SOAS University of London

Senior Staff Remuneration 2016

1. Introduction
2. Eligibility
3. Decision making bodies
    3.1. Professorial and Senior Professional Services (G10)
    3.2. Senior Post-holders
4. Remit of the Internal Advisory Panel (IAP) of the Senior Staff Remuneration Committee (SSRC)
    4.6 Professorial Staff
    4.7 Senior Professional Services (G10) staff
5. Remit of the Senior Staff Remuneration Committee (SSRC)
6. Criteria
    6.1 Professorial Staff
    6.2 Senior Professional Services (G10) staff
    6.3 Senior Postholders
7. Material to be provided by the candidate
    7.1 Professorial Staff
         7.1.1 Application for promotion to the next pay band
         7.1.2 Application for a merit award
    7.2 Senior Professional Services (G10) Staff
    7.3 Senior Postholders
8. Recommendations
    8.1 Professorial and Senior Professional Services (G10) staff
    8.2 Senior Postholders
9. Personal Circumstances
10. Feedback
11. Timetable
12. Appeals
APPENDIX 1 Checklist for Professorial CVs
1. Introduction

This document details SOAS University of London (School) procedures for Senior Staff Remuneration.

2. Eligibility

 2.1 The procedure applies to:

  • Professors;
  • Senior Professional Services staff (Grade G10); 
  • 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). 

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3. Decision making bodies

3.1 Professorial and Senior Professional Services (G10)

3.1.1  Professorial and Senior Professional Services (G10) staff remuneration is considered by an Internal Advisory Panel (IAP) of the Senior Staff Remuneration Committee.  Decisions are taken to the full Senior Staff Remuneration Committee for noting.

3.1.2 The membership of the Internal Advisory Panel (IAP) is:

  • Director (Chair)
  • Pro-Director (Learning & Teaching);
  • Pro-Director (Research & Enterprise);
  • Registrar.

The Director of Human Resources acts as Secretary. A representative from HR acts as the recorder of the notes of the panel meeting. The IAP meets in June.


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3.2   Senior Post-holders

3.2.1  Senior Post-holders’ remuneration is considered by the Senior Staff Remuneration Committee.

3.2.2  The membership of the Senior Staff Remuneration Committee (SSRC) is:

  • Chairof the School’s Governing Body (Chair);
  • two Ex-officio members of the School’s Governing Body
  • 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 meeting.  The panel meets in July.


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4. Remit of the Internal Advisory Panel (IAP) of the Senior Staff Remuneration Committee (SSRC)

4.1  The IAP 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. 

4.2  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.

4.3  The Panel will not make any salary decisions without a full application, and a recommendation from the Dean, the Registrar, or the Pro-Director (Learning & Teaching).

4.4  Salary increases will usually be in the order of £1,000 to £2,000 but may be larger in exceptional circumstances. 

4.5  The IAP will make a recommendation on all applications to the full SSRC.


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4.6 Professorial Staff

4.6.1 The IAP will meet annually to consider each Professor, both in terms of movement within their salary band, and possible “promotion” to a higher professorial salary band in accordance with the criteria (please see Professorial Salary Scales).  Candidates will be expected to have successfully performed the duties outlined in their current job description and meet the minimum expectation outlined in the academic performance framework.

4.6.2  There are three overlapping Professorial salary bands, which are subject to cost of living increases.  Any movement from one band to another will be subject to a process of annual review against the criteria, following the process outlined in this document.  The IAP will consider applications for incremental progression within existing bands (a merit award).  Professorial staff subject to this system are not entitled to automatic incremental progression within bands.

4.6.3  An individual promoted to the rank of Professor will normally be appointed to an appropriate point in Career Band A/Merit Band A.

4.6.4  All Professorial staff are required to provide an application at least every three years based on activity over the last two/three years, or since the award of their last increment/promotion.

4.6.5  The IAP will make decisions for rewards or promotion based on:

  • the criteria;

  • the recommendation from the Dean of Faculty;

  • the  Application document;

  • the reward/promotion history of the applicant.

4.6.6  All decisions will be made in relation to any available, relevant external salary data for Professorial staff (e.g. the UCEA annual Senior Staff Remuneration Survey, which is usually published in March). 

4.6.7  The Deans of Faculty will conduct a review of all Professorial staff in their Faculty and make a recommendation for consideration by the IAP:

  •  in all cases where an application has been made.

  • where no application has been made, but the Dean feels that an individual has made a substantial contribution to the work of the Faculty since their last review.

  • where it is the Dean’s view that there are comparability issues that need to be considered.

4.6.8  The Deans should ensure that an application is forthcoming for all Professors on points 3, 6, or 9 of the Career A pay band.

4.6.9  The Dean’s recommendation must clearly state whether the application for promotion does or does not meet the criteria for the relevant pay band, and link the reasoning for their decision directly to the criteria.

4.6.10  The IAP will not make any salary decisions without a full application, and a recommendation from the relevant Dean.


