Ref:
61/2005
Principal:
Professor Andrew Hamnett
TEACHING FELLOWS
(Fixed term for 3
years)
GRADUATE SCHOOL
1. NATURE OF APPOINTMENT
Strathclyde Graduate School of
Business is one of only 3 UK Schools to have two AIM fellows, is the editorial
base for Organisation Studies, has received 4 recent awards from the
Successful candidates will be teaching
and assisting on GSB/s postgraduate courses (predominantly MBA and MBM) in the
areas of strategy, organisational behaviour and/or change management. GSB has an established range of core learning
materials and runs courses in the
Candidates should have: a degree in Business and management or
equivalent managerial experience and/or professional qualifications; an
interest in, and experience of, teaching post-experience students or,
exceptionally, Senior Management experience.
Experience in the development of distance learning materials, and an
interest in the development of web-based material is also essential.
Academics in GSB research and teach
primarily in the field of Managerial Practice and have a strong
inter-disciplinary research focus. Among
its achievements, the school has two AIM fellows, is the editorial base for
Organization Studies, has received 4 awards from the
Our primary concern is to appoint
colleagues with a collaborative and team-based approach to teaching, an
orientation towards teaching that relates to managerial practice. Successful candidates are likely to specialise
in organization studies, partnerships and alliances, strategic management,
change management, management development, international / comparative
management and knowledge and information management, although outstanding
applications from those in other management fields with a practice research
orientation will be welcome.
If
you would like to discuss the posts informally, contact the Director, Professor
Colin Eden on +44 (0) 141 553 6155.
2.
APPLICATION PROCEDURE
A
full curriculum vitae should be attached to the application form. The names and
addresses of three referees should be given on the application form. The
referees may be contacted by the University without further permission from the
candidate.
Candidates
should also supply a covering letter indicating why they believe themselves
suitable for this post.
Applications
should be lodged with the Personnel Office,
Applicants
who wish an acknowledgement of their application should address and stamp the
enclosed postcard.
Child
Protection (
It may be a requirement for
this post that an Enhanced Disclosure Scotland Check is undertaken prior to
commencement of employment. Please note
that if a Disclosure check is required then any offer of employment will be
subject to the outcome being satisfactory. Further information is available at http://www.disclosurescotland.co.uk/
3. THE CITY OF
The
Scottish countryside and its splendid recreation and sporting facilities are
easily reached from
4. THE
The
The
The University merged with the
former
The
total number of students actively associated with the University is over
14,000. The full-time students are broadly distributed over disciplines as
follows: Engineering including Architecture–2,450; Science and Applied
Sciences–3,000; Arts and Social Studies–2,050; Business Management and
Professional Studies–3,050; Education–3,100.
A high proportion of students is aged 21 or over. The University has
over 3,700 employees including some 1,600 academic and academic-related staff.
The
main University library has about 600,000 volumes and 1,600 reading places.
In
addition to the staff club on campus the University owns a historic country
house set in a fifty acre estate on the shores of
The
5. THE FACULTIES
There
are five Faculties in the University - Science; Engineering; Law, Arts and
Social Sciences; the
6.
The Graduate School of Business
focuses upon three clear goals: continuing to increase the quality of the
learning experience for all participants on its MBA, MSc’s and
executive/continuing professional development programmes; delivering high
quality, cutting-edge learning material; and, undertaking research which is
both scholarly and of managerial relevance.
It is distinctive in these three areas.
The Graduate School of Business is a
department of the
Teaching is focused on areas
compatible with the group’s research interests as well as servicing the core
aspects of an MBA programme.
The School’s current Professors are
Colin Eden (Director) (recently awarded Graziadio Business School/Pepperdine
Award for Outstanding Paper by the Management Consulting Division of the (US)
Academy of Management), Hari Tsoukas (recently appointed as Editor in Chief of
Organization Studies and Gerry Johnson and Chris Huxham (recently awarded
senior fellowships in the Advanced Institute of Management (AIM)). For an illustration of the work and interests
of leading members of our research team visit www.gsb.strath.ac.uk/worldclass/research
The focus upon high quality education
and scholarly research with managerial relevance is fundamental to the future
of the School so candidates must be able to demonstrate a full commitment to
these goals.
The Graduate School of Business
currently manages over 2000 students studying MBA and other masters courses
through full time, part time and flexible/open learning modes in ten countries.
