When you register to apply, you will be sent a link to an application document to complete. This page tells you more about how we use that document to assess your application.
The University recognises that some individuals have personal circumstances that may have affected their performance, whether by reduction in the volume or range of activities undertaken, or in other ways. Such circumstances may include:
- Absences on maternity, paternity, adoption leave or shared parental leave;
- Part time or other flexible working;
- Disability, injury or ill health (permanent or temporary);
- Being from a black, Asian or minority ethnic background and/or International lived experience (first and second generation, cultural practices, etc)
- Absence from the workforce whilst acting as carer or undertaking domestic responsibilities;
- Career breaks unconnected with academic responsibilities;
- Substantive absences that the University is legally obliged to permit (including involvement as a representative of the workforce or for jury service)
- Direct impact of Covid-19, for example the impact of:
- caring responsibilities
- home-schooling responsibilities
- reduced ability to fulfil research due to closure of the University or other facilities
- reduced ability to undertake planned research, owing to the pressing need to prioritise teaching, for the summer term 2019/20 upto and including the academic year 2021/22;
- extraordinary contributions of academic citizenship during the period
If you have circumstances that you feel should be considered, please describe these in the Individual Circumstances section of your application. Please provide specific detail as the Remuneration Sub Group cannot infer the extent of special circumstances or their impact. Due regard will be given to career breaks and relevant personal circumstances such as maternity leave, disability, long-term illness. While a career break might explain a delayed career development, it is not viewed as a weakness in a career profile.
Applicants may use this section of their application to report material 'accepted for publication' or 'in press', accompanied by verifiable evidence of its status such as a letter from a publisher. It may similarly be used to report brief details of a funding application whose outcome is awaited.
Head of Department (HoD) report
A copy of your application will automatically go to your HoD (or Dean, if you are a HoD). The HoD / Dean is then responsible for completing a factual report, which is submitted to Human Resources.
HoDs should consult with appropriate senior colleagues, including colleagues in any other department with which an applicant has (or has had) a significant connection. HoDs are asked to confirm in the report that such consultation has taken place and to state explicitly how the applicant meets the criteria by providing supporting evidence and identifying any weaknesses.
These reports provide useful insights into all aspects of an applicant's work, but are especially important in assessing the applicant's contribution to the achievement of University and Departmental goals. The HoD should comment explicitly on the applicant's personal contribution to the department. In giving appropriate weight to teaching performance, HoDs' reports should be based on observation, student feedback and other forms of objective evidence. Anecdotal evidence is not sufficient to enable the Remuneration Sub Group to reach sound conclusions.
The applicant will be asked by their HoD to review the report and sign it to confirm they accept the HoD's comments, or alternatively to add additional comments of their own.
The Remuneration Sub Group, comprising the Deputy Vice-Chancellor and senior colleagues, is responsible for making all decisions on professorial pay requests.
Communication of outcomes and feedback
Notification will be at the earliest opportunity following the Remuneration Sub Group reaching their decision, outcomes will also be considered by the Remuneration Committee.
Where an applicant has been unsuccessful, the letter will detail how and from whom applicants may request feedback. Feedback will usually be given by a member of the relevant Committee. Unsuccessful applicants are also encouraged to discuss the feedback with their HoD and to include any agreed actions in their performance review and development plan.
Exceptionally, an applicant may seek a meeting with the Deputy Vice-Chancellor after the end of the cycle in question to discuss the decision. A member of staff, who thereafter is dissatisfied, may have recourse to the University's grievance procedure.
Decisions in relation to pay reviews will be monitored by the University's Remuneration Committee.
The University will strive to ensure that the procedures and criteria for pay reviews conform to the equal opportunities strands and policies detailed on the Equality and Diversity Office website.