advice on academic promotion process levels d and e this presentation is available at

Advice on Academic Promotion ProcessLevels D and E

This presentation is available at

http://www.hr.unimelb.edu.au/academic-promotions

The structure of the session

1. Eligibility2. Decision Making3. Key Dates

4. Work Focus Categories5. The 4 criteria and weightings

6. Performance Against Opportunity 7. The Head’s report 8. Referees 9. The Application

10.Open Discussion

hr.unimelb.edu.au/academic-promotions

Promotion Policy

The essential documents:

► Academic Promotions Policy (MPF1221)► Academic Promotion Procedure (MPF1130)► Academic Promotions Criteria Guidelines► Appendix A – Examples of Engagement Objectives► Guidelines on consideration of Performance against opportunity► Schedules A – D of the Categories of Employment Procedure (MPF1154)► HR73 Academic Promotions Application Summary


Eligibility

Applicants must have participated in the Performance Development Framework and in the last PDF (which should be dated no more than 12 months prior to the date of application for promotion) have been rated as at least “good”

Continuing staff must have been employed in their current position or level at the University for at least two semesters and be confirmed in that position (can be dealt with sequentially).

Fixed term staff must be confirmed and would normally have been employed in their current position or level for three years.


Decision Making

Level D – Promotion to Associate Professor – Associate Professorial Faculty Promotions Panel

Promotion to Reader – Provost on advice of Senior Appointments and Promotions Committee

Level E – Recommendation - Professorial Promotions Panel Promotion to Professor – Provost on Advice of

Senior Appointments and Promotions Committee


Key Dates: Level D


9 December 2013Briefing of applicants

21 March 2014 Call for applications

2 May 2014 Applicants advise HoD they will apply

9 May 2014 HoD advises applicant of names of senior colleagues to be consulted

16 May 2014 Applicant confirms selection/requests up to two additional colleagues added

23 May 2014 Complete application to HoD to prepare report

20 June 2014 Application and report returned to applicant

27 June 2014 Closing date for applications to HR

21-25 July 2014 Requests to referees

12 September 2014 Referee reports returned

6-17 October 2014 Meetings of Faculty Panels

18 November, 2014 SAPC – consideration of cases for Reader

1 January 2015 Promotion effective

Key Dates Level E


9 December 2013 Briefing Session for applicants

9 December 2013 Call for applications

14 February 2014 Applicants advise HOD they will apply

21 February 2014 HoD advises applicant of names of senior colleagues to be consulted

28 February 2014 Applicant confirms selection/requests up to two additional colleagues added

4 April 2014 Complete application to HOD to prepare report

2 May 2014 Application and report returned to applicant

9 May 2014 Closing date for applications to Human Resources

2-5 June 2014 Request to referees

18 August 2014 Referee reports back to Human Resources

1-12 September 2014 Faculty Promotions Panel

7 October 2014

14 October 2013

21 October 2013

SAPC

1 January 2015 Date of effect of promotions

The four criteria

1. Contribution to Teaching and Learning

2. Research and Research Training (advancement of the discipline)

3. Engagement (interaction between the University and the wider society)

4. Leadership and Service (in activities of the discipline, the University or the broader community).


Work Focus Categories

Teaching and ResearchPositions which are involved principally or wholly with teaching and associated activities and original research with the primary aim of publishing and disseminating new knowledge from the work undertaken in the position.

Research FocussedPositions which are principally focussed upon original research with the primary aim of publishing and disseminating new knowledge

Teaching SpecialistPositions which are principally focussed upon teaching and associated activities; lecturing, group or individual tutoring, preparing of teaching materials, educational design educational leadership, supervision of students, marking and preparation for such activities; and clinical or professional practice where appropriate.

Academic SpecialistPositions which are appropriately classified as academic but which are not expected directly to undertake teaching or research activities. This will include staff involved in community engagement, academic policy development, research service and leadership and senior management roles such as the Vice-Chancellor and Deputy Vice-Chancellor.

If you are applying for promotion under the Teaching or Academic Specialist categories, you must attach a copy of your current Position Description to your application


Promotion to Level D

Promotion to Level D

Demonstrated ‘exceptional distinction’ in the criteria nominated, normally recognised in an international arena.

In addition for promotion to Associate Professor and ReaderDemonstrated a sustained and distinguished international research profile


Promotion to Level E

Promotion to Level E

You must demonstrate eminence as a scholar of international standing.

Leadership is an expectation of a Professor and applicants must address this as part of their argued case.

Refer to the University ‘Expectations of a Professor’ and you must include specific plans for your continued contribution for at least the next three (3) years.


Weightings

Weightings specify the importance applicants wish to assign to particular contributions in their argued case.

