91ÂãÁÄÊÓƵ

91ÂãÁÄÊÓƵ is an integrated institution delivering tertiary education, research and consultancy to serve a wide range of stakeholders in agriculture, land and the rural sector.

We are a designated higher education institution and are recognised by the Scottish Funding Council as a Small Specialist Institution.

Our main education and research activities are delivered from six campuses, including four education farms: Aberdeen, Ayr, Barony (nine miles from Dumfries), Edinburgh (including sites just south of Edinburgh), Elmwood (in Cupar, Fife) and Oatridge (in Ecclesmachan, West Lothian).

Consultancy activity is delivered through a network of 26 consultancy offices spread across Scotland and northern England and we have eight veterinary disease surveillance centres in Scotland.

As a progressive, globally facing institution, we are home to world class academics and researchers working on leading edge research and education that will have a positive impact way beyond our shores.

And our specialist consulting teams work with industry the length and breadth of the country helping to improve the day-to-day and longer-term sustainability of agricultural related businesses from crop and animal management advice to developing understanding of renewables and food chain management.

91ÂãÁÄÊÓƵ employees are a friendly bunch that thrive in our demanding yet fun working environment. No day is like the other when your job is so connected to the countryside, nature and the challenges our modern society poses.

91ÂãÁÄÊÓƵ staff are not in it for their own benefit, our main goal is to support and encourage Britain's natural economy and help it grow and flourish.

Make a real world difference with a career at 91ÂãÁÄÊÓƵ where achievement is encouraged, recognised and rewarded.

At 91ÂãÁÄÊÓƵ, boundaries are not barriers.

91ÂãÁÄÊÓƵ rewards staff generously for their valuable input to making the organisation the success that it is and ensuring it continues to develop for the future.

Full details are contained in the contract of employment which you will receive with your offer of employment letter. Key benefits and terms and conditions are detailed below:

Salary
The grade and full-time salary range for the role will be detailed in the advertisement and the job description/selection criteria document. If the post you are applying for is part-time, the salary will be pro-rated to the number of hours you work.

• Your starting salary will reflect your qualifications and experience.
  
  
• Probationary period / salary progression: Most roles at 91ÂãÁÄÊÓƵ include a probationary period of nine months. On completion of probation, new members of staff will receive a salary rise up the point equivalent to halfway between their starting salary and the top of the published scale for the role. If appropriate, after a further 12 months they will move to the top of the scale.
  
  
• Hours of work: Hours of work may vary depending on the role and the campus or location of the role. Hours will be detailed in the Job Particulars document available for each advertised role.
  
  
• Holiday entitlement: Holiday entitlement may vary depending on the role and the campus or location of the role. Entitlement will be detailed in the Job Particulars document available for eachÌý advertised role. For part-time posts the holiday entitlement is pro-rata.

Pension schemes
Employees may be eligible to join one of two employer pension schemes depending on staff category.

• Teaching staff: Subject to eligibility criteria, the default pension for teaching staff at 91ÂãÁÄÊÓƵ is theÌýÌý(STPS). Further details can be provided on request. Minimum employee contributions are salary linked (between 7.2% to 11.9%).
  
  
• All other staff: Non-teaching staff may choose to become a member of the 91ÂãÁÄÊÓƵ Group Personal Pension Scheme. Employee contribution is a minimum of 5% of salary and employer contribution is set at 10%. This scheme offers the option of contributions being paid through salary sacrifice which attracts income tax and NI savings for employees.

Other benefits

• Cycle to work: 91ÂãÁÄÊÓƵ can provide you with a new bicycle and the appropriate cycling safety equipment through a salary sacrifice scheme, providing the main use of the bike is for commuting to work. You will incur no tax and National Insurance on the benefit.
  
  
• RAC Membership: All employees are eligible to join the RAC’s discounted Membership Scheme which offers significant savings on normal subscription rates. Members can have more than one car covered. The number of call-outs is unlimited, although RAC reserves the right to review memberships and refuse renewals of memberships.
• Mobile phones: 91ÂãÁÄÊÓƵ may provide a mobile phone to employees required to travel in the course of their duties.Ìý
• Family / Lifestyle-friendly: 91ÂãÁÄÊÓƵ is committed to assisting employees in achieving a work/life balance and has several supporting family/lifestyle-friendly policies to reflect this. A brief outline of what is available to all employees is as detailed below:
  
  
  • Maternity pay and leave: 26 weeks full pay + 13 weeks statutory maternity pay + 13 weeks unpaid (after qualifying period)
    
    
  • Adoption pay and leave: 26 weeks full pay + 13 weeks statutory maternity pay + 13 weeks unpaid (after qualifying period)
    
    
  • Paternity pay and leave: Two weeks full pay (after qualifying period).
    
