Making the Appointment
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.
All salary decisions should be fair, transparent and mindful of equal pay legislation.
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.
All appointments at the University are subject to candidates passing all relevant pre-employment checks.
All University posts will be subject to:
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.
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.
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.