policy and procedures - human resources · academic promotion: policy and procedures promotion...

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ACADEMIC PROMOTION: POLICY AND PROCEDURES Preamble

A working party was appointed in September 2004 to critically review the policy, processes and documentation associated with academic Promotion at UNSW. The working party’s recommendations were approved and are incorporated into this single document that replaces the former four UNSW information booklets: • Promotion to Lecturer • Promotion to Senior Lecturer • Promotion to Associate Professor • Promotion to Professor. The processes and requirements are similar to those that have been operative for several years and attention is drawn to three significant changes:

• The three levels of contribution (acceptable, significant and outstanding) have been replaced by a process whereby applicants nominate the weighting, within a prescribed range, they wish to assign to teaching, research and service (paragraph 5.2)

• The permissible length of an application, including attachments, has been reduced from 50 pages to 25 pages (paragraph 6.4)

• All applicants must include a teaching portfolio of at least six pages, within the 25 page limit (paragraph 6.5)

Whereas there has long been recognition and acceptance that an academic staff member’s research endeavours may be evaluated by peers, primarily through publications and grant applications, there has been no comparable peer review process to evaluate teaching. So that teaching, like research, may be peer reviewed, it is proposed to introduce Faculty Learning and Teaching Review Panels. These panels will be appointed on a Faculty basis in order to evaluate the teaching portfolio of applicants from within the corresponding Faculty who assign 50% or more of weighting to teaching in their promotion application. The panels will prepare confidential written evaluations that will be taken into account by the members of Faculty Promotion Committees and University Promotion Committees.

Please refer to the flow chart over the page to gain a general understanding of the process. Professor Robert King Deputy Vice-Chancellor (Academic) November 2005

Academic Promotion: Policy and Procedures

Promotion Process of Academic Staff

Academic Promotion 2006

25 page application which addresses criteria in relation to teaching, research, service, as appropriate

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Support provided www.ltu.unsw.edu.au

Discussion of application and referees with HoS Preparing for promotion workshops: - Lecturer - Senior Lecturer - Associate Professor - Professor

All applications (except research only) to include a teaching portfolio, minimum 6 pages, that addresseslearning and teaching related activities; the rationale behind your approach to learning and teaching; course and program design and delivery; and effectiveness of teaching in terms of student learning

Applicants who place 50% or more weighting on teaching must submit their teaching portfolio to the Faculty Learning and Teaching Review Panel.

All other Applicants have the option of having learning and teaching portfolios evaluated by the Faculty Learning and Teaching Review Panel.

iting your teaching portfolio: a ies of 3 workshops.

Evaluating teaching portfolios workshops for Faculty Learning and Teaching Review Panels

The panel will provide a written evaluation to the Faculty Promotion Committee

Faculty Promotion Committee evaluates application and makes recommendation to the Deputy Vice-Chancellor(for promotion to Lecturer or Senior Lecturer) or to the University Promotion Committee (for promotion to Associate Professor or Professor)

luating Teaching: ongoing inars for promotion committees

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Table of Contents

1. SCOPE ....................................................................................................................6 1.1 Academic Staff..................................................................................................6 1.2 Academic Research Only Staff ..........................................................................6

2. PRINCIPLES............................................................................................................6 2.1 Academic Standards .........................................................................................6 2.2 Merit Principle ..................................................................................................6 2.3 Principle of Equal Opportunity..........................................................................7 2.4 Confidentiality ..................................................................................................7 2.5 Timing ..............................................................................................................7

3. LODGEMENT DATES .............................................................................................7 3.1 Timetable..........................................................................................................7 3.2 Report from Head of School .............................................................................7 3.3 Late Applications ..............................................................................................7

4. ELIGIBILITY............................................................................................................8 4.1 General Eligibility .............................................................................................8 4.2 Minimum Period of Service Following Appointment or Promotion ...................8 4.3 Period Under Review.......................................................................................8 4.4 Unsuccessful applications: the “Two Year Wait” Rule .......................................8

5. CRITERIA FOR PROMOTION ................................................................................8 5.1 Areas of contribution ........................................................................................8 5.2 Weightings ........................................................................................................9

6. THE APPLICATION ................................................................................................9 6.1 Consultation with the Dean and Head of School...............................................9 6.2 For Promotion to Lecturer and Senior Lecturer ..................................................9 6.3 For Promotion to Associate Professor and Professor ........................................10 6.4 General Guidelines .........................................................................................10 6.5 Teaching Portfolio ...........................................................................................10 6.6 Additional Support Materials...........................................................................10 6.7 Presentation ....................................................................................................11 6.8 Withdrawal of Application ..............................................................................11

7. HEAD OF SCHOOL REPORT ...............................................................................11

8. REFEREES..............................................................................................................12 8.1 Applicant Referees ..........................................................................................12 8.2 Teaching or Service Referees...........................................................................12 8.3 University Referees .........................................................................................12 8.4 Requests for Referee Reports...........................................................................13 8.5 Viewing of Referee Reports .............................................................................13 8.6 Testimonials ....................................................................................................13

9. FACULTY LEARNING AND TEACHING REVIEW PANELS ...................................14

10. PROCESS ..............................................................................................................15 10.1 Faculty Promotion Committees .......................................................................15 10.2 Promotion to Lecturer and Senior Lecturer ......................................................15 10.3 Promotion to Associate Professor and Professor ..............................................15

11. APPROVALS .........................................................................................................16 11.1 Approval to be promoted to Lecturer and Senior Lecturer ...............................16 11.2 Approval to be promoted to Associate Professor .............................................16 11.3 Approval to be promoted to Professor.............................................................16

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12. RESPONSIBILITIES ...............................................................................................16 12.1 Applicant ........................................................................................................16 12.2 Head of School ...............................................................................................16 12.3 Dean...............................................................................................................17

12.3.1 Applications for promotion to Lecturer and Senior Lecturer: ................17 12.3.2 Applications for promotion to Associate Professor and Professor:.........17

12.4 Deputy Vice-Chancellor (Academic)...............................................................18 12.5 Vice-Chancellor ..............................................................................................18 12.6 Director Human Resources .............................................................................18 12.7 Academic Promotion Co-ordinator (Human Resources)..................................18

13. PROMOTION COMMITTEES ...............................................................................19 13.1 Faculty Promotion Committees .......................................................................19

13.1.1 Composition ........................................................................................19 13.1.2 Terms of Reference ..............................................................................19 13.1.3 Process ................................................................................................20

13.2 University Promotion Committees...................................................................20 13.2.1 Primary Role ........................................................................................20 13.2.2 Composition ........................................................................................20 13.2.3 Terms of Reference ..............................................................................21 13.2.4 Process ................................................................................................21

13.3 Conflict of Interest...........................................................................................21 13.4 Director, Equity and Diversity .........................................................................22

14. TRAINING............................................................................................................22

15. INTERVIEWS ........................................................................................................22 15.1 Timing of Interviews........................................................................................22 15.2 Applicants Unable to Attend an Interview.......................................................22 15.3 Supplementary Documentation.......................................................................22 15.4 Observer at Interview......................................................................................22

16. EFFECTIVE DATE OF PROMOTION.....................................................................23

17. APPEALS...............................................................................................................23

18. REVIEW OF POLICY.............................................................................................23

19. REPLACEMENT.....................................................................................................24

20. INFORMATION ...................................................................................................24

A. Application For Academic Promotion ....................................................................26

B. Teaching and Related Activities Form ....................................................................29

C. A Case for Promotion in Relation to Learning and Teaching ..................................33

D. A Case for Promotion in Relation to Research .......................................................40

E. A Case for Promotion in Relation to Service...........................................................42

F. Promotion of Academic Research Only Staff ..........................................................45

G. Faculty Learning and Teaching Review Panel Assessment of Teaching Portfolio....48

H. Checklist for Applicants.........................................................................................52

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1. SCOPE 1.1 Academic Staff The following policy and procedures apply to academic staff (not including research only staff) seeking promotion from:

o Level A to Level B (Associate Lecturer to Lecturer) o Level B to Level C (Lecturer to Senior Lecturer) o Level C to Level D (Senior Lecturer to Associate Professor) o Level D to Level E (Associate Professor to Professor)

1.2 Academic Research Only Staff The policy and procedures associated with the promotion of academic research only staff are described in Appendix F (p45).

