Once you have decided who you want to appoint you will need to offer them the job and agree the salary.
You should contact everyone who you interviewed and offer them all feedback. Contact your first choice candidate first and then go down your rank order of appointable candidates if anyone turns the job down.
The job will have a grade but you will need to agree the specific salary. New employees should normally be appointed at the bottom of the grade. Anything more should be justified and reasons might include:
- education and qualifications;
- research record and publications (for academic staff);
- salaries of other staff with similar jobs in the department and the University. Try to avoid creating differences that cant be justified.
Current or previous salaries should be considered but simply matching or improving someones current salary could be discriminatory. There are gender pay gaps at the University and in the UK which favour men (this means men are generally paid more than women) so using current or previous salaries to decide what we pay someone will stop these being addressed. Try to base it more on the level and responsibility of the jobs not just the salary.
Remember about the overall package we offer to employees. This is often more generous than other employers and should be used in salary negotiations. For example annual leave, pension schemes and other staff benefits.