Human Resources

DCU Research Career Framework

Appointment

The Appointment Process

References
References provide useful information concerning candidates, and can significantly aid recruitment recommendations
and decisions.  Referees, who should always be persons with current knowledge of the candidate, are provided with
copies of the advertisement and the job description and are asked to provide their opinion of the candidate's suitability
for the post. The Human Resources Department will circulate the references to all members of the Selection Board on the
day of the interview.  In the event of a reference not being received by the Human Resources Department prior to the
interview, the interview process will continue as planned.  However a candidate will only be formally offered a position by
the University on receipt by the Human Resources Department of three written references (including that from the current
employer) which are deemed satisfactory to the University.
 

Medical Reports
A full assessment of a candidate's medical state forms an important part of the selection process.  Medical
assessments should always ideally be carried out on successful candidates prior to commencing employment.
The University will not discriminate against any candidate on the grounds of disability and will at all times act in
accordance with current Employment Equality Legislation.


Occupational Health Questionnaire
When external candidates are formally advised of the success of their application, they will be requested to undertake
a pre-employment Occupational Health Questionnaire through the Healthy Living Centre (HLC). Candidates will be
requested to submit the health questionnaire on-line before the commencement of their employment. On the first day of
employment at DCU, the candidate should contact the Healthy Living Centre on extension 7171 to arrange to sign a
hardcopy of the questionnaire to declare that he/she has completed the questionnaire honestly and in full. The candidate
may also receive a copy of your submission.

Existing employees may not have to undertake an Occupational Health Questionnaire if up to date medical details are not
on file. This requirement will be reviewed on a case by case basis.

The University also reserves the right to request new or existing staff members undertake a full medical examination if
required.


Employment Permits for Non-EEA Nationals
A Non-EEA National candidate who is being selected for appointment will normally require an employment permit in
order to be legally allowed to start employment in Ireland. It is the responsibility of the employer to apply for this permit
and therefore the relevant PI will need to refer to the DCU Employment Permit Guidelines at the following link  
http://www.dcu.ie/hr/employmentpermitinfo.shtml and liaise with the relevant HR Officer in order ensure the permit is in
place before employment commences.


Garda Vetting
For positions where the selected candidate will have unsupervised contact with children or vulnerable adults Garda Vetting
will need to be conducted in advance of the appointment. For further details please refer to the Staff Garda Vetting page.


Confirmation in Post

For an appointment to be confirmed and an offer made the following must be in place:

• Three satisfactory references

• Completed and satisfactory occupational health questionnaire

• An employment permit for Non-EEA Nationals

• Garda Vetting (in certain circumstances)

• Offer of employment With the above in place an offer of employment can then be made to the successful candidate.

The offer of employment will be made by HR upon consultation with the PI. The offer will be in line with the terms
and conditions outlined in the advert. The appropriate salary will be determined by the level of skills and experience
of the individual and will adhere to the IUA salary guidelines, please see details of same at the following link:
http://www.dcu.ie/hr/iuascales.shtml


Staff Request Form Completion
Once the offer has been accepted the PI must then complete and submit the Staff Request Form in order to facilitate
the issue of the contract of employment. The Staff Request form must be completed and signed by the PI and then
submitted to the Faculty Office. The form then must also be signed by the following persons at each stage of review:

• Head of School / Unit (if not the PI)
• Executive Dean of Faculty
• Finance Officer Staff Request


Timeframe
The PI should be aware of the lifecycle and timeframe of the staff request as this determines contract issue timeline.
From date of issue of the staff request it takes approximately fifteen working days for it to be approved by all parties and
for the contract of employment to  be issued. Please see the Staff Request Lifecycle & Timeframe below.


Staff Request Lifecycle & Timeframe