Professor Edward Peck took up his post as Vice-Chancellor in August 2014. Prior to that he had spent six years as Pro-Vice Chancellor for Social Sciences at the University of Birmingham where he had previously been both a Head of School and Department. He started his academic career at King's College London in 1995, joining after a number of senior roles in the NHS.
The Vice-Chancellor's remuneration has been reviewed each year to date by the Remuneration and Employment Policy Committee, one of the sub-committees of the Board of Governors (Terms of Reference of the committee).
In considering any increase in his salary, or indeed that of any member of the senior team, this Committee has taken into account:
- The performance of the University overall and against the 21 Key Performance Indicators (KPIs) agreed by the Board of Governors;
- the comparability of the current package to peers both within the sector and appropriate benchmarks external to the sector; and
- pay and bonus principles and practice across the University.
Whilst currently a member of this committee, the Vice-Chancellor withdraws from any discussions with regard to his own salary or other potential benefits. Changes have been agreed by the Board of Governors to the membership and process of this committee for 2018/19 including the incorporation of an independent adviser and a member of NTU alumni.
University Key Performance Indicators
A summary of recent achievements include:
NTU was awarded TEF Gold, the highest award in the Government's new Teaching Excellence Framework. This award acknowledged NTU's systematic approach to continuous improvement of the student experience through: strategic investment; innovative learning and teaching; outstanding student engagement; range of high quality work placements; and engagement with employers who contribute to the development of courses. Find out more about NTU’s TEF submission and outcomes.
Times Higher Education awarded NTU the prestigious University of the Year title in November 2017.
NTU is Modern University of the Year in the Times and Sunday Times Good University Guide 2018. The University has also moved up into the top 50 of the guide's overall league table, with a ranking of 47th. This is its highest ever placing.
NTU climbed 19 places to 34th in the latest Guardian University Guide 2018.
NTU won the Whatuni Student Choice Award in 2016 for Best University for International Students.
The Queen's Anniversary Prize – the highest research accolade – was bestowed on NTU in 2016 for its pioneering research in the areas of food fraud, safer infant formula and safety and security of citizens.
As in previous years, for 2016/17 the performance pay and salary increase received by the Vice-Chancellor were based on NTU’s performance including in part against 21 KPIs. These KPIs are derived from our 2015-20 strategic plan developed with staff and students and agreed by the Board of Governors. The five themes at the head of the columns represent the foci around which the strategic plan is set out. Below is the current summary of performance against the KPIs in 2016/17 as of October 1st 2017. KPIs are monitored throughout the year and this summary will be updated next in October 2018.
|Increase number of Home / EU UG students undertaking or undertaken assessed work placement / experience||Target met or exceeded|
|Increase number of Home / EU postgraduate students|
|Grow distance learning portfolio|
|Increase percentage of students in graduate employment / further study|
|Reduce student attainment gap against target||Student attainment increased overall and gaps narrowed to historical level for gender and ethnicity. Socio-economic gap remains challenging and this target was not met|
|Increase student satisfaction as measured by NSS||Satisfaction score maintained in new NSS survey against overall sector decline - although target narrowly missed|
|Improve student non-continuation rate against target||Target partially met.|
NTU’s year one to year two non-continuation rate improved overall in 2016/17 and across 5 of our 7 target groups: male, disabled, mature, BTEC entrants and EU domiciled. Gender and age gaps narrowed but due to improvement in progression of non-target groups other gaps widened
|Enhance performance in REF2021||Data not yet available|
|Increase number of doctoral research students registered||Target met or exceeded|
|Increase research grant and contract income|
|Deliver all academic established core staff possessing approved teacher accreditation|
|Improve teaching quality NSS score||Target narrowly missed - NTU maintained previous score whilst overall sector declined in new NSS survey|
|Establish strategic relationships with key partners, including agreed shared goals||Target met or exceeded|
|Enhance investment in and support for start-ups, spin-offs and SME's|
|Achieve steady increase in staff and student volunteering|
|Sustain contribution to environmental sensitivity|
|Increase international student numbers||Target met or exceeded|
|Deliver institutional international partnerships|
|Increase Appraisal completion rate||Target met or exceeded|
|Increase level of Athena SWAN accreditation||Target not yet met|
|Increase level of staff advocacy|
Comparability with Peers
In terms of comparability, whilst NTU is the 13th largest University in the United Kingdom (judged by student numbers) the Vice-Chancellor’s salary was nevertheless below the average for the sector for each of the years for which comparative data are available.
Salary, Benefits and Expenses
The Vice-Chancellor does not have a "grace and favour" home. He is not provided with a car and NTU does not employ a chauffeur on his behalf.
The Vice-Chancellor's salary is reported in the University's financial statements on an annual basis. The financial statements for the financial year 2016/2017 will be published online shortly. However in the interests of transparency and openness, the Vice-Chancellor's salary history from 2014/2015 together with his current salary for 2017/18 is shown below:
|Bonus / performance pay *||£25,000||£24,240||£16,000||Nil|
|Benefits in kind||Nil||Nil||Nil||Nil|
|Employer's pension contribution||TBC||£11,875||£40,400||£38,400|
|Payment in lieu of employer's pension contribution **||TBC||£33,125||Nil||Nil|
* The maximum bonus / performance pay opportunity is 10% of current salary.
** The Vice-Chancellor opted out of the employer's pension scheme in October 2016. Had he not opted out of the pension scheme an equivalent amount would have been payable as employer contributions to that scheme by the University directly.
The expenses for the Vice-Chancellor (from 1 August 2014) are shown below:
|Hotel accommodation||Train fares||Air fares||Economy flights||Business Class flights||Taxi costs|