Appointment of a Procurement Administrator

Appointment of a Procurement Administrator

The departmentThe Finance Department comprises around 45 staff who provide a broad range of finance and related services to the university. The department is organised into five divisions, reporting to the Head of Finance:

°Financial Planning

°Accounting Information and Systems

°Payroll & Pensions

°Income & Payments

°Procurement Services

Financial Planning Division

The division provides investment appraisal, capital funding advice, financial forecasting and statistical analysis for the university. It advises the Board and its committees on a number of policy areas related to financing and investment.

Accounting Information and Systems Division (comprises 2 sections)

Corporate Accounting Services:

The section maintains the university’s corporate accounting systems and provides guidance and training to users. It is responsible for the integrity of the Financial Accounts along with year-end reporting, tax and the operation of the university's subsidiary companies. The section also focuses on supporting the university’s economic and social engagement aims. It provides financial advice and information to the university in respect of commercial and grant research. The section provides the university lead for the development of the Transparent Approach to Costing (TRAC) and maintains systems for full economic costing (fEC) and other costing approaches.

Financial Management Information Services:

This section is responsible for providing a full management accounting service to the university, including the provision of information and guidance to budget centre managers (heads of schools and departments) operating within devolved budgets. The team is responsible for overviewing the financial aspects of academic plans. This section also provides regular reports to the Board and its committees regarding the financial management of the university and is responsible for administering the Financial Resource Allocation process and budgeting setting.

Payroll & Pensions Division

The division is responsible for running the payroll for all university employees. The division is also responsible for administering the three main pension schemes (LGPS/TPS/USS) applicable to university staff.

Income & Payments Division (comprises 2 sections)

Income Section:

The income to the institution is circa £170 million in total which is received via the income section. Some of the main elements included in the direct income are grants, tuition fees, and trading activities (including residences, catering and conferences).

Payments Section:

The majority of invoices paid by the university are processed through BACS and managed by the Payments section via computerised purchase order processing. The section also deals with international remittances, travel claims and payments to students.

Procurement Services Division

The division offers a service to ensure that the university’s procurement practices are legal, ethical and obtain value for money. Advice and guidelines are given on tender procedures and price quotations as well as drafting contracts and negotiating procurement frameworks. The division is also responsible for the managing the university’s insurance cover and operating its insurance claims procedures.

Job sharing The University of Brighton welcomes job sharers. Job sharing is a way of working where two people share one full-time job, dividing the work, responsibilities, pay, holidays and other benefits between them proportionate to the hours each works, thereby increasing access to a wide range of jobs on a part-time basis.

Potential job sharers do not have to apply with a partner. However, if a post is to be operated as a job share there must be at least two suitable applicants who wish to share the job.

A job share appointment will only be made if it has been demonstrated that both shortlisted applicants can do the job to the required standards and within a working pattern of hours that is agreeable to all parties. If one applicant is unsuitable, neither can be appointed unless an alternative potential job sharer has been shortlisted.

When applying as a job sharer please indicate this on your application form. Please also indicate on the additional information tab whether you are applying with a job share partner and the name of that person. It would also be useful if you could indicate whether you would be interested in the post on a full-time basis if no suitable partner can be found. If you have indicated that you would be willing to take up the position on a full-time basis then the normal recruitment procedure will be followed.

If you are interested in appointment on a job share basis, please contact Human Resources for a copy of the university's policy, procedure and guidelines for job sharing. Alternatively staff in Human Resources will be happy to answer any queries you may have.

The jobDetails of the job are described in the attached job description.

The salarySalaries are paid monthly in arrears through the BACS System directly into the bank or building society account of each member of staff.

Salary payments for staff that work less than 52 weeks per year are spread evenly over twelve months of the year so that they continue to receive payment during the times they are not contracted to work. This means that, when they leave the employment of the university, they may have received either an over or underpayment for that year, according to the date of leaving in relation to the anniversary of the start date. In such cases, the adjustment would be made in the final salary payment, as a deduction or lump sum payment, as applicable.

Working weekThis is a 37 hour week, excluding meal breaks (these are unpaid). It is possible to work flexible hours which offers the opportunity to choose starting and finishing times which best suit personal needs, outside the ‘core’ hours of 0930 to 1200, 1400 to 1600 and with outer limits of 0800 and 1800. Flexible working hours are subject to consultation with your senior manager, subject to ensuring adequate cover at the workplace.

Holiday For each full-year worked you are entitled to annual leave dependent on your grade of pay (see table below). The entitlement increases after five years’ continuous service, pro rata for part-time staff. Annual leave entitlement for part-time staff and staff on shift patterns will be calculated in hours. New members of staff are entitled to annual leave proportionate to their completed calendar months of service. In addition to the eight Bank and Public Holidays each year, discretionary days are granted in late December to allow the university to remain closed between Christmas and the New Year.

Terms & conditionsIn determining terms and conditions of employment, the university has regard to recommendations made through the appropriate national negotiating framework. These terms and conditions of service can be varied by local agreements reached through the university’s local negotiating framework which comprises a Joint Negotiating Committee supported by two Common Interest Groups. These groups bring together representatives of the university and its recognised trade unions, which are:

•UCU University and Colleges Union

•UNISON

Strategic planDetails of our Strategic Plan can be found at: