Notices

Contents of this section:

[Note. An asterisk denotes a reference to a previously published or recurrent entry.]

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UNIVERSITY PREACHERS

Hilary Term 2001

Thursday, 11 January, at 8 a.m. THE REVD PROFESSOR ALISTER E. MCGRATH, Professor of Historical Theology, Principal of Wycliffe Hall. Holy Communion (Latin). At St Mary's.

Sunday, 14 January, at 10 a.m. MR NICHOLAS PURCELL, Fellow of St John's College. (Latin Litany and Sermon.) At St Mary's.

Sunday, 21 January, at 10 a.m. PROFESSOR MORNA D. HOOKER, Lady Margaret's Professor of Divinity, Emerita Professor and Fellow of Robinson College, Cambridge. (Macbride Sermon.) At Hertford College.

Sunday, 28 January, at 10 a.m. THE REVD PROFESSOR DAVID A.S. FERGUSSON, Professor of Divinity, University of Edinburgh. (First Bampton Lecture: `Rendering unto Caesar'.) At St Mary's.

Sunday, 4 February, at 10 a.m. THE REVD PROFESSOR DAVID A.S. FERGUSSON. (Second Bampton Lecture: `The Legacy of the Reformation'.) At St Mary's.

Sunday, 11 February, at 10 a.m. THE REVD PROFESSOR DAVID A.S. FERGUSSON. (Third Bampton Lecture: `Liberalism and its critics'.) At St Mary's.

Sunday, 18 February, at 10 a.m. THE REVD PROFESSOR DAVID A.S. FERGUSSON. (Fourth Bampton Lecture: `Tolerance: How far can it stretch?') At St Mary's.

Sunday, 25 February, at 10 a.m. THE REVD DR STEPHEN BARTON, Senior Lecturer in New Testament, University of Durham. (Sermon on the Grace of Humility.) At St Mary's.

Sunday, 4 March, at 10 a.m. PROFESSOR JOHN BROOKE, Andreas Idreos Professor of Science and Religion, Fellow of Harris Manchester College. At St Mary's.

* Sunday, 11 March, at 10 a.m. THE REVD DR GERARD J. HUGHES, Master of Campion Hall. (Sermon for the Annunciation of the Blessed Virgin.) At Oriel College.

*On this day Doctors will wear their robes.

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RHODES PROFESSORSHIP OF THERAPEUTIC SCIENCES AND CLINICAL PHARMACOLOGY

DAVID JAMES KERR (B.SC., M.SC., PH.D., MD, D.SC. Glasgow), Professor of Clinical Oncology and Clinical Director, CRC Institute for Cancer Studies, University of Birmingham, and Honorary Consultant Physician, Birmingham Oncology Centre, Queen Elizabeth and City Hospitals, Birmingham, has been appointed to the professorship with effect from 1 October 2001.

Professor Kerr will be a fellow of Corpus Christi College.

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REINTRODUCTION OF THE OXFORD MOBILITY INCENTIVE SCHEME (OMIS) WITH EFFECT FROM 1 JANUARY 2001

I. Introduction

In order to achieve planned reductions in established university staff, Council has agreed to reintroduce the Oxford Mobility Incentive Scheme (OMIS) for a limited period from 1 January to 31 December 2001. Details of OMIS are set out in section II below.

Council has also agreed that, as an alternative, established staff aged 55 and over on the effective date of retirement who satisfy the conditions of the OMIS scheme may apply for premature retirement under the USS Premature Retirement Scheme if they are members of USS, or under the parallel provision for non-academic staff if they are members of OSPS. Details of the Premature Retirement Scheme (PRS) are set out in section III.

