The offer
Deciding starting salary
The Chair and College Dean/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 College Dean, 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.
If your successful candidate requires a Certificate of Sponsorship, please ensure you return all the relevant paperwork.
The HR Administration Team endeavour to send out contract letters within 4 days of receipt of the appointment form from you.
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 College Dean/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 in its Training & Development Strategy, unsuccessful interviewees who already work for the University should also be offered the opportunity to speak to a Training & Development Adviser 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 Training & Development Adviser contact them to discuss their personal/career development. If the answer is yes, then the Head should telephone or email their Training & Development Adviser to ask them to contact the member of staff.
