Guidance notes for Chair of Panel

Responsibilities of the Chair

General

  • Promote fairness and open competition at every stage
  • Ensure that key decisions around candidate selection are objective, based upon the person specification and that these decisions can be justified
  • Ensure the University’s  Equality and Diversity policy is adhered to and that no discriminatory behavior takes place
  • Be aware of the University’s Codes of Conduct
  • Be the University’s lead witness should a selection decision be challenged in an employment tribunal.
  • It’s recommended that Chairs have attended the Selection, Interview and Unconscious Bias training course

Selection panel

Shortlisting

  • Ensure that selection decisions are taken against the person specification and in line with the University’s equal opportunities standards

Interviews

Ensure:

  • All panel members conduct a fair, objective and confidential assessment of each candidate’s suitability for the role
  • Assessment criteria, processes (interview questions/tests/tasks etc.) and feedback are fair, reliable and consistent
  • Panel’s consensus score for each question for each candidate is recorded and returned to the recruitment team, along with all notes made in the interview
  • That evidence of a candidate’s Right to Work is certified at interview stage, therefore preventing any unnecessary administrative delay at appointment stage

Offers / feedback

  • After interview, the Chair or nominated panel member should make the offer to the successful candidate
  • An offer of employment should be made subject to standard pre-employment checks
  • Once an offer has been accepted, contact the unsuccessful candidates and notify them of the outcome and provide feedback (ideally within 2 working days of the interview)
  • For internal candidates - unsuccessful internal candidates should be able to receive verbal / face to face feedback if requested

Deciding starting salary

  • The Chair and/or Recruiting Manager should discuss the starting salary to be offered to the preferred candidate.
  • Normally this should be the bottom point of the salary scale.  If there is evidence to support someone being offered a salary which is higher than the bottom of the band please contact your HRBP/Advisor to discuss this and to obtain approval

 Additional things to consider

  • Available Funding - the salary range for appointment approved on the e-SR1 (i.e. an appointment may not be made above the highest point for which funding is available without further consultation with your HRBP
  • Comparability within the University and the College/Service - with existing staff of similar relevant experience and skills
  • Salary increments - Subject to satisfactory performance and a minimum of six months’ service in the grade, increments are payable on 1 August each year until the top normal progression point of the grade is reached.  Progression into and through the contribution points is subject to performance in the role