2. PRINCIPLES 2.1 Academic Standards

• The University’s promotion process offers academic staff recognition and reward for sustained excellence.

• Applicants for promotion will need to demonstrate that they have maintained active and effective scholarship in their disciplines by contributions to teaching, research and service (to their discipline, their Faculty, the University and their profession). As academic staff progress through the promotion levels there is an expectation that:

o there will be an increase in the quality and effectiveness of their teaching and their contribution to all aspects of learning and teaching

o there will be an increase in the quality and impact of their research output

o their role in the promotion of scholarship will expand o their qualitative contribution to their discipline will increase o they will demonstrate increasing leadership.

2.2 Merit Principle

• Academic promotion is based entirely on the merit of the case presented, and without reference to a quota or planning number.

• The outcome of previous applications for promotion have no relevance in a current promotion round, aside from the “two year wait rule” (see paragraph 4.4).


2.3 Principle of Equal Opportunity

• The University is committed to the principles of equal opportunity. The academic promotion process must be conducted in a manner that upholds the principles of equity and fairness and must be free from direct and indirect discrimination.

• Deans and Heads of School should ensure that all academic staff are given opportunities to gain the experience necessary for an adequate preparation for promotion.

2.4 Confidentiality Only staff directly involved in the promotion process, and staff within Human Resources, may have access to applications for promotion, referees’ reports, review panel reports and any other documents associated with the promotion process. These staff must maintain complete confidentiality at all times.

2.5 Timing A promotion round will be conducted every year for all four promotion levels.

3. LODGEMENT DATES 3.1 Timetable The Director, Human Resources, is responsible for submitting to the Deputy Vice-Chancellor (Academic) for consideration and approval a draft comprehensive timetable for academic Promotion. Once approved, the timetable will be posted on the Human Resources web site (http://www.hr.unsw.edu.au/academic.htm). Deans and Heads of School will be independently advised of this posting.

3.2 Report from Head of School It is the responsibility of the applicant to ensure that a copy of the application is given to the Head of School at least two weeks before the closing date to ensure the Head has ample time to complete the Head of School report that must accompany the application. Information on the Head of School Report may be found in Section 7- Head of School Report, page 11.

3.3 Late Applications It is the responsibility of applicants to ensure their application is submitted by the nominated closing date. Late applications will be accepted only in exceptional circumstances and then only with the written approval of the Deputy Vice-Chancellor (Academic).

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4. ELIGIBILITY 4.1 General Eligibility All academic staff, including those on fixed term or fractional appointments, are eligible to apply for promotion to the next level. Promotion will not result in the automatic confirmation of an appointment nor an extension or expansion of a pre-existing appointment. In all cases, the applicant’s present level on the salary scale is irrelevant.

4.2 Minimum Period of Service Following Appointment or Promotion

• Applicants for promotion must have completed two years of service since their appointment at UNSW, or their most recent promotion, before they (again) become eligible for promotion. Intending applicants who have not met this requirement may make a written submission to the Dean requesting an exemption. If the Dean is satisfied that there are compelling reasons to support the case for an exemption, the applicant’s request and a written recommendation from the Dean for the application to proceed, should be conveyed to the Deputy Vice-Chancellor (Academic) for consideration and written response.

• It should be noted that only in exceptional cases would Associate Professors be successful in an application for promotion to Professor after only two years of service at Associate Professor level.

4.3 Period Under Review While Faculty and University Promotion Committees will have regard to an applicant’s full career, applicants normally are expected to demonstrate that they meet the promotion criteria in their current position at UNSW.

4.4 Unsuccessful applications: the “Two Year Wait” Rule Unsuccessful applicants will be required to wait two years before submitting a further application. In exceptional circumstances, an application may be accepted after only one year. Should an intending applicant believe there are exceptional circumstances, the process to be followed is the same as that described in paragraph 4.2 above.

5. CRITERIA FOR PROMOTION 5.1 Areas of contribution

• There are three broad areas where academic staff are expected to make a contribution – teaching, research and service.

• The promotion process takes account of the applicant’s contribution to these areas at the School, Faculty, University, national and international level, as may be appropriate to the classification level sought.

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5.2 Weightings

• While the University expects all academic staff to maintain a high level of performance within the context of their assigned duties in the three broad areas of contribution - teaching, research and service - it is inevitable that the relative interests, and in turn achievements, will vary from one academic to another. For that reason, applicants are invited to specify the importance they wish to assign to the three areas of contribution. The ranges reflect the University’s expectations of a staff member’s profile and accomplishments for all academic levels.

Level B Level C Level D Level E Teaching 30% - 60% 30% - 60% 30% - 60% 30% - 60% Research 20% - 60% 30% - 60% 30% - 60% 30% - 60% Service 10% - 20% 10% - 30% 10% - 40% 10% - 40%

• In making this selection, applicants are advised to consider their relative contributions in the three areas and be influenced by the quality rather than the quantity of their achievements. In all cases, applicants should discuss their preferred weightings with their Head of School and colleagues before making a final decision. Whatever ratings are selected, a case must be made for teaching, research and service. Applicants should refer to Appendices D, E and F as they prepare their case for promotion.

• Applicants must demonstrate sustained effectiveness in all areas. Further, applicants are expected to demonstrate outstanding achievement in an area to which they have given their highest weighting.

• In addition to contributions under teaching, research and service, applicants for promotion to Professor, must demonstrate that they are eminent scholars in a particular field of knowledge, that they have achieved, maintained and demonstrated deep understanding of and sustained excellence in a discipline and extended knowledge in that discipline, and demonstrated leadership in the communication of their discipline to students, peers and others.

6. THE APPLICATION 6.1 Consultation with the Dean and Head of School Members of staff should not initiate an application for promotion without prior consultation with the Dean and their Head of School. Deans and Heads of School may not withhold an application, however they should offer advice as to whether or not the application should proceed.

6.2 For Promotion to Lecturer and Senior Lecturer

• For Lecturer level, seven copies of the application, with the Head of School report, must be submitted to the Dean.

• For Senior Lecturer level, the original copy, signed by the Dean, must be submitted to the Academic Promotion Co-ordinator (Human Resources).

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6.3 For Promotion to Associate Professor and Professor The original application, signed by the Dean and with the report from the Head of School attached, must be submitted to the Academic Promotion Co-ordinator (Human Resources).

6.4 General Guidelines

• The application must include the Application for Academic Promotion form: (Appendix A, p26)

• The upper limit for the application is 25 pages. Pages in excess of 25 will not be considered. This limit does not include the Application for Academic Promotion form nor the applicant’s list of publications.

• Applications must: o be type written, single sided, on A4 paper o be typed in size 11 or larger font o have pages numbered in the top right hand corner o not be bound, but held together by a fold back clip or paper binder.