Academic staff members may make contributions in all four criteria and applications will respect the following parameters (Percentages may be varied in accordance with academic specialisation or work focus).

Teaching and Learning & Research and Research Training

- each rated at least 25% and in aggregate will not exceed 80%; and

Engagement & Leadership and Service

- in aggregate, will be a minimum of 20% and a maximum of 50%


Weightings

Staff in the Teaching Specialist, Research and Research Training Focussed and Academic work focus categories

- need to satisfy the requirement for 50-80% in the aggregate of the Teaching and Learning and Research and Research Training criteria, but do not need to meet the requirement for a minimum of 25% in each category.

Any case based on Engagement and/or Leadership and Service must demonstrate a link to teaching, research and/or scholarship.


Performance Against Opportunity

Staff are invited to disclose relevant circumstances…

e.g. Family responsibilities, carer duties, health conditions or disability, fractional appointments, career interruptions, and other relevant personal circumstances

….and outline their impact on career trajectory and performance, for consideration by panels

In an evaluative framework in which overall quality and impact of achievements is given more weight than the

quantity, rate, breadth or consistency of achievements.

Note: Information relative to Performance Against Opportunity is to be included in the HR73 Application Summary Form.


The Head’s Report

HoD is required to consult with senior colleagues including two (2) additional colleagues nominated by applicant.

► Deemed to hold higher rank► No guide on number to be consulted by HoD► Include details of why they have chosen to consult with those colleagues.

Consultation Process for Preparation of Report

The Head may consult with the professors about the report in a number of ways including:

► A formal meeting of the colleagues to be consulted; or► A draft report can be prepared and distributed to the colleagues for comment and a formal meeting arranged: or► The Head can ask for comments from colleagues before drafting the report and

then meet to discuss the final report.


The Head’s Report continued

Advice to the Panel, for example ….

► Quality of teaching/Departmental expectations► Status of Journals/Discipline standards► Certify accuracy of application

The report should provide advice on the applicant’s performance in relation to the nominated criteria and whether the required standard has been achieved.

The report must include a clear recommendation for promotion or non promotion.


Response to Head’s Report

You have an opportunity to formally respond to the HoD’s report.

You can take this opportunity to:

► Clarify issues raised by the Head

► Clarify your argued cased based on the weightings


Referees

► Applicants nominate 3 referees and the Promotions Panel Chair nominates 3 referees.

► The applicant can comment on the choice of referee but this will not necessarily preclude the report being obtained.

► You should not nominate referees with whom you have published or had a collaboration within the past 5 years and/or with whom you have a personal relationship

► You should ensure the referees you nominate are available to provide the reference

► You should not contact the referees nominated by the Panel Chair


Presentation of Application

There is no standard format for your Report (Part C) and your CV (with the exception of the list of publications).

There is a required sequence

Part A - HR73 Application Summary SheetPart B - Head of Department report and applicant’s responsePart C - Application Referee Nomination FormPart D - Report from applicant including an argued case for promotion based on the criteriaPart E - Your CV, including publications. Please note Applicants need

to list their top five publications (Information on this is included in Advice to Applicants).



Page Restriction

Level D – strict limit of 20 pages (Part D Report and Part E CV combined). Note report includes argued case for promotion based on criteria.

Level E – strict limit of 30 pages (Part D Report and Part E CV combined). Note report includes argued case for promotion based on criteria

and the three (3) year plan.

Curriculum Vitae

CV should include publications. Please note applicants need to list their top five publications (Refer Advice to Applicants)

Note: A4, 11pt font and numbered pages.



Curriculum Vitae

CV should include publications. Please note applicants need to list their top five publications (Refer Advice to Applicants)

Note: A4, 11pt font and numbered pages.


Academic Promotions Summary 2003-2013


ACADEMIC PROMOTIONS SUMMARY REPORT 2003-2013

B-C C-D D-E

Year Total Successful % Total Successful % Total Successful %

2003 47 35 74% 52 41 78% 31 15 48%

2004 31 30 96% 41 36 87% 27 16 59%

2005 43 40 93% 44 35 79% 26 12 46%

2006 37 30 81% 32 26 81% 34 18 53%

2007 43 35 80% 40 28 70% 44 17 38%

2008 85 65 76% 75 57 76% 49 35 71%

2009 56 47 84% 54 39 72% 47 26 55%

2010 63 56 87% 62 53 85% 32 23 72%

2011 64 59 92% 67 44 66% 45 32 71%

2012 59 50 85% 56 41 73% 52 29 56%

2013 72 65 90% 52 32 62% 58 34 59%

Questions


advice on academic promotion process levels d and e this presentation is available at

Documents

promotion effective

promotion policy

date of application

complete application

senior colleagues

applicant of names

key dates level e

briefing of applicants