In all cases the resignation of the member of staff must be entirely voluntary and must be in the `management interest'. That is, the voluntary resignation must result in a vacancy which leads to a net saving which will contribute to the ability of the relevant unit to keep within its budget. The OMIS Steering Committee will expect that (a) the net savings from the voluntary resignation will normally finance the costs of OMIS within two years, or the costs of PRS within three years (the difference in the notional payback period for OMIS and PRS reflecting the potentially higher maximum cost of PRS in terms of multiples of annual salary); and (b) the total savings over a number of years should normally amount to at least twice those costs.

Members of established university staff wishing to inquire further, without commitment, or wishing to take advantage of the schemes are invited, in the first instance, to discuss their position with the employing authority for their post (i.e. academic staff are invited to consult their head of division, or faculty board chairman, or head of department; and academic-related and non-academic staff are invited to consult their head of department or departmental administrator). Where the preliminary and without prejudice assessment of the employing authority is that the interested person's resignation might be in the management interest, the person may then be referred to the University's Head of Payroll and Pensions (Mrs K. Eldridge, telephone: (2)70152), who will normally arrange to see the individual concerned and discuss the scheme benefits in relation to their own particular circumstances. It would be helpful if individual members of staff did not approach her directly in the first instance, but were referred to her by the relevant employing authority. If, following discussion with the Head of Payroll and Pensions, an individual is willing to submit a resignation under the terms of OMIS or PRS, the employing authority should obtain a copy of the OMIS/PRS application form and the benefit calculations from Mrs Eldridge. Completed OMIS/PRS application forms require the signature of the relevant head of division before being submitted to the OMIS Steering Committee for consideration and possible approval. No binding offers of OMIS/PRS benefits may be made to any person without prior formal approval from the OMIS Steering Committee.

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II. Details of the Oxford Mobility Incentive Scheme (2001)

1. The features of the Oxford Mobility Incentive Scheme are:

(a) That the scheme will be entirely voluntary and will feature a consensual termination of employment in each individual case.

(b) That there will be no obligation upon particular individual members of staff to avail themselves of the scheme, and each eligible member of staff will be free to choose to consider, or to ignore, the scheme offered.

(c) That the scheme should offer an incentive to established staff, aged 63 and under, to consider obtaining and moving to other employment or paid activity not with the Chancellor, Masters, and Scholars of the University of Oxford, and/or retiring early.

(d) That the invitation to apply for the mobility incentive scheme benefits will be open to all established staff in the employment of the Chancellor, Masters, and Scholars of the University of Oxford and aged 63 or under on the effective date of termination of employment. (Established staff for this purpose are defined as those members of staff who, according to central records, are appointed to (or held against) university posts in which the first letter of the post number prefix is A-E inclusive and whose appointment is not for a fixed term of seven years or less.)

(e) That, within OMIS, the financial benefits to each qualifying member of staff may, according to individual circumstances, be used by the University to purchase enhanced pension provision and/or be taken as a lump-sum payment. (See also para. 5.)

(f) That OMIS benefits will be paid, however, only on an ex gratia basis and in cases where, inter alia, the voluntary resignation of the individual member of staff concerned is in the management interests of the University. That is, the voluntary resignation should result in a vacancy which leads to a net saving which will contribute to the ability of the relevant unit to keep within its budget. The OMIS steering group will expect that the savings will be at least the equivalent of the cost of OMIS benefits and normally should amount to at least twice those costs. In all cases, the voluntary resignation must be consistent with operational needs and future plans as well as being a resignation which would not have occurred but for the availability of OMIS.

(g) That the Oxford Mobility Incentive Scheme will be offered for a specific limited period up to 31 December 2001 at the latest, for all members of established staff who resign with effect from a date within the period of availability of the scheme[1] and satisfy the necessary criteria. The scheme may be withdrawn by Council at any earlier point if financial limits are reached, or if the required levels of staff reductions are achieved, or if other more appropriate national schemes or guidelines become available, or for any other appropriate reason. In determining the management interest, departments will also have regard to the RAE and Category A staff will not normally be permitted to retire before 1 April 2001.

