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The Fourth Report of Senior Pay and Perks in UK Universities History This
Transparency at the top? The fourth report of senior pay and perks in UK universities History This is the fourth report on pay and perks at the top of British higher education institutions (HEIs) to be published by the University and College Union (UCU). It forms part of the union’s ongoing campaign for greater transparency in higher education, including the rationale behind senior pay rises. UCU submitted a Freedom of Information (FoI) request to 158 HEIs in October 2017. This followed similar requests submitted in 2016, 2015 and 2014. All requests were designed to shine a light on the arbitrary nature of senior pay and perks in universities, and support the union’s call for reform. The basis for this report The FoI request that forms the basis of this report was sent to 158 (HEIs). It requested details of vice-chancellors’ (or head of institution if known by a different title) salaries and those of other senior post-holders earning over £100,000 at the institution during the academic year of 2016/17 (1 August 2016 to 31 July 2017). It also asked for details of flights, spending on hotels, spending on expenses and if the vice-chancellor was provided with accommodation by the university. Finally, we requested to know whether or not the vice-chancellor was a member of the remuneration committee, and requested a copy of the most recently ratified minutes of the institution’s remuneration committee. Variety of responses The questions on expenditure on flights, hotels, expenses and accommodation for vice-chancellors elicited a huge variation in responses with many institutions deploying exemptions under the Freedom of Information Act to avoid providing data. -
The Fifth Report of Senior Pay and Perks at UK Universities
Transparency at the top? The fifth report of senior pay and perks in UK universities History This is the fifth report on pay and perks at the top of British higher education institutions (HEIs) to be published by the University and College Union (UCU). It forms part of the union’s ongoing campaign for greater transparency in higher education, including the rationale behind senior pay rises. UCU submitted a Freedom of Information (FoI) request to 158 HEIs in November 2018. This followed similar requests submitted in 2017, 2016, 2015 and 2014. All requests were designed to shine a light on the arbitrary nature of senior pay and perks in universities, and support the union’s call for reform. The basis for this report The FoI request that forms the basis of this report was sent to 158 HEIs. It requested details of vice-chancellors’ (or head of institution if known by a different title) salaries and those of other senior post-holders earning over £100,000 at the institution during the academic year of 2017/18 (1 August 2017 to 31 July 2018). It also asked for details spending on flights and hotels, and if the vice- chancellor was provided with accommodation by the university. Finally, we requested to know whether or not the vice-chancellor was a member of the remuneration committee, if they could attend even if not a member and requested a copy of the most recently ratified minutes of the institution’s remuneration committee. Variety of responses The questions on salary, expenditure on flights, hotels and accommodation for vice-chancellors elicited a huge variation in responses with many institutions deploying exemptions under the Freedom of Information Act to avoid providing data. -
Oxford Meeting
OXFORD MEETING 13-15 April 2011 1 A scientific meeting will be held at the Department of Experimental Psychology and St. John’s College, University of Oxford on 13-15 April 2011. The local organiser is Kate Nation Eighth Mid-Career Prize Lecture Thursday 14th April 6.00pm Are there multiple memory systems? Tests of models of implicit and explicit memory Professor David Shanks, University College London Symposiums Thursday 14th April, 1.30pm – 5.00pm Judgement and decision making Organiser: Professor Koen Lamberts Friday 15th April, 9am – 1pm Morphological processing in visual word recognition Organiser: Professor Kate Nation Poster Session This will be held in conjunction with the drinks reception on Wednesday evening at 5.45pm. This will be held in Garden Quad Reception Room, St. John’s College. Delegates may put up posters from 5pm and should take them down by the end of the session. Platform Presentations Sessions will be held in Lecture Theatre B and C in the Department of Experimental Psychology, University of Oxford (South Parks Road, OX1 3UD). Both theatres have data projectors available for Powerpoint presentations. Presenters may provide their own laptops and connector leads, or bring USB keys for the on-site PC computers. Any queries about facilities in the theatres should be sent to the local organiser, Kate Nation ([email protected]) Coffee will be served in the Foyer area of Experimental Psychology. The conference dinner will be at 7.15 p.m. at St. John’s College. A booking form is enclosed. 2 Wednesday 13 April, pm START OF PARALLEL SESSIONS Session A Lecture Theatre B 1.30 Amélie Gourdon* and Sarah R. -
Womencount: Leaders in Higher Education 2018
