People and Organisational Development Committee
Updated on 1 February 2023
Information about the remit and membership of the People and Organisational Development Committee which is a committee of University Court.
- The membership for any given year is set out in the attached schedule. It shall comprise a mix of lay members and staff members.
- The quorum for any meeting is 50% of the total membership rounded up. The quorum for any given year is likewise set out in the attached schedule. To be quorate at least two lay members and one elected/nominated member must be present. Elected/nominated members include both staff and students.
- Each meeting of the Committee shall normally be attended by the University Secretary; a Vice- Principal; the Director and Deputy Director of Human Resources & Organisational Development and other officers at the discretion of the Director of Human Resources & Organisational Development in consultation with the Convener.
- The following skills/experience are particularly valued by the Committee:
- Senior management experience in a complex organisation/public body;
- Experience in the management of Higher Education;
- Knowledge of employment law;
- Specific knowledge and experience of one or more of the following areas: HR; Health, Safety and Wellbeing; Organisational Development; People analytics; organisational change;
- Understanding of trade unions and management within a unionised environment.
The above skills should be covered by the Committee as a whole, with individual skill-sets contributing towards this.
- The Committee shall usually meet four times per session and shall report, through the submission of minutes of each meeting, to the next meeting of the Court.
- The Committee’s secretary shall normally be the Policy Officer (Corporate Governance).
- To support the institution’s implementation of the University Strategy in relation to its people-related objectives, actions and KPIs and to promote staff welfare;
- To develop, implement and review principles, policies and procedures on all matters relating to people for all staff employed by the University, including pay and reward matters and to ensure that these comply with the requirements of relevant employment legislation1 ;
- To monitor and review all health, safety and wellbeing arrangements within the University affecting staff, students and visitors and to advise Court on statutory and other requirements relating to its responsibilities for health and safety;
- To advise the Court on statutory and other requirements relating to its responsibilities for equality and diversity;
- To monitor and evaluate the University’s staff development policies and to promote relevant developmental opportunities for staff;
- To sustain and evaluate an equal opportunities policy for the University and to sponsor programmes of action in support of the policy;
- To oversee the staff consultative process with the recognised trades unions and to advise the Court accordingly.
1 In interpreting this remit, it should be noted that in accordance with the Schedule of Delegation & Decision-Making, the Remuneration Committee is responsible for decisions regarding the salaries, emoluments and terms and conditions of service for the Principal and members of the UEG, and for the oversight and reporting to Court on the outcomes of the delegation of responsibility to the UEG for annual salary increases and awards to those grade 10 staff of the University who are not members of the UEG.
Terms of reference
- Through agreed performance indicators, the Committee shall monitor the implementation and effectiveness of the People aspects of the University Strategy.
- The Committee shall evaluate planned strategic interventions to support organisational development and strategic change.
- The Committee shall consider and evaluate the implications of significant workforce trends within the University, higher education sector and more widely to ensure that the University’s approaches reflect best practice.
- The Committee shall receive the staffing profile of the University on a regular basis and shall monitor this against key Human Resources metrics/analytics (both internal and external).
- The Committee shall consider risks relating to staff, such as staff retention, and will ensure that controls are in place against these risks.
- The Committee shall keep under review arrangements for monitoring staff attitudes, opinions and wellbeing.
- To endorse to the Court for approval policies and procedures affecting staff and their terms and conditions including, for example, health & safety, equality & diversity and arrangements to consider grievances and disciplinary issues, etc.
|Name||Category for the Purpose of Determining Quorum|
|Jane Marshall (Convener)||
|Dr David Martin||
Officers and others in regular attendance
|Professor Iain Gillespie||
Principal & Vice-Chancellor
|Dr Neale Laker||
|Dr Jim McGeorge||
|Professor Shane O’Neill||
Vice-Principal (Academic Performance & Planning)
Policy Officer (Corporate Governance) as Secretary to the Committee
Deputy Director of Human Resources & Organisational Development
Director of Human Resources & Organisational Development
Other officers may be invited as required to fulfil the business of the Committee.
At least three members (taken from 1 above).
Dr Elizabeth Rogers
+44 (0)1382 firstname.lastname@example.org