Senior Staff Remuneration Procedure
(SSRC)
Updated April 2015
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
Page 1
Contents
Page
1&2
General Information
3
Remit of the Internal Advisory Panel of the Senior Staff Remuneration
Committee (SSRC)
3
3.
Professorial Staff
3
4.
Senior Professional Services (G10) Staff
4
5.
CRITERIA Professorial Staff
5
6&7
Material to be provided by the Candidate
6
9.
Application for a Merit Award
7
10.
Senior Professional Services (G10) Staff
7
11 & 12
Candidates - Profesorial Staff & Senior Professional Services (G10)
Staff
8
13
Personal Circumstances
8
14 - 16
Material to be provided by the Deans, the Registrar and the ProDirector (Learning & Teaching)
9
17.
Internal Advisory Panel of the Senior Staff Remuneration Committee
10
18.
Remit of the Senior Staff Remuneration Committee
11
19.
Senior Postholders
12
Feedback
13
Appeals
13
Annexes & Forms
Professors Application For Promotion/Merit Award/Salary Increase Form SS1
Senior Professional Services (G10) Staff Reward Application Form SS2
Senior Postholders’ Reward Application Form SS3
Professorial Curriculum Vitae Checklist - Annex 1
SSRC Remuneration Professor & Senior Profesional Services (G10) Staff
Flowchart 2014/15 - Annex 2
SSRC Remuneration Senior Postholders’ Flowchart 2014/15 - Annex 3
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
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1. This document details SOAS University of London (School) procedures for Senior Staff
Remuneration for Professors, Senior Professional Services staff (Grade G10) and Senior
Post-holders (Director; Pro-Director (Learning & Teaching); Pro-Director (Research &
Enterprise); Dean of the Faculty of Arts & Humanities; Dean of the Faculty of Languages &
Cultures; Dean of the Faculty of Law & Social Sciences; and the Registrar).
2. Professorial and Senior Professional Services (G10) staff remuneration is considered by an
Internal Advisory Panel of the Senior Staff Remuneration Committee (SSRC) and decisions
are then taken to the full Senior Staff Remuneration Committee for noting. Senior Postholders’ remunerations are considered by the Senior Staff Remuneration Committee.
The membership of the Internal Advisory Panel which meets in June each year consists of the
Director (Chair); Pro-Director (Learning & Teaching); Pro-Director (Research & Enterprise);
and the Registrar. The Director of Human Resources acts as Secretary. A HR Manager acts
as the recorder of the notes of the panel meeting.
The membership of the Senior Staff Remuneration Committee which meets in July each year
consists of the Chair of the School’s Governing Body (Chair); two Ex-officio members of the
School’s Governing Body and two lay members of Governing Body nominated by Governing
Body. The Director and Registrar will be in attendance. The Director of Human Resources
acts as Secretary and recorder of the notes of the SSRC meeting.
Remit of the Internal Advisory Panel of the Senior Staff Remuneration Committee
Professorial Staff
3. The Internal Advisory Panel will meet annually to consider each Professor both in terms of
movement within his/her salary band and possible “promotion” to a higher professorial salary
band in accordance with the appropriate criteria as detailed at Section 8 below (please see
Professorial Salary Scales). Candidates will be expected to have successfully performed the
duties outlined in their current job description.
For Professorial staff, there are three overlapping salary bands with the amounts in the bands
subject to cost of living increases. Any movement from one band to another will be subject to
a process of annual review against criteria and according to the process detailed below.
Professorial staff subject to this system are not entitled to automatic incremental progression
within bands and the Internal Advisory Panel will also consider applications for incremental
progression within existing bands (a merit award).
An individual promoted to the rank of Professor will normally be appointed to an appropriate
point in Career Band A/Merit Band A.
All Professorial staff are required to provide an application at least every 3 years based on
activity over the last two/three years or since the award of their last increment/promotion by
providing a CV (not exceeding 10 sides of A4, excluding lists of publications) and completing a
Professorial Staff Promotion & Reward Application Form (SS1) by the publicised deadline (see
Senior Staff Remuneration Flowchart Annex 2 for further details).
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
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Any rewards or promotions decided by the Internal Advisory Panel will have due regard for the
criteria, the recommendation from the Dean of Faculty, the CV and completed SS1 form and
reward/promotions for each individual over the last three years. Account will also be taken of
any available, relevant external salary data for Professorial staff (e.g. the UCEA annual Senior
Staff Remuneration Survey which is usually published during March each year).
The Deans of Faculty will conduct a review of all Professorial staff in their Faculty and make a
recommendation for consideration by the Internal Advisory Panel:

In all cases where an application has been made.

