The offer

Deciding starting salary

The Chair and Pro Vice Chancellor/Head of Service should discuss the starting salary to be offered to the preferred candidate at the conclusion of the interviews. In considering the appropriate starting point on the scale, the following matters should be taken into account:

  • Available Funding: The salary range for appointment approved on the Form SR1 (ie an appointment may not be made above the highest point for which funding is available without further consultation with the line manager Deputy Vice Chancellor and Finance Services);
  • Perceived Market Worth of the preferred candidate, taking into account the individual's current salary (candidates should be asked to provide this information at interview if not already indicated on the application form), relevant teaching and/or research experience within the Higher Education sector and perceived skills shortages;
  • Comparability within the University - and particularly the College/Service - with existing staff of similar relevant experience and skills.
  • Increments: The first increment will be payable on 1 August following appointment (unless the appointment commences after 1 February, in which case the first increment will be paid on 1 August the following year).
  • The salary quoted in the advert.

Communicating the decision to the successful candidate

At interview, candidates should be asked for their contact details and be advised of when they can expect to hear the outcome of the interview. 

After interview, the nominated manager should contact the successful candidate to offer the appointment. An offer of employment should be made subject to satisfactory medical, references and right to work checks and (where appropriate) subject to the University obtaining a certificate of sponsorship and criminal records check.

Return of paperwork to Human Resources

In conjunction with the Pro Vice Chancellor/Head of Service, the Chair should complete the following forms and return them to Human Resources within 24 hours of the interview so that the offer can be confirmed in writing:

• Confirmation of appointment form (PD02/PD02a) (PD102 where appropriate);
• Reason for Rejection form (PD61), contained within the PD01 Excel workbook.

• Evidence of right to work, signed and dated, and qualifications for successful applicant only.

If your successful candidate requires a Certificate of Sponsorship, please ensure you return all the relevant paperwork.

The Recruitment team endeavour to issue contracts of employment within 5 working days of receipt of the 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 us. 

Communicating the decision to unsuccessful candidates

Once the first choice candidate has given a verbal acceptance, the nominated manager should contact the other interviewees to notify them that they have been unsuccessful. (In any event, candidates should be contacted within 2 working days of the interview).

The Pro Vice Chancellor/Head of Service or nominated person should be willing to give verbal feedback to any unsuccessful candidates who request this.

In recognition of the University’s commitments to its staff, unsuccessful interviewees who already work for the University may also be offered the opportunity to speak to a Learning and Development Manager as a follow-up to the post-interview feedback. After giving the verbal feedback, the Dean/Head should ask the member of staff if they would like him/her to ask a Learning and Development Manager to contact them to discuss their personal/career development. If the answer is yes, then the Head should telephone or email People Development to ask them to contact the member of staff.