Salary Scale: / Grade x: £xx,xxx - £xx,xxx per annum (pro rata if applicable)
Contract: / Ongoing OR Fixed period until xx and Full Time or Part time
School/Department:
Location: / University of Kent, Canterbury/Medway Campus [delete as appropriate]
Responsible to: / Head of School or nominee
Closing Date for applications:
Interviews are expected to be held on:
Expected start date:
The Role
This should be an accurate, concise statement of why the job exists. It 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?”
This should also include what the department are 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 to complete this section.
Key Accountabilities / Primary Responsibilities
- Ideally no more than 6 should be listed here
- Should be described 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 these two sections 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
-For academic posts please refer to the standard nationally agreed academic profiles
-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 recruitment 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. Applications are assessed against each of the criteria either at application or interview stage. Applications will be deemed unsuccessful if an essential criterion is not met. This may also help you self-select if you are suitable for the role.
- Qualifications / Training
Essential / Desirable
E.g Professional qualification such as Certificate in Personnel Practice or willingness to study for this qualification /
GCSE English and maths or equivalent /
- Experience / Knowledge
Essential / Desirable
E.g Some experience in staff recruitment or Personnel work. /
- Skills / Abilities
Essential / Desirable
E.g. Good IT skills, particularly Microsoft Office packages /
- Additional Attributes
Essential / Desirable
E.g. Commitment to deliver Equality, Diversity and Inclusivity in recruitment /
- 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
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.
Other areas to consider
-Ensure the level of knowledge required is on the person specification, as this will be counted towards Job Evaluation
-Essential/Desirable Criteria. These should be clear and sufficiently detailed to provide candidates with the information they need, but also to help them self-select
-Essential criteria should be exactly that, i.e. that the job cannot be done without that particular set of skills. However, you may wish to think about whether certain qualifications are essential or whether equivalent professional experience would also be sufficient
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