    
  • Parental leave: Up to 18 weeks unpaid leave to a maximum of four weeks per year (pro rata for part-time staff) to spend with a child up to the age of 18 (subject to eligibility criteria).
    
    
  • Flexible working: 91ÂãÁÄÊÓƵ is willing to consider requests for flexible working arrangements, such as part time and home working, for all groups of staff, regardless of their family situations (subject to eligibility criteria).
    
    
  • Childcare vouchers: The scheme allows all parents or carers to receive a proportion of their salary in childcare vouchers, which are exempt from tax and National Insurance. The vouchers are redeemable in whole or part for childcare services and can be used in a variety of places including nurseries, after school clubs and holiday play schemes.Ìý
    
    
  • Give as You Earn: Employees can make donations to a chosen charity directly from pay, up to an annual limit and receive tax relief.
    
    
• Staff development: 91ÂãÁÄÊÓƵ is committed to providing the development and training necessary to ensure that all employees have the knowledge and skills required to fulfil their job roles effectively. Staff development is of major importance to 91ÂãÁÄÊÓƵ and accordingly, we try to provide every opportunity for future career development. This includes thorough induction into the organisation and regular reviews of learning and development needs.Ìý
  
  
• Sponsored education: As a learning organisation, 91ÂãÁÄÊÓƵ is committed to investing in its employees and accordingly may fund courses that will lead to an externally recognised qualification such as an HNC, HND or equivalent, undergraduate/postgraduate degree qualification, where such a qualification will demonstrate benefits to both the organisation and the individual.Ìý

Wondering if the position you're applying for is right for you, or if you're right for the job? Have a look at the articleÌýÌýfrom People Management for some helpful pointers.

Not all application forms may have the same requirements, therefore it is important that you follow all instructions carefully. Example attributes to be conscious of: how to fill out the form, what to write about in each section, word counts or instructions about attachments. Demonstrate directly how you meet any listed skills by giving examples.

Presentation
To avoid careless spelling mistakes and grammatical errors in free text fields, it can be useful to type up your narrative in word processing software and spell/grammar-check the content before cutting and pasting into the application form.

Be concise
Keep your answers concise - even if the word limit on the form is generous. You should provide enough information to demonstrate that you meet at least the basic requirements for the job, and potential for development within the role.

But be as succinct and relevant as possible and provide only the best examples of your experience. Avoid describing your entire career.

Read the job description carefully
It’s important to read the job description very carefully so you have a clear idea of what we are looking for. You should then find out as much as you can about the role and the 91ÂãÁÄÊÓƵ department in which the role sits, from our website, publications and other sources. You can use this information to inform the approach you take to answering the questions on the form and during the interview.

Once you understand clearly what the job is and the requirements of the role, look over your own skills and experiences and select those that would make you suitable for the role. Include evidence of success, such as awards or achieved targets. Try to avoid using the same example to cover many questions.

Personal statements
A personal statement should indicate whether you can do the job, why you want the job and whether you can fit into the organisation. Indicate enthusiasm for the job and describe why you are attracted to the role/organisation.

A Curriculum Vitae (CV) or resume should be a concise summary of your academic and professional history, achievements and other interests and skills. Along with the online application form, it should be used to ‘sell’ your experience, skills and attributes to your future employer.

Many job vacancies receive a high number of applications, therefore it is important that your CV is able to be accessed and viewed efficiently to ensure your skills and experience are given full consideration against the attributes required for the role. It is essential that your CV presents all the information in a clear and easy to read way.

The content of your CV should be relevant to and targeted at the job you are applying for. You may have a generic CV template but you should consider amending the content and fine-tuning it to suit each different role you apply for.

• Be consistent: A CV looks more professional and is easier to navigate if it has a standardised layout throughout.
  
  
• Be honest: Ensure that all information is 100% accurate. You may be asked to provide evidence to support the details.
  
  
• Keep it relevant: Give details that will allow the employer to learn what you can do and how you can be an asset to the organisation.
  
  
• Check spelling and grammar: Avoid unnecessary errors that do not present you in a good light.

Here is a useful article giving advice aboutÌý, published by People Management.

Ìý

A CV Checklist
Don't forget to include the following in your CV:

• Personal details: Your full name and contact details on your CV should be clear so that you are easily contactable by employers. You must include a minimum of your email address and telephone number.Ìý
  
  
• Personal profile: Try to draw the employer’s attention to who you are and what you’ve done. Keep it short and succinct – if you provide too much information, your key points may be lost in the detail. Include your most impressive actions and achievements and keep it work-related.
  
  
• Work experience: List your employment history in reverse chronological order with your most recent employment first. Include the name and contact details of the organisation, job title and dates and use bullet points to summarise your key duties and responsibilities there. Be sure to highlight the parts that relate to the job/person specification and use positive language to describe what you did rather than just listing it.
  