6.5 Teaching Portfolio

• As part of the 25 pages, applicants must include a teaching portfolio of at least six (6) pages, based on the ‘Writing your UNSW Teaching Portfolio’ tool and associated guidelines (see Appendix C, p33 and refer to http://www.ltu.unsw.edu.au/ref3-3-5_teaching_portfolio.cfm)

The portfolio must include the following: o teaching and related activities (Appendix B, p29) o the rationale behind your approach to learning and teaching o course and program design and delivery o effectiveness of teaching in terms of student learning.

Applicants also may wish to include evidence of: o a scholarly approach to learning and teaching o leadership in teaching.

Applicants who elect to assign a significant weighting to teaching will normally submit a teaching portfolio in excess of the minimum six pages.

• Where a weighting of 50% or more has been assigned to teaching, the teaching portfolio must be reviewed by a Faculty Learning and Teaching Review Panel, before it is considered by a Faculty Promotion Committee. This remains optional for all other applicants. (see Section 9)

6.6 Additional Support Materials

• Any bulky documents and materials or other items relevant to the application should be placed in a labelled box and deposited in the Dean’s Office. Any such materials will be made available for inspection by members of the Faculty Promotion Committee. A reference to these items must be included in the application.

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6.7 Presentation

• The application should be presented in the following sequence:

o Part A the completed Application for Academic Promotion Summary form

o Part B the Head of School report o Part C the case for promotion (25 page maximum. In relation to learning

and teaching see Appendix C, p33; Research see Appendix D, p40; and Service see Appendix E, p42) plus list of publications

• The referees’ reports, and reports prepared by the Faculty Learning and Teaching Review Panel are added to the application by the Academic Promotion Co-ordinator (Human Resources). These reports and reviews are not sent to the applicants and must remain confidential to those involved in the promotion process.

6.8 Withdrawal of Application Applicants may withdraw their application at any time prior to the convening of the Faculty Promotion Committee.

NB: Applicants are encouraged to use the checklist provided in Appendix H (p 52) before submitting their application.

7. HEAD OF SCHOOL REPORT • Heads of School are required to provide a report to accompany the

application. In unusual circumstances (e.g. the applicant is the Head of School, or the Head of School is a very recent appointment), it may be more appropriate for the previous Head of School to write the report.

• The Head of School is required to provide comments on:

o the applicant’s standing in her/his field o contributions to the overall effort of the School/Faculty, including any

significant changes in duties since appointment or the last promotion o contributions to teaching and associated activities o the impact of the applicant’s teaching on student learning o the impact of the applicant’s teaching on the learning and the teaching

environment of the School o research output o quality of the publications and the standing of journals etc in which the

applicant's publications appear; o service to the School, the Faculty, the University, the discipline and the

profession o the applicant's contributions compared with the norms in the

School/Centre/Faculty/discipline o a brief comment on the referees, their standing in the field and their

relationship to the applicant.

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• The Head of School may consult other relevant members of staff about aspects of an application, subject to the consent of the applicant. The ensuing report must contain the names of staff consulted in this regard.

• The Head of School report must be read and signed by the applicant.

• An applicant who concludes that the Head of School’s report requires explanation or qualification may provide appropriate comments in writing. Those comments must be signed by both the applicant and the Head of School and attached to the Head of School’s report. The Head should not provide a counter response to the applicant’s comments.

• The Head of School’s report should not be sent to referees or any review panel.

8. REFEREES 8.1 Applicant Referees

• Applicants must discuss with their Head of School the referees they propose to nominate.

• Applicants should seek the concurrence of referees before confirming their nominations and must provide referees with a copy of their application.

• The Head of School, Dean or anyone directly involved in the assessment process may not be nominated as a referee.

• Applicants for promotion to Lecturer, Senior Lecturer and Associate Professor should provide the names and contact details of two (2) people who may act as referees.

• Applicants for promotion to Professor should provide the names of three (3) people who may act as referees. At least two of the referees must be external to the University.

8.2 Teaching or Service Referees

• Applicants for promotion to Lecturer may nominate a third referee who can provide a commentary specifically on teaching performance; the teaching referee should be internal to the University.

• Applicants for promotion to Senior Lecturer, Associate Professor or Professor may nominate a further referee who can provide a commentary specifically on teaching performance or service; the teaching referee should be internal to the University.

8.3 University Referees

• The University, on the recommendation of the Dean, will invite one additional referee who would be able to provide independent and authoritative advice on an application for Associate Professor and two such referees in the case of applications for Professor.

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• In the first instance, the Head of School will prepare for the Dean’s consideration a panel of potential referees who are highly regarded in the area where the applicant claims to be outstanding and are familiar with the applicant’s recent work, and provide reasons as to why they are regarded as suitable. The panel must include a minimum of three suitable referees for promotion to Associate Professor and a minimum of four referees for promotion to Professor. Panels must be prepared by the Head of School without input from or consultation with the applicants.

• When the panel list is finalised, the applicant should be advised of the names on the panel and sign to indicate that they agree to have any of the nominated referees contacted and asked to provide a report on their work.

• The applicant should not be advised of the Dean’s final selection/s.

• The Dean must advise the Academic Promotion Co-ordinator (Human Resources) of the name, address and contact details of the referee/s selected from the panel.

8.4 Requests for Referee Reports

• The Academic Promotion Coordinator (Human Resources) is responsible for requesting all referees reports and the associated follow up. In the case of University referees, applicants must also send a copy of their application to not only their own nominated referees but also to the referees listed on the panel nominated by the Head of School.

8.5 Viewing of Referee Reports

• Reports from referees will be requested in confidence and only those who are directly concerned with the processing and assessment of applications may view the reports. Referees reports, together with the application, will be circulated to members of Faculty Promotion Committees and, in the case of Promotion to Associate Professor and Professor, University Promotion Committees.

• The Head of School and applicant’s observer may view all referees reports prior to attending the Faculty Promotion Committee meeting. The reports will be available, two weeks before the corresponding committee convenes, in the Dean's Office for applications for promotion to Lecturer and Senior Lecturer, and in Human Resources with respect to all other applications. No reports may be copied or removed from the area where they are made available.

• Copies of the reports will again be made available to the Head of School and applicant’s observer at the interview but they must not be removed from the meeting.

8.6 Testimonials Testimonials and references, aside from those requested by the University with respect to an application, will not be considered and should not be included in any application.

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9. FACULTY LEARNING AND TEACHING REVIEW PANELS

• All Faculties must have a Faculty Learning and Teaching Review Panel. These panels will be responsible for evaluating teaching portfolios, submitted in conjunction with an application for promotion, when applicants have assigned a weighting of 50% or more to their teaching. The panels will be required to provide confidential written evaluations for each applicant for the consideration of members of Faculty Promotion Committees and University Promotion Committees. The evaluation must be attached to a Faculty Learning and Teaching Review Panel cover sheet that includes the names of the members of the corresponding Faculty Learning and Teaching Review Panel, be signed by the Presiding Member and all panel members. The cover sheet and evaluation must be attached to application concerned.

• Applicants who assign a weighting of less than 50% to teaching in their application may, but need not, request a written evaluation from a Faculty Learning and Teaching Review Panel. The intention must be noted in the Application for Academic Promotion form.

• Panels must comprise a minimum of four people. There must be representation from staff with expertise in learning and teaching as well as disciplinary representation. That aside, the number on a panel and the composition of the panel is a matter for the Dean’s determination. A Dean may wish the membership to reflect a cross Faculty or disciplinary focus. Membership need not be confined to the Faculty and additional members may be co-opted eg. from the Learning and Teaching Unit. The composition of panels may vary from level to level and year to year. In a large Faculty, a Dean may choose to appoint more than one panel.