2. The level of financial benefit within OMIS is to be based upon basic monthly university pay at the date of termination of employment and, for staff aged 60 or under, will broadly reflect: (i) years of continuous employment beyond two with the Chancellor, Masters, and Scholars of the University of Oxford, up to a set maximum; and (ii) in the case of `tenured'[2] established staff, years of service remaining to age 65, up to a separate maximum. In the case of non-`tenured' staff, there will be a fixed sum to replace the additional second element described above. In certain circumstances, the OMIS benefit from element (i) above may exceed one year's university salary, but in no case, even with the full component related to `tenured' service to age 65, will the combined level of benefits exceed two years' university salary. For staff aged 61--63 inclusive, lower maximum limits on OMIS benefit will apply. Special limits on OMIS benefit may also apply (1) where a member of academic staff moves to take up a senior academic or related position not with the Chancellor, Masters, and Scholars of the University of Oxford; and/or (2) where arrangements to leave were at an advanced stage before 31 October 2000. OMIS payments in excess of £30,000 will be taxable in accordance with the prevailing Inland Revenue rules.

3. If the salary point on which OMIS benefits have been calculated and paid to an individual is subsequently increased and that increase is to be effective on or before the date of termination of employment, OMIS benefits will be recalculated on the basis of the increased salary point, and the balance will be paid to the individual concerned.

4. Members of staff holding joint university/college appointments should note that the Oxford Mobility Incentive Scheme concerns only employment with the Chancellor, Masters, and Scholars of the University of Oxford, and the associated university salary. It does not apply to employment with a college. However, Council has agreed that termination of employment with the University under OMIS will not be agreed in the case of a holder of a joint appointment without full consultation with the relevant college. To this end, it has been agreed that where an application for OMIS benefits is received from the holder of a joint appointment, the head of division (or nominee) will consult a nominated representative from the college concerned in order to seek to avoid any clash of managerial interest between the college and the University. Moreover, the Chairman of the Academic Committee of the Conference of Colleges will be a member of the OMIS steering committee, where applications for OMIS (and PRS) benefits from members of the academic staff will be finally considered (after appropriate discussion at divisional/faculty board level), in order to ensure that college interests are properly taken into account.

5. In certain circumstances, staff who qualify for OMIS benefits and who will be aged 50 or over at the date of termination of employment may, in addition, be eligible for their accrued university pension benefits to be brought into payment upon the termination of their employment with the University and in some cases payment of accrued university pension benefits may be made without actuarial reduction. Confidential advice on this matter will be available to individual members of staff from the Head of Payroll and Pensions, and individuals may make an inquiry without any commitment on their part.

6. In exceptional circumstances (such as the temporary need to meet declining teaching commitments in consequence of rationalisation and change) the strictly limited part-time re-engagement of staff in receipt of OMIS benefits may be sanctioned for a fixed non-renewable term, but in all cases individuals who resign from employment with the Chancellor, Masters, and Scholars of the University of Oxford and receive OMIS benefits may not normally be re-employed by the University, even in an unestablished post, without the prior approval of the OMIS Steering Committee.


PROVISIONS FOR DETERMINING THE LEVEL OF OMIS BENEFITS

Note. In each individual case, check first the eligibility and qualifying criteria given below and also refer directly to the OMIS Steering Committee any case where the special limits, outlined below, may apply.

If aged 60 or under


Whichever is the greater of A or B below:

(A)(1)1 month's basic university pay x whichever is the lesser of:
         (i) years and part-years of continuous employment - 2;
     or  (ii) 14

plus(2)  either (a) if in an established post not carrying `tenure' to retiring age, a lump
         sum payment of two months' basic university pay;

         or (b) if appointed to retiring age, or on probation in a `tenured' position with
         every prospect of reappointment to retiring age: 1 month's basic university pay
         x whichever is the lesser of:
          
          (i) years and part-years remaining to age 65,
     
          or    (ii) 10.

