College of Science and Engineering Recruitment Process update

College of Science and Engineering Recruitment Process update

We are now three months into the implementation of the new recruitment process within the College and half way through the proposed transitional soft launch period. Thank you for your continued help and assistance during this period.

During this initial period we have mapped out 3 distinct processes:

  • Leadership (Professorial, Senior Professional Services appointments)
  • Research (Involvement of College Research Administration)
  • Standard (Professional Services, R&T appointments)

In addition we also have a condensed overview available all of which detail tasks, ownership and, where possible, timescale that should be of assistance in allowing for forward planning and awareness of where vacancies sit as well as who has ownership of the next step in the flow.

As before the transition is on a continuous improvement basis and we continue to welcome any comments and feedback from those involved in areas of recruitment. Please forward these onto scieng-recruitment@glasgow.ac.uk

Revised Recruitment Process

Revised Recruitment Process

After an intensive review period, and a series of roadshow events tailored to specific audiences showcasing the improvements and efficiencies resulting from it, we are delighted that key details on team structure and process have been agreed, and the Recruitment Process Review has begun its implementation with a soft launch phase.

The soft launch began at the end of April, and this transitional period of six months will allow us to move forward into the new process while completing any outstanding vacancies that are still underway using the previous procedures.

For those staff members who were not able to attend the roadshows an overview of the new Recruitment Team structure and members is available at:

https://sway.com/aZa6TS9bXg3Gs3k4?ref=Link

The new recruitment process has been implemented within CoSE and our two Local Resourcing Coordinators (LRC) are in place (see below), based within the College in the Boyd Orr Building.  The LRC’s are working closely at a local level with the hiring managers and Research Support staff to progress vacancies and deliver a timely and effective recruitment process whilst providing excellent customer service.

The LRC’s are also responsible for the provision of professional and proactive administration support as the key point of contact between the College and the Central Recruitment Team to ensure delivery of recruitment service aligned with the University’s strategic objectives.  All initial recruitment enquiries should come directly into the College Recruitment mailbox at scieng-recruitment@glasgow.ac.uk and the LRC will progress the vacancy accordingly, raising the staff request and inputting the data on to the e-recruitment system wherein the Central Recruitment Team pick up the next stage of the candidate process.  The LRC will continue to support the recruiting manager throughout the rest of the process, advising of any relevant updates and providing any other assistance required.

The transition is on a continuous improvement basis to ensure any refinements are actioned during the coming months. We continue to welcome any comments and feedback from those involved in areas of recruitment.

Please find below details of the CoSE Local Resourcing Coordinators. I'm sure you'll all have the opportunity to meet the new team members in due course, if you haven’t already done so.

Peter Blyth

Peter joined the College of Science & Engineering from the University’s Central Recruitment Team where he worked for a number of years managing a variety of vacancies across the staff categories. Peter will be coordinating the following areas: School of Physics & Astronomy, School of Psychology, School of Chemistry, School of Geographical and Earth Sciences, and College Office. 

Rebecca Vint

Rebecca joined the College of Science & Engineering from an Energy company where she worked for a number of years within HR, specifically focused on recruitment and selection. Rebecca will be coordinating the following areas: School of Engineering, School of Computer Science, School of Maths & Stats, and SUERC.

Below are a range of documents to explain how the recruitment process is changing, and what the Local Resourcing Coordinators will be doing on behalf of the Schools and College in administering their recruitment activities.  In short, aspects such as raising staff requests, identifying the various aspects of the recruitment plan for a vacancy, arranging the interview logistics, liaising on appointment arrangements etc. will now be undertaken within the College by the Local Resourcing Coordinators.

Revised Recruitment Process Flowchart

New Vacancy Checklist

Recruitment Process Map 

Local Resourcing Coordinator Job Spec

I need to recruit, what do I do

It will take time for the new process to bed in and your ongoing support is welcomed in assisting the transition during the ‘soft’ launch implementation phase. 

If you have any questions about the new process please do not hesitate to get in touch by emailing scieng-recruitment@glasgow.ac.uk in the first instance.

HR EveryDay Practices: Policy Action Points

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

 

http://www.gla.ac.uk/services/humanresources/all/worklife/leave/academicleave/#d.en.263071

 

If you wish any further information please contact scieng-hr@glasgow.ac.uk

Athena SWAN Mentoring Scheme Pilot

Athena SWAN Mentoring Scheme Pilot

The Colleges of Science and Engineering and MVLS are pleased to launch the Athena Swan Mentoring Scheme Pilot in spring 2014.  Please find below links to the Scheme brochure and 'Word' application form. 

Athena SWAN Mentoring Scheme Pilot

Application Form

Please feel free to contact your Head of School/Institute or College HR Team for further information. 

College Guidelines on University Consultancy Policy

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

Performance & Development Review

To be updated.  Please contact HR in the meantime scieng-hr@glasgow.ac.uk 

Study leave for academic staff

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

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:

Academic Returners and Research Support – Policy and Framework

Academic Returners Information Guide Updated

Academic Returners and Research Support: Application for Funding