Here are the answers to some frequently asked questions about the University's recruitment and selection process that may be useful to refer to when you are involved in the process in the future:
The answers to some key questions on job evaluation and the new grade structure are outlined below.
It is important to ensure that new job roles are evaluated at the outset, prior to the vacancy details being submitted through the eRecruit system for advertising. The exception to this are jobs in the Research and Teaching job family, for which the recruiting manager needs to select the appropriate academic career pathway and role profile.
For new job roles, recruiters should contact their Human Resources (HR) Adviser to make an initial assessment of whether or not the job role is substantially the same as an existing job role that has already been evaluated. If it is not substantially the same, then an evaluation will be required.
The job description for a job role that requires evaluation will need to be e-mailed to your HR Adviser, who will liaise with the Reward Team so that the evaluation can be carried out. The Reward Team will notify you of the job family and grade outcome from the evaluation process so that you can submit the vacancy details through the eRecruit system for advertising.
It is important to ensure that existing jobs that have substantially changed are evaluated at the outset, prior to the vacancy details being submitted through the eRecruit system for advertising.
Where there have been changes in the job role, recruiters should contact their HR Adviser to make an initial assessment of whether a new evaluation is required.
The job description for such a job role will need to be e-mailed to your HR Adviser who will liaise with the Reward Team so that the evaluation can be carried out. The Reward Team will notify you of the job family and grade outcome from the evaluation process so that you can submit the vacancy details through the eRecruit system for advertising.
Any member of staff with a UoB domain username and password can log in to eRecruit and enter vacancy details for their department. Each department has at least one eRecruit administrator who can authorise vacancy details and submit them on-line to Human Resources. Through eRecruit, users can track the progress of job adverts and access an archive of previously advertised vacancies in their department. Designated contacts for the particular vacancy, departmental eRecruit administrators and Heads of Department can also view the application details (including CVs and supporting letters for academic vacancies) of anyone who applies for a vacancy on-line. Running totals of the number of on- and off-line applications received are also viewable.
The principles and procedures outlined in the guidance on recruitment and selection apply to all University of Bristol vacancies. However, Chair appointments, academic and senior administrative roles and clinical academic roles are also subject to some specific requirements. Human Resources will work closely with you on co-ordinating the recruitment and selection process for these vacancies.
Legislation exists to limit the use of successive fixed term contracts and prevent fixed term employees being treated less favourably than similar permanent employees. We believe this provides:
The University's Fixed Term Contracts Policy states that fixed term contracts should only be used for transparent, necessary and objective reasons, including:
a) where the post is a clearly defined training or career development position;
b) the post requires specialist skills for a limited period;
c) to accomplish a particular task or project;
d) to provide cover as required (whether directly or indirectly) for an employee who is absent for a limited period (for example on maternity leave, sickness absence, career break, secondment or sabbatical leave) as required;
e) to provide cover for all or part of a vacant post;
f) other necessary and objective reasons or circumstances.
Fixed term contracts offer identical terms and conditions of employment to open-ended contracts, apart from the specified end date.
If there is a need to recruit for a time limited period, other options are also available.
The University has a legal and moral obligation to give every opportunity for individuals who are at risk of redundancy to obtain suitable alternative employment with the University. Effective redeployment also retains valuable skills and knowledge within the University. The University's Redeployment of Staff policy outlines the procedures that have been put in place to enable this. Your Faculty/Divisional Human Resources Manager can also provide advice on this process.
Professional and Administrative Grades G-J are subject to internal advertising in line with the existing Trade Union agreements. An internal candidate is defined as a member of University staff or worker who has employment with the University as an open-ended, fixed-term or Teaching Support staff member, via an Internship or Apprenticeship, as an agency staff worker who has been working for more than 12 weeks at the University, or as TSS Admin/Clerical worker. PGR students can also access internal vacancies.
Where a University vacancy is advertised but is restricted to internal applicants only, agency workers currently deployed who have been working at the University for more than 12 weeks, are eligible to apply for these roles.
An introductory 'temp to perm' fee may apply depending on the individual terms set out by our suppliers.
The fee is likely to be based on the starting annual salary and determined through discussion between the agency and the University; any contribution to payment of the fee from the central recruitment budget will be determined on a case-by-case basis and should be discussed with the HR Resourcing Manager.
Full guidance on references can be found at: http://www.bristol.ac.uk/hr/resourcing/resourcing-guidance-and-process/selection/references.html
The University's advice to all its students is not to work more than 15 hours a week while studying full time. International students on a Student visa (formerly known as Tier 4) are furthermore subject to legal restrictions on working hours as part of the conditions of their visa. To learn more about how many hours a week you can work, please check on the Student Visa Webpages
