- To agree and oversee the annual remuneration process for senior staff (i.e. grade 10 and above).
- To review and agree the University's reward policy for senior staff, designed to support a high performance culture and taking account of pay data, market factors and the financial position of the University and recommend major changes to Council.
- To review and determine senior staff remuneration.
- To review senior staff equal pay issues.
- To review and determine pay and reward for the Vice-Chancellor's direct reports on UEB; review reports on the Vice-Chancellor's objectives and performance, and review and determine the Vice-Chancellor's remuneration.
- To agree severance packages for staff earning in excess of £100k per annum:
- where the severance payment is up to 12 months’ salary (and so within the University’s long-standing arrangements for Voluntary Severance), the payment will be approved by the Chair on behalf of the Committee and reported to the next meeting of the Committee;
- where the severance payment is above 12 months’ salary, the payment will be considered by the Committee, which can be by circulation if the case needs agreement between Committee meetings.
- To monitor strategic risks relevant to the work of the Committee as determined by the Strategic Risk Register.
- To monitor the extent to which value for money is achieved within the areas under the Committee's oversight.
- To monitor relevant Key Performance Targets and to ensure that any concerns with performance against these KPTs are addressed.