally agreed pay awards.

The Clinical Pay Scale covers clinical staff, and replicates the NHS pay ranges. Clinical staff gain increases annually based on increased skill, knowledge and experience, until they reach the top of the grade range. Clinical consultants also gain commitment awards above the top of the consultant grade range.

The Outstanding Contribution Award Scheme (OCAS) recognises exceptional performance and contribution, resulting in both one-off awards, and any accelerated incremental progression.

Living Wage Employer

The university is an accredited Living Wage employer and as a result all staff receive at least the Living Wage Foundation rate of pay.

Pay Ratio

The ratios between the VC salary and the median pay of staff and the VC total remuneration and the median total remuneration of staff are now disclosed in the Annual Report & Financial Statements.

Exit policy

All settlement agreements, including voluntary severance, for professorial, professional service directors and senior staff are reported biannually to the Remuneration Committee, with details of both the severance payment and the saving to the university. Any redundancies related to academic and senior staff are subject to university’s redundancy processes.

Matters arising from the 2023 Remuneration Committee meetings

The following is an overview of matters arising during 2023:

Summary of actions taken between meetings

The Committee noted actions taking regarding appointments and severance made regarding senior staff that occurred between its regular meetings.

Clinical staff

The Committee approved the arrangements in regard to the NHS pension scheme, noting the right to flexible retirement for those on the 1995 Section within the scheme.

The appointment of the new Vice Chancellor

The Committee considered and approved the remuneration package to support the recruitment of the new Vice Chancellor

The Vice Chancellor’s Reward Scheme

The Committee agreed and approved a deferred bonus payment to be paid to the Vice Chancellor in recognition of the performance over the 5-year period.

2023 Performance Senior Salary Review (SSR)

The Vice-Chancellor presented the summary of the performance assessments made in respect of her direct reports for the 2023 Senior Salary Review and the Committee reviewed and agreed the outcomes. The Committee approved the recommendations made by the Professorial and Senior Salaries Committee, presented by the Vice-Chancellor.