The offer

1. 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 Recruiter/HRBP to discuss this and to obtain approval

2. 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 Recruiter/HRBP)
  • Comparability within the University and the Faculty/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

3. Communicating the decision to the successful candidate

  • 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

Additional points to consider if appointing international candidates:

The UK operates a new points-based system for the Skilled Worker Visa and this now applies to EU as well as non-EU candidates. If you plan to offer the role to an international candidate who will need a visa to work in the UK please contact your Recruiter before making the offer. We will need to check the job and candidate are eligible for sponsorship for the New Skilled Worker Visa or the Global Talent visa

4. Feedback to unsuccessful candidates

  • 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

5. Sending the contract

  • The Recruitment team endeavour to issue contracts of employment within 5 working days of receipt of the e-SR1 appointment form
  • Please ensure you agree a start date of no less than two weeks from the date of job offer. If there is a critical reason for the canddiate to start sooner, please contact your Recruiter.