EJRA considerations

All requests to continue working beyond the EJRA will be considered in the context of the aims of the University in maintaining the EJRA as set out in Aims of the EJRA.  Applications will be approved only where, having taken account of the considerations set out below, the panel is convinced that any detriment to the furtherance of aims of the EJRA is offset by a balance of advantage arising from an extension of employment.  The relevance of each consideration will depend on the post in question.  The panel will weigh the advantages of continued employment (whether in the same post, or in only one part of a previous appointment, or on different terms and conditions, or on a part-time basis following partial retirement to pension) against the opportunities arising from creating a vacancy or part-vacancy including the intention of recruiting someone else, using the vacancy for a different purpose, or leaving the post vacant for a period (whichever may apply):

  • Is the individual, if extended in employment, expected to make an exceptional contribution to the collegiate University, for example through distinguished scholarship,  and would the loss of this contribution be unacceptable to the collegiate University?

  • Would the employee's contribution be unusually hard to replace given his or her particular skills set and/or the employment market? For example, does the department, division or college need, for a defined period, to retain expertise in order to complete a specific project, or to retain skills that are currently in short supply?

  • How would continued employment compared with the opportunity arising from a vacancy fit with the future academic and business needs of the department, division or college over the proposed period (for example, where there is a desire to develop a new field of research or a new course, or to develop new business systems or approaches)?

  • What is the likely impact of deferment compared with the opportunity arising from a vacancy on the quality of work of the department, division or college, for example on its ability to respond to student needs, to meet research aims, or to provide professional and administrative services of the highest quality?

  • How would any financial commitments or benefits which would accrue from a deferred retirement over the period proposed compare with those which might accrue from the opportunity arising from a vacancy?

  • What is the likely impact of deferment compared with the opportunity arising from a vacancy on opportunities for career development and succession planning, bearing in mind recent and expected turnover?

  • What is the likely impact on the promotion of diversity?

  • Is the duration of the proposed extension of employment appropriate in terms of the benefits expected to the collegiate University?

  • Where the request involves only one part of a joint appointment, has some suitable means been found of managing the future of the joint appointment so as to protect the shared educational interests of the University and colleges?

  • In the case of clinical academics is the NHS Trust concerned willing to renew the employee's honorary contract? The holding of an honorary contract is prerequisite for continuation in a clinical post. .

Further information

Documents