CoSE recruitment Process: Generic academic job descriptions and updated new vacancy checklist
Following feedback, review and discussions within the College on the suitability of the current academic job descriptions as an attraction piece for perspective candidates we now have two generic job descriptions available for use throughout the College:
Documents are locked to prevent significant changes to the agreed generic text, editing allowed in the highlighted sections only.
In addition following a continuous process review the Central Recruitment Team have provided an updated New Vacancy Checklist form that is to be used for recruitment activity going forward across the University. We will continue to accept the previous version of the checklist until the end of May to allow the new version to circulate and recruitments already underway to move past the planning stage but after 31 May the new version will be required in order to process a recruitment exercise.
If you experience any issues downloading / using the documents or have any further questions please contact firstname.lastname@example.org
College of Science and Engineering Recruitment process update
As you will be aware, the new recruitment process has been implemented since April 2018 in the College with all recruitment activity now transferred to the new model. Thank you for your help and assistance during this period.
Detailed information on the process, how it works, roles / responsibilities and supplementary information is available by clicking the link below:
The process is reviewed at regular intervals at College level to allow for continuous improvement and we welcome any comments and feedback from those involved in areas of recruitment. Please forward these onto email@example.com
HR Everyday Practices: Policy action points
In June 2017 CMG reviewed our compliance with a variety of HR-related policies and decided we needed to enhance our actions in certain areas. The primary focus is upon ensuring we enhance the robustness of our approval processes for all leave types taken by academic staff. A summary of the main changes includes:
· Annual leave: the focus is on improving the use of CORE to record annual leave by academic staff
· Sickness absence: again the focus is upon improving the reporting and recording of academic staff sickness absence
· Academic absence (see link below for relevant policy): all approval delegated to Schools now.
· Study Leave: Post study leave 3-month Outcomes Report to be completed in all cases and publicised as appropriate; Schools to ensure staff area aware of the provisions for study leave and to review and prioritise applications annually
· Travel & Working Overseas: all overseas travel to be recorded through the Travel Insurance system to provide coverage and record absences
· Tier 2, UGS and UESTC staff: absences of all types must be recorded and approved through CORE
If you wish any further information please contact firstname.lastname@example.org
College guidelines on University Consultancy Policy
The University has a well-established policy on academic consultancy (http://www.gla.ac.uk/media/media_237592_en.pdf), viewing it as an important channel through which knowledge and expertise can flow to and from industry and other external agencies and therefore contributes to the development of growing and productive relationships with such bodies. The policy covers contractual issues and outlines appropriate legislation and regulations that are pertinent to staff undertaking such work. The College recognises staff undertake such work as a means to grow and enhance our technology transfer and impact through our research and consultancy activities, utilising the University’s Consultancy Policy.
The right to undertake consultancy is at the discretion of the Head of College; normally this function is devolved to Heads of School to manage operationally. In determining the mechanism for the consultancy, the member of staff’s contribution across all University academic activities (including teaching, administration and research) will be taken into account, and it is expected that the member of staff will be meeting the School’s targets sufficiently in all such activities and associated objectives.
When this is not the case, or in selected circumstances where research and/or consultancy activities are embryonic, or starting from a low base, it may be appropriate for Schools to expect individuals or groups of individuals to undertake consultancy activities on a fee-waiver basis, in order to attain a greater collective critical mass and develop a productive and longer-term market position with external agencies. Schools will determine appropriate thresholds above which the University Consultancy Policy will apply normally, taking into account relevant local circumstances on a case by case basis.
Performance & Development Review
To be updated. Please contact HR in the meantime email@example.com
Study Leave for academic staff
A member of academic staff who wishes to be considered for study leave should apply, in writing, using the updated application for study leave which should be accompanied by a one page statement detailing the intended plan of work. Such applications should normally be submitted at least six months before the start of the proposed study leave and should be submitted, in the first instance, to the relevant Head of School or Unit. Academic Study Leave Guidelines COSE
Academic returners research support policy
Recognising the University’s commitment to the Athena SWAN Charter and the Bronze Awards held by the University and Schools, the University has introduced financial support for staff returning from Maternity/Paternity/Adoption/Shared Parental leave. The Scheme supports Research and Teaching, Research-only and Clinical staff in resuming their independent research activity following a period of leave.
The scheme provides for up to £10k to be used within the 12 months returning from such leave to enable activities such as conference attendance, collaboration visits, buyout of teaching, hiring research staff etc. Applications will be approved by the Head of School and Head of College HR on behalf of CMG.
To apply please consult the College’s policy and then submit the College’s application form, both of which can be accessed at the links below: