Senior Staff Remuneration Policy

The University’s strategic aim is to continue to build a world class institution and a key part of this is the reward of high performance and excellence in delivery. The Senior Staff Remuneration Policy sets out principles to allow the University to reward senior staff, expecting consistently high performance levels whilst offering the opportunity to recognise exceptional performance. The policy covers remuneration, promotion and reward for Professorial/Grade 10/SMT posts.

Key points

  • At the recruitment stage, strategic rewards can be offered in the form of enhanced benefit packages to attract a high calibre of candidate, especially those with excellent records of achievement in an area of strategic priority for the University. 
  • In some circumstances, the University may offer salaries above the current benchmarks, additional market supplements and other elements to recruit or retain exceptional senior staff.
  • At the annual review stage, senior staff with at least one year's service may make a case for a pay award.
  • Clinical Excellence Awards may be paid to consultant level staff performing above and beyond the level of expectation in their role.
  • If a candidate can demonstrate exceptional achievements in their role, a promotion to Personal Chair may be considered by the Vice Chancellor and the Promotion Committee.

Academic Headship Tenure

Role Length of Tenure
First term		 Length of Tenure
Second term
Vice Chancellor Permanent n/a
Provost and Deputy Vice Chancellor Permanent n/a
Pro Vice-Chancellor Permanent n/a
Associate Pro Vice-Chancellor 5 years 5 years
Dean 5 years 5 years
Head of Department 4 years 4 years

Documents

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