          [Note: Monthly basic university pay will be that applicable at the date of
          retirement, but if that rate of basic university pay is subsequently increased and
          the increase is to be effective on the date of termination of employment, OMIS
          benefits shall be recalculated on the basis of the increased rate of pay and the
          balance of the OMIS benefit shall be paid to the individual concerned.]

or   (B)---only applicable to established staff aged 35 or over, who have completed two
          years continuous service:

          if aged 35--9 years---40 per cent of basic annual university pay

          "  "   40--4 years---60 per cent "  "    "             ""

          "  "   45--9 years---80 per cent "  "    "             ""

          "  "   50--4 years---100 per cent " "    "             ""

          "  "   55--60 years---120 per cent ""    "             ""


If aged 61–63

Whichever is the lesser of C or D below:

     (C)  the benefits calculated as in A above

or   (D)  the following limits:
          aged  61---100 per cent of basic annual university pay
           "    62---80 per cent "  "    "       "       "
           "    63---60 per cent "  "    "       "       "




If aged 64 or over

OMIS benefits not generally available (though in special circumstances, benefits, derived in the light of the above scheme, may be available to a member of established staff where there is clear managerial interest and a relatively immediate pay-back period).

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1. Staff eligible to apply for OMIS benefits

All established staff employed by the Chancellor, Masters, and Scholars of the University of Oxford and whose appointments are not for a fixed term of seven years or less, are eligible to apply for OMIS benefits.

For the purposes of OMIS, `established staff' is to be interpreted as referring either (a) to those members of staff who, according to central records, are currently appointed to university posts in which the first letter of the post number prefix is A--E inclusive and who have occupied that post continuously since a date on or before 1 July 2000, or (b) to those members of staff who were appointed to a university post in which the first letter of the post number prefix is A-E inclusive and who hold an established letter of appointment for their category of staff and who are notionally held against that vacant established post while temporarily occupying one or more outside grant funded posts.

The seven year requirement will exclude, for example, those staff (such as departmental lecturers and clinical lecturers) who are appointed to established posts for periods not exceeding six years.

Staff in other posts, even if they hold letters of appointment which may be open-ended and identical to those issued to members of established staff, are not eligible for OMIS.

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2. Qualifying conditions for the payment of OMIS benefits

All the following criteria must be satisfied.

2.1 The member of staff must be eligible to apply for OMIS benefits.

2.2 The member of staff must be aged 63 or under on the date of termination of employment.

2.3 The resignation of the member of staff must be entirely voluntary and, before the final acceptance by the University of that resignation, the member of staff must have been given a period of 14 days in which to retract his or her offer of resignation.

2.4 The effective date of termination of employment must be within the period of availability of the OMIS scheme and not later than 31 December 2001. (In exceptional circumstances, such as the need to meet an essential teaching or research commitment, staff whose resignation was tendered and accepted within the period of availability of the scheme and is to be effective on a date no later than 31 March 2002, may be granted OMIS benefits.) In determining the management interest, departments will also have regard to the RAE and Category A staff will not normally be permitted to retire before 1 April 2001.

2.5 The voluntary resignation of the member of staff concerned must be in the management interests of the University:

2.5.1 The voluntary resignation must result in a vacancy which leads to a net saving which will contribute to the ability of the relevant unit to keep within its budget. The OMIS steering group will expect that the total savings will be at least the equivalent of the cost of OMIS benefits and normally should amount to at least twice those costs;

and 2.5.2 in all cases, the voluntary resignation must be consistent with operational needs and future plans and be a resignation which would not have occurred but for the availability of OMIS.

2.6 The savings from the vacancy must finance, normally within two years, the cost of the OMIS benefits to be granted to the member of staff concerned.

2.7 Formal written approval must be given by the OMIS Steering Committee for the payment of OMIS benefits

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3. Special limits

Special limits upon OMIS benefit may apply:

3.1 to members of academic staff moving to a senior academic or related position elsewhere; and/or

3.2 where arrangements to leave were at an advanced stage before 31 October 2000.

