Recruitment FAQs
General Recruitment Questions
What is your commitment to Equal Opportunities?
We are pleased to support applications from everyone regardless of age, disability, race and ethnicity, socio-economic background, gender, sexual orientation, sex, gender reassignment, marital or civil partnership status, pregnancy or maternity, religion or belief, as well as those who have skills in Scottish Gaelic or British Sign Language, who have the right skills for the job.
Across the SFC we are committed to building a diverse workforce which is representative of the communities we serve across Scotland. We also know that a diverse workforce must feel safe, supported and included which is why we are taking steps to ensure that our working environment is one in which unique perspectives are celebrated and everyone can bring their whole self to work.
We are proud to be a Disability Confident employer and actively encourage interviews through the scheme.
Further information on SFC’s approach to Equality and Diversity can be found here.
What recruitment principles do you follow?
SFC is a Non-Departmental Public Body which operates according to the Civil Service Recruitment Principles to ensure fair and open competition for all roles. Further information can be found by downloading the Recruitment Principles here.
SFC is a Non-Departmental Public Body which operates according to the Civil Service Recruitment Principles to ensure fair and open competition for all roles. Further information can be found by downloading the Recruitment Principles here.
Could this role be considered as a secondment opportunity?
We will consider secondment applications for most fixed-term or temporary positions and in many cases also for permanent positions. If you are interested in applying on a secondment basis and this option is not explicitly mentioned in the job advert, please ask us at the application stage and we will advise you.
We will consider secondment applications for most fixed-term or temporary positions and in many cases also for permanent positions. If you are interested in applying on a secondment basis and this option is not explicitly mentioned in the job advert, please ask us at the application stage and we will advise you.
If you are applying on a secondment basis please make this clear in your application. We also recommend that you check with your current employer that they would be happy to consider you for secondment if you were to be successful in your application.
Do you offer employment sponsorships?
No. You must be eligible to work in the UK to apply for these roles: we do not offer sponsorships. As part of our pre-employment process we will ask you to provide relevant documentation to show that you are eligible to work in the UK.
Do you offer internships?
SFC provides internships across a variety of directorates, at times when there can be a benefit to both the student and SFC. Due to the high volume of demand for these opportunities, we are unable to accept applications for second internship requests from students who have previously completed a successful program with SFC.
No. You must be eligible to work in the UK to apply for these roles: we do not offer sponsorships. As part of our pre-employment process we will ask you to provide relevant documentation to show that you are eligible to work in the UK.
Do you offer internships?
SFC provides internships across a variety of directorates, at times when there can be a benefit to both the student and SFC. Due to the high volume of demand for these opportunities, we are unable to accept applications for second internship requests from students who have previously completed a successful program with SFC.
How is my information stored?
All data relating to an individual’s application will be treated / processed in accordance with the Data Protection Act 2018. Our privacy notice relating to this can be viewed on SFC’s Access to information
All data relating to an individual’s application will be treated / processed in accordance with the Data Protection Act 2018. Our privacy notice relating to this can be viewed on SFC’s Access to information
Working at SFC
What are the key terms and benefits of working for SFC?
- Normal full-time hours of work are 35 per week. We will consider flexible working requests, such as compressed or reduced hours. A flexi-time system is in operation.
- Annual leave entitlement of 26.5 days pro-rata, rising to 30 days pro-rata after 2 years’ continuous service. Public and privilege holiday entitlement of 13 days pro-rata per calendar year.
- New and Expectant Parents and Parental Leave (contractual and statutory, including up to 10 Keeping In Touch days).
- Special leave (paid and unpaid) and study leave.
- A flexible approach to hybrid working, giving you flexibility to work from home for some of the time while also maintaining regular in-person contact with colleagues.
- Volunteering days (up to 3 days a year for volunteering activities).
- Annual pay review: approved within the framework of the Scottish Government’s Public Sector Pay Policy and negotiated with our recognised trade union, Unite. Salaries are reviewed annually in April for employees who commence employment prior to 1 October in the preceding year.
- Eligibility to join the Civil Service Pension Scheme. With its low member contribution rates and generous employer contributions, this gives you a secure, inflation-proof pension for life with no investment uncertainty. Details of contribution rates together with further details of the pension benefits are available on the Civil Service Pensions website. There is also the option of a Partnership pension account.
- Support for health and wellbeing, including generous occupational sick pay, free access to confidential advice and support through our 24/7 Employee Assistance Programme, Special Leave (paid and unpaid), a contribution to learning outside work through our Lifelong Learning Fund, free winter flu vaccination, and access to occupational health support.
