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People and Culture Committee Terms of Reference

The Terms of Reference for the People and Culture Committee, including its primary responsibilities and procedural rules.

Terms Of Reference

This is a new committee, established in 2025. It is being created by Council to enable it to fulfil its responsibilities under Statute 17 and Ordinance 5.1.5 with respect to staff employment, providing greater visibility of strategy, policies and procedures as they relate to both academic and professional services staff.

Its role is not intended to be operational, as operational matters are generally delegated to the Vice-Chancellor, supported by members of the University Executive Board. It is to provide assurance to Council that appropriate strategies, policies and procedures are in place, and are being consistently applied, to support all staff in the successful delivery of their role, and to provide them with the opportunity to develop their careers, in the pursuit of the University's mission to provide high quality education and engage in impactful research.

The exception to this is the determination of the remuneration of the Vice-Chancellor and members of the senior leadership team, which is an operational matter for which Council retains direct responsibility. As such this will continue to be dealt with by the Remuneration Committee which continue to operate outside of the remit of the People and Culture Committee. It will have a Council membership which explicitly excludes any member of the executive team.

When considering issues of organisational culture, the committee will want to be assured that our espoused values of justice, equity and inclusivity, that underpin our staff policies and procedures, are aligned with how staff experience them in practice - sometimes referred to as "the way we do things round here".

Purpose

The People and Culture Committee is a committee of Council and should act on Council's behalf to do detailed work and thinking in the following relevant areas:

  1. Assurance to Council that there is in place an appropriate range of HR and Organisational activities to support the successful delivery of the University's strategy and the 5-year plan.

  2. Oversight of related policies, programmes, initiatives and performance.

  3. Assurance to Council that the requirements of the Office for Students so far as they relate to staff and culture are complied with.

  4. In addition, where requested by the Vice-Chancellor and/or the HR Director, the Committee will act as a sounding board for related issues. This may be regarding specific plans or proposals or at an earlier stage when the Vice-Chancellor or HR Director wish to consider possible options.

  5. Consideration of additional people and culture matters as referred by Council, providing advice and/or assurance as necessary.

Within this brief, the Committee will:

  • Provide constructive challenge and support regarding the organisational and HR strategies, plans and programmes, drawing on the broad experience of Committee members.
  • Review the relevant institutional KPI's and milestones against which progress will be tracked.
  • Recommend to Council a set of institutional equality objectives set in accordance with the Public Sector Equality Duty and track progress against these objectives.
  • Consider any material amendments to those staffing policies listed in Statute 17 prior to recommending them to Council for approval.
  • Provide assurance to Council that the appointments processes, particularly those relating to the most senior roles, which are adopted by the University are robust and comply with policies on diversity and inclusion.
  • Monitor trends and relevant statistics in relation to turnover, including voluntary and involuntary exits.
  • Review Health and Safety policies, programmes and performance as they relate to people and wellbeing, providing assurance to Council that these are appropriate and effective and comply with the University's legal obligations.
  • Consider any proposals for substantive changes to the pension schemes or the introduction of new schemes (other than matters relating to those designated staff covered by the Remuneration Committee).
  • Consider any people or culture matters brought to its attention by Senate or as asked by Council to consider.
  • Receive annually a report on staff casework including insight on grievances and disciplinary action.
  • Consider employee engagement activities including the results of employee attitude surveys and management's response to these.
  • Receive information where relevant on best practice as it relates to people and culture within higher education.

For the avoidance of doubt, the People and Culture Committee will not have any responsibility for determining the direction of Trade Union negotiations.

Reporting Relationships

People and Culture Committee reports to Council on a quarterly basis and otherwise will keep the Chair of Council appraised of any issues of note.

Minutes of the meeting will be submitted to Council.

Procedural Rules

Meeting Frequency

The Committee meets four times a year.

Where possible, meetings will be in person.

Quorum

The quorum for meetings shall be three, including at least two lay members of Council.

Membership

Membership: Five voting members, three of which are lay members of Council (one of whom will act as Chair), one elected staff member of Council and one Student Governor.

The Chair of Council will not be a member but will have observer status with speaking rights.

Appointed Members

In Attendance

Other members may be co-opted or invited to attend for specific meetings at the discretion of the Committee.

Membership will be determined annually. All terms are subject to renewal.

Meeting Dates

A full schedule of meeting dates for all committees can be accessed here.

Enquiries

If you have any questions, please contact us.

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