Key Accountabilities / Primary Responsibilities

Position TitleREF:

Department

The Role

This should be an accurate, concise statement of why the job exists and should allow readers to immediately focus on the position’s overall role in the organisation. It should not be a list of duties but should give a clear response to the question “Why does the job exist within the organisation?” It can also include what the department is looking for in a successful applicant.

(Sometimes it is useful to complete the other parts of the JD and come back to this at the end.)

Key Accountabilities / Primary Responsibilities

• Ideally no more than 6 bulleted points here
• Describe in terms of the outcomes and their relevance (the what and the why) rather than the tasks themselves

Key Duties

• What are the key duties that this post holder will perform? Please remember it may not be possible to include everything here so only include the main duties (as in most regular). Please note that this and the Key Accountabilities/Primary Responsibilities section form the basis of the Job Evaluation exercise.

Such other duties, commensurate with the grading of the post that may be assigned by the Head of Department or their nominee.

Other areas to consider:

-Avoid acronyms and use clear non-technical language

-Job Descriptions are evaluated on the level of the duties involved and not the volume of duties. Thus an increase in duties will not necessarily mean a higher grade, unless the duties are of a higher level of responsibility

-If you need templates or assistance with writing the job description please contact the Resourcing team and we will be happy to provide these. We can also provide copies of job descriptions that have been used for similar roles in the past

Health, Safety & Wellbeing Considerations

This role involves undertaking duties which include the Health, Safety and wellbeing issues outlined below. Please be aware of these, when considering your suitability for the role.

[Please review accompanying HIF form and delete as appropriate, only listing any hazards outlined as implicit within the role- further definitions of the hazards can be found on the HIF]

• Noisy working environment (above 80d)
• Repetitive limb movements
• Regular use of Screen Display Equipment
• Working with machinery (please specify any vibration hazards)
• Working with chemicals (inc. requirement to wear latex gloves and inc. work with CO2 or N2 gasses)
• Potential exposure to asbestos or other dusts
• Biological Agents/Scientific Hazards (experiments/lasers etc, and waste/sewage)
• Working with radiation
• Working in confined spaces
• Working at heights
• Prolonged physical/manual work/Manual handling (inc. human beings)
• Exposure to animals
• Vocational driving on & off campus (includes use of cars, vans, ride-on mowers, buggies)
• Night work (at least 3 hours between midnight and 5am) and/or Shift work
• Prolonged weather hazard exposure – wind/rain/snow/pollen/UV & sun
• Working in isolation
• Conflict resolution
• Contact with Human fluids (blood, saliva etc)

Internal & External Relationships

Internal:

External:

This allows the potential job holder to see who they will come in to contact with and will need to liaise/communicate with on a regular basis.

Person Specification

The Person Specification details the necessary skills, qualifications, experience or other attributes needed to carry out the job. Please be aware that your application will be measured against the criteria published below.

Selection panels will be looking for clear evidence and examples in your application, or in your cover letter where applicable, which back-up any assertions you make in relation to each criterion.

*Criterion to be assessed via:

A = application form or CV/cover letter

I = interview questions

T = test or presentation at interview

Considerations when writing the Person Specification

The person specification details the necessary skills, qualifications, experience or other attributes needed to carry out the job. Using the person specification throughout the recruitment and selection process will enable you to ensure that the best candidate is selected and that the legal obligations and best practice objectives of the University are complied with.

Points to consider:
- Ensure the level of knowledge required is indicated in the person specification, as this will be measured in the Job Evaluation process (for grades 1-10; this is not relevant for research/academic staff);
- Essential/Desirable Criteria - these should be clear and sufficiently detailed to provide candidates with the information they need, as well as to help them self-select;
- Essential criteria should be exactly that, i.e. the job cannot be done without that particular set of skills. Consider whether certain qualifications are essential or whether equivalent professional experience would also be sufficient;
- For “ability” based criteria, check whether you actually require the applicant to have experience and re-word as necessary;
- *Take care when completing the right-hand column to show at which stage of the selection process each criterion will be tested. In the main, it will be qualification and experience-based criteria that can properly be measured at application stage; skills/abilities/attributes are more likely to be measurable via the interview or test/presentation.

Additional Criteria for Senior Lecturer appointment:

For the Senior Lecturer post, applicants must demonstrate a higher standard of achievement in either excellence in practice/activity or leadership within and/or beyond the discipline and their University and how their achievements have been recognised in impact and recognition. Candidates must also demonstrate a strong record of research leadership and successful grant applications.

At Senior Lecturer level, the post holder will also be expected to undertake a major leadership role within the School.

Summary Criteria for promotion to a Readership

The University seeks to appoint people to a Readership on the basis of evidence of sustained contribution to their field (normally at both national and international level), which has been coupled with leadership and brought external recognition to themselves and the University.

Candidates are expected to demonstrate their significant and sustained contribution in three broad categories:

a.Excellence in practice/activity

b.Leadership, within and/or beyond the discipline and the University

c.Impact and recognition, within and/or beyond the discipline and the University

In order to be appointed at the rank ofProfessor, candidates must be able to demonstrate:

(i) the ability of the individual to make a contribution to the University of strategic importance; this might, for example, include significant leadership responsibilities at a senior level through the encouragement of research and/or pedagogy, the organisation and development of teaching, and/or the promotion of an innovation and enterprise activity;

and

(ii) an outstanding and sustained national (and in the case of research, international) contribution to the advancement of their subject, bringing distinction to themselves and the University.

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