- Support for travel to and from work, including a salary sacrifice cycle loan scheme, secure cycle storage and shower facilities, an interest-free loan for bus or rail season tickets and free office car parking for employees on a first-come basis.
- My lifestyle membership offering benefits such as days out and discounts on holiday properties, via monthly membership.
How are pay grades used within SFC?
SFC’s pay and grading system is structured around eight grades. These grades range from A1, which is an administrative role, through to Director.
Each grade has a salary range and employees at that grade are paid within that range. Our pay awards, including annual pay progression for those who are not at the maximum of their salary range, are reviewed annually through collective negotiation with our recognised trade union, Unite. Pay and related terms and conditions of employment are subject to Scottish Government Public Sector Pay Policy.
The salary ranges are as follows (effective from 1 April 2024):
Grade A1 from £22,959 to £24,204
Grade A2 from £25,401 to £27,777
Grade E1 from £29,496 to £34,518
Grade E2 from £37,686 to £44,382
Grade E3 from £45,942 to £53,478
Grade M1 from £61,626 to£72,684
Grade M2 from £73,986 to £86,416
Director Grade from £99,477 to £118,206
Grade A2 from £25,401 to £27,777
Grade E1 from £29,496 to £34,518
Grade E2 from £37,686 to £44,382
Grade E3 from £45,942 to £53,478
Grade M1 from £61,626 to£72,684
Grade M2 from £73,986 to £86,416
Director Grade from £99,477 to £118,206
Can I work remotely?
Yes. SFC offers hybrid working for most employees. This means that whilst the role is based at our Edinburgh office in Haymarket, there is substantial opportunity to work remotely from home most of the time. As a rule of thumb SFC expects that a minimum of three days a month in the office (on average) will achieve the benefits of its hybrid approach for most roles, however, it is for the employee and their line manager to agree the balance between home and office working - determined primarily by business need.
Yes. SFC offers hybrid working for most employees. This means that whilst the role is based at our Edinburgh office in Haymarket, there is substantial opportunity to work remotely from home most of the time. As a rule of thumb SFC expects that a minimum of three days a month in the office (on average) will achieve the benefits of its hybrid approach for most roles, however, it is for the employee and their line manager to agree the balance between home and office working - determined primarily by business need.
Please be aware that all roles can only be worked from within the UK and not overseas. Travel expenses are not applicable for travelling between home and work.
How is my home environment assessed for suitability for home working?
If you choose to work from home you are expected to ensure that you have arrangements in place to ensure a suitable workspace in which to carry out your work (including suitable broadband / internet): SFC can offer support with IT and some office equipment (including monitors, desk and chair), as well as an annual workplace assessment. However, you need to ensure you have sufficient space and a suitable environment for a desk-based work setup in order to work safely.
If you choose to work from home you are expected to ensure that you have arrangements in place to ensure a suitable workspace in which to carry out your work (including suitable broadband / internet): SFC can offer support with IT and some office equipment (including monitors, desk and chair), as well as an annual workplace assessment. However, you need to ensure you have sufficient space and a suitable environment for a desk-based work setup in order to work safely.
How would you describe SFC’s office?
SFC’s office is located near Haymarket Station in Edinburgh. The purpose-built ground floor office has wheelchair access throughout, a staffed reception area, dimmable lighting, quiet areas, open spaces, height adjustable desks and chairs in a hot desk environment. We have sharing booths for small meetings and glass-faced meeting rooms for larger activities. There are also personal lockers, shower facilities and a drying cupboard as well as a lovely plant-filled atrium for breaktimes, which is close to the communal kitchen, which has free tea and coffee.
What is SFC's dress code?
We operate a smart-casual dress code.
SFC’s office is located near Haymarket Station in Edinburgh. The purpose-built ground floor office has wheelchair access throughout, a staffed reception area, dimmable lighting, quiet areas, open spaces, height adjustable desks and chairs in a hot desk environment. We have sharing booths for small meetings and glass-faced meeting rooms for larger activities. There are also personal lockers, shower facilities and a drying cupboard as well as a lovely plant-filled atrium for breaktimes, which is close to the communal kitchen, which has free tea and coffee.
What is SFC's dress code?
We operate a smart-casual dress code.
How does the flexi-time system operate?
A standard full-time contract is 35 hours a week, which works out at an average of seven hours worked per day. This is pro-rated for employees working flexible patterns, such as part-time days or a compressed working week. In general employees are expected to start and finish work within the flexi-time bandwidth, which runs from 07.30 to 19.00, as long as it meets the requirements of their specific role, contract and operational requirements and the principles of our colleague guidance on hybrid working. Within limits there is scope to accrue flexi hours and use them to take time off in lieu.
