Explore this section
Members and registered users
Find out about the preferential rates and generous discounts available to IET members as part of our Member Rewards scheme.
Manage your professional development and apply for professional registration using the IET’s online skills development and recording tool.
Guidance and support to enable IET members to undertake planned and structured Initial Professional Development (IPD) and Continuing Professional Development (CPD).
Explore this section
Search today for your next engineering role on Engineering & Technology Jobs, the job board hosted by the IET.
This guide will help you to improve performance and have confidence in the operational safety of your electrical equipment.
Welcome to our Information For Authors hub. In these pages we’ve gathered together all the information and advice you’ll need as an author, editor or contributor from the start of the process – submitting a proposal – through to publication and beyond.
Intuitive search, flexible offline access and content updates included in your subscription.
Fresh insights into the hottest topics within the field of engineering. TechBites are insight documents that emerge out of the IET Technical & Professional Networks.
Explore this section
Find the latest events and content from the IET community including our Local and Technical Networks.
Visit our community platform where you can connect with engineers from around the world.
Volunteering can enhance your career development, is a personally rewarding experience and also benefits your Community
IET Sectors produce thought leadership, raises the profile of the IET and enhances the relevance of the institution around core issues, themes and technologies.
Explore this section
Highlighted events
14 - 15 September 2017 | Bengaluru, India
21 - 22 September 2017 | IET London: Savoy Place
18 October 2017 | Microsoft Research Lab, Cambridge
7 - 9 November 2017 | Glasgow, UK
Danielle Amanda George MBE
Professor, Radio Frequency Engineering, School of Electrical and Electronic Engineering and Associate Dean, Teaching and Learning, University of Manchester
Dr. Guru Banavar
Vice President and Chief Science Officer, Cognitive Computing, IBM.
Explore this section
IET corporate news and activities, plus comment and reaction on engineering and technology issues.
Read what the media is saying about the IET and our activities.
Catch up on the latest IET and engineering developments with our regular news videos.
Share what’s on your mind through this series of interactive webcasts for members of the IET.
Key topics offer summaries of the IET’s positions on many of the most important policy topics.
The IET represents the views of its members on a wide range of professional and technological issues.
The IET aids the legal profession by nominating expert witnesses to present technical information in court.
Contact information for the IET Policy department
Terms of reference for the Remuneration Committee
Definitions
Executive Team means the direct reports of the Chief Executive and Secretary. Senior management means the direct reports of the Executive Team.
Terms of Reference
(a) To approve on behalf of the Board of Trustees:
(i) The employment contracts, annual salary and remuneration review and any termination agreements for the Chief Executive and Secretary and the Executive Team. For information purposes the Committee may also receive details of the salaries and remuneration packages of the senior management.
(ii) Employment policy for all staff, including pension schemes, and any general arrangements for performance related pay.
(iii) Annual salary budget changes and material changes to staff costs.
(iv) Fees and other remuneration to be paid to any Trustee for any services to the IET (eg honoraria etc); such payments to be declared in the IET’s annual accounts.
(v) Any offer of a non-executive directorship or other external appointment made to the Chief Executive and Secretary or members of the Executive Team, whether remunerated or not.
(b) To consider the remuneration of the Chief Executive and Secretary and the Executive Team, as set out below:
(i) The goals, objectives and performance measures for the Chief Executive and Secretary will be set on the basis of the agreed strategic plan and goals for the IET as a whole and agreed with the President, who in turn will share with the Chairman of the Committee.
(ii) The President will review the performance of the Chief Executive and Secretary against the goals, objectives and performance measures set and report on these to the Committee. Using this input the Committee will decide upon the base pay and incentive awards for the Chief Executive and Secretary, also taking account of the situation of the IET, the economic environment, the external market and benchmarks, supported by external advisors as appropriate.
(iii) The Board of Trustees will set the corporate objectives and KPIs that underpin the corporate segment of the incentive plans for the Executive Team. It is the responsibility of the Chief Executive and Secretary to set the personal objectives of the Executive Team; the objectives will be seen by the Committee in advance of being set and the Chief Executive and Secretary will consider comments forthcoming from the President.
(iv) The rating of the Executive Team’s performance against corporate objectives and the Chief Executive and Secretary’s assessment of performance against personal objectives should be reported to the Committee along with recommendations for changes in base pay and bonus awards, taking into account the situation of the IET, the economic environment, the external market and benchmarks, supported by external advisors as appropriate.
(v) The Committee will have ultimate responsibility for approving remuneration levels for the Executive Team.
(c) To report to the Board of Trustees. A formal report to be submitted at least once per year detailing broadly the activities of the Committee throughout the year. In addition, the content of these reports will include details of salary costs, salary changes, objectives and agreed performances, progress on long term incentive plans, executive management changes. The report will not mention individual salary or bonus information.
