London Met is committed to transparency and feels it is important for everyone in our community to know how much we pay our Vice-Chancellor. In addition to this page, a breakdown of payments to our Vice-Chancellor is published annually in our financial statements.
Professor Lynn Dobbs will be paid a salary of £230,000 for the 2018–19 academic year. In addition, Lynn is part of the Teachers' Pension Scheme and will receive the standard employer contributions.
Lynn has no performance-related pay or bonus schemes included in her contract.
Vice-Chancellor’s remuneration summary
|
Salary |
£230,000 as at 1 December 2018 |
|
Salary review |
Annual review by the University's Remuneration Committee |
|
Pension |
Member of the Teachers’ Pension Scheme (TPS) where the University makes the standard employer’s contribution – currently 16.48% |
|
Bonus or incentive package |
No |
|
Private Healthcare |
No |
|
Accommodation |
No |
|
Car |
No |
|
Other benefits |
No |
|
Start date |
8 October 2018 |
Sector benchmarks
The Times Higher Education (THE) produced the first sector-wide analysis of UK university leaders’ pay in 2016–17 which revealed that vice-chancellors were paid an average of £268,103 in salary, bonuses and benefits.
Our Vice-Chancellor’s salary of £230,000 per annum is 6.8 times the median salary for all University staff. Data for 2018/19 will be provided at the close of the current financial year.
The University and College Union recommends that the pay multiplier of the lowest paid and the highest paid members of staff in higher education should be no more than a factor of 10.
How our Vice-Chancellor’s pay is decided
The value of the Vice-Chancellor’s salary package is determined by the Remuneration Committee, which comprises up to five external members of the University's governing body and is chaired by our Board’s Chair, Mark Anderson.
The Vice-Chancellor does not sit on the Remuneration Committee and does not take part in decisions about their salary.
When the Remuneration Committee reviews the Vice-Chancellor’s remuneration package, it does so with reference to the University’s progress, and relative to the remuneration of the leaders of other universities.
Benchmarking data, and other information that contributes to the Remuneration Committee’s decision-making process, is supplied independently by the Head of Human Resources.