• The Associate Dean (Education) or equivalent will normally be the Presiding Member.

• The Academic Promotion Coordinator (Human Resources) is responsible for providing members of the Faculty Learning and Teaching Review Panels with copies of the applications, receiving the written reports plus the cover sheet and ensuring that the reports are attached to the corresponding applications before they are despatched to members of the Faculty Promotion Committees.

• As is the case for referees’ reports, Heads of School and observers may review reports written by Learning and Teaching Review Panels.

• A report for reviewing and reporting on teaching portfolios is provided in Appendix G (p48).

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10. PROCESS 10.1 Faculty Promotion Committees Information such as the composition of the committees and terms of reference are found in Section13: Promotion Committees.

10.2 Promotion to Lecturer and Senior Lecturer • Applications for promotion to Lecturer and Senior Lecturer are considered by

the Faculty Promotion Committee. All applicants are interviewed by that committee.

• The Presiding Member of the Faculty Promotion Committee, within three weeks of the meeting, is required to provide the Deputy Vice-Chancellor (Academic) with the applications, a report of the proceedings and a list of applicants indicating those recommended for promotion, and those not recommended. Detailed reasons for supporting, or not supporting, each application must be given.

• The Deputy Vice-Chancellor (Academic) will approve applicants to be promoted and is required to advise both the successful applicants and unsuccessful applicants, in writing. Unsuccessful applicants are encouraged to make an appointment to discuss their application with the Presiding Member in order to gain feedback that may be of assistance in the formulation of future applications for promotion.

10.3 Promotion to Associate Professor and Professor • Applications for promotion to Associate Professor and Professor are

considered initially by the Faculty Promotion Committee. All applicants are to be interviewed.

• The Presiding Member of the Faculty Promotion Committee, within three weeks of the meeting, is required to complete a report of the proceedings together with a list of applicants indicating those recommended for promotion and those not recommended. Detailed reasons for supporting, or not supporting, each application must be provided. All documents, including the applications, must be forwarded to the Academic Promotion Coordinator (Human Resources), who will arrange for their distribution to the appropriate University Promotion Committee members.

• The applications and the Faculty Promotion Committee reports are considered by the corresponding University Promotion Committee, chaired by the Deputy Vice-Chancellor (Academic) for promotion to Associate Professor and by the Vice Chancellor for promotion to Professor. The University Promotion Committee may interview relevant Deans but does not interview applicants. Deans may be asked to comment on applications or reports; they may not introduce new information or material.

• The University Promotion Committee will determine those applicants to be promoted and the Presiding Member will advise both the successful applicants and unsuccessful candidates in writing. Unsuccessful applicants may discuss their application with the Presiding Member of the Faculty Promotion Committee in order to gain feedback that may be of assistance in the formulation of future applications for promotion.

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11. APPROVALS 11.1 Approval to be promoted to Lecturer and Senior Lecturer Approval to promote to Lecturer and Senior Lecturer is delegated to the Deputy Vice-Chancellor (Academic) on the recommendation of the Faculty Promotion Committee.

11.2 Approval to be promoted to Associate Professor Approval to promote to Associate Professor is delegated to the Deputy Vice-Chancellor (Academic) on the recommendation of the University Promotion Committee.

11.3 Approval to be promoted to Professor Approval to promote to Professor is delegated to the Vice-Chancellor on the recommendation of the University Promotion Committee.

12. RESPONSIBILITIES 12.1 Applicant

• Discuss an intention to make an application for promotion with the Dean and Head of School.

• Discuss proposed referees with the Head of School.

• Provide Head of School with a copy of application at least two weeks before closing date for receipt for applications.

• Submit an application on or before the closing date having ensured all the requirements set out in this document have been fulfilled.

12.2 Head of School

• Discuss and counsel all academic staff within the School who indicate an intention to apply for promotion.

• Discuss with the applicants their nominated referees.

• Prepare a selection of possible University referees, in the case of applications for promotion to Associate Professor and Professor, and discuss same with the Dean.

• Write the Head of School report to accompany each application.

• Accompany each applicant at interview with the Faculty Promotion Committee.

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12.3 Dean

• Discuss and counsel all academic staff within the School who indicate an intention to apply for promotion.

• Select one University referee from a panel prepared by the Head of School for applications for promotion to Associate Professor, and two University referees for professorial applications, and advise the Academic Promotion Co-ordinator (Human Resources) accordingly.

• In consultation with the Dean’s Advisory Committee, establish Faculty Promotion Committees with not less than three and not more than six committee members from the Faculty, and additionally an academic staff member from another Faculty.

• Submit to the Deputy Vice-Chancellor (Academic) the recommended composition of all committees for approval.

• Set a date for interviews and notify all committee members, Heads of School and applicants of the time, date and location accordingly. This notification should be given at least two weeks prior to the date of the interview.

• Chair the Faculty Promotion Committees.

• Within three weeks of the interviews, prepare a report that must include:

o comments on the committee’s proceedings o a table showing the voting for each candidate o a schedule indicating the applicants recommended for promotion;

comprehensive reasons to support each recommendation must be provided.

o a schedule indicating the applicants not recommended for promotion; again comprehensive reasons for not recommending promotion must be provided for each applicant.

Ensure all committee members sign the completed report. Any member who disagrees with one or more of the recommendations, and wants that disagreement noted, must do so in writing; such disagreements must accompany the report.

12.3.1 Applications for promotion to Lecturer and Senior Lecturer:

o Send the report and the applications and associated documents to the Academic Promotion Coordinator (Human Resources).

12.3.2 Applications for promotion to Associate Professor and Professor:

o Return the report and all documents to the Academic Promotion Coordinator (Human Resources).

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12.4 Deputy Vice-Chancellor (Academic)

• Make any necessary determinations on whether or not applications are accepted within a period of less than two years since:

o appointment o most recent promotion o an unsuccessful application for promotion.

• Approve the composition of all Faculty Promotion Committees.

• Consider the recommendations from Faculty Promotion Committees with respect to applications for promotion to Lecturer and Senior Lecturer and give approval for applicants to be promoted. In the event that the recommendations from a Faculty Promotion Committee are not supported, discuss reasons for non-support with the Presiding Member concerned. In all cases, advise successful and unsuccessful applicants in writing.

• Chair the University Promotion Committee for applications for promotion to Associate Professor.

• Approve applications for promotion to Associate Professor and advise all successful and unsuccessful applicants in writing.

12.5 Vice-Chancellor

• Chair the University Promotion Committee that considers applications for promotion to Professor.

• Approve applications for promotion to Professor and advise all successful and unsuccessful applicants in writing.

• Receive appeals from applicants, ensure the appeal is properly investigated and make a final determination.

12.6 Director Human Resources

• Prepare an annual academic promotion timetable.

• Undertake regular reviews of the academic policy and procedures, and submit recommendations for the consideration of the Deputy Vice-Chancellor (Academic).

12.7 Academic Promotion Co-ordinator (Human Resources)

• Acknowledge receipt of all applications for promotion.

• Ensure all applicants are eligible for promotion and that all applications meet the essential administrative requirements.

• Request all reports from referees and peer reviewers and take appropriate follow-up action.

• Advise applicants of the composition of the membership of the Faculty Promotion Committee and University Promotion Committee that will consider their application.

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• Ensure all Faculty Promotion Committee and University Promotion Committee members receive applications, with accompanying reports, in a timely fashion.

• Act as secretary to all University Promotion Committees and, as may be practical, all Faculty Promotion Committees.

