Attendance at Audit and Risk Committee meetings has been as follows:
Name
Marianne Neville-Rolfe Paul Pugh
Matt Lewis Mark Leach Michael Ekpe
14 September 2020 9 November 2020 present
apologies present present present
REMUNERATION COMMITTEE Responsibilities of the Remuneration Committee
The Remuneration Committee is responsible for agreeing the pay and conditions for the Vice-Chancellor, and other members of the University Executive Team. The UET comprises: — Vice-Chancellor — Deputy Vice-Chancellor, Provost — Deputy Vice-Chancellor Research, Knowledge Exchange and Engagement
— Deputy Chief Executive Officer — Chief Officer for People and Culture — Chief Officer for Students and University Registrar.
Membership of the Remuneration Committee
During 2020/21, the membership of the Remuneration Committee included: — Matt Lewis — Geraldine Proudler — Paul Pugh (from October 2020).
All appointments to the Committee are approved by the Board of Governors.
The Remuneration Committee is chaired by an Independent Governor other than the Chair of the Board, which means that the person with responsibility for appraising the performance of the Vice-Chancellor does not also chair the Committee. The Vice-Chancellor is not a member of the Committee.
Operation of the Remuneration Committee during 2020/21
Following the arrival of the new Vice-Chancellor in 2020, there was a top-level reorganisation. This created an Executive Team of five direct reports. The five new roles
The governance arrangements and the processes that underpin the determination of Vice-Chancellor and senior staff pay are kept under review to ensure that the Committee operates in line with best practice.
During 2020/21 the Committee considered a revised Senior Staff Remuneration Policy. Key drivers for this included:
1. The changing nature of roles following a restructure of UET that came into effect on 1 January 2021 2. Alignment with the University Strategy to 2031 3. Advance HE’s 2021 review of the HE Senior Staff Remuneration Code
4. Requirements of the Committee of University Chairs (CUC) Senior Staff Remuneration Code 2018
5. The prevailing external Political, Economic and Societal context within which HE Senior Staff remuneration exists.
In reviewing the revised policy the Committee agreed that the existing Performance Related/Bonus Pay scheme for UET may be reviewed in line with the 2031 Strategy.
were evaluated using the Korn Ferry Hay method of job evaluation. This provided a view of internal and external relativities, and helped with the interpretation of sector pay data.
The University complies with the Committee of University Chairs (CUC) Higher Education Senior Staff Remuneration Code and operates in accordance with best practice as recommended in the Higher Education Code of Governance and other relevant guidance, focusing on a fair, appropriate and justifiable level of remuneration, procedural fairness, and transparency and accountability.
present present
present
apologies apologies
8 March 2021 present present present present present
21 June 2021 present present present present
apologies
85
Financial Statements 2020/21
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