A standard full-time contract is 35 hours a week, which works out at an average of seven hours worked per day. This is pro-rated for employees working flexible patterns, such as part-time days or a compressed working week. In general employees are expected to start and finish work within the flexi-time bandwidth, which runs from 07.30 to 19.00, as long as it meets the requirements of their specific role, contract and operational requirements and the principles of our colleague guidance on hybrid working. Within limits there is scope to accrue flexi hours and use them to take time off in lieu.
How is holiday entitlement allocated?
All new colleagues receive a full year’s annual leave entitlement (pro rata in the case of part-time working) from day one. Subsequent years’ annual leave entitlements are applicable on the anniversary of the start date. i.e. your annual leave entitlement effective date is specific to you rather than there being an organisational annual leave year.
All new colleagues receive a full year’s annual leave entitlement (pro rata in the case of part-time working) from day one. Subsequent years’ annual leave entitlements are applicable on the anniversary of the start date. i.e. your annual leave entitlement effective date is specific to you rather than there being an organisational annual leave year.
In addition to an annual leave entitlement from day one, colleagues are entitled to any Public and Privilege holidays recognised by SFC (pro rata where applicable) which fall within the remainder of the calendar year in which they start. The total number and dates of Public and Privilege holidays are published each calendar year. The current annual leave entitlement and the total number of Public and Privilege holidays per calendar year are detailed in the 'Benefits’ section of this document.
Do you offer continuity of service for civil servants?
The Scottish Funding Council (SFC) is an accredited Non-Departmental Public Body (NDPB) funded by the Scottish Government. Our employees are public servants rather than civil servants. Whilst we follow the Civil Service Recruitment Principles and our staff can join the Civil Service pension arrangements we operate as a distinct body governed by our own code of conduct. Civil servants who apply to join us should be aware that unless the arrangements are agreed as a secondment, they are likely to have to resign from the Civil Service.
The Scottish Funding Council (SFC) is an accredited Non-Departmental Public Body (NDPB) funded by the Scottish Government. Our employees are public servants rather than civil servants. Whilst we follow the Civil Service Recruitment Principles and our staff can join the Civil Service pension arrangements we operate as a distinct body governed by our own code of conduct. Civil servants who apply to join us should be aware that unless the arrangements are agreed as a secondment, they are likely to have to resign from the Civil Service.
What type of employee activities do you have?
In 2024, we plan to hold a number of activities including events (such as participation in Pride via the LGBT Community) and a newly launched book club. In 2023 we ended the year with a new lunch club, festive jumper competition, virtual background contest, Christmas market, festive party and a December quiz as well as a signature bake taste-off.
In 2024, we plan to hold a number of activities including events (such as participation in Pride via the LGBT Community) and a newly launched book club. In 2023 we ended the year with a new lunch club, festive jumper competition, virtual background contest, Christmas market, festive party and a December quiz as well as a signature bake taste-off.
How does SFC support colleague professional development?
We are dedicated to providing comprehensive support for continuous learning and professional development. We are proud to have a skilled and highly qualified workforce and we support our people to achieve qualifications and attend events and courses as part of identified training needs and/or to gain transferrable skills. Where possible, we also support those who do not have a diploma or degree-level qualification to gain a qualification.
We are dedicated to providing comprehensive support for continuous learning and professional development. We are proud to have a skilled and highly qualified workforce and we support our people to achieve qualifications and attend events and courses as part of identified training needs and/or to gain transferrable skills. Where possible, we also support those who do not have a diploma or degree-level qualification to gain a qualification.
The Civil Service Learning curriculum has been thoughtfully designed to cater to various learning preferences, allowing employees to engage in a manner that best suits their needs. All our educational resources are conveniently accessible through the CSL website.
Away from work we also encourage learning though our colleague Lifelong Learning Fund - we support and encourage our people to take on formal and informal learning for skills development and / or personal fulfilment and to improve work / life balance.
We recognise the value that some staff can gain from membership of a professional body and will reimburse the fee for one relevant annual professional membership (where the membership is a requirement for the job).
Application Process
How do I apply for a role with SFC?
Please apply via SFC's recruitment site with your CV and Cover Letter. For most roles, you will also have the opportunity to write a personal summary, if you would like to.
What should I include in my application?
We recommend that through your personal summary / CV / cover letter that you give evidence of proven experience of each of the criteria specified in the role.
The selection panel read every application and will use the evidence you provide to assess your application against the essential criteria of the Person Specification section.
