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Vote of No Confidence (VNC)

A VNC is otherwise known as a 'Vote of No Confidence' can be implemented when a member of the committee is not fulfilling their duties to an efficient standard. The information below can also be found in our complaints procedure.

What is it?

A VNC is a process that can be used as a last resort against a committee member who has demonstrated a failure in their role competency. The process would involve a whole group vote regarding whether or not a committee member who is not fulfilling their role to an optimum standard should remain in their position.

What is the Process?

  • The proposer of the VNC brings reasons for their complaints along with a written argument for why the complaints should take place to the relevant sabbatical officer, most likely the VP Activities (
  • The proposal will be reviewed by the relevant sabbatical officer and a relevant staff member at the Union. If there is anything within the proposal that could be deemed personal or constitute bullying and harassment the relevant sabbatical officer will formally invite the proposer and recommend amendments etc. This sabbatical officer will also be the point of call for the welfare of the complainant.
  • Once the Union staff and the relevant sabbatical officer has agreed for the proposal to move forward, there will be a meeting with the complainant in which an action plan will be decided. There will then follow a probation period of 10 working days for the subject to attempt to rectify their actions with the intent of continuing their position.
  • After the 10 working days, the group will reconvene and evaluate the performance of the action plan. If the subject seems to rectify their actions, the complaint will fail and another cannot be called for 28 days. If the group are not satisfied with the performance of the subject a members’ meeting will be called.
  • A members’ meeting will need to be organised within 5 working days and all of a group's members need to be notified.
  • The relevant Sabbatical Officer will send an email to the person being complainant offering advice and information on the process.
  • The complaint will take place with the relevant sabbatical officer and the relevant Union staff member present to oversee fairness. All members are invited to the meeting.
  • At the members’ meeting, there are to be speeches for and against which should total around two minutes each. If there is a simple majority (50% + 1) then the complaint passes and the subject will have been forced resignation and an EGM will need to be organised by the rest of the current committee to replace them. This is exceptionally important if the role is a compulsory one. If there isn’t a majority, the person continues in their position. Either decision will be implemented with immediate effect.
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