Graduate Teaching Assistant positions are available to students who are looking to teach during their doctoral studies.
We're committed to enhancing teaching and providing a positive student learning experience. Holding a low fractional contract means you're an employee. You have rights to sick pay, redundancy, paid holiday, just like a more standard employment arrangement. Because of this, it is necessary for departments to carry out a competitive recruitment process.
This means you have to submit a job application and complete a short online assessment that will be used to evaluate your skills, experience, and suitability. If you are successful in this process, you'll be offered a GTA low fractional employment contract.
How it works
Identifying a GTA requirement
Departments are responsible for identifying how many GTAs are required and should seek approval to recruit by submitting a staff request form (SRF). Multiple positions can be requested on one SRF.
Job advert
We'll advertise GTA opportunities on this web page and through various channels, such as via the Doctoral College, Students Union and your own department. Adverts are normally placed in May/June time.
Submitting your application
If you're interested, you should submit your application − including answering the assessment questions − by the advertised closing date. Adverts are normally live for two weeks.
Selection process
A nominated panel will review and score applications and completed assessment questions, taking into account factors like skills, experience, qualifications, cultural fit and potential.
Based on this, they'll select the candidate(s) who best aligns with requirements and demonstrates the potential to contribute positively to the department.
Offer and onboarding
If you've been successful, you'll receive a job offer which also acts as your employment contract. This will include details about pay, hours of work, benefits, start date, and other relevant information.
If you accept the offer, you'll then be asked to complete a short onboarding process which includes completing a medical health questionnaire and right to work check. You cannot start your employment with us without this.
Before your start date, you're also required to complete the Doctoral College First Steps into Teaching short training course.
Timescales
Annual recruitment cycle
The following table outlines key actions required to recruit GTAs so that they start employment at the beginning of the academic year.
| Action required | By whom | Timescale |
|---|---|---|
| SRF submitted | Department | Approx. two weeks for full sign off |
| Advert drafted and approved | HR and recruiting manager | One week |
| Advert released & job applications submitted | HR and student | Two weeks |
| Shortlisting and offer submitted | Department | One week |
| Contract (offer) issued | HR | By end of July |
| Onboarding* | HR, student, department | By mid August |
| Added to iTrent** | HR | By first week of September |
| Start | student | Mid September onwards |
| Complete probation | Student and department | Six months from start date |
In-year recruitment cycle
The following table outlines the key actions required to recruit GTAs during the academic year.
Note for recruiting managers: Please bear in mind that when recruiting 'in year', you will need to 'copy' the original SRF and resubmit it. This should pass through the approval chain quickly. You are able to advertise whilst the SRF is in progress, however no offers can be made until the SRF has been approved.
| Action required | By whom | Timescale |
|---|---|---|
| Advert drafted, released and job applicatons submitted | HR, student, recruiting manager | One week |
| Shortlisting and Selection | Department | One day |
| Offer submitted | Department | One day |
| Contract [offer] issued | HR | One day |
| Onboarding* | HR, student, department | One to two weeks |
| Added to iTrent** | HR | Prior to start date |
| Complete probation | Student and department | Six months from start date |
* If you have worked as a GTA on a low fractional employment contract in the previous academic year and the break in service is less than six months, you'll be asked to confirm that there have been no changes to your health questionnaire answers. You'll also be required to complete a new right to work check.
** To ensure the timelines of adding individuals to iTrent are adhered to, departments who are trained in ID checking will conduct your Right to Work (RTW) check and provide to HR.
Conversion of casual contracts and additional hours
There is no mechanism for ‘translating’ a contract mid-year. If your projected contract is less than 0.1FTE at the start of the year or you have opted to take a casual contract, you'll remain on a casual contract until the next recruitment cycle.
If you take on additional hours as part of your low fractional employment contract, these can be logged on an 'additional hours claim form'. You do not require a separate casual contract for this.
Probation process
GTAs benefit from a supportive light-touch probation process that ensures your success as a GTA. Your manager will provide clear guidance on what it means to be on probation, normally within your first week.
After six months, your probation will naturally conclude − unless there are any performance-related concerns. In this instance, your manager will extend an invitation to a meeting, where you’ll collaboratively identify areas for improvement and set a brief review period. Find out more about the University's probation policy and procedure.