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4.7  Senior Professional Services (G10) staff 

4.7.1  The IAP will meet annually to consider applications for salary increases for Senior Professional Services (G10) staff based on a record of achievements provided by the post holder.

4.7.2  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 the award of their last reward.

4.7.3  Applications should comprise a completed Senior Staff Remuneration application form and a current job description. 

4.7.4  The IAP will make decisions for salary increases based on:

  • the recommendation from the Registrar, Pro-Director (Learning & Teaching), or the Dean (Faculty of Languages and Cultures),

  • the application form,

  • the reward/promotion history of the applicant.

4.7.5  All decisions will be made in relation to any available, relevant external salary data for professional staff (e.g. the UCEA annual Senior Staff Remuneration Survey, which is usually published in March). 

4.7.6 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 IAP.  The Pro-Director (Learning & Teaching) will conduct a review of the Head of IFCELS. 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 IAP. 

A recommendation will be made:

  • in all cases where an application has been made.

  • where no application has been made, but the Registrar/Pro-Director/Dean feels that an individual has made a substantial contribution to the work of the School since their last review.

  • where the Registrar/Pro-Director/Dean feels that there are comparability issues that need to be considered.

4.7.7  The Registrar/Pro-Director/Dean’s recommendation must clearly state whether the application for salary increase does or does not meet the criteria for a reward, and link the reasoning for their decision directly to the evidence provided against the criteria.

4.7.8  The IAP will not make any decisions without a completed application, and a recommendation from the Registrar/Pro-Director/Dean.


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5. Remit of the Senior Staff Remuneration Committee (SSRC)

5.1  The remit of the SSRC is to decide the remuneration and terms and conditions of service of the following Senior Postholders at the School:

  • Director

  • Registrar

  • Pro-Director (Learning and 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

  • Secretary

5.2  SSRC has to make its decisions taking due account of the performance of the individual postholder in the preceding 12 months.

5.3  Senior postholders will be expected to have successfully performed the duties outlined in their current job description and (with the exception of the Registrar) meet the criteria for their professorial pay band.

5.4  Usually, salary increases are in the order £1,000 to £4,000 but may be larger in exceptional circumstances. 


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6. Criteria

6.1 Professorial Staff

6.1.1  Candidates will be expected to have successfully performed the duties outlined in their current job description, meet the minimum expectation outlined in the academic performance framework and/or fully meet the criteria for their pay band. 

6.1.2  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 an international reputation;

  • to contribute fully and well to all relevant aspects of academic work of the School. 

Meeting these baseline expectations will not of itself justify a merit award in the annual review process.

6.1.3 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.  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 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 at SOAS.

6.1.4  Promotion to a higher pay band is only approved if clear evidence is provided that the individual’s distinction and contribution meet and/or exceed the criteria relating to the relevant level of award.

6.1.5  For purposes of promotion, a Professor will be assessed by reference to their contribution to the School as evidenced by the following criteria: 

  • 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.  For the purposes of any promotion, the term ‘research’ is understood to mean publications of international quality.

  • Teaching
    Contribution to the advancement of a particular subject area by teaching, and by educational innovation where appropriate.

  • 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.

  • 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).

6.1.6  In evaluating applications for promotion to the next pay band, 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, the panel will rely on discipline-specific norms, expectations and processes.



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6.2 Senior Professional Services (G10) staff 

6.2.1  Candidates will be expected to have successfully performed the duties outlined in their current job description and be able to provide evidence against the criteria. 

6.2.22  For consideration of a reward, applicants will be assessed by reference to their contribution to the School as evidenced by the following criteria:

  • 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 their team and across the School).

  • external activities on behalf of the School.

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 6.3 Senior Postholders

6.3.1  Candidates should evidence their achievements against their agreed targets for the year, as identified in their Staff Development Review, outlining how objectives have been met.  They 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):

  • 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 their team and across the School).
  • External activities on behalf of the School.

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7.  Material to be provided by the candidate

    7.1 Professorial Staff 

    7.1.1  Application for promotion to the next pay band

      7.1.1.1  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. 

        7.1.1.2  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.

          7.1.1.3 Before putting forward an application, it is suggested that candidates seek advice from senior colleagues as to the appropriateness of the application.

          7.1.1.4  Candidates must supply the following documents in support of their application:

            7.1.1.5 Applications must be submitted to rewards@soas.ac.uk by the published deadline.


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            7.1.2  Application for a merit award

            7.1.2.1  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. 

            7.1.2.2  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.

            7.1.2.3  Candidates must complete the  Senior Staff Remuneration application form  to apply for a merit award

            7.1.2.4  A CV is not required for an application for a merit award.

            7.1.2.5  Evidence should be provided in the following areas, demonstrating achievement since the last award (if applicable):

            • 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.

            7.1.26 Applications must be submitted to rewards@soas.ac.uk by the published deadline.


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              7.2  Senior Professional Services (G10) Staff

              7.2.1 Candidates will be expected to have successfully performed the duties outlined in their current job description, and should provide evidence in the following areas within the application form, demonstrating 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.
              • 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.

