In this section you will find information on:
- Composing the Offer and Determining Salary
- Making the Offer (verbal and written)
- New Employee Documentation
- Regrets to Unsuccessful Candidates
Finalizing the Offer and Determining Salary
The following information should be confirmed:
- Commencement date
- Probation period (in accordance with the association agreement)
- Salary (in accordance with the job evaluation results)
The salary range of the position is determined through the job evaluation process; however, the following factors should be considered in determining the offer amount:
- Budget, or allocated funds available
- Experience, education, and skills of the candidate
- Salaries of other staff in the unit
- Candidate expectations
Making the Offer (verbal and written)
A verbal offer can be made either in person or over the telephone and then confirmed with the applicable appointment letter located in the HRS Forms Cabinet.The appointment letter (also known as the offer letter) is a confirmation of the terms of employment. The successful candidate should be given two original copies to sign, one for their records and a copy for the recruiting department / personnel file.
A verbal offer may be legally binding; therefore, it is important for all offers to be extended and signed by an authorized department staff member.
New Employee Documentation
When the offer has been accepted and the appointment letter is signed, the department must submit the following documentation to Human Resource Services, Academic Agreement Operations:
Regrets to Unsuccessful Candidates
It is strongly encouraged that interviewed candidates receive a phone call or a regret e-mail/letter thanking them for their time and advising them that they are not the successful candidate. This promotes goodwill between potential employees and the university and is consistent with current best practices in recruitment. It is also recommended that all internal to the U of A applicants receive a regret letter.