In your CV please also set out your educational and professional qualifications, and career history, with key responsibilities, dates and achievements. Please provide reasons for any gaps.
During the CV submission stage, you will be asked to confirm if you require any reasonable adjustments, if selected for interview, and if you wish to claim a guaranteed interview under the Disability Confident Scheme. Under this Scheme, all applicants who consider themselves to be disabled in terms of the Equality Act 2010, and who meet the essential minimum criteria for the post will be guaranteed an interview. You can find further guidance on the definition of disability for these purposes on the Gov.UK website here.
Please apply via SFC's recruitment site with your CV and Cover Letter. For most roles, you will also have the opportunity to write a personal summary, if you would like to.
What should I include in my application?
We recommend that through your personal summary / CV / cover letter that you give evidence of proven experience of each of the criteria specified in the role.
The selection panel read every application and will use the evidence you provide to assess your application against the essential criteria of the Person Specification section.
In your CV please also set out your educational and professional qualifications, and career history, with key responsibilities, dates and achievements. Please provide reasons for any gaps.
During the CV submission stage, you will be asked to confirm if you require any reasonable adjustments, if selected for interview, and if you wish to claim a guaranteed interview under the Disability Confident Scheme. Under this Scheme, all applicants who consider themselves to be disabled in terms of the Equality Act 2010, and who meet the essential minimum criteria for the post will be guaranteed an interview. You can find further guidance on the definition of disability for these purposes on the Gov.UK website here.
If you give any information which you know is false, or if you withhold relevant information, this may lead to your application being rejected, or if you have already been appointed, to your dismissal.
I want to apply but don't see a vacancy suitable for me?
We are delighted to receive speculative applications at SFC's recruitment site. We will retain your details for a period of 12 months to be compared to new roles as they occur. We will contact you should we feel a new role might be of interest to you, advising how to apply.
We are delighted to receive speculative applications at SFC's recruitment site. We will retain your details for a period of 12 months to be compared to new roles as they occur. We will contact you should we feel a new role might be of interest to you, advising how to apply.
Should I apply if I am looking for a part-time contract?
Generally roles advertised are for full-time hours, unless specified.
We welcome applications from everyone, regardless of their circumstances. Often we can consider part-time hours or a job share for roles. Please do apply, and we will discuss your hours at time of offer.
How do I know my application has been received?
You will receive an automated acknowledgement of your application being received and further information once the screening process is underway. If you have not received a reply, please check your SPAM or junk mail.
What happens if I am not successful at application stage?
We may keep your application on file for up to 12 months with a view to contacting you should the same role, or other similar roles with closely matching essential criteria, become vacant. Unfortunately due to the high number of applications, we are unable to provide individual feedback at this stage.
We may keep your application on file for up to 12 months with a view to contacting you should the same role, or other similar roles with closely matching essential criteria, become vacant. Unfortunately due to the high number of applications, we are unable to provide individual feedback at this stage.
What happens if I am not successful at interview?
If we have more appointable candidates than vacancies available, unless you advise us to the contrary, we may keep your application on file for up to 12 months with a view to contacting you should the same role, or other similar roles with closely matching essential criteria, become vacant. Where this route is used, we reserve the right to use it without further testing of merit via an interview process. We will provide feedback on your interview, if requested, at this stage.
If we have more appointable candidates than vacancies available, unless you advise us to the contrary, we may keep your application on file for up to 12 months with a view to contacting you should the same role, or other similar roles with closely matching essential criteria, become vacant. Where this route is used, we reserve the right to use it without further testing of merit via an interview process. We will provide feedback on your interview, if requested, at this stage.
Who can I contact if I still have a question?
If you have any queries regarding your application or the role, please email recruitment@sfc.ac.uk or phone 0131 313 6500 and ask for Human Resources.
What personal details can you see?
If you have any queries regarding your application or the role, please email recruitment@sfc.ac.uk or phone 0131 313 6500 and ask for Human Resources.
What personal details can you see?
The hiring panel will receive an anonymised version of your application, without your name, address, location or contact details etc. These will only be revealed to the hiring panel at time of interview.
The role I wanted to apply for has been closed. Why?
Occasionally, we may open a role without publishing a closing date. This generally happens when we have previously opened the role but have not received sufficient applications. If a role does not have a closing date, we will review and interview as candidates apply. As such, we may close such roles without notice, if a suitable candidate is recruited.
Interview Process
I received an invite to interview, what do I do now?