Where no application has been made but where the Dean feels that an individual has
made a substantial contribution to the work of the Faculty since their last review.

Where the Deans feel that there are comparability issues that need to be considered.
In their recommendation the Dean should clearly state why the application for promotion either
does OR does not meet the criteria for the relevant pay band e.g. Merit Band A etc. In the
event the recommendation is that the promotion does OR does not meet the criteria for the
relevant pay band, the Dean should clearly state why OR why not in relation to the criteria.
In the above cases the Dean should ensure that where an individual has not made an
application that one is provided by the published deadline. The Panel will not make any salary
decisions without a full application and recommendation from the relevant Dean.
Senior Professional Services (G10) staff
4. The Internal Advisory Panel will meet annually to consider applications for salary increases
from Senior Professional Services (G10) staff in accordance with recorded achievements
provided by these post-holders.
All Senior Professional Services (G10) staff are required to provide an application at least
every three years based on activity over the last two/three years, or since receipt of their last
reward, by the publicised deadline (see Senior Staff Remuneration Flowchart Annex 2 for
further information) by completing Senior Professorial Services (G10) Staff Reward Application
Form (SS2). Any salary increase will be based on the recommendation from the Registrar, the
Pro-Director (Learning & Teaching) or the Dean, Faculty of Languages & Cultures, and the
completed SS2 form. Account will also be taken of any salary increases made for each
individual over the last three years and any available, relevant external salary data for
professional staff (e.g. the UCEA annual Senior Staff Remuneration Survey).
The Registrar will conduct a review of all the eligible Senior Professional Services (G10) staff
(with the exception of the Head of IFCELS and the Head of the Language Centre) and make a
recommendation for consideration by the Internal Advisory Panel:

In all cases where an application has been made.

Where no application has been made but where the Registrar feels that an individual
has made a substantial contribution to the work of the School since their last review.
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
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
Where the Registrar feels that there are comparability issues that need to be
considered.
The Pro-Director (Learning & Teaching) will conduct a review of the Head of IFCELS and the
Dean, Faculty of Languages & Cultures will conduct a review of the Head of the Language
Centre and make a recommendation for consideration by the Internal Advisory Panel:

In all cases where an application has been made.

Where no application has been made but where the Pro-Director (Learning &
Teaching) and/or Dean, Faculty of Languages & Cultures feels that an individual has
made a substantial contribution to the work of the School since their last review.