• Ensure all documents associated with the promotion process are circulated appropriately and within the times stipulated.

• Ensure the confidentiality and integrity of the promotion process.

• Provide advice to applicants, Heads of School, Deans and members of promotion committees on procedural matters, as required.

13. PROMOTION COMMITTEES 13.1 Faculty Promotion Committees

13.1.1 Composition

• Faculty Promotion Committees (FPC) shall have the following membership:

o Dean (Presiding Member) ex officio o Not less than three and not more than six committee members from the

Faculty nominated by the Dean after consultation with the Dean's Advisory Committee and approved by the Deputy Vice Chancellor (Academic). The term of office of these members is three (3) years.

o One (1) member of another Faculty, nominated by the Dean and approved by the Deputy Vice Chancellor (Academic), whose term of office is a maximum of two (2) years.

• All members must hold at least the same rank as that for which candidates are being considered. The Dean should make every effort to ensure that representation is included from an applicant’s broad subject area. The Presiding Member may coopt to the committee one further member where this is not achieved through the normal membership.

• A Head of School may not be a member of an FPC.

• All committees must include male and female members.

• No member of an FPC, other than the Dean, may serve consecutive terms.

• A quorum for a FPC is five (5) including the Dean.

13.1.2 Terms of Reference

• The FPC will take into account:

o the application and documents and materials referred to and made available by the applicant

o the Head of School’s report o the report from the Faculty Learning and Teaching Review Panel o reports from referees

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• The Dean is required to prepare a report for the Deputy Vice-Chancellor (Academic) in the case of applications for promotion to Lecturer and Senior Lecturer and for the University Promotion Committee in the case of all other applications for promotion.

13.1.3 Process

• All applicants are interviewed by the FPC. The Heads of School and observers should be present but they are not advocates for the applicants and must not introduce new material or make personal comments on any applications.

• All FPC members must vote either for or against a promotion for each applicant. The vote is by secret ballot but the outcome must be made known and recorded. An applicant must receive a majority of positive votes to be recommended for promotion.

13.2 University Promotion Committees

13.2.1 Primary Role

The primary role of the University Promotion Committee (UPC) is to ensure there is equity between the Faculties and that the standards expected for promotion are applied uniformly across the University.

13.2.2 Composition

University Promotion Committees (UPC) shall have the following membership. • For promotion to Associate Professor

o Deputy Vice-Chancellor (Academic) – Presiding Member o President, Academic Board (ex officio) o Deputy President, Academic Board (ex officio) o Eight (8) members appointed by the Vice-Chancellor including two (2)

members of the professoriate chosen in consultation with the President of the Academic Board

o One member who is a senior academic from another university.

• For promotion to Professor o Vice-Chancellor – Presiding Member o Deputy Vice-Chancellor (Academic) – (ex officio) o President, Academic Board (ex officio) o Deputy President, Academic Board (ex officio) o Seven (7) members appointed by the Vice-Chancellor including two (2)

members of the professoriate chosen in consultation with the President of the Academic Board

o One member who is a senior academic from another university.

• All members of the UPC must be at least at the level for which applications are under consideration. However, staff or, people from outside the University whose rank may be below that of the level for which candidates are being considered, but who possess relevant special knowledge, may be included in the Committee membership.

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• Except for ex officio and external members, the term of office of members of the UPC is three (3) years.

• The term of office of the external member is two (2) years.

• Except for ex officio members, no member of the UPC may serve for two (2) consecutive terms.

• A staff member may not be a member of an FPC and a UPC for the same promotion level.

• Deans are not eligible for membership for the UPC.

• In making appointments to UPC, the Vice-Chancellor should achieve as wide a representation across disciplines as possible.

• All UPCs must include male and female members.

• A quorum for a UPC is ten (10).

13.2.3 Terms of Reference

• There will be two (2) UPCs each year: one to consider applications for promotion to Associate Professor, and a second to consider applications for promotion to Professor.

• The UPC will take into account: o the application and documents and materials referred to and made

available by the applicant o the Head of School report o a report from the Faculty Learning and Teaching Review Panel o reports from referees

13.2.4 Process

• The relevant Deans may be interviewed by the committee, individually. The purpose is to clarify issues and respond to questions by the Committee members.

• Applicants are not interviewed by the Committee

• A vote will be taken as to whether or not each applicant should be promoted. If there are three or more negative votes, the applicant is not to be promoted.

• In the event that the UPC’s resolutions are not consistent with the recommendations of a Faculty Promotion Committee, the Presiding Member of the UPC should arrange a meeting with the Presiding Member of the FPC and explain why the FPC recommendations were not supported.

13.3 Conflict of Interest Staff who have a conflict of interest that may be perceived to influence the promotion outcome should not accept membership of a Faculty Promotion Committee or a University Promotion Committee. If that staff member is in some doubt as to the degree of perceived influence, s/he should approach the Dean in the case of Faculty Promotion Committees or the Deputy Vice-Chancellor (Academic) in the case of University Promotion Committees, for a decision as to whether or not membership should be accepted or declined.

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13.4 Director, Equity and Diversity The Director, Equity and Diversity, or a nominee, may attend and speak on matters pertinent to equity and diversity at Faculty Promotion Committee meetings and University Promotion Committees. The Director shall not be present when votes are taken and candidates are ranked.

14. TRAINING Human Resources, through OSDS (Organisational Staff Development Services), will conduct briefing sessions (in collaboration with appropriate staff) for members of University Promotion Committees, Faculty Promotion Committees and Faculty Learning and Teaching Review Panels.

15. INTERVIEWS 15.1 Timing of Interviews • Applicants, accompanied by their Head of School and, if nominated, an

applicant’s observer will be interviewed, individually, by the appropriate Faculty Promotion Committee. The Presiding Member will advise all applicants of the time and date of interview. The time range within which the interviews will be conducted may be ascertained from the academic Promotion timetable. (See Section 3.1).

15.2 Applicants Unable to Attend an Interview Applicants who are unable to attend a prearranged interview have the option of:

• agreeing to be considered in absentia; agreement must be given in writing

• returning to UNSW for the interview at their own expense

• being interviewed by conference telephone or video conference at the expense of the Faculty

• deferring their application until a new round when they are available for interview.

15.3 Supplementary Documentation Applicants may table at the Faculty Promotion Committee interview a single page document updating the original application.

15.4 Observer at Interview Applicants may nominate another member of the academic staff of the University, who has knowledge and expertise relevant to the application, to attend the interview with the Head of School as an observer. Applicants should give their observer a copy of their application. The Head of School and the observer will meet with the Faculty Promotion Committee before, during and after the interview and may take part in the committee discussion but must not be present for the vote nor the final ranking of candidates. Observers are bound by the same rules of confidentiality as the committee members.

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16. EFFECTIVE DATE OF PROMOTION • To Lecturer, Associate Professor and Professor: Ist January of the following

year.

• To Senior Lecturer: 1st July of the current year.

17. APPEALS • There is no provision for an appeal against an unsuccessful application other

than in cases where the applicant has reason to believe there has been a significant procedural irregularity.

• An appeal on procedural grounds must be made within forty (40) working days of the notification of results of an application for promotion.

• Appeals must be in writing and directed to the Vice-Chancellor. The appeal must specify the alleged breach of procedures and indicate why the alleged breach may have influenced the promotion outcome.

