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.
Seize control of your professional life with the IET Career Manager, our innovative online professional development tool.
Guidance and support to enable IET members to undertake planned and structured Initial Professional Development (IPD) and Continuing Professional Development (CPD).
Lead by example. Inspire the next generation. Help to shape the profession.
Explore this section
Search today for your next engineering role on Engineering & Technology Jobs, the job board hosted by the IET.
Whether you design, install or maintain LED lighting systems, the IET's new Code of Practice will help build knowledge and confidence in this increasingly popular technology.
Access a wealth of digital content on the IET Digital Library, including over 400 ebooks in a range of specialist subject areas including Radar, Power, Control and many more…
Engineering & Technology Reference is a multidisciplinary collection of technical articles and case studies for practising engineers, from the IET. Want to get involved as an author or reviewer?
Explore this section
IET Communities provide like-minded people with opportunities to share ideas, collaborate, learn and network. With more than 100 Local and Technical Networks around the world, you can feel confident of finding a community that suits your interests.
Volunteering can enhance your career development, is a personally rewarding experience and also benefits your Community
MyCommunity, the IET's professional network and collaboration platform, enabling you to connect, interact and exchange knowledge with your peers
Explore this section
Highlighted events
5 March 2015 | University of Warwick, UK
11 March 2015 | Sunderland, UK
12 - 13 May 2015 | Stratford Manor Hotel, Stratford Upon Avon, UK
Call for Papers deadline: 1 June 2015
Professor William Webb
Sir John O'Reilly
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.
We can provide independent experts to talk to the media on a range of engineering and technology related subjects.
Advice and support to IET members on promoting IET activities via the media and social media.
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.
Offering unbiased, independent, evidence based policy advice.
The engineering profession speaking with one voice on key issues relating to engineering.
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.