Where the Pro-Director (Learning & Teaching) and/or Dean, Faculty of Languages &
Cultures feels that there are comparability issues that need to be considered.
In the above cases the Registrar, the Pro-Director (Learning & Teaching) or the Dean, Faculty
of Languages & Cultures, as appropriate, should ensure that where an individual has not
made an application that one is provided by the published deadline. The Panel will not make
any salary decisions without a full application and recommendation from the Registrar, the
Pro-Director (Learning & Teaching) or the Dean, Faculty of Languages & Culture, as
appropriate.
CRITERIA
Professorial Staff
5. Candidates will be expected to have successfully performed the duties outlined in their current
job description and/or the criteria for their pay band as detailed at Section 8 below.
The professorial pay bands criteria must be understood in the overall context of the high level
of academic distinction of the readers and professors at SOAS, as stipulated in the regulations
for the appointment and/or promotion of readers and professors in the University of London.
The School expects all of its professors to be academically distinguished, with a national or
international reputation. It expects its professors to contribute fully and well to all relevant
aspects of academic work of the School. Meeting these baseline expectations will not of itself
justify the making of a merit award in the annual review process.
A move from one pay band to another is made only if clear evidence is available that the
individual’s distinction and contribution have met or exceeded the terms of the criteria relating
to the relevant level of award.
For purposes of promotion they will be assessed by reference to their scholarly and other contribution
to the School as evidenced by:
(a)
Research:
Contribution to the advancement of the subject by research and
scholarship through the acquisition and synthesis of knowledge and understanding,
and resulting in publication.
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
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For the purposes of any promotion, the term ‘research’ is understood to mean
publications of international quality.
(b)
Teaching: Contribution to the advancement of a particular subject area by teaching,
and by educational innovation where appropriate.
(c)
Academic leadership: Contribution to a subject through the development of research
projects, award of external grants and research supervision, and / or to the
administration of a faculty, department, centre, programme of study or research team
which facilitates the academic contribution of colleagues and enhances the reputation
of the School.
(d)
Knowledge transfer and enterprise activity: contribution to society and the economy
through the application of knowledge to the benefit of the broader community (i.e.
NGOs, business, government and the general public).
In evaluating cases for promotion, the School will place great weight on peer judgments, as
reflected in contribution to research assessment exercises and objective criteria relating to
research output. Since criteria vary from discipline to discipline, there is good reason to rely
on discipline-specific norms, expectations and processes.
Material to be provided by the Candidate
Application for Promotion
6.
It is the responsibility of each candidate to ensure that all paperwork provided by them
is complete and compliant. Materials not required should NOT be submitted. Incomplete
or non-compliant applications will be disqualified from consideration in that year’s promotions
round. Applications may not be modified after the application deadline.
Before putting forward an application, it is suggested that candidates seek advice from senior
colleagues as to the appropriateness of the application.
7.
In all cases the candidate should supply the following information:
(a)
The Professors Application for Promotion/Merit Awards/Salary Increase (SSRC
Form SS1)
(b)
An updated curriculum vitae (not exceeding 10 sides of A4 paper excluding lists
of publications) containing the information specified in the Professorial Curriculum Vitae
Checklist .
8.
The specific criteria for Professorial Career Band A/Merit Band A, Career Band B and Merit
Band B are as follows:
Career Band A/Merit Band A will be the main career band for a majority of professors. It will
be the normal entry band of internal promotions. The annual review process will identify
distinctive contributions in published research, or leadership in a field of study within or beyond
the School, or meritorious service in administration.
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
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It also allows the School to recognise outstanding personal achievement of a scholar as
indicated by external recognition (e.g., in election to the British Academy, award of a major
prize, or a sustained record in winning externally-awarded research funding).
Career Band B is intended to cater for professors who have demonstrated achievement both
in scholarship and in academic leadership, but with an indisputable demonstration of
excellence in one of these. It seeks to identify scholars with an international reputation earned
by exceptional and sustained contributions to the academic work of the School, and/or
scholars whose leadership role exceeds normal expectations.
Merit Band B is intended to cater for the small number of professors with an indisputable
record of excellence in both scholarship and academic leadership, and who have made a
major contribution to the School, or, if externally appointed, had made such a contribution
elsewhere and are expected to do so in SOAS.
Application for a Merit Award
9.
It is the responsibility of each candidate to ensure that all paperwork provided by them is
complete and compliant. Materials not required should NOT be submitted. Incomplete or
non-compliant applications will be disqualified from consideration in that year’s
reward/promotions round. Applications may not be modified after the application deadline.
Candidates who wish to apply for a merit award should provide a CV and complete the
Professors Application for Promotion/Merit Awards/Salary Increase SSRC Form SS1, Sections
A and B, including a brief statement of achievement indicating any particular achievements not
previously considered and within the preceding 12 months. Evidence should be provided in
the following areas:




Evidence of a major publication or significant grant award (This should be over and
above normal expectations for the role).
Evidence of externally awarded honours, e.g. election to the British Academy.
Evidence of specific examples of outstanding academic leadership.
Evidence of particular meritorious contribution to the work of the School, Faculty,
Department or specialist managerial or professional function.
Evidence of output since the last review is required for a merit award.
Senior Professional Services (G10) Staff
10.
Candidates will be expected to have successfully performed the duties outlined in their current
job description and should provide evidence in the following areas (to make a case for a salary
increase) taking account of their performance and stating their achievements against their
agreed targets for the year:

Achievement of specific aims and objectives relating to daily activity in their
area/specialism;

Activities supporting the development and achievement of School-wide projects and
strategic aims;
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
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
Leadership and Management activities (for their Team(s) and across the School);

External activities on behalf of the School;

A brief personal statement of achievement should also be provided.
Candidates
Professorial Staff
11.
All Professorial staff are required to provide an application for promotion or a merit reward at
least every three years by the publicised deadline.
In all cases the candidate should supply the following information:

Professorial Staff Promotion & Reward Application Form (SS1) including a brief
personal statement of achievement indicating any particular achievements not
previously considered and within the preceding two to three years and a curriculum
vitae.