  
• Education and qualifications: If you only have a short employment history or are a student, place this section above the Work Experience section. Use reverse chronological order when listing your academic achievements and include the name of school or university attended with contact information and dates. You also need to list the subjects studied and qualifications obtained, however this need not be in full – be selective about which degree modules are relevant to the job, and summarise your GCSE grades (e.g. 9 GCSEs at grades A – C)Ìý
  
  
• Skills: Focus primarily on skills related to the job. This could include computer programs, foreign languages or other technical abilities and remember to indicate your skill level.
  
  
• Interests: Stick to talents or passions outside of work – especially if they can relate to transferrable skills. This section should be brief.
  
  
• References: Reference details may go out of date quickly so it may be best to provide a statement such as ‘Can be provided on request’. If asked for referees, they will most likely be work-related.

If you wish to include a cover letter, you will be able to upload this to your application during the application process.

Keep your cover letter brief, while making sure it emphasises your suitability for the job. It can be broken down into the following sections:

First paragraph
The opening statement should set out why you're writing the letter. Begin by stating the position you're applying for, where you saw it advertised and when you are available to start.

Second paragraph
Cover why you're suitable for the job, what attracted you to this type of work, why you're interested in working for the company and what you can offer the organisation.

Third paragraph
Highlight relevant experience and demonstrate how your skills match the specific requirements of the job description. Summarise any additional strengths and explain how these could benefit the company.

Last paragraph
Use the closing paragraph to round up your letter. Reiterate your interest in the role and indicate your desire for a personal interview. Now is the time to mention any dates you won't be available.

Once finished read through the document and cut out any unnecessary words and sentences. Don't fill up space by repeating what's already covered in your CV.

Booking an interview slot
You may be asked to select an interview slot from a range of times available using 91ÂãÁÄÊÓƵ’s online booking system. This will confirm your attendance to us. The alternative is that you may be offered a single slot which you should confirm whether suitable or not.

Confirming attendance
If you are unable to attend or have decided to withdraw your application, please let us know as soon as possible as this may allow other prospective candidates an opportunity to attend.

Make sure you know where to find reception and who to ask for upon arrival.

Adjustments
Let us know if you need any reasonable adjustments, e.g. accessible rooms for wheelchair users; additional time for practical tasks if related to a specific recognised condition; signer for deaf candidates etc.

Opportunity to work flexibly in role
We are open to consider most roles on a flexible basis e.g. part-time. If you are seeking a role on a part-time/flexible basis, please contact the Recruitment Team who will investigate that potential for you in advance of the interview.

Understanding the organisation and the role
Find out more about 91ÂãÁÄÊÓƵ and the department e.g. by looking at the website (such as theÌýAbout section) or using a contact in 91ÂãÁÄÊÓƵ for further information. It may be possible to speak to someone informally to find out more.

Review all information
You should review the job description, your application, your CV and supporting statement and think about the key points you want to make that would demonstrate your potential to excel in the role or develop your talents to deliver in the role. Think of specific examples you can use to demonstrate the required skills for each criteria listed.

Check arrangements for the interview
Check the date, time and exact address, how long the interview process is likely to be, your travel arrangements, including directions, and if any additional activities may be required e.g. tests or a presentation and if this needs to be prepared in advance.

Ìý

Interview timeline

The day before:

• Prepare any documentation you have been asked to bring with you, for example a passport and/or biometric resident permit showing your right to work in the UK
• It may help to take a printed copy of your application (and CV) and a copy of the job description so you can refer to this during the interview
• Check for any last minute travel issues, road closures, events
• Decide what to wear, our normal dress code is smart casual

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During the interview:

You are likely to be interviewed by a panel of around three people. For senior academic roles this may be more. The invitation will normally tell you the arrangements in advance but if you are unclear please ask.

During the interview you will be asked questions to give you an opportunity to show how your knowledge, skills, potential, interests and aspirations match the criteria of the role. Questions will be related to the selection criteria listed in the job description and in particular the People Specification.

Take your time to answer carefully. If you are nervous and your mind goes blank, it is perfectly normal to ask the interviewer to repeat the question. Do not be afraid to ask for further explanation if at all unclear. Answer the questions as clearly as you can and stick to the question - avoiding wandering off the point which may waste valuable interview time. Remember to relate your answers so that you demonstrate examples of what you personally did and not just your organisation.

For some roles we may ask all applicants questions about their ability to meet particular selection criteria, such as flexibility to work irregular hours. We need to know that you are able and willing to meet such requirements but we do not need you to give us details of your personal circumstances.

Remember: It's not a one-way street
It is useful to come prepared with some questions you may wish to ask us. This is a good opportunity to show your interest in the role and 91ÂãÁÄÊÓƵ and we'll always be prepared to explain any points about the role or our organisation. If not explained clearly, it may be useful to clarify the next steps of the process at the end of the interview, e.g. will there be further interviews or assessments? When will you hear the outcome?