Policies & Procedures
The University is committed to maintaining the integrity and probity of academic research. It treats all allegations of misconduct seriously and is committed to ensuring that allegations are investigated with thoroughness and rigour.
These procedures outline the action to be taken when an allegation of misconduct in academic research is brought against any present or past member of staff of the University, including visiting academics, in respect of research undertaken while employed by or at the University.
The procedures on allegations of academic misconduct are available:
The University is committed to promoting the dignity of every student & staff-member by eliminating all forms of offensive behaviour to establish a working & learning environment free from harassment & aggression.
Our code of practice applies to both students & staff, it contains a general policy statement which highlights the roles & responsibilities of all who work & study at the University - giving examples of the different forms of harassment & outlining the policy to be implemented when dealing with harassment.
You can read the University's code of practice on dignity at work & study → HERE
The University is an Equal Opportunities Employer. It is committed to meeting its legal and moral obligations of eliminating discrimination and promoting equality on the grounds of age, disability, gender reassignment, pregnancy and maternity, race (including ethnic or national origin, colour or nationality), religion or belief (including lack of belief), sex and sexual orientation.
You can read our code of practice here → Equal Opportunities
The University recognises all forms of expression under the law. This principle is reinforced by the Education (No. 2) Act 1986 which requires the University to take such steps as are reasonably practicable to ensure that freedom of speech within the law is secured for staff, students and other members of the University and for visiting speakers.
The same Act imposes a duty to issue a Code of Practice to set out the procedures and conduct required of those organising or attending meetings or other activities. This Code of Practice is issued by - and with the authority of- the Council as the governing body of the University and applies to all premises of the University, owned and managed, including the premises of the Students’ Union, and includes all forms of communication and expression irrespective of the medium employed.
You can read the University's Freedom of Speech Code of Practice → Freedom of Speech - Code of Practice
Swansea University's commitment to the Modern Slavery Act 2015
Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person's liberty by another in order to exploit them for personal or commercial gain.
The University's slavery and human trafficking statement is made pursuant to section 54(1) of the Modern Slavery Act 2015.
The University aims to provide a safe and secure environment for all students, staff and individual visitors who access its facilities and services. This includes protecting the freedom and dignity of the individual to the extent that it does not interfere with the freedom and dignity of others or undermine community cohesion.
The University recognises its particular responsibility to safeguard the wellbeing of vulnerable groups including children and young people engaged in the breadth of the University’s activities by ensuring that there are appropriate arrangements in place to enable it to discharge its duty to provide a safe and secure environment.
Salary awards for senior employees on Grade 11 are determined by the Remuneration Committee, normally on an annual basis.
The Remuneration Committee is established by the University Council and is chaired by the Chair of the University Council.
The membership of the Remuneration Committee comprises the Pro Chancellor and Chair of Council, the Treasurer, the Vice Chancellor, three other lay members of the Council and an Honorary Governor.
The purpose of the Remuneration Committee is to make decisions relating to the remuneration of employees on Professorial and Professional Services Grade 11.
The Vice Chancellor does not participate in the deliberations or decision making of the Remuneration Committee relating to the Vice Chancellor role.
The Secretary of the Remuneration Committee is the Registrar who also does not participate in the deliberations or decision making of the Remuneration Committee relating to the Vice Chancellor or Registrar roles.
The deliberations of the Remuneration Committee are informed by an annual review of employees on Grade 11. This involves consideration of performance against Key Performance Indicators and other leadership contributions for academic employees; performance against Performance Development Review objectives for professional Service employees; current salary and past history of awards
The remuneration Committee makes decisions also in the context of the overall performance of the University and takes into account relevant market data. Decisions are subject to an Equality Impact Assessment.
The salary of the VC is made publicly available in the University’s Operational and Financial Review and Financial Statements that also includes anonymised data on salaries above £100K.
The Welsh Language Scheme is at the heart of the University’s ambition to become a truly bilingual institution. One of the University’s strategic aims is to enhance the bilingual culture of the University and to promote the Welsh Language Scheme.
The Scheme sets out how we will progress this agenda and includes details of our plans, policies and targets and the ways in which we will monitor progress. The Scheme reflects the University’s increasing commitment to the Welsh language and its plans to encourage its use. The University is committed to promoting the use and the uptake of the Welsh language services which it provides. Swansea University is proud of its academic success and it high standards. The Welsh Language Scheme shows the same commitment to providing bilingual services of a high quality to members of the public who come into contact with the University.
You can get further details on our Welsh language policies → Welsh Language Scheme
The University is committed to the highest standards of openness, probity and accountability, and seeks to conduct its affairs in a responsible manner.
The University has in place a "Whistle-Blowing" (Public Interest Disclosure) policy and procedures to enable staff, students and other members of the University to raise concerns which are in the public interest relating to allegations of fraud, malpractice, impropriety, unethical behaviour or improper conduct. The policy and procedures ensure that concerns made in good faith are dealt with robustly and fairly, and that members raising such concerns are not subject to any form of victimisation.
The policies & procedures are available here → "Whistle-blowing"