• The Vice-Chancellor shall ensure that the appeal is fully investigated and on the basis of that investigation may determine either:

o that there was no procedural irregularity and that the appeal be dismissed; or

o that there was procedural irregularity but there is no evidence to suggest that it would have materially affected the outcome of the application; or

o that there was procedural irregularity and it may have materially affected the outcome of the application in which case the application should be referred back to the appropriate Promotion committee for reconsideration or alternative appropriate action be taken.

• The Vice-Chancellor shall advise the appellant of the outcome of the appeal in writing.

• There is no further avenue of appeal.

18. REVIEW OF POLICY This policy is to be reviewed one year after its introduction. The Director, Human Resources, in collaboration with appropriate staff, is responsible for the review and should present a report, with recommendations if appropriate, to the Deputy Vice-Chancellor (Academic).

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19. REPLACEMENT This Academic Promotion Policy and Procedures document replaces:

UNSW Promotion to Professor HR98 – information booklet HR99 – Application form

UNSW Promotion to Associate Professor HR94 – Information Booklet HR95 – Application form HR96 – Personal data form

UNSW Promotion to Senior Lecturer HR90 – Information booklet HR91 – Application form HR92 – Personal data form

UNSW Promotion to Lecturer HR88 – Information booklet HR89 – Application form

20. INFORMATION To access

• Academic Promotion: Policy and Procedures

• Annual Timetable for Academic Promotion

• Academic Promotion: Policy and Procedures – Summary of changes

• Academic Promotion: Policy and Procedures – FAQ’s

Please refer to: http://www.hr.unsw.edu.au/academic.htm

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Academic Promotion: Policy and Procedures AP

PEN

DIC

ES

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Academic Promotion: Policy and Procedures APPENDIX A

Application For Academic Promotion (This form must be attached to the front of an application for promotion)

Family name: Given name/s:

Title: Current position:

School/Centre: Faculty:

Telephone No. Mobile:

E-mail address:

If fixed term, expiry date of appointment:

Extended absences (eg maternity leave, extended illness, etc): (NB: The University is committed to the principles of equal opportunity in promotions. Applicants are therefore encouraged to ensure that they clearly specify any relevant circumstances that may have adversely affected them in relation to the promotion criteria.)

Application for promotion to:

Lecturer (Level B)

Senior Lecturer (Level C)

Associate Professor (Level D)

Professor (Level E)

Weighting of application:

Teaching ( %) Research ( %) Service ( %)

Weightings to be within the following ranges: all weightings must be multiples of 10%;

Level B Level C Level D Level E

Teaching 30% - 60% 30% - 60% 30% - 60% 30% - 60%

Research 20% - 60% 30% - 60% 30% - 60% 30% - 60%

Service 10% - 20% 10% - 30% 10% - 40% 10% - 40%

If weighting for teaching is less than 50%, do you want your teaching portfolio evaluated by a Faculty Learning and Teaching Review Panel?

Yes No

(NB: When teaching is given the highest weighting of the three categories, it is recommended that the applicant’s teaching portfolio is reviewed by their Faculty Learning and Teaching Review Panel)

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Academic Promotion: Policy and Procedures APPENDIX A (Continued)

Employment Details:

Date of appointment to UNSW:

Date of appointment to present level:

Date last promotion at UNSW (if relevant):

Date of last promotion at other institution (if relevant):

Previous appointments (in reverse order)

Employer:

Period of employment:

Rank/ title of position:

Employer:

Period of employment:

Rank/ title of position: Qualifications, Awards and Memberships:

Academic Qualifications

Date completed Qualification Institution

Awards, Fellowships, Memberships

Date completed Description Referees:

The following details must be completed for each referee

Please refer to Section 8 in the Academic Promotion Policy and Procedures document for further information.

Referee 1:

Title and full name:

Mailing address:

Telephone number:

Facsimile number:

E-mail address:

Area/s of recent work and/or performance with which the referee is familiar: Applicants must indicate clearly which is the teaching or service referee (if a teaching or service referee is nominated)

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Academic Promotion: Policy and Procedures APPENDIX A (Continued)

Observer at interview (the presence of an observer is optional):

Observers title and full name:

Position:

Telephone number:

Email address:

Account code for printing of application:

Account Fund Dept ID

Program Class Budget Period

Project/Grant AFFL

Signature of applicant:

Date:

Head of School Name: Date:

Signature:

Dean Name: Date:

Signature:

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Academic Promotion: Policy and Procedures APPENDIX B

Teaching and Related Activities Form This form is also available in the ‘Writing your UNSW Teaching Portfolio’ tool and must be attached to the back of your teaching portfolio (see Section 6.5, p10)

(A) Teaching activities:

Title & Level of Course

Year & sessions taught

No. of students

No. of teaching hours per session

Form of teaching e.g. lectures, team teaching, tutorial, supervision of practical work, online, mixed mode on & off campus, lab, field teaching.

Information on level of participation in each course e.g. the extent to which the teaching was in a new course, how much was newly designed, preparation of new material and any innovations in teaching methods.

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Academic Promotion: Policy and Procedures APPENDIX B (Continued)

(B) Postgraduate and/or Research Supervision. List details as indicated below.

Name of Candidate egree Year of Enrolment Year of Completion

(C) Statement on other duties associated with teaching – extent of time (average hours per session) involved in

Activity Av. hrs/session Details

1. Marking.

2. Individual consultation with students.

3. Program co-ordination.

4. Course co-ordination.

5. Development of new course proposal.

6. Involvement in course revision.

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Academic Promotion: Policy and Procedures APPENDIX B (Continued)

Activity Av. hrs/session Details

7. Involvement in program development.

8. Involvement in program review.

9. Development of the quality of teaching and learning at School, Faculty or University level.

10. Provide support and act as a mentor in teaching to newer members of staff.

11. Engagement in public relations activities such as career expos, high school visits or the UNSW GERRIC Program, to attract and encourage high quality students from a diverse range of backgrounds including lower socio-economic backgrounds.

12. Active support and/or mentoring of students

13. Other teaching activities e.g. distance education, field trips

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Academic Promotion: Policy and Procedures APPENDIX C

A Case for Promotion in Relation to Learning and Teaching Introduction

Teaching can be defined as the facilitation of student learning. As such it includes facilitating undergraduate and postgraduate student learning and the supervision of honours and postgraduate students. Teaching embodies all that we do to make student learning possible. (Ramsden 2003, p 51). This includes helping our students develop skills of critical enquiry, of independent learning, and skills associated with communicating and collaborating with others from diverse backgrounds. (See UNSW Graduate Attributes Policy http://www.ltu.unsw.edu.au/ref4-4_graduate_attributes. cfm?dc=4,4#unswgradatts)

Scholarly teaching focuses on understanding and enhancing the student learning experience. Scholarly teachers seek to inform their teaching over time with current developments in the field and with ideas and research about teaching. They also reflect on feedback on their teaching and pursue peer collaboration and review. For those wishing to provide evidence of commitment and effectiveness of their teaching practice over and above a minimal level, scholarly teaching would need to be demonstrated.

The UNSW Guidelines on Learning that Inform Teaching

(http://www.guidelinesonlearning.unsw.edu.au) that are based on current research on student learning, can assist applicants when framing their approach to teaching and the student learning outcomes achieved. Claims of scholarly teaching and student learning can be articulated through a teaching portfolio (http://www.ltu.unsw.edu.au/ref3-3-5_teaching_portfolio.cfm) that demonstrates the relationship between the applicant’s rationale and approach to learning and teaching, curriculum development and implementation, and the student learning experience and outcomes.