For promotion to another pay band, a full curriculum vitae is also required
demonstrating that the relevant criteria relating to the Professorial salary bands have
met or exceeded the terms of the criteria relating to the relevant level of award for
Professor Merit Band A, Career Band B or Merit Band B. The updated CV should
contain the information specified in the Professorial Curriculum Vitae Checklist.
Senior Professional Services (G10) Staff
12.
All Senior Professional Services staff are required to provide a application at least every three
years by the publicised deadline.
Candidates should supply the following information:

Senior Professional Services (G10) Staff Reward Application Form (SSRC
Form SS2) including a brief statement of achievement indicating any particular
achievements not previously considered and within the preceding two to three
years.

A copy of a current job description for their role
Personal Circumstances
13.
In order that consideration can be given to all relevant factors, candidates are encouraged to
indicate any individual circumstances that they consider may have seriously affected their
output. Specific details do not have to be described (e.g. do not have to describe a disability).
A range of personal circumstances can be taken into account.
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
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Some examples are as follows:
 Absences due to maternity, adoption, parental or carers leave
 Periods of part-time working
 Disability, including temporary incapacity that lasts for more than six months.
 Absence due to ill-health or injury
 Absences for more than six consecutive months (i.e. career break)
 Special leave of absence on secondment to other organisations
This is not an exhaustive list. If candidates have any personal circumstances which they consider to
have seriously impacted on their output, they should provide brief details as a separate attachment
and the Personal Circumstances box on either the Professorial Staff Promotion & Reward Application
Form (SS1) or the Senior Professional Services (G10) Staff Reward Application Form (SS2) should
be ticked, as appropriate.
Material to be provided by the Deans, the Registrar and the Pro-Director (Learning & Teaching)
14.
15.
16.
The Dean will conduct a review of all the Professorial Staff in their Faculty and provide a
recommendation for consideration by the Internal Advisory Panel (in cases of promotion, the
Deans review will have regard to the applicable criteria):

In all cases where an application has been made.

Where no application has been made but where the Dean feels that an individual has
made a substantial contribution to the work of the Faculty since their last review.

Where the Dean feels that there are comparability issues that need to be considered.
The Registrar will conduct a review of all eligible Senior Professional Services (G10) Staff (with
the exception of the Head of IFCELS and the Head of the Language Centre) and provide a
recommendation for consideration by the Internal Advisory Panel:

In all cases where an application has been made.

Where no application has been made but where the Registrar feels that an individual
has made a substantial contribution to the work of the School since their last review.

Where the Registrar feels that there are comparability issues that need to be
considered.
The Pro-Director (Learning & Teaching) will conduct a review of the Head of IFCELS and the
Dean, Faculty of Languages & Cultures will conduct a review of the Head of the Language
Centre and provide a recommendation for consideration by the Internal Advisory Panel:

In all cases where an application has been made.

