48. Departments should contact their Principal HR Business Partnerfor information andassistance in selecting the search firm on UCL’s preferred supplier list. The use of search firmsmust be coordinated with the Principal HR Business Partner to ensure compliance with legal andregulatory obligations. Jobs must be advertised on the UCL website, and applicants will bedirected to apply through the relevant firm, rather than applying through ROME. Requests touse an alternative firm must be made in writing to the Director of Human Resources, withdetailed justification for the use of a search firm not on the preferred supplier list. All searchfirms doing business with UCL must agree to collect and provide UCL with information incompliance with UCL’s equality obligations. Recruiting departments must ensure that each longlisted applicant’s equal opportunities data is inputted to ROME within 1 month of the finalinterview date.Advert waivers for professorial appointments49. While staff will normally be appointed following advertisement of a post, in exceptionalcircumstances the requirement to advertise a professorial post may be waived by the Provost onapplication by the relevant Dean. It is expected that the number of such appointments will belimited on an annual basis to a number of posts equivalent to five percent of the number ofprofessors in the Faculty50. Deans who wish to make a request to waive advertising should seek early advice from therelevant Human Resources Business Partner . Requests for waivers of advertising in exceptionalcircumstances must be based on an argued case. Waivers of advertising may only be approvedwhere there are no staff eligible for redeployment who may be suitable for such a vacancy.Advice on how to determine this is at . Inconsidering whether to seek approval for a waiver of advertising in exceptional circumstances,Deans should also be cognisant of the specific requirements in relation to advertising forCertificate of Sponsorship purposes (see paragraphs 95 - 99).51. Approval to waive advertising may be provided where there is evidence that:
a. the candidate under consideration has unique internationally renowned expertise relevant tothe achievement of Departmental and UCL strategic objectives which would bring exceptionalbenefits to the department or Faculty as a whole; and,b. advertising the post would deter the candidate from applying for the post or would otherwiseput the successful recruitment of the candidate at risk.c. Deans are also strongly encouraged to use the waiver of advertising facility to headhunt thebest women and ethnic minority people in their field.52. In approving requests to waive advertising in the above circumstances, evidence that suchcircumstances exist will need to be provided with the request. Evidence will also need to beprovided that equality and diversity implications of the proposed appointment have beenexplicitly considered. Where a waiver of advertisement is approved, all other aspects of the UCL
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- Summer '15
- Quratulain Shah
- UCL, Person specification