Approval for the use of this policy
Where Recruitment to a Post is Underway
Application and Scope
This policy permits the University, exceptionally, to make an academic appointment without following the standard recruitment approval and advertising procedure where it can be demonstrated that such an appointment would make a significant impact on a strategic objective of the University. This policy should not be used where recruitment for a post is underway. Where a case for using this policy is made, it must include an assessment of the impact it will have on the equality, diversity and inclusion performance of the Department (if appropriate), School and Faculty.
This policy can only be used where it can be demonstrated that:
(i) there is an opportunity to make a strategic appointment that will take forward a defined University objective
(ii) there is a clear risk that the opportunity would be lost if the usual recruitment procedure was adopted.
Monitoring
The use of this policy will be monitored and reported annually to UMT and HR Committee.
Approval for the use of this policy
The Deputy Vice Chancellor, or in their absence a Pro-Vice Chancellor, must give approval for an academic appointment under this policy. When approving the use of this policy the DVC should confirm that the person identified is someone of strategic importance who will be able to make an exceptional contribution to the academic endeavour. This will be demonstrated by the individual’s achievements, expertise, teaching contribution, research profile, publication record, reputation, income generating capability and likely future contribution. The candidate must be demonstrably outstanding in their field or clearly demonstrate their potential through an exceptional academic trajectory. The responsibility for providing this evidence rests with the Faculty within which the appointment will be made.
Seeking Approval
When a potential strategic appointment opportunity is identified by a Dean or Head(s) of School, following appropriate consultation within the School(s), the Dean should seek approval from the DVC to utilise the Strategic Appointments Policy.
The Dean should also inform the Faculty HR Manager of the discussions and where the request to appoint is at professorial level, the Central Resourcing Manager will also be notified and provide advice and guidance at an early stage.
In all cases to seek approval the Dean must prepare a full written report to be submitted to the DVC identifying:
This report should also include a business case identifying the financial, capital and space implications of the appointment such as:
If the points (i) and (ii) outlined in the Application and Scope section above of the policy are satisfied, the DVC must also consider, with support from the HR Director, all the matters set out in the Dean’s report along with the following additional points:
Once the DVC gives final approval, a standard selection process will be followed without need to advertise the post.
Moving to Appointment
Once approval is given, then the procedure set out below will normally be followed with a copy of the business case being forwarded to the relevant Faculty HR Manager.
Following approval, a Selection Committee will be convened in line with the University’s standard recruitment process. If it is not possible for the candidate to come to Bristol for the selection process, it may be conducted by video link.
In relation to professorial appointments the normal process can be reduced to a shorter time frame and the Selection Committee will meet on one occasion to review the external evidence and interview the candidate.
In all cases it should be noted that the interview is not a formality and if the selection panel considers that a candidate does not meet the requirements of the post, then no appointment will be made.
In any dealings with a prospective candidate, care must be taken to explain that all appointments under this procedure require approval and that individuals recruited under this procedure will be expected to undergo a formal selection process and that a final decision to appoint will rest with an Appointment Committee.
Where Recruitment to a Post is Underway
The procedure set out above is not applicable where recruitment to any post is already underway, because the Policy applies to a person rather than to a post. Therefore, where a person who is suited to the post to be filled is identified during the normal process of recruitment it would be usual for the recruitment and selection process to continue as normal.
