## Info from Phil B in Feb 2023: **Sunderland SU:** historically, the SU makes an annual submission to the Uni’s budget planning process, and has to make a specific request for an uplift related to cost of living, but only for the salaries element. So in the current year they received the equivalent of 3.5% on their permanent staff payroll costs, which was c. £22k. For next year however, they’ve been asked to propose a three year fixed deal of BG increases that future proof the SU for the whole period, but they can’t come back within that period for any additional funds. As the currently receive £1.11m, they’ve been asked to show what an increase to £1.5m, then £1.75m and then £2m over three years would look like. I don’t think they’ll get that much, but I do think they’ll get a 3 deal that more than covers COL and then some. **Liverpool Guild:** the Guild are coming to the end of a 5 year agreement where they’ve received a 2% uplift each year to cover COL, however they reached this agreement before current inflation rates hit. They’re now in a new negotiation round and are in line for a significant uplift for 23/24. They currently get £1.75m and have asked for £200k to cover the underlying deficit, £200k to cover their annual SUSS contributions, and then a general £250k uplift. For subsequent years they’ll then negotiate a fixed % increase on that each year to run for no more than 3 years. The increased figure has been based on a benchmarking exercise within Russell Group SUs, and in particular against Unis that Liverpool Uni use as aspirant comparators. **John Moores SU:** the Union is in the first year of a 3 year deal. They’d been stuck on a grant of £1.03m for the last 8 years so were able to negotiate a three year increase running from £1.6m this year, £1.8m next year, and then £2m in 24/25. The Union can’t ask for any other money in that window and the increases have to cover all staff cost rises, plus the SUSS pension contribution increases too. **Manchester SU:** See their papers here.