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Guidance Notes on the Recruitment & Selection Policy – Waiver of Advertising

1.  Purpose

This note provides guidance to Deans and others on the process to be followed when seeking approval for waiving of advertising as outlined in the Recruitment & Selection Policy (paragraphs 45 – 49).

2.  Scope

The waiver applies to Professorial level appointments only.

3. Procedure

The Provost will consider requests to waive advertising of Professorial posts on request by Deans.

Such requests should be made to the Provost by directing a case to the relevant Senior HR Consultant (SHRC) who will record the request for monitoring purposes before forwarding it, on behalf of the Dean, to the Provost for consideration. The SHRC will copy the Dean, the relevant Faculty Manager and the Director of Academic Services into the request to the Provost.   

In making a request that the Provost waive advertising of a Professorial post, a Dean is required to evidence that:

  1.  there are no redeployees who should be considered for the Professorial post (this will require a check to be made of the Redeployment Database held by HR – the relevant SHRC will be able to assist);
  2. the candidate under consideration has unique internationally renowned expertise relevant to the achievement of Departmental and UCL strategic objectives which would bring exceptional benefits to the department or Faculty as a whole;
  3. advertising the post would deter the candidate from applying for the post or would otherwise put the successful recruitment of the candidate at risk and/or a waiver of advertising in the particular case will assist UCL meet its equality targets;
  4. consideration has been made of how the appointment may impact on Faculty progress towards UCL’s equality objectives and, if it would have a negative impact, how that impact may be mitigated by complementary strategies1;
  5. the candidate has the right to work in the UK; and,
  6. the number of waivers already granted to the Faculty within the academic year (1 October – 30 September) has not exceeded more than 5% of the numbers of professors in the Faculty.

Subject to the Provost’s approval of the request all other processes within the recruitment and selection policy apply. As Rome will not be used for advertising purposes, the successful candidate’s details should be submitted through SiP, in the same manner as when appointing a named researcher on a grant, when redeployees are appointed or when staff are transferred under TUPE.

4. Monitoring and Review

This variation to the recruitment and selection policy will be subject to annual review.

The review will assess the number of waiver requests submitted and approved by Faculty and across UCL and whether the waiver process has had a significant impact on the achievement of equality targets or equal pay within Faculties and across UCL. The review will also assess the number of ‘waived’ appointments applying for Tier 1 sponsorship or appointed on salaries above £152,100 where the Resident Labour Market Test is not required.

HR Policy and Planning
April 2013


1 Gender Equality Objectives: To achieve 50:50 men and women into grades 9 &10, incrementing towards this target  by at least 1% each year;
T o recruit and retain more female staff into SET disciplines
Race Equality Objective: To improve the representation of BME staff at senior grades;

http://www.ucl.ac.uk/hr/equalities/corporate/Equalities_and_Diversity_Strategy.doc