The University of Bath Remuneration Committee, under delegated authority from Council, determines the remuneration of senior officers of the University. The current Terms of Reference are available on our web pages. The minutes of each meeting are presented to Council by the Committee Chair.
Remuneration Committee membership and meeting attendance for the academic year 2020/2021
|Status||Name||End of term||Sep 2020||Oct 2020||Nov 2020||Dec 2020||Jan 2021||Jul 2021|
|Chair||Christine Gibbons||31 July 2023||attended meeting||attended meeting||attended meeting||attended meeting||attended meeting||attended meeting|
|John Preston, University Treasurer||ex-officio||attended meeting||attended meeting||attended meeting||attended meeting||attended meeting||not required at meeting|
|Tim Ford, Int’m University Treasurer||31 July 2022||not required at meeting||not required at meeting||not required at meeting||not required at meeting||not required at meeting||attended meeting|
|Pamela Chesters CBE, Chair of Council||ex-officio||attended meeting||attended meeting||attended meeting||attended meeting||attended meeting||attended meeting|
|Catherine Mealing-Jones||31 July 2022||attended meeting||attended meeting||attended meeting||attended meeting||attended meeting||attended meeting|
|Francesco Masala, SU President||ex-officio||attended meeting||attended meeting||attended meeting||attended meeting||attended meeting||not required at meeting|
|Annie Willingham, SU President||ex-officio||not required at meeting||not required at meeting||not required at meeting||not required at meeting||not required at meeting||attended meeting|
|Mesar Hameed||31 July 2021||attended meeting||attended meeting||attended meeting||attended meeting||attended meeting||attended meeting|
|Emily Commander, Secretary||-||attended meeting||attended meeting||attended meeting||attended meeting||attended meeting||attended meeting|
|Richard Brooks, Director of HR||-||did not attend meeting||attended meeting||attended meeting||attended meeting||attended meeting||attended meeting|
|Prof Ian White, Vice-Chancellor||-||not required at meeting||attended meeting||not required at meeting||not required at meeting||not required at meeting||not required at meeting|
|Katharine Turner, FIT Consultants||-||attended meeting||did not attend meeting||did not attend meeting||attended meeting||not required at meeting||not required at meeting|
|Darrell Hare, FIT Consultants||-||not required at meeting||attended meeting||not required at meeting||not required at meeting||not required at meeting||not required at meeting|
In July 2019 Council approved a new Framework for the determination of senior remuneration packages. The Remuneration Committee has reviewed the Framework this year and improvements have been approved by Council.
Approach to remuneration
The overall goal of our approach to senior staff remuneration is to offer levels appropriate to attract, retain and motivate senior staff who have the appropriate skills and qualifications to lead delivery of our mission and strategic objectives. We recognise that our status as a public body is a fundamental part of the decisions regarding pay for all employees, particularly senior staff. Students and staff are important stakeholders in the University, and we recognise that the reputation of the University as an education provider, and as an employer, can be influenced by perceptions of value for money and the way in which senior remuneration is set and governed.
We offer remuneration packages appropriate to a leading University, benchmarked against other UK higher education institutions of comparable scale, status, and complexity operating in a competitive market. All decisions regarding the remuneration associated with specific roles are taken, with external advice when required, in accordance with our commitment to equality and diversity; financial position and value for money; the nature of the role; reward levels for other members of our University community; guidance issued by Office for Students and Committee of University Chairs; and metrics and benchmarks from across the sector. When considering individuals, this also includes the attributes and skills of the candidate and, any changes in responsibilities and individual performance.
Our policies on expenses and on income generated by individuals from external bodies are published on our web pages.
Decisions in the 2020/21 academic year
The Remuneration Committee met six times during the year. Below is a record of the major activity undertaken and decisions made.
In September 2020 the Committee reviewed its Terms of Reference and approved the annual remuneration report to form part of the 2019/20 Annual Report and Accounts.
In October 2020 the Committee took input from the Vice-Chancellor regarding the performance appraisals of the senior team and also discussed the appraisal of the Vice-Chancellor by the Chair of Council. No pay changes were approved by the Committee.
The Vice-Chancellor initiated a considerable restructuring of the senior team, taking place through the year. The Committee was fully engaged in providing advice prior to making changes and then in November 2020 and January 2021 the Committee took decisions on several individual cases in line with the remuneration framework.
The December 2020 meeting undertook a review of the senior remuneration framework and made recommendations which were subsequently approved by Council. As in previous years, a significant part of this meeting was dedicated to training and development for the Remuneration Committee, provided by FIT Remuneration Consultants. The Committee, having learned from using an external adviser, decided not to renew the arrangement on a cost-benefit basis.
In July 2021 the Committee took further decisions regarding senior team restructuring, including interim arrangements and initiated the process for the biennial remuneration review to take place in Autumn 2021. The Committee also started a self-assessment of their performance.
The Vice-Chancellor’s salary was set with reference to external benchmarks on recruitment in April 2019, making comparison with Universities of similar scale, complexity and ranking. The salary is not due for review until the third anniversary of his recruitment and until that point will only be adjusted by the Joint Negotiating Committee for Higher Education Staff (JNCHES) annual pay award. There are no performance-related elements in the remuneration package. One of the key principles adopted was for the Vice-Chancellor to be subject to the same policies as other staff wherever practical and details of the remuneration package were previously published.