Growing Academic Capacity - Recruitment Campaign Information

The current (2023/24) campaign aims to recruit to:
2023/24:  4 x Professors, 1 x G8 - converted to Chair in Safety Systems Engineering, 3 x G7 (Lecturer/Research Fellow (Industry/Business))

Please note that some posts may also be allocated through application to the PACE fund.

Work is underway to evaluate the potential for practice-based career pathways at York, but in the meantime we have three types of academic contract (R&T, R and T&S). It is essential that these colleagues have the time to focus on this work, including income generation*, and therefore a research-focused contract is likely most appropriate at this stage. Whilst research-base contracts have been used as a basis for this campaign, other contract types can be discussed with applicants if it is felt to be more appropriate. 

*These posts come with significant annual income generation targets (on average £200k for years 3 to 5, increasing to £240k for years 6 to 8 and £300k thereafter). 

• This is an institution-wide competition with no presumed allocations to particular departments or faculties
• Cross-disciplinary, joint and part-time appointments are all encouraged
• The recruitment for both the Chairs and the G7/8s will be run in parallel via a coordinated campaign with one Microsite
• Applicants are being asked to indicate the departments/schools they feel most affiliated with and those preferences will be used to distribute applicants to departments and schools
• Departments will be asked to shortlist and submit a strategic case and short business case for each applicant they wish to short list
• Central recruitment panels will decide on the final shortlist for interview
• The interview panels will be augmented by a discipline expert from the relevant department,  although this individual will not be part of the decision making process
• At interview, panels will decide whether the candidate is appointable or not. Following completion of all the interviews, the panel will decide which candidates they wish to make offers to

As part of the recruitment process, departments and schools are required to submit a short strategic and business case for each applicant they wish to longlist for the Chairs, G7 and G8 posts. Following this longlisting, central recruitment panels will decide on the shortlists for interviews. 

Two business case template forms have been developed for the roles to be completed by the Department/School/Entity where the new member of staff would be employed:

Please ensure you make a copy of the form before entering any information. The form should be completed in discussion with the candidate, and you are encouraged to reach out to your Faculty Industry Engagement lead for clarification or advice (Arts and Humanities: John Mateer, Sciences: Tarl Prow, Social Sciences: Ian Kirkpatrick).

There is a dedicated email address for those wishing to make enquiries about the positions from where they will be directed to the relevant contacts:
biei-recruitment@york.ac.uk 

The following have been identified as key contacts for the faculties, departments and centres:

Arts and Humanities: John Mateer (Associate Dean for Partnerships, Engagement and international) plus Lorraine Farrelly (Architecture)
Sciences: Tarl Prow: (Associate Dean for Partnerships, Engagement and international)  plus: David Kent (Biology), Caroline Dessent (Chemistry), Paul Cairns (Computer Science), Piran White (Environment and Geography), David Barrett (Health Sciences), Dimitris Lagos (HYMS), Brent Everitt (Maths), Stephen Smith (PET), Psychology (Lisa Henderson)
Social Sciences: Ian Kirkpatrick (Faculty BIEI Lead) plus SBS: Beatrice Dippolito (SBS), Sarah Couttie Cunningham (Sociology), Anna Payne (CHE)
Centres: Miles Elsden (ISA), Jeremy Mottram (YBRI), Laura Beer (IMRY) 

The Building Industry Engagement and Impact Programme is a ten year Transformational Initiative which aims to both increase the University's impact achieved through engagement with business and industry and to grow additional income streams. Working with business and industry has the potential to diversify future income for the ongoing financial health of the University. To ensure that we prioritise both aims during the recruitment process, departments will shortlist candidates and provide a strategic case and a business case which will then be assessed by the central recruitment panel.