The Vice-Chancellor’s salary, other remuneration and conditions of service are determined by the Remuneration Committee of Council. This comprises external members of Council and the Vice-Chancellor is neither a member nor in attendance at this Committee.
Each year objectives are set by the Chair of Council for the Vice-Chancellor and shared with Remuneration Committee and Council. View the Vice-Chancellor's objectives for 2021-2022 (.pdf). Through the Appraisal and Personal Development Scheme which applies to all staff, the Vice-Chancellor’s contribution is reviewed annually by the Chair of Council and he/she receives feedback on their performance and appropriate training/development needs are agreed for the coming year.
Any member of University staff seeking a merit based increase to their salary is required to make an application in writing, setting out the case they wish to be considered. This applies to the Vice-Chancellor in the same way as to all University employees. If the Vice-Chancellor applies for a merit based pay increase in this way, the case is considered by the Remuneration Committee in the light of their assessment of the Vice-Chancellor’s performance during the prior year against agreed objectives and in the context of the University’s overall progress in meeting its KPIs. Details of our Vice-Chancellor’s salary, including benefits and pensions contributions, are published annually in our Financial Statements.
For the period from 1 April 2020 to 31 October 2020 the Vice-Chancellor took a voluntary salary reduction of 20%.
Registrar and Secretary
Last updated 31 July 2021