Occasions When Public Advertisment May Not Be Appropriate

Occasions When Public Advertisement May Not Be Appropriate

The University is committed to the principles of equality of opportunity for all staff and potential staff and normally advertises all posts publicly.  However, there are occasions when public advertisement may not be appropriate and these occasions must be the subject of consultation and agreement with Human Resources.  The following are examples of occasions where public advertisements may not be appropriate.

Academic Management Posts

It is the usual practice of the University to trawl internally all academic management posts as these posts are normally of a fixed-term duration.  The University, however, reserves the right to advertise such posts externally.

Restructuring within a School/Directorate

This occurs when new duties are allocated among existing employees and the overall head count within the School/Directorate does not increase.  To advertise these duties publicly could result in an external appointment and thus leave a member of staff in a redundancy situation.  In particular, it must be clearly established that no additional posts have been created and that no vacancy in fact exists.

In circumstances where more than one member of staff could be allocated additional duties which may lead to a regrading, then they must all be considered by the appropriate manager in a systematic and objective manner.  This may, for example, involve a limited internal trawl amongst the eligible staff.

Secondment Opportunities

Occasions may arise when there are opportunities for short-medium term career development opportunities.  In these circumstances and where the opportunity is for a period of more than six months, the opportunities will normally be internally trawled within the University.  This process should not be used when there is an established vacancy and the duration of the career development opportunity should not normally extend beyond a maximum duration of two years.  Where the opportunity is for a period of less than six months, reference should be made to the policy on Employees Temporarily Undertaking Additional Duties.


In accordance with the agreed Redundancy Procedures all reasonable measures will be taken to avoid redundancy.  If a vacancy within the University can be filled by an employee, who would otherwise be made redundant, then this vacancy does not need to be advertised and the otherwise redundant employee may be redeployed.  Redeployment of staff will not occur when the vacant post is considered to be specialist in nature, for example, requiring specific qualifications and/or experience.  Guidance on the application of this scheme can be found in the Redundancy Procedure: Non-Statute Staff or Statute Staff

Extension to a Temporary or Fixed-term Contract

If a temporary or fixed-term contract is nearing completion and, at the same time, another similar vacancy arises within the University, an employee may be offered this vacancy and his/her contract extended.  An extension may involve a new project but will involve similar duties and, the employment must be continuous.

Named Research

This occurs when external funding has been secured on the condition that the work is carried out by named academic/research staff.  To publicly advertise such a position could jeopardise the funding.

Development of Work in Hand

Occasions may arise, for example, where funding has been secured to extend a research project.  This could be the case with doctoral students where postdoctoral development will lead to the publication of the individual’s work.  It will be made clear that the contract will terminate on completion of the research and be of a temporary nature.