Where no application has been made but where the Pro-Director (Learning &
Teaching) or Dean, Faculty of Languages & Cultures feels that an individual has made
a substantial contribution to the work of the School since their last review.
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
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
Where the Pro-Director (Learning & Teaching) or Dean, Faculty of Languages &
Cultures feels that there are comparability issues that need to be considered.
The Deans, Registrar and Pro-Director (Learning & Teaching) will submit their recommendations to
SSRC@soas.ac.uk by the deadline published on the SSRC Flowchart.
In the above cases the Deans, Registrar and Pro-Director (Learning & Teaching), as appropriate,
should ensure that where an individual has not already made an application that one is provided by
the published deadline. The Panel will not make any salary decisions without a full submission and
recommendation from the relevant Dean, Registrar or Pro-Director (Learning & Teaching).
Internal Advisory Panel of the Senior Staff Remuneration Committee
17.
The Internal Advisory Panel will operate in accordance with the following main procedures,
taking account of the School’s Equal Opportunities Policy and the School’s commitment to
comply with all of the applicable equality and diversity legislation. The Panel may, in addition
to the information provided by applicants, the Deans, the Registrar and the Pro-Director
(Learning & Teaching) call for any further information, or take such other advice as it considers
necessary at any stage in the process.
The Panel will not make any salary decisions without a full application and recommendation
from the Deans, the Registrar and the Pro-Director (Learning & Teaching).
The Panel will consider a full application and recommendation from the Deans in respect of all
cases. The Deans should ensure that an application is forthcoming for all Professors on
points 3, 6, or 9 of the Career A pay band.
When making decisions about rewards, the Internal Advisory Panel will have due regard for
the criteria, the recommendation from the Deans, the Registrar and the Pro-Director (Learning
& Teaching), the personal statement of achievement and any salary increases made for each
individual over the last three years. Account will also be taken of any available, relevant
external salary data for professorial staff and senior professional services (G10) staff (e.g. the
UCEA annual Senior Staff Remuneration Survey).
Usually salary increases are in the order of £1,000 to £2,000 but may be larger in exceptional
circumstances. The Internal Advisory Panel will make a recommendation on all applications to
the full Senior Staff Remuneration Committee.
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
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Remit of the Senior Staff Remuneration Committee (SSRC)
18. The remit of this committee is to decide the remuneration and terms and conditions of service
of the following Senior Postholders at the School:
 The Director
 The Registrar
 The Pro-Director (Learning and Teaching)
 The Pro-Director (Research & Enterprise)
 The Dean of the Faculty of Arts & Humanities
 The Dean of the Faculty of Languages & Cultures
 The Dean of the Faculty of Law & Social Sciences
 The Secretary
SSRC has to make its decisions taking due account of the performance of the individual
postholder in the preceding 12 months.
Senior postholders will be expected to have successfully performed the duties outlined in their
current job description and, with the exception of the Registrar, the criteria for their professorial
pay band as follows:
Career Band A/ Merit Band A will be the main career band for a majority of professors. It will
be the normal entry band of internal promotions. The annual review process will identify
distinctive contributions in published research, or leadership in a field of study within or beyond
the School, or meritorious service in administration.
It also allows the School to recognise outstanding personal achievement of a scholar as
indicated by external recognition (e.g. election to the British Academy, award of a major prize,
or a sustained record in winning externally-awarded research funding).
Career Band B is intended to cater for professors who have demonstrated achievement both
in scholarship and in academic leadership, but with an indisputable demonstration of
excellence in one of these. It seeks to identify scholars with an international reputation earned
by exceptional and sustained contributions to the academic work of the School, and/or
scholars whose leadership role exceeds normal expectations.
Merit Band B is intended to cater for the small number of professors with an indisputable
record of excellence in both scholarship and academic leadership, and who have made a
major contribution to the School, or, if externally appointed, had made such a contribution
elsewhere and are expected to do so in SOAS.
The Professorial Pay Bands Criteria must be understood in the overall context of the high level
of academic distinction of the readers and professors at SOAS, as stipulated in the regulations
for the appointment and/or promotion of readers and professors in the University of London.
The School expects all of its professors to be academically distinguished, with a national or
international reputation; it expects its professors to contribute fully and well to all relevant
aspects of academic work of the School. Meeting these baseline expectations will not of itself
justify the making of a merit award in the annual review process.
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
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A merit award within these bands is made only if clear evidence is available that the
individual’s distinction and contribution have met or exceeded the terms of the criteria relating
to the relevant level of award or as detailed in their letter of appointment to their post.
Senior Postholders
19.
All Senior postholders are required to complete an application by the publicised deadline as
detailed on the Senior Staff Remuneration Flowchart – Annex 3. Applications received after
the deadline will not be considered.
In accordance with the instruction from SSRC at its meeting of 7 July 2014, it was agreed that
relevant information should be taken by applicants from their SDR forms and included with the
applications (with indications of how objectives had been met) against paragraphs 1 to 5 of
Section B of Form SS3.
Therefore, Senior Postholders should supply the following information:

Senior Postholders Reward Application Form (SS3) including a brief statement
of achievement indicating any particular achievements not previously
considered and within the previous 12 months.

