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Purpose

  • To assist the Council with oversight of strategy and policy relating to University staff matters and culture
  • The Committee also advises Council in relation to Vice-Chancellor recruitment, Key Performance Indicator (KPI) setting, and the annual review of the Vice-Chancellor’s performance
  • The Chancellor is the sole delegated Council liaison between the Council and Vice-Chancellor, and the sole delegated Council spokesperson on the Vice-Chancellor’s remuneration and performance
  • The Committee may obtain legal or other independent professional advice and invite third parties with the relevant experience and expertise to attend meetings if considered necessary
  • Discussions in this Committee are strictly confidential.  The Committee normally meets four times each year, but other meetings may be scheduled as required

Terms of Reference

Vice-Chancellor recruitment

  • To make recommendations to the Council regarding the recruitment process when a vacancy arises in the Vice-Chancellor role
  • To make recommendations to the Council regarding the appointment of an Acting Vice-Chancellor in cases of emergency (subject to urgency) or for a period where there is no appointed Vice-Chancellor

Remuneration and Key Performance Indicators ( KPIs )

  • To annually conduct a review of the Vice-Chancellor’s performance against established KPIs, which shall include consideration of a written report from the Vice-Chancellor, and 360-degree feedback and to report to Council

To make recommendations to the Council on:

  • All components of the remuneration and employment agreement of the Vice-Chancellor
  • Establishment of annual KPIs for the Vice-Chancellor consistent with strategic and annual plans
  • State Services Commission engagement with respect to remuneration and employment terms and conditions
  • Job sizing of the Vice-Chancellor’s role
  • Renewal or non-renewal of the Vice-Chancellor’s contract
  • Mentoring and leadership development that the Vice-Chancellor may require
    succession planning for the Vice-Chancellor role

To receive and consider reports from the Vice-Chancellor on:

  • Remuneration of the senior managers who report directly to Vice-Chancellor
  • The performance review of the senior managers who report directly to the Vice-Chancellor
  • Pay equity in comparable roles across the university
  • Remuneration policy and practices
  • Such other remuneration matters as are referred to it by the Council

Succession planning and capability

To receive and consider reports from the Vice-Chancellor on:

  • The succession planning process for senior managers who report directly to the Vice-Chancellor
  • The University’s talent development strategies and programmes and progress towards implementation

Organisational culture and wellbeing

To receive and consider reports from the Vice-Chancellor on:

  • Staff wellbeing initiatives and the associated framework
  • Staff engagement in measured activities
  • Staff recruitment and retention

Workforce demographics

  • To receive and consider reports from the Vice-Chancellor on the demographics of the University workforce

Constitution

  • Pro-Chancellor (Convener)
  • Chancellor
  • Convener of the Audit and Risk Committee
  • Up to two lay members of the Council

In attendance (except for matters in respect of the Vice-Chancellor’s Performance Review or Vice-Chancellor recruitment)

  • Vice-Chancellor
  • Director, Health and Safety and Wellbeing
  • Director, Human Resources Division
  • Registrar and Secretary to the Council

Meeting dates

View the meeting dates for the University of Otago Council and Council Committee

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