WomenCount Leaders in Higher Education 2018 A report by Norma Jarboe OBE ‘Progress happens when enough people, in enough parts of an organisation, agree on what is and what is not okay. It happens when people start to have rigorous, provocative and ambitious conversations about the best ways of working together.’ WomenCount WomenCount is very grateful to Perrett Laver for once again supporting this report. It was launched at the London School of Economics and Political Science on 28 November 2018. Cover quotation from The Meaning of Success: Insights from Women at Cambridge. Published by WomenCount © November 2018, all rights reserved. www.women-count.org Designed and produced by Graffeg. WomenCount: Leaders in Higher Education 2018 Contents 2 Foreword 4 Executive Summary 5 Introduction 6 Change through policy and action 9 Collegial Governance: composition of membership 11 Governing bodies: more women at the board table 13 Governing bodies: achieving gender balance 14 Chairs: vast majority are still men 15 Vice-Chancellors: more women in post 17 Chair and Vice-Chancellor teams 18 Chair and Deputy Vice-Chair teams 18 Chancellors 19 Executive teams: a pipeline of women leaders 20 Academic Heads: percentage of women remains the same 21 Female leadership and HEI income 23 Mapping women’s leadership in HEIs 24 Reflections on the Research 26 The Index 38 Biographies of new Vice-Chancellors 48 About WomenCount and the author 1 WomenCount: Leaders in Higher Education 2018 Foreword from Perrett Laver Kate Hunter and Sarah John Joint Heads of Perrett Laver’s UK Higher Education Practice With damaging headlines on value for money, freedom of speech and executive pay, universities have seen a decline in public trust in recent years. -
A New Era for Chemistry at York
Summer 2014 A new era for Chemistry WORLD TOP 100 at York MESSAGE FROM... The Vice-Chancellor s the Autumn Term approaches, it is a good time ideas and suggestions that were offered – there is a lot to say a heartfelt thank you to everyone in the to think about. Of course, there is disagreement on many University. We have had a very productive and issues (although perhaps less than one might expect), but successful academic year. We have taught more the enthusiasm with which you have engaged with the Astudents, submitted more grant applications, and produced consultation and the nature of your responses show that more top-quality articles and books than ever before. We many of us care passionately about the University and its have completed and submitted our REF return. The campus future. It is also clear that the University community is ready has continued to develop, with many projects still underway. to make the changes that are needed to address some of We have only been able to do this (and a great deal more) the challenges ahead. But most importantly, there is a great thanks to the hard work of everybody in the University. Not sense of optimism about the University and what it can all of that work is particularly glamorous, and much of it achieve in the next few years. I share that optimism. With rarely gets the explicit recognition it deserves. I want to say the Senior Management Group, I will continue to discuss that we do not take your extra efforts for granted, and I thank how your ideas, concerns and views can best be reflected you all for your contribution to the University. -
Transparency at the Top? the Third Report of Senior Pay and Perks in UK Universities
Transparency at the top? The third report of senior pay and perks in UK universities History This is the third report on pay and perks at the top of British higher education institutions (HEIs) to be published by the University and College Union (UCU). It forms part of the union’s ongoing campaign for greater transparency in higher education, including the rationale behind senior pay rises. UCU submitted a Freedom of Information (FoI) request to 160 HEIs in October 2016. This followed similar requests submitted in autumn 2015 and autumn 2014. All requests were designed to shine a light on the arbitrary nature of senior pay and perks in universities, and support the union’s call for reform. The union’s report comes in a context of pay being held down for rank and file staff who received 1.1% in 2016/17, 1% in 2015/16, 2% in 2014/15 and 1% in 2013/14. It is also set against a background of rising tuition fees burdening students and their families with unprecedented debt levels. This situation is set to worsen as some higher education institutions will be allowed to increase their fees above £9,000 a year from September (2017) under the newly introduced Teaching Excellence Framework. The basis for this report The FoI request that forms the basis of this report was sent to 160 (HEIs). It requested details of vice-chancellors’ (or head of institution if known by a different title) salaries and those of other senior post-holders earning over £100,000 at the institution during the academic year of 2015/16 (1 August 2015 to 31 July 2016). -
15 June 2017 Times Higher Education 41 University Vice-Chancellor/Chief
discernible relationship between vice- University Vice-chancellor/chief executive Salary Benefits Allowance Total Percentage Pension Percentage Total Key Number of key Percentage chancellor pay and shrinkage of student 2015-16 (£) 2015-16 (£) in lieu of excluding change since 2015-16 (£) change including management management change since numbers in the previous year (see graph, pension pension 2014-15 including pension personnel – staff personnel 2014-15 page 38). contributions 2015-16 (£) pension since 2015-16 (£) costs 2015-16 2015-16 Of course there are myriad reasons why 2014-15 (£’000) student numbers can fall year-on-year. It may University of Aberdeen Sir Ian Diamond 274,000 27,000 301,000 10.7 51,000 11.4 352,000 1,243 Not disclosed −0.1 be a deliberate policy to raise entry standards, Abertay University Nigel Seaton 175,000 175,000 3.6 29,000 4.1 204,000 507 Not disclosed 3.9 or it could be the result of an intrusive 1 construction project that is important for long- Aberystwyth University April McMahon (to 31 Jan 2016) 255,489 32,000 52,000 237,000 17,000 254,000 term growth but that hits student satisfaction John Grattan~* 61,000 14,000 75,000 11,000 86,000 scores and, therefore, subsequent demand in Aberystwyth total 316,489 32,000 66,000 312,000 39.3 28,000 37.1 340,000 1,365 Not disclosed −5.2 the short term. But, on the latter point, the Anglia Ruskin University Michael Thorne (to 29 Feb 2016 ) 194,000 12,000 206,000 206,000 correlation between NSS scores and vice- Iain Martin 97,000 1,000 98,000 16,000 114,000 chancellor pay appears to be stronger, so Anglia Ruskin total 291,000 13,000 304,000 2.7 16,000 8.1 320,000 870 17 14.5 there is some indication that it is feeding into remuneration committees’ thinking (see graph, Arts University Bournemouth Stuart Bartholomew 212,492 5,042 217,534 4.4 4.4 217,534 947 Not disclosed −1.1 page 39).