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Transparency

Transparency

Newcastle University is open about its spending and finances. Find out about our financial management.

What we spend and how we spend it

We aim to make the best use of the University's resources and fulfil our statutory responsibilities.

Remuneration Committee

The University Remuneration Committee is a sub-group of Council and is chaired by independent lay-member, Vicky Wright. The group oversees the pay of senior executives including the Vice-Chancellor. 

Meet the members of the Remuneration Committee

Ex officio members include the Chair of Council, Paul Walker and the Honorary TreasurerStephen Lightley

Appointed members include Ms Vicky Wright (Chair of the committee) and Ms Adrienne McFarland.

No member of the Executive Board is involved in discussions relating to their own pay. For more detail about the work of Remuneration Committee, read the Terms of Reference (PDF: 83.3 KB).

Vice-Chancellor's salary

The University is committed to transparency about the remuneration of senior staff, including that of the Vice-Chancellor.

The salary for Professor Chris Day is £311,202 per annum (as of 31/07/2018), with £49,481 cash allowance in lieu of pension contributions and no benefits in kind (grace and favour house or use of car).

Newcastle University’s Remuneration Committee has determined the Vice-Chancellor’s salary level on the basis of the:

  • scale and complexity of the responsibilities of leading a £500m institution operating internationally in a highly competitive market
  • level of knowledge, experience and ability demonstrated by Professor Day and tested against outstanding external candidates at the time of his appointment
  • highly competitive market for leaders at this level and of this quality

The 2016-17 Annual Report figures relate to both the University's previous Vice-Chancellor, Professor Brink, and our current Vice-Chancellor, Professor Day.

Gender pay gap

Newcastle has made progress in addressing a wide range of equality and diversity issues across the University but has more to do for gender equality.

Gender Pay Gap Report

Based on earnings data at 31 March 2017, The 2018 Gender Pay Gap Report showed that across the whole workforce, on average women earn 20% less than men here at the University. 

Gaps are caused by a wide range of factors, but are mainly due to the spread of men and women working in different job types.

The University does not have an equal pay gap as men and women working in similar jobs are generally paid the same.

Find out more by reading the Gender Pay Gap Report (PDF: 525 KB).

Addressing the gap

The University is working hard to address these gaps. The Vice Chancellor has set up a Pay Equality Task and Finish Group to investigate the issues linked to pay equality. The University has also:

  • amended the professorial pay review to help individuals progress through pay bands faster
  • made progress in increasing the number of female professors who work here
  • supported women to progress in their careers, particularly into leadership positions
  • increased paid maternity leave to 18 weeks to help retain our female researchers

The University's commitment to good practice on gender equality was recognised in 2016 when we achieved the Athena SWAN Silver Award.

Further information on expenditure

If you would like more information about the University's expenditure, including financial statements, investments, and expenses, visit our Freedom of Information pages.