Contract arrangements for temporary staff
Contract types and guidance for managers
Consideration should be given to the most appropriate contractual arrangement when appointing staff. The factors to be taken into account when deciding on the type of contract to be used include:
- the hours, working pattern and duration of employment
- the source of funding - external or internal;
- the length of the funding and the likelihood of renewal;
- the nature of the work - specific and time-limited project or an open-ended task which is part of the core function and therefore likely to continue;
- the contracts of employment issued to other staff engaged in similar work or from the same funding source
|Type of contract||Suitability for use and length of engagement|
|Senior Research Investigator (SRI)||
|Casual letter of understanding||
For full information please view our Contract guidance for managers [pdf]
Casual worker guidance
There are occasions when departments need to respond quickly to temporary changes to service demands and, to do so, they may engage casual workers. Casual workers are normally used to meet these demands where the work can be performed on an “as and when” basis, for a maximum period of up to 13 weeks. Their engagement with the College is distinct from employees as they are not required to be available for work, and are free to turn down work if offered.
For further information please view our Engaging casual workers - guidance for managers
Templates and forms
Fixed term workers
Wherever possible the College will appoint to open ended contracts. When an individual is issued with a fixed term contract (FTC) their contract will normally end automatically when they reach their agreed finishing point, so there is no need to give notice. After four years, staff with continuing fixed funding will normally be transferred to an open ended contract.
For further information, please view our Fixed Term Worker guidance for staff and managers.