Developing a case for promotion

The seven sections below inform the major content areas that should be considered in a teaching portfolio, prepared in conjunction with an application for promotion. The following pages include a list of areas where evidence may be provided for each of the seven sections. 1. Teaching and related activities (Appendix B, p29) 2. The rationale behind your approach to learning and teaching 3. Course and program design and delivery 4. Effectiveness of teaching in terms of student learning 5. Scholarly approach to learning and teaching 6. Leadership in teaching 7. Research Supervision

1 Ramsden, P. (2003), Learning to Teach in Higher Education, Routledge Falmer, London

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Academic Promotion: Policy and Procedures APPENDIX C (Continued)

A checklist of possible sources of evidence that applicants may include in their teaching portfolio. The bold dots (•) indicate the level at which evidence normally would be expected although it is probable that in many cases, applicants may provide evidence in areas either below and/or above that level. The shaded area indicates that the particular source of evidence, while relevant to the level indicated, also may be applicable at higher levels.

There is no expectation that evidence will be provided for all the areas listed, nor that applicants will be equally strong in all aspects of teaching. Primarily, those areas for which applicants can provide evidence of scholarly teaching should be emphasized.

Level B C D E 1. Teaching and related activities • Refer to Appendix B, p29 • • • • 2. Introduction: • What is the rationale behind your approach to teaching and student

learning? • What has influenced that rationale? • How do you investigate whether or not your teaching methods and

strategies have a favourable impact upon your students’ learning?

• • • •

3. Course and program design and delivery

3.1 Convening and coordination of courses

• Description of your responsibilities in terms of courses convened, course coordination, levels and nature of teaching undertaken (see Appendix B, p29)

•

• Evidence of effective approach to course convening, course coordination and administration (where relevant)

•

• Evidence of active support and/or mentoring of students •

• Involvement in Academic advising role •

• Effective design, delivery, co-ordination and evaluation of course curricula

•

• Responsibility for design, delivery, coordination and evaluation of curricula in programs of study

•

3.2 Planning and development of courses / programs

• Incorporation of UNSW course outline template requirements into course information given to students - http://www.ltu.unsw.edu.au/ref4-2-4_course_outline_template.cfm

•

• Clear communication of course aims, learning outcomes and assessment strategies (including those relating to graduate attributes – see policy on Graduate Attributes - http://www.secretariat.unsw.edu.au/acboard/approved_policy/graduate_attributes.pdf

•

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Level B C D E

• Student learning activities and assessment strategies that support students in achieving course / program learning outcomes

•

• Provision of appropriate assessments linked to course learning outcomes including the provision of worthwhile feedback to students on their learning

•

• Evidence of the application of appropriate UNSW Guidelines on Learning that Inform Teaching to the development of courses at both lower and upper level - http://www.guidelinesonlearning.unsw.edu.au

•

• Evidence of the development of inclusive curricula that takes account of, and draws upon, student diversity and/or exposes students to diverse perspectives

•

• Evidence that students experience research teaching links through the curriculum

•

• Evidence that expertise in the discipline informs course design and implementation

•

• Evidence of cross disciplinary teaching •

• Initiation/development/evaluation and review of new programs/courses

•

3.3 Collaboration in course (program design and delivery)

• Effective collaborative participation in course and program teams where possible

•

• Evidence of contribution to collaborative review, development and/or evaluation of curricula where possible

•

• Evidence of leadership in collaborative course and program design and learning and teaching practice

•

• Collaboration with colleagues at other universities in the development of program materials/teaching and in response to shared learning issues

•

3.4 Innovations and use of new technologies to support / enhance student learning

• Effective use of new technologies to create, or enhance existing learning activities

•

• Innovative planning, development and implementation of courses and student learning activities and assessments.

•

• Adaptation of innovation in curriculum design to disciplinary context

•

• Innovation in learning and teaching including the use of technology to enhance student learning

•

4. Effectiveness of teaching in terms of student learning

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Level B C D E

Evidence of teaching effectiveness needs to be derived from analysis of multiple sources of feedback.

4.1 Evidence from Student Evaluation

• Analysis of student feedback from the Course and Teaching Evaluation and Improvement (CATEI) process (http://www.ltu.unsw.edu.au/ref4-5-1_catei_process.cfm ) collected over time

•

• Analysis of other student forms of feedback (e.g. focus groups, classroom feedback strategies, surveys, etc.)

•

• Informal student feedback which can provide effectiveness of a specific approach taken

•

• Percentage of students studying further in your field / courses •

4.2 Evidence from Peers

• Formal comments, reports or letters from peers, teaching specialists, tutors or demonstrators who have viewed your course designs or classes

•

• Informal comments and feedback resulting from discussions about learning and teaching

•

4.3 Formal recognition of commitment to an effectiveness of teaching

• Recognition through success in gaining learning and teaching development grants or awards (e.g. Innovative teaching, Educational Technology (ITET) Fellowships, UNSW Learning and Teaching Awards, Faculty learning and teaching grants and awards).

•

• Nominations or awards in recognition of excellence in learning and teaching (Faculty and University Teaching Award , Carrick Teaching Award, ACE Teaching Award, etc)

•

• Internal (external) grants for research into learning and teaching innovation

•

• Requests for advice on learning and teaching issues from university or external committees/organizations

•

• Teaching materials and texts reviewed and used nationally or internationally

•

• National or international career awards for teaching or innovative course development

•

• International recognition for significant contribution to learning and teaching

•

4.4 Evidence of Positive Outcomes of Student Learning

• Evidence of student achievement •

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Level B C D E

• Exemplary student work •

• PhD completion rates •

• Success of past honours and postgraduate students •

• Recognition achieved by previous and current students in research, professional and other communities

•

5. Scholarly approach to Learning and Teaching

5.1 Continual improvement

• Summaries and analysis of student course and teaching feedback collected systematically over time (e.g. CATEI feedback)

•

• The action plans that you have developed in response to your reflections on feedback from a range of sources (colleagues, students, self, the literature, etc), to overcome issues in student learning

•

• Peer review of teaching used to continually develop teaching practice

•

5.2 Professional development in teaching practice

• Participation in professional activities and research related to teaching; eg participation in Foundations of University Learning and Teaching and other professional development programs and services such as the UNSW Network in Learning and Teaching workshops, the Graduate Certificate in Higher Education, Educational Development and Technology Centre workshops on online learning and teaching, UNSW Scholarship of Learning and Teaching Interest Group, Faculty/School learning and teaching interests groups

•

• Participation in conferences on learning and teaching in the discipline •

• Consultations with learning and teaching support services including the Learning and Teaching Unit (LTU), the Library (information literary development), the Learning Centre, the Educational Development and Technology Centre (EDTeC), or Faculty based units e.g. Education and Academic Development Unit in the Faculty of Commerce and Economics

•

• Formal qualifications in learning and teaching (e.g. Foundations in University Learning and Teaching – FULT, Graduate Certificate in Higher Education)

•

5.3 Contribution to the scholarship of learning and teaching

• Scholarly research into student learning in your own discipline and/or across disciplines

•

• Dissemination/communication e.g. in refereed publications of scholarly work related to learning and teaching.

