Making the Appointment

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Following the assessment process, the interview/selection panel may approach the successful candidate and inform them that the panel will be recommending them for appointment to the role (subject to the completion of any pre-employment checks)

Selection panels do not have the authority to make an offer of appointment. Only the Director of Human Resources has the authority to appoint individuals to University posts and confirm their salaries, including externally funded posts. When communicating with your preferred candidate, make clear to them that your recommendation is subject to formal confirmation by Human Resources.

Starting Salary

All salary decisions should be fair, transparent and mindful of equal pay legislation.

  • When agreeing a starting salary, consider: salary range approved and advertised for the post*, candidate’s current salary, candidate’s job-related experience, internal consistency; the salary levels of colleagues performing roles of similar responsibility, particularly with relation to Equal Pay legislation, potential salary progression and the offerings of the total rewards package.
  • Offers should normally be made at the starting point of the approved scale. Any request beyond this must be supported by an objective, transparent case which justifies the request.
  • Panels should not offer a firm salary or contract at this stage. It must be made clear to candidates that any salary suggested to them must be ratified by HR.

    *The recommended salary level must be within the range of funding confirmed for the required period provided by the Department of Finance, as specified within e-Recruitment prior to advertisement.

Academic probation

The University operates a formal probation system of up to 3 years for all open-ended appointments to Clinical and non-Clinical Lecturers. Probation does not apply to direct appointments into senior posts.

  • The panel must agree a probationary period reflecting the appointee’s experience and a probationary advisor. Ideally this should be the line manager of the appointee or someone in a position to assess the individual's progress and development on an ongoing basis.

Pre-employment Checks

All appointments at the University are subject to candidates passing all relevant pre-employment checks.

All University posts will be subject to:

  1. Satisfactory references
  2. Eligibility to Work check
  3. Other additional checks (if required)

Work Health Assessments

All new employees undertake a Health Assessment Questionnaire. The questionnaire is to assess the individual’s fitness for the job role which they have been offered and ensures appropriate health advice and guidance can be provided. Click on the link above for detailed guidance.


Induction

Supporting a colleague fully as they commences a new role with the University of Sheffield is a key element of the recruitment process. Investing in the development and delivery of a relevant and informative induction programme is an extremely positive starting point for the working relationship.

Make sure staff know what their role is in your new starter's induction process.


Relocation support for new staff, partners and families

The University of Sheffield recognises the importance of supporting its new staff by making the move to take up a position at the University as straightforward as possible. As well as our generous relocation packages to assist with removal costs and practicalities (see Guidance on reimbursement of costs of relocation), we recognise that changing work location is both a practical matter and also a major life change, often affecting partners and families too.