38 City of Glasgow College Annual Report & Accounts 2020-21
Actual 12 months to 31 July 2021 Actual 12 months to 31 July 2020
SALARY PENSION TOTAL SALARY PENSION TOTAL
£'000 £'000 £'000 £'000 £'000 £'000
Paul Little 165-170 43 210-215 160-165 27 190-195
Stuart Thompson 90-95 59 150-155 85-90 31 120-125
Roy Gardner 90-95 54 145-150 80-85 29 110-115
Shelia Lodge 100-105 24 125-130 100-105 23 120-125
John Gribben* 80-85 606 690-695 70-75 25 95-100
Clare Carney 90-95 27 115-120 45-50 15 60-65
* The pension increase for John Gribben in session 2020-21 is primarily due to the transfer in of previously accrued
pension benefits
Estates Strategy
The College's Estates Strategy comprised the maintenance
and disposal of the existing estate, both overseen by the
Finance and Physical Resources Committee (see Finance
and Estates Section above).
Remuneration and Staff Report
Remuneration Committee
The Remuneration Committee of the Board of Management
has a specific remit relating to senior staff remuneration,
performance, and terms and conditions. This remit applies to
staff at Director level and above, including the Principal.
The Committee also considers related matters such as any
voluntary severance arrangements, ensuring best value for
the College, and full compliance with ministerial guidance.
As with the Performance and Nominations Committee,
this Committee comprises the Conveners of the Board's
Committees. This enables the Committee to demonstrate
efficient and effective use of public funds in the committee's
decisions, to reflect the performance of the organisation and
the requirement for its ongoing financial sustainability.
In line with the Code of Good Governance (2016), all
Committee members have all successfully completed the
mandatory training for remuneration committee members via
the College Development Network.
In 2020-21, the Committee considered the Principal's
remuneration as well as professional development
opportunities, and agreed the application of the public sector
pay policy. The Committee also agreed the application of
the public sector pay policy to ELT/SMT staff, including all
applicable codicils and caps.
The Committee considered the position of those staff outside
the National Recognition and Procedure Agreement (NRPA)
and agreed that the same increase as agreed for support
staff within the NRPA would apply to non-NRPA staff. It was
further agreed that future pay increases for non- NRPA staff
would similarly be in line with those agreed under NRPA,
subject to the application of public sector pay policy and
assurances of affordability.
Remuneration Policy
The College has a Performance and Remuneration
Committee and within the terms of reference has a
responsibility to consider senior and executive staff pay
levels. The Committee has agreed a process by which these
could be benchmarked against the sector, as well as against
equivalent Colleges elsewhere in the UK. The Committee
agreed an approach with Colleges Scotland which it was
noted would be of benefit to all colleges in Scotland, as
senior staff pay levels were considered across the sector in
future.
The Committee recognised the importance of establishing a
clear audit trail of due consideration of VS matters, and senior
staff pay, by the Remuneration Committee.
Remuneration including salary and pension entitlements
Salary entitlements
The following table provides detail of the remuneration and
pension interests of senior management. The figures have
been audited by Azets Audit Services.