A copy of a current job description for your role

A full curriculum vitae demonstrating that the relevant criteria relating to the
Professorial salary bands (as detailed at Section 18 above -) have been met if
applying for promotion. The updated CV should contain the information
specified in the Professorial Curriculum Vitae Checklist.
Candidates will be expected to have successfully performed the duties outlined in their current
job description and should provide evidence in the following areas (to make a case for a salary
increase) stating their achievements against their agreed targets for the year taken from their
SDR and how objectives had been met and not previously considered:

Achievement of specific aims and objectives relating to daily activity in their
area/specialism.

Activities supporting the development and achievement of School-wide projects and
strategic aims.

Leadership and Management activities (for your Team and across the School).

External activities on behalf of the School.
Usually salary increases are in the order £1,000 to £4,000 but may be larger in exceptional
circumstances.
Material to be provided by the Pro-Director (Learning & Teaching), Pro-Director (Research &
Enterprise) or Director, as appropriate.
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
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
The Pro-Director (Learning & Teaching) will conduct a review of the Dean of the Faculty of
Languages & Cultures and provide a recommendation for consideration by the Senior Staff
Remuneration Committee. In cases of promotion, the Pro-Director’s review will have regard to
the applicable criteria.

The Pro-Director (Research & Enterprise) will conduct a review of the Dean of the Faculty of
Arts & Humanities and the Dean of the Faculty of Law & Social Sciences and provide a
recommendation for consideration by the Senior Staff Remuneration Committee. In cases of
promotion, the Pro-Director’s review will have regard to the applicable criteria.

The Director will conduct a review of the Pro-Director (Learning & Teaching), the Pro-Director
(Research & Enterprise) and the Registrar and provide a recommendation for consideration by
the Senior Staff Remuneration Committee.

The Pro-Director (Learning & Teaching), the Pro-Director (Research & Enterprise) and the
Director will submit their recommendations to SeniorPostholders@soas.ac.uk by the deadline
published annually on the SSRC Flowchart.
Feedback
All applicants will receive confirmation in writing of the outcome of their application for promotion or for
a reward. All unsuccessful applicants for promotion will be offered the opportunity to discuss the
outcome further with their Dean, Registrar, Pro-Director or Director, as appropriate.
Timetable
The Internal Advisory Panel of the Senior Staff Remuneration Committee will normally meet in June
and the Senior Staff Remuneration Committee will normally meet in July. The Director of Human
Resources will issue a reminder to the Director, the Pro-Director (Learning & Teaching), the ProDirector (Research & Enterprise), the Dean of the Faculty of Arts & Humanities, the Dean of the
Faculty of Languages & Cultures, the Dean of the Faculty of Law & Social Sciences and the Registrar
in April each year attaching the two Senior Staff Remuneration Flowcharts Annex 2 and Annex 3.
Also in late April each year the Director of Human Resources will issue a notice to Professors and all
Senior Professional Services (G10) staff (copied to the Director, the Pro-Directors, the Deans and the
Registrar) attaching the Senior Staff Remuneration Flowcharts and the Senior Staff Remuneration
Procedure.
Promotions and awards are implemented with effect from 1 August following the consideration of
applications.
Appeals
Once the deadline for applications has passed, members of staff should not discuss their application
with individual members of the Internal Advisory Panel. The decision of the Advisory Panel is final,
except where there has been a material breach of this procedure. It should be stressed that appeals
may only be initiated on procedural grounds, and that the appeal process may not be used to
challenge the judgment of the Internal Advisory Panel or the Senior Staff Remuneration Committee.
Where an applicant believes such breach has occurred, he/she may make a written representation to
the Director of Human Resources, outlining exactly why he/she believes a material breach of the
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
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Senior Staff Remuneration procedure has occurred. The appeal must be made within 28 days of the
applicant being informed of the decision of the Internal Advisory Panel.
The Internal Advisory Panel will be reconvened to consider a written application from the applicant,
giving full details of the reason for the appeal, and will call for any other evidence it feels necessary.
However, if the panel finds that there has been a material breach of the procedure, it will consider the
application for a reward or promotion again.
Human Resources
[Procedure updated April 2015]
SENIOR STAFF REMUNERATION PROCEDURE (SSRC) Updated April 2015
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