              7.2.2  Candidates must supply the following documents in support of their application:

              7.2.3  Applications must be submitted to rewards@soas.ac.uk by the published deadline.

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                7.3 Senior Postholders

                7.3.1 All Senior Postholders are required to complete an application on an annual basis.

                7.3.2 Candidates must supply the following documents in support of their application:

                • Senior Staff Remuneration application form
                • A current curriculum vitae (maximum 10 A4 pages, excluding the publications list) containing the information specified in the Professorial Curriculum Vitae Checklist.

                7.3.2 Applications must be submitted to rewards@soas.ac.uk by the published deadline.

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                8. Recommendations

                8.1 Professorial and Senior Professional Services (G10) staff

                8.1.1  The Registrar, Pro-Director (Learning & Teaching) or relevant Dean will submit their written recommendations to rewards@soas.ac.uk by the published deadline.

                8.1.2  In cases where the Registrar, Pro-Director (Learning & Teaching) or relevant Dean has identified a candidate for reward, they should ensure that an application is provided by the published deadline. 

                  8.2 Senior Postholders

                  8.2.1  In cases of promotion, the recommendation will have regard to the applicable criteria.

                  8.2.2  The relevant reviewer (as detailed in the table below) will submit their recommendations to rewards@soas.ac.uk by the published deadline.

                  Postholder Reviewer
                  Dean of the Faculty of Languages & Cultures Pro-Director (Learning & Teaching)
                  Dean of the Faculty of Arts & Humanities Pro-Director (Research & Enterprise)
                  Dean of the Faculty of Law & Social Sciences Pro-Director (Research & Enterprise)
                  Pro-Director (Learning & Teaching) Director
                  Pro-Director (Research & Enterprise) Director
                  Registrar Director

                    9.  Personal Circumstances

                    9.1   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. candidates do not have to describe a disability).  A range of personal circumstances can be taken into account.

                    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

                    9.2  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 tick the personal circumstances box on the application form.

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                    10.  Feedback

                    10.1  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. 

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                    11. Timetable

                    •The Application Form and supporting documents (where applicable) should be passed on electronically to the Dean/Pro-Director/Registrar/Director by 17:00 on Friday 13 May 2016.  >> •The Dean/Pro-Director/Registrar should provide a supporting statement and submit the completed form electronically to rewards@soas.ac.uk by 17:00 on Friday 27 May 2016. >> •The Internal Advisory Panel of the Senior Staff Remuneration Committee will meet on 20 June 2016 and the Senior Staff Remuneration Committee will meet on 11 July 2016.

                      11.1  The Director of Human Resources will communicate the beginning of the Senior Staff remuneration procedure to all senior staff in April. 

                        11.2 Promotions and awards are implemented with effect from 1 August following the consideration of applications.

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                        12. Appeals

                        12.1 Once the deadline for applications has passed, members of staff should not discuss their application with individual members of the IAP. 

                        12.2  The decision of the IAP 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 IAP or the SSRC.

                        12.3  Where an applicant believes such breach has occurred, they may make a written representation to the Director of Human Resources, outlining exactly why they believe a material breach of the Senior Staff Remuneration Procedure has occurred.  The appeal must be made within 28 days of the applicant being informed of the decision of the IAP.

                        12.4  The IAP will be reconvened to consider the written representation from the appellant 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.


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                        APPENDIX 1

                        Checklist for Professorial CVs

                        The CV should be presented in Arial, font size 11, and be a maximum 10 A4 pages, excluding the publications list.

                        Applications must be completed under the following headings:

                        1.  Personal details

                        2.  Education (including academic and other honours)

                        1. Name of Institution
                        2. Dates
                        3. Qualifications

                        3.  A full career record, including all previous professional appointments with dates

                        4.  A list of all publications, divided into the following sections:

                        1. Books:  distinguishing between monographs and edited books, giving publisher, date, and page numbers.  In the case of edited books, individual contributions and page numbers should be given;
                        2. Chapters in books with publisher, date and page numbers;
                        3. Articles in refereed journals with dates and page numbers;
                        4. Performances, electronic media, exhibitions;
                        5. Other published work, including commissioned reports and conference proceedings;
                        6. Forthcoming work.

                        In all cases co-authorship must be fully acknowledged.

                        5. Details of significant research grants/contracts, with names of co-investigators as appropriate

                        6. A list of research students supervised who have been awarded research degrees

                        7. Details of Knowledge Transfer and Enterprise Activity

                        1. Performances, media, exhibitions, etc.
                        2. Contract work, consultancy, CPD work, etc.

                        8.  A summary of teaching commitments and recent changes if relevant.

                        9. An account of administrative duties carried out.

                        10. An account of external activities including e.g. a list of membership of professional bodies, learned societies and peer review Panels, significant invitation lectures and any prestigious awards received.

                        11. An account of academic leadership provided and of any other work or activities not included elsewhere in the CV.

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                        Human Resources Directorate
                        April 2016