The average age of students is about 33 years old and the orientation of the
School is towards post experience teaching and research.
7.
DESCRIPTION
OF THE POST
Reporting
to the Director of the Graduate School of Business, duties will include:-
·
Teach on
GSB’s postgraduate courses (predominantly MBA and MBM), especially in the areas
of strategy, organisational behaviour and change management.
·
Supervise and
support students as required.
·
Assess
students work as appropriate.
·
Setting of
assessments as appropriate.
·
Participate
in course reviews.
·
Assist in the
revision and updating of course materials.
·
Participate
in exam boards.
·
Administrative
duties as appropriate.
·
Contribute to
the development of distance learning and web-based materials.
8. REMOVAL
AND RESETTLEMENT EXPENSES
The
University will cover the cost of reasonable removal expenses within the
It
is the University’s custom to agree a fixed sum (indicated at the time of offer
of contract) to cover removal and resettlement for new members of staff who
reside outwith the
9. SALARY AND CONDITIONS OF SERVICE
The appointment will be made in terms of the enclosed conditions of service. The appointment will be made at an appropriate point of the Grade 2 Other Related Staff Salary Scale (£22,507 - £29,128 per annum) depending on the qualifications and experience of the successful candidate.
We value diversity and welcome applications from all
sections of the community.
SH/ld May 2005
CONDITIONS OF EMPLOYMENT OF
OTHER RELATED STAFF
1. GENERAL CONDITIONS
Members
of staff are subject to the Charter and Statutes and the Ordinances and
Regulations of the University, published in the Calendar, and to any amendments
or additions thereto approved by the
The
Further information on the terms and conditions specified in this document is contained in the Staff Handbook, which also includes further details of such conditions as provision for sick/injury leave and pay, leave of absence, holidays and holiday pay, individual grievance procedures, review and disciplinary procedures and collective agreements. Should you not receive a copy of the handbook on appointment a reference copy is accessible by visiting the Personnel Office.
2. CONTINUOUS SERVICE
In the case of new appointments, unless otherwise stated in the letter of appointment, the date of continuous employment for the purposes of statutory employment rights will be taken to be the date of appointment contained therein. In the case of promotions, regradings or transfers, previous service is continuous.
3. ALLOCATION OF POST
The
post to which each member of staff is appointed is allocated to the department
or other area named in the member of staff's letter of appointment and any
accompanying papers. Should the
If the
need arises during the course of employment for members of staff to work
outside the
4. RESPONSIBILITY AND SERVICE
Each member of staff is responsible for the proper performance of allocated duties to the person or persons specified in the member of staff's letter of appointment and any accompanying papers. Unless otherwise indicated members of staff are appointed to full time service. Members of staff may not accept outside paid employment, including personal consultancies, without the permission of Court, which will not be unreasonably withheld.
5. WORKING TIME
The normal working week is thirty five hours, performed between the normal hours of 9.00 to 17.00 Monday to Friday. Work outwith these hours may be necessary for which no additional payment will be made. Where a Head of Department requests additional work to meet the particular requirements of the Department time off in lieu will be granted.
6
HOLIDAYS
Annual leave entitlement is thirty one days per year to be taken by arrangement with the Head of Department. For calculation of entitlement, annual leave accrues on the basis of 2.5 days per calendar month to be taken within the leave year which begins on 1st October. In addition to annual leave there is entitlement to eleven public days per year which are to be taken on the days that the University is closed for this purpose. The University presently closes for four additional days over the Christmas and New Year period, these days count against the annual leave entitlement.
7. SICK LEAVE
During any period of absence through illness or injury, provided the appropriate medical certificates are received the University will pay a member of staff (having taken account of the aggregate of all periods of absence due to illness during the twelve months immediately preceding the first day of the current absence) as follows:
|
Period of Continuous Employment |
Full Pay |
Half Pay |
|
During first year |
1 month |
1 month |
|
During second year |
2 months |
2 months |
|
During third year |
4 months |
4 months |
|
During fourth and fifth year |
5 months |
5 months |
|
After five years |
6 months |
6 months |
In order to manage the University’s sick pay scheme the University requires to maintain sickness absence records on individual members of staff.
When making payments after the expiry of statutory sick pay the University will deduct an amount equivalent to any benefit normally payable by the Department of Health and Social Security. For this and other details see staff handbook.
