A1: Main page
Page contents:
1. Recruitment and selection
2. Induction
3. Probation
1. Recruitment and selection
1.1 BBSRC aims to avoid all forms of unfair discrimination during the recruitment and selection processes. Candidates are assessed only on their perceived suitability in the role for which they are being considered.
1.2 Recruitment will be on the basis of fair and open competition. A selection panel will be used.
1.3 Very occasionally, in addition to advertising in the press, specialist agencies (‘head-hunters’) may be used, but they will be required to adhere to our equality ethos (see part 1 of section A3, dignity and diversity at work).
1.4 BBSRC will consider requests for flexible working practices for all vacancies (see part 2 of section A3, dignity and diversity at work).
1.5 BBSRC recruitment and selection policies apply to all contract types except casual employees, although BBSRC’s equality policies remain applicable. For a list of the contract types we offer see appendix A1:5 of section A1, joining us.
1.6 Please see BBSRC’s recruitment and selection guide for further information.
1.7 If you are joining us as a research student: please see section B2, postgraduate research training.
2. Induction
2.1 Introduction
The intention of BBSRC’s induction process is to welcome all new employees to BBSRC and give them the necessary information and advice to settle in, find their way around and integrate into their group and/or department.
2.2 The process
The induction process will vary by establishment, but will include the following:
- a letter confirming your appointment and detailing your start date and arrangements for your first day
- an information pack which includes reference to pay, pensions and BBSRC terms and conditions
- an organisational induction including a tour of the site, the facilities, fire alarms, exits and extinguishers and security information
- health, safety, well-being and welfare induction
- a meeting for you and your manager to talk about the job/role requirements, performance management and development needs
- a group induction introducing other members of the group and key contacts
- an opportunity to experience the working environment and equipment
- an opportunity to review training needs, review methods of training, organise participation in any relevant training scheme which operates, and meet your local Union Learning Representative (ULR) (not available at all sites) to discuss how they can support your learning
- an opportunity to meet your local union representatives to be given information on the benefits of trades union membership
3. Probation
3.1 Introduction
3.1.1 As a new employee, you will undertake a period of probation to check that you can meet the minimum requirements of the post including the key objectives, and demonstrate satisfactory standards of conduct, attendance, and timekeeping.
3.1.2 The probation period is 6 months. A longer period may exceptionally be applied where it can be demonstrated that specific posts require a longer probation period, e.g. work of a cyclical nature that requires assessment over a longer period (such as fieldwork). The Head of HR will agree such exceptions, which will be noted at NCC.
During the probation period the discipline and capability procedures of the employment code do not apply.
3.2 Overview
3.2.1 The first stage of the probation procedure is for you and your line manager to agree a forward job plan (FJP), to cover the probation period. The FJP is a list of performance and work objectives as well as a list of training or development objectives for the probation period. It will be drafted and discussed with you by the end of your first week.
3.2.2 There will be three probation assessments at intervals during your probation (usually at intervals of two months). In these reviews, you will be assessed on the achievement of your objectives, on performance factors and on your overall progress. At each performance review, you will have the chance to comment on the assessment. If you meet your objectives and perform your work to a satisfactory level, you will pass your probation period and receive a letter confirming your employment.
3.2.3 Once you have successfully completed your probation you will take part in the annual performance and personal development review (PPDR) appraisal cycle. However, if you have been with us for less than three months at the end of the reporting year you will not have a performance review. You will still need to prepare a FJP for the coming year, to be discussed and agreed with your line manager. Guidance notes on the PPDR process are available on the staff extranet.
3.2.4 See appendix A1:1: probation.
Last updated 28/03/08
Amendment 19 - March 2008