If you have received an invite to interview, please confirm you are available at the time and date specified by replying to the email. The email will also ask you to confirm your current salary (this is for HR purposes only and will not be shared with the Hiring Panel) and if you have any reasonable adjustments or additional requirements for the interview. Please also use the time before the interview to prepare your interview task and re-read the job profile.
How do I prepare for my interview?
As part of the interview process, for many roles, SFC may ask you to undertake a task / research and present back your findings during the first five minutes of your interview.
As part of the interview process, for many roles, SFC may ask you to undertake a task / research and present back your findings during the first five minutes of your interview.
If a task is required, we will normally ask you to email this to us the day prior to your interview.
Competency questions are generally used to find out how candidates would react to certain situations, by asking for real-world examples to expand on their expertise.
Competency interview questions will be based around the essential (and possibly also desirable) criteria / skills and attributes stated in the person specification for the job applied for. Therefore, you can prepare for interview by ensuring you know which competencies we’ve stated are required for the job applied for and by considering when you have demonstrated these competencies in your working life (or private / educational life if you are at the beginning of your career). You can then prepare your examples to provide at interview by using the STAR method.
There is no guarantee that the examples you prepare will all come up in your interview, but – as with most things – the more prepared you are the more likely you are to succeed.
You may also wish to check out the following interview tips from Indeed.
What to check before your online interview?
If your interview is to be held online rather than face to face we suggest that before the interview you check your internet connection, headphones etc. in the meeting platform (we normally use Microsoft Teams – and will have sent you a link).
If your interview is to be held online rather than face to face we suggest that before the interview you check your internet connection, headphones etc. in the meeting platform (we normally use Microsoft Teams – and will have sent you a link).
Partnerships and Associations
What is Carer Positive?
A carer is someone who provides unpaid care by looking after an ill, frail or disabled family member, friend or partner. The Carer Positive award is presented to employers in Scotland who have a working environment where carers are valued and supported. Carer Positive employers recognise the importance of retaining experienced members of staff, reducing absence, and cutting down on avoidable recruitment costs. Further information can be found on the Carer Positive Website.
What is the Disability Confident Scheme?
Disability Confident is a voluntary scheme supporting employers to make the most of the talents disabled people can bring to the workplace. Disability Confident is creating a movement of change, encouraging employers to think differently about disability and take action to improve how they recruit, retain and develop disabled people. Being Disability Confident is an opportunity for employers to lead the way in their community and to discover skills and talents they cannot do without. Further information can be found on the Disability Confident Scheme website.
Disability Confident is a voluntary scheme supporting employers to make the most of the talents disabled people can bring to the workplace. Disability Confident is creating a movement of change, encouraging employers to think differently about disability and take action to improve how they recruit, retain and develop disabled people. Being Disability Confident is an opportunity for employers to lead the way in their community and to discover skills and talents they cannot do without. Further information can be found on the Disability Confident Scheme website.
What is Happy to Talk Flexible Working?
Happy to Talk Flexible Working means that we are happy to consider making changes such as a change to the number of hours, timing or location of a person’s work. Common types of flexible working include:
Happy to Talk Flexible Working means that we are happy to consider making changes such as a change to the number of hours, timing or location of a person’s work. Common types of flexible working include:
- Remote or home-based working
- Hybrid working (a mix of remote and site-based working)
- Job share (job split/shared between two people)
- Part-time (a reduced working day or week)
- Compressed hours (full-time hours condensed into a shorter week)
- Flexitime (choosing working hours within agreed limits)
Further information can be found at the Happy to Talk Flexible Working website.
What is the Living Wage Scheme?
For organisations, such as SFC wanting to demonstrate their commitment as a responsible employer, Living Wage accreditation is the best place to start. By paying the real Living Wage, employers are voluntarily taking a stand to ensure their employees can earn a wage which is enough to live on. That basic fairness is at the heart of what the Living Wage campaign is trying to achieve and why great businesses and organisations choose to go further than the government's minimum. As well as it being the right thing to do, there is a growing body of evidence demonstrating the business benefits of becoming a Living Wage Employer. Further information can be found at the Living Wage Foundation website.
For organisations, such as SFC wanting to demonstrate their commitment as a responsible employer, Living Wage accreditation is the best place to start. By paying the real Living Wage, employers are voluntarily taking a stand to ensure their employees can earn a wage which is enough to live on. That basic fairness is at the heart of what the Living Wage campaign is trying to achieve and why great businesses and organisations choose to go further than the government's minimum. As well as it being the right thing to do, there is a growing body of evidence demonstrating the business benefits of becoming a Living Wage Employer. Further information can be found at the Living Wage Foundation website.