(Provision 3.1 may, for example, restrict OMIS benefits in cases where staff are moving in the course of normal academic promotion or development.)

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III. Premature Retirement under USS or OSPS

USS and OSPS permit the purchase of additional years/days of pensionable service at the discretion of the University. The University has agreed that, for the period 1 January to 31 December 2001, premature retirement under these approved schemes will be available to established staff aged 55 and over at the effective date of retirement. The criteria and procedures for premature retirement will reflect those for OMIS (section II, paras. 1--6).


1. Staff eligible to apply for PRS

All established staff employed by the Chancellor, Masters, and Scholars of the University of Oxford and whose appointments are not for a fixed term of seven years or less, are eligible to apply for PRS.

For the purposes of PRS, `established staff' is to be interpreted as referring either (a) to those members of staff who, according to central records, are currently appointed to university posts in which the first letter of the post number prefix is A--E inclusive and who have occupied that post continuously since a date on or before 1 July 2000, or (b) to those members of staff who were appointed to a university post in which the first letter of the post number prefix is A-E inclusive and who hold an established letter of appointment for their category of staff and who are notionally held against that vacant established post while temporarily occupying one or more outside grant funded posts.

The seven year requirement will exclude, for example, those staff (such as departmental lecturers and clinical lecturers) who are appointed to established posts for periods not exceeding six years.

Staff in other posts, even if they hold letters of appointment which may be open-ended and identical to those issued to members of established staff, are not eligible for PRS.


2. Qualifying conditions for PRS

All the following criteria must be satisfied.

2.1 The member of staff must be eligible to apply for PRS.

2.2 The member of staff must be aged 55 or over on the date of termination of employment.

2.3 The resignation of the member of staff must be entirely voluntary and, before the final acceptance by the University of that resignation, the member of staff must have been given a period of 14 days in which to retract his or her offer of resignation.

2.4 The effective date of termination of employment must be within the period of availability of the PRS scheme and not later than 31 December 2001. (In exceptional circumstances, such as the need to meet an essential teaching or research commitment, staff whose resignation was tendered and accepted within the period of availability of the scheme and is to be effective on a date no later than 31 March 2002, may be granted PRS benefits.) In determining the management interest, departments will also have regard to the RAE and Category A staff will not normally be permitted to retire before 1 April 2001.

2.5 The voluntary resignation of the member of staff concerned must be in the management interests of the University:

2.5.1 The voluntary resignation must result in a vacancy which leads to a net saving which will contribute to the ability of the relevant unit to keep within its budget. The OMIS steering group will expect that the total savings will be at least the equivalent of the cost of PRS and normally should amount to at least twice those costs;

and 2.5.2 in all cases, the voluntary resignation must be consistent with operational needs and future plans and be a resignation which would not have occurred but for the availability of PRS.

2.6 The savings from the vacancy must finance, normally within three years, the cost of the PRS in respect of the staff member concerned.

2.7 Formal written approval must be given by the OMIS Steering Committee for all PRS requests.

3. The purchase of the additional pensionable service will be subject to a maximum which is the lowest of

(a) 10 years (maximum purchase); or

(b) the number of years/days between the proposed retirement date and the normal retirement age (i.e. 30 September preceding the sixty-sixth birthday for academic and related staff; or 31 July preceding the sixty-sixth birthday for non-academic staff).

(c) the shortfall from 40 years' pensionable service at the proposed retirement date; or

(d) the accrued pensionable service at the proposed retirement date.


4. Special limits

Special limits upon PRS may apply:

4.1 to members of academic staff moving to a senior academic or related position elsewhere; and/or

4.2 where arrangements to leave were at an advanced stage before 31 October 2000.

(Provision 4.1 may, for example, restrict PRS in cases where staff are moving in the course of normal academic promotion or development.)

