Heads of academic departments / schools

Recruitment and selection

The main criteria for becoming an Academic Head of Department are outlined in the person specification. The criteria apply to internally and externally recruited Heads of Department.

Process

  1. The recruitment process for Academic HoDs will normally begin in the Summer term, one year before the current HoD's term of office is due to come to an end.
  2. The Dean of Faculty will alert all members of the department to the start of the recruitment process, via a departmental email. The communication will invite members of the department to comment on the strategic needs and challenges faced by the department. This is an opportunity for colleagues to objectively highlight the leadership and direction that they would value from the HoD role. Commentary will be invited via email or an online form and will help to inform the role positioning in the candidate brief. The Dean will not invite, or take into consideration, any commentary on an individual or their perceived suitability for the role.
  3. The HR Partner will support the Dean of Faculty in the review of equality data. This data will inform a discussion on equality considerations and possible positive action as part of the recruitment process.
  4. The Dean and HR Partner have informal succession planning discussions throughout the year. This highlights individuals who have:
    • engaged positively with the University's Leadership Development Programmes
    • performed well in a University Committee position
    • shown proactive interest in the HoD role
    Individuals identified via these means may be alerted to the upcoming vacancy by their line manager. This does not preclude any interested candidate from applying.
  5. The vacancy will go live on the University jobs page. HoD roles are usually advertised as internal only, but may on occasion be open to external applicants. The Dean will signpost all members of the department to the opportunity via email. To apply, an applicant will be prompted to provide a CV and a written statement on their leadership vision for the department.
  6. The panel will recommend a shortlist. The panel will consist of the Vice-Chancellor or Deputy Vice-Chancellor (as Chair), the Dean of Faculty, a member of the HR Leadership Team, a departmental representative and a student representative.
  7. HR will invite the shortlisted candidate(s) to interview. They may also be invited to complete a Talent Q to assess their leadership profile.
  8. The candidate(s) will be interviewed by the Panel, who will make a final recommendation. Final sign off is required by Senate, this will be sought via Chair's action from the VC.
  9. The successful candidate will receive verbal confirmation of success from the Dean, this will be followed up with a written letter of appointment from the HR Director.
  10. In the event that the HoD is recruited externally, the successful applicant will be appointed on an academic contract. Their academic grade will be established by the recruitment panel. Their salary will be set in line with standard recruitment and remuneration practices, on top of which they will receive the standard HoD Allowance. The individual will carry out the HoD role for four years (or six subject to agreement), before reverting to the substantive academic appointment.

Document control

  • Approved on: 31 May 2015
  • Last reviewed and updated: 20 September 2023