8. SALARY AND SUPERANNUATION
Appointments are made at an appropriate salary point on the nationally agreed salary structure for other related staff, which is linked to that of academic staff; placing on the scale is according to qualifications and experience. Salaries are payable monthly in arrears by means of credit transfer to a specified bank account.
New
members of staff, under age 60, will be admitted to membership of the
Universities' Superannuation Scheme on taking up appointment unless they notify
the University in advance that they do not wish to be admitted to membership of
USS, or have opted against USS in previous university employment. USS requires a contribution from the member
of 6.35 per cent of salary, to which a contribution of salary is added by the
University as required by USS. New
members of staff over age 60 are not admitted automatically as special terms,
and a higher contribution rate (12 per cent), apply. Staff should contact the Pensions Section if
they wish to join the scheme.
New members of
staff may opt out of USS within three months of taking up appointment when they
will be treated as if they had never been members. After three months members
of Staff who wish to withdraw from USS
during their employment will be required to give a minimum of 28 days' notice
in writing to the University. Any member
of staff who wishes to opt out should contact the Pensions Section in the first instance.
Full details of
the Scheme are available for reference purposes at the Pensions Section of
Finance Office, John Anderson Campus and from Personnel Office, Jordanhill
Campus.
9. PROBATIONARY PERIOD
Members of staff may be appointed for a probationary period of up to three years in the first instance. Any such appointment is reviewed under the University's review procedure and is subject to confirmation by the appropriate Review Panel, which receives an annual report on progress from the Chairman or Head of Department or area concerned.
Salary increments are paid during the probationary period.
10. PLACE OF RESIDENCE
The University does not normally place specified restrictions upon the place of residence of members of staff. They are, however, expected to reside in a location which is compatible with the satisfactory fulfilment of all the duties associated with their appointment and with membership of the academic community.
11. NOTICE AND TERMINATION
The employment of a member of staff is terminable by at least three months' notice, in writing, on either side; except for staff in Grade 6 for whom the period of notice is at least six months. If notice is being given by a member of staff earlier release may be granted if this can be arranged without detriment to the work of the department or area. If the appointment is for a fixed term it will expire at the end of the period without the necessity for notice unless it is renewed. Fixed term contracts may be terminated by either party short of the expiry date by the serving of notice in writing as follows: Grade 6 - Six Months; Other Grades - Three Months. The University is not obliged to continue a fixed term appointment beyond the employment period.
Revised 1.4.2001
SALARY SCALES
FOR OTHER RELATED STAFF
1
August 2004
Grade
1 £19,460
£20,540
£21,640
£22,507
£23,643
£24,820
Grade
2 £22,507
£23,643
£24,820
£25,699
£27,116
£27,989
£29,128
£30,363**
£31,544**
Grade
3 £30,363
£31,544
£32,666
£34,227
£35,883
Grade
4 £32,666
£34,227
£35,883
£37,558
£39,114
Grade
5 £37,558
£39,114
£40,091
£41,212
£42,573
£43,513**
£44,616**
£45,885**
Note:- ** Discretionary Ranges August
2004
Our commitment to you as the applicant is:
·
Your application will be acknowledged unless stated otherwise in the advertisement
within five working days of receipt.
To enable us to meet this, acknowledgement postcards, where enclosed
with further particulars, should be completed and returned with your
application. Unless otherwise stated in
the advertisement, you will also be informed of the outcome of your application
as soon as possible.
·
If called for interview you will be advised promptly
and clearly of the interview arrangements.
Your interview will be conducted in a businesslike and friendly manner
and will comply with recognised good employment practice. To assist us in meeting our standards we ask
that you promptly confirm your attendance (or otherwise) at interview and
advise us of any change in your address or Curriculum Vitae.
·
You will also be advised of any major delays in the
appointment procedure. We will only
approach referees nominated by you.
·
You will be informed of the outcome of interview as
soon as possible. If you are being
offered a post you will be written to within 2 working days of the decision
being taken. The offer will normally include a duplicate copy which you are
required to sign and return to conclude the contract. Payment
of an appropriate salary is dependent on this.
·
We are committed to achieving the standards we have
set and to receiving and acting upon constructive feedback from our clients.
·
If you are not satisfied with the service you have
received, please raise the matter in the first instance with the person with
whom you have been dealing. This person
will either deal with the complaint to your satisfaction or else advise you how
to proceed next. If you feel that
dealing with the matter in this way is inappropriate, then write to me at the
Personnel Office,
Bill Sutherland
Director of
Personnel