•

• Participation in national and international conferences, seminars and workshops in learning and teaching

•

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Level B C D E

• Participation in professional learning and teaching organisations and/or disciplinary learning and teaching groups and their activities

•

• Contribution to UNSW Compendium of Good Practice in Learning and Teaching (http://www.ltu.unsw.edu.au/ref7_compendium.cfm)

•

• Contribution to UNSW or external learning and teaching forums •

• Invitations to teach courses at other institutions •

• Effective involvement in, and leadership of, funded and unfunded educational research

•

• Editor/referee for scholarly journal in learning and teaching •

• Publications and citations relating to learning and teaching in national/international peer reviewed educational journals/ discipline based journals

•

• Presentations of conference papers (invited and uninvited) on learning and teaching within discipline or more generally

•

• Citations of peer reviewed published work in learning and teaching •

6. Leadership2

6.1 Responsibility for teaching

• Course coordination of large classes •

• Co-ordination of tutor/sessional training program within the school/faculty

•

6.2 Supporting the learning of colleagues

• Leadership in curriculum design teams •

• Involvement in school/faculty/university curriculum development •

• Assisting others, formally or informally, in developing their learning and teaching practice e.g. through facilitation in the University Network in Learning and Teaching workshops, shared peer observation of teaching of colleagues, mentoring, coaching, participation in the Career Development Scheme, facilitating workshops in learning and teaching

•

• Participation in University committees relating to the improvement of learning and teaching

•

• Involvement in policy development in learning and teaching in the school/faculty

•

• Leadership in the scholarship of learning and teaching, e.g. •

2 Evidence of leadership (i.e. influencing educational practice and/or policy in accordance with UNSW and Faculty strategic goals) is required rather than evidence of activity (e.g. committee memberships) alone. Evidence of the impact and achievements relating to the activity is required so that a judgment can be made about the level of leadership displayed.

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Level B C D E establishing school/faculty learning and teaching interest group

6.3 Participation in or cultivation and development of communities

• Membership of teaching associations, committees, accreditation panels, or working parties relating to the improvement of learning and teaching

•

• Organisation of teaching conferences, seminars or workshops •

• Chair of learning and teaching committees or similar bodies within the University

•

• Leadership or active participation in teaching in professional organizations

•

6.4 Improvement of teaching standards at the school, faculty or university levels

• Contribution to the improvement of learning and teaching standards within the school

•

• Attraction of grants for teaching development •

• Contribution to University or external teaching forums •

• Support for the learning of colleagues and the improvement of teaching standards at the School, Faculty or University levels

•

• Effective participation in the development implementations of ongoing review learning and teaching policy at school/faculty/university level

•

• National leadership in the development of teaching policy/or practice

•

7. Research Supervision

• Effective supervision of honours and postgraduate students (as defined in UNSW Guidelines on Supervision http://my.unsw.edu.au/student/research/SupervisionAndGoodPractice.html)

•

• Results achieved by postgraduate research students •

• Development of postgraduate students’ relevant research graduate attributes

•

• Encouragement of publication and conference presentations by research students

•

• Provision of appropriate feedback to research students •

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Academic Promotion: Policy and Procedures APPENDIX D

A Case for Promotion in Relation to Research Applicants should address the following:

• Provide a short statement of the case for promotion in the area of research/development, highlighting major achievements since appointment to present level.

• Provide a short statement on the future direction of your research.

• Summarise research/development activities under the following headings. Include statements covering work-in-progress (even if it is in an early stage).:

o Leader of project, or sole researcher o Co-researcher o Major contributor o Other contributions

• Complete the following table to show the grants received:

Title of project Percentage Contribution Source Date Duration Amount of

funding

• Complete the following publication summary (books, articles, reports, conference papers, etc. resulting from your research, your scholarship or your teaching). Distinction should be made between papers conditionally and unconditionally accepted for publication.

Itemise according to the following categories (A-I)

Category Career total

Total since appointment at present level at

UNSW

A. Papers, notes, communications, reviews, etc in refereed journals or other publications of eminence in the discipline

B. Refereed published conference or symposium papers

C. Books

D. Chapters in books

E. Any other published work

F. Patents

G. State, national and international government reports

H. Other (including university) reports

I. Unpublished conference papers or other public presentations such as workshops or seminars

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Academic Promotion: Policy and Procedures APPENDIX D (Continued)

• Using the categories above, list all work published or accepted for publication and other public presentations, (but no work in progress or submitted for publication) in the following format:

O Surname, X. (date) Article title, Journal title, vol. # (issue #), pages.

O Surname, X. (date) Book Title, Place, Publisher.

Note – Where collaborative work has been cited, indicate your relative percentage contribution.

• Summary of work other than publications to be considered as evidence of achievement in research/development category of application (include creative work, development projects, etc) since appointment at present level.

• Summarise any other ways in which your expertise in the area of research/development has been recognised (since appointment at present level). Examples: invitation to collaborate with colleagues at other institutions; invitations to referee grant applications or judge competitions; prizes, awards or fellowships, reviews or discussions or your work, citations, high level consultancy or professional work.

• Summarise participation in and/or contribution to professional development activities aimed at improvement of research (since appointment at present level). Examples: attending seminar on new statistical techniques; leading session for junior colleagues on project management or applying for research grants.

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Academic Promotion: Policy and Procedures APPENDIX E

A Case for Promotion in Relation to Service (Service to the School, Faculty, University, discipline, profession)

Service to the University, the discipline and the profession is assessed by promotion committees in terms of the amount of activity, the degree of responsibility carried, and the quality of the service rendered.

Applicants for promotion should show evidence of having undertaken administrative duties over and above those associated with their own personal academic responsibilities. Such broader administrative work would generally relate to support of the collective scholarly activities of their School. In this regard, it is the degree of responsibility carried and the quality of service given that matters, rather than simply the fact of having an administrative title or attending a committee.

Applicants should have competently discharged their responsibilities related to the initiation and/or maintenance of some significant ongoing activity or activities in service to the discipline and the profession, without necessarily having played a policy-making role. However, evidence of contributions in a policy-making role will be well regarded by promotion committees.

All applicants should:

• Provide a short statement of the case for promotion in the area of service since appointment at present level.

• List and comment on service/administrative activities. (The context of your service contribution in terms of Committee membership, special roles in a Program/School/Faculty etc, the nature of the service provided, the time spent and the impact of your role should be explained.)

• List all professional activities including such activities as professional society responsibilities, editorial boards, consultancies for government or private sector, etc. (The context of your service contribution in terms of professional activities, the nature of the service provided, the time spent and the impact of your role should be explained.)

• Provide details of service to the University, the profession and the discipline, emphasising activities which are beyond the normal expectations of your position

• Refer to any other relevant matters not covered in the application

The following notes are designed to assist applicants for promotion to prepare their case. They are not meant to be either comprehensive or exclusive.

1. The applicant should be able to give evidence of having made some sustained personal efforts, whether acting individually or as a member of a team (eg. a committee).

2. As a result of these efforts, it should be possible to point to constructive achievements in useful (and, possibly innovative) directions.

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Academic Promotion: Policy and Procedures APPENDIX E (Continued)

3. The applicant should be able to show continuity of involvement in the service role, the result of sustained efforts (in one or more directions) over some considerable period of time.

4. The applicant should have carried major responsibility for the outcome of some of the events claimed as achievements.

A checklist of some activities of the kind “service to the University”

• Service on School/Faculty/University policy committees (eg. Head of School Advisory, Dean’s Advisory, Faculty Executive, Library Advisory, Academic Board, Council).

• Instead of merely listing the committees an applicant is a member of, the University Promotion Committee will want some documentation of their roles on the committee, the size of the committee and the time input required over a particular period.

• Service on Standing Committees of the Academic Board and/or their subcommittees.

• Administrative service of substantial significance to the governance of the University and its element units (e.g. Head of Department, Head of School, School Grievance Officer, Higher Degrees Committee, Faculty Promotion Committee, University Promotion Committee, Research Management Committee, Co-ordinator of First-Year Classes in large Schools, secondments to the central administration).

• More than occasionally giving invited advice and support to peers or more junior colleagues in the teaching and