Footnotes

[1] In exceptional circumstances, such as the need to meet an essential teaching or research commitment, staff whose resignation is tendered and accepted within the period of availability of the scheme and is to be effective on a date no later than 31 March 2002, may be granted OMIS benefits.)
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[2] `Tenure' may apply only to certain members of academic and academic- related staff. Members of staff wishing to inquire whether for the purposes of OMIS they are `tenured' may ask, in the first instance, the appointing authority for their post, but the ruling of the OMIS Steering Committee on whether a member of staff is `tenured' for these purposes shall prevail and be final.
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REVIEW OF CENTRE FOR CRIMINOLOGICAL RESEARCH

As part of its programme of reviews of units within the division, the Social Sciences Division has established a committee to review the Centre for Criminological Research.

The committee will be chaired by the Rector of Lincoln College. The other members of the committee will be: Mr S. Gardner, chair of the Law Board; Mr D.A. Hay, head of the Division of Social Sciences; Professor K. Sylva, Department of Educational Studies; and Professor M. Tonry, Director of the Institute of Criminology, University of Cambridge.

The committee's terms of reference are:

(a) to consider the provision and quality of teaching and research in Criminology and the balance between the two, having regard to international standards of excellence, and to the strategic plans of the Law Faculty and the Social Sciences Division;

(b) to review the organisational management structure in the centre and its facilities, including such matters as academic staff planning, accommodation, IT provision, and staff and student recruitment;

(c) to consider the relationship between the centre and the Faculty of Law, and cognate departments within the University;

(d) to make recommendations, bearing in mind the likely level of available resources.

Any member of the University who wishes to submit written comments on any issues covered by the committee's terms of reference should send them to the secretary to the review committee, Mr C.M.M. Shaw, Social Sciences Divisional Office, 34 St Giles', Oxford OX1 3LH (e-mail: charles.shaw@admin.ox.ac.uk), if possible by Friday, 26 January.

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WIDOWS OF FORMER MEMBERS OF THE UNIVERSITY'S PENSION SCHEMES

From time to time the attention of the University is drawn to individual cases of financial hardship among widows of former members of the Federated Superannuation System for Universities (FSSU) and the University of Oxford Employees Pension Scheme (EPS). Limited resources are available to alleviate proven cases of hardship and any enquiry should be addressed to the Superannuation Officer, University Offices, Wellington Square, Oxford OX1 2JD. All cases are dealt with in the strictest confidence.

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CIRCULATION OF THE GAZETTE TO RETIRED SENIOR MEMBERS OF THE UNIVERSITY

It has been decided that any former member of Congregation over the age of seventy-five who is resident in Oxford may continue to receive the Gazette, if he or she so wishes, on application in writing to the Information Office, University Offices, Wellington Square, Oxford OX1 2JD. Such applications must be renewed at the beginning of each academic year.

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CAREERS SERVICE

Careers Advice Service for Contract Research Staff

This initiative, provided by the University Careers Service at 56 Banbury Road (in addition to services provided to students), aims to encourage and enable academic-related research staff, who are employed directly by the University on fixed term contracts (contract research staff), to make and implement well informed decisions about their careers by:

—providing impartial, professional, careers advice;

—supporting them in recognising and developing the attributes necessary for successful career development;

—enabling them to appreciate and explore the range of opportunities available;

—assisting them to clarify their values, interests, abilities and skills and to relate these to possible career options;

—providing access to a wide variety of careers information and resources to facilitate the formulation and implementation of career plans.

The service operates flexibly in an attempt to cater for personal needs, whether individuals are generally uncertain about the career options open to them, considering reviewing or changing their career direction, or thinking about finding a new job in academia, commerce, industry, the public sector, or setting up their own business, etc.

Following registration, members of contract research staff will have access to up to four, confidential, one-to-one meetings with a careers adviser to help clarify personal and career objectives and to identify the main career options open to them. They may also drop-in to see the Duty Adviser at the Careers Service to help resolve brief queries and make use of the wide range of careers information resources held at the Careers Service, including a computerised careers guidance system. Psychometric ability testing and personality profiling for career development purposes (with feedback) can also be arranged, on an ad hoc basis, where sufficient demand exists. In addition, three career development workshops (Career Review and Planning, Job Search Skills, and Effective Interview Preparation), all designed specifically for contract research staff who are looking to review their career options, or to find alternative work, are run at various times throughout the year. To book a place on any of these workshops contact the Institute for the Advancement of University Learning (telephone: (2)86808, e-mail: services@learning.ox.ac.uk).

Further details of the service are available from John Kirwan, the careers adviser for contract research staff (telephone: (2)74736, e-mail: crs@cas.ox.ac.uk., Web site: www.careers.ox.ac.uk).

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LANGUAGE CENTRE

Taught courses in modern languages and English for Academic Studies (EFL)

Most of the courses continue from Michaelmas Term. To enquire about availability and be placed on a waiting list please contact the Language Centre's Information Officer.

Advanced Modern Greek

The Language Centre will be offering a course (one hour per week) in Advanced Modern Greek in Hilary Term if there is sufficient interest. Please see contact details below.

Library and self-study facilities

The Library's collection of audio/video cassettes, books and computer programs covers over 100 languages. The Self-Study Area has rooms equipped with listening and viewing facilities for individual work and computer based learning resources. New users should aim to arrive shortly before 10 a.m. or 2 p.m. to register and attend an orientation session. The Library and Self-Study Area is free of charge to the following: senior members of the University who are members of Congregation, junior members of the University pursuing a course and members of staff (including staff of the colleges, teaching hospitals and the University Press). The Centre also accepts applications from external users for a termly or annual fee. The Library is open from 9.30 a.m. to 9 p.m. Monday to Thursday, 9.30 a.m.–6.30 p.m. on Friday, and 10 a.m.–1 p.m. on Saturday during full term.

Further information about all courses and facilities may be obtained by telephoning (2)83660, by e-mailing to admin@lang.ox.ac.uk, or by calling at the Centre at 12 Woodstock Road.

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ST JOHN'S COLLEGE AND COLIN CARR

Musical events

The following musical events will take place at the times shown in the Auditorium, St John's College. Other events may be notified later.

Admission to each concert is free. Programmes will be available from the Porters' Lodge at St John's, but are reserved for members of the college until about ten days before the event. Each programme will be valid as an admission ticket until the last ten minutes before the concert starts; then any vacant seats will be filled from the door.

Fri. 16 Feb., 8.30 p.m.: Schubert, Trout quintet, and Brahms, Piano quartet in C minor, performed by SUSAN TOMES (piano), ANTHONY MARWOOD (violin), ROGER CHASE (viola), COLIN CARR (cello), and CHI-CHI NWANOKU (bass).

Sat. 17 Feb., a.m.: master-class by ANTHONY MARWOOD.

Sun. 19 Apr., 8.30 p.m.: chamber-music.p Mon. 28 May, 8.30 p.m.: BRENTANO STRING QUARTET.

Master-classes

Chamber groups or performing soloists receive coaching in front of an informal audience. There is no charge, either for performers or for audience. Any performers wishing to take advantage of this opportunity should apply via the College Secretary as soon as possible.

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BODLEIAN LIBRARY

Gordon Duff Prize 2001

In accordance with the regulations for the administration of the Gordon Duff Prize (Statutes, 2000, p. 598), a competition is announced for a prize of £150 for an unpublished essay on any of the following subjects: bibliography, palaeography, typography, book-binding, book illustration, the science of books and manuscripts, and the arts relating thereto.

The competition is open to all members of the University. The essay shall be of not more than 12,000 words. No essay may be submitted unless the subject has first been approved. Candidates must submit their proposed subjects not later than 30 April, and essays must be received by 1 August. All communications should be addressed to the Director of University Library Services and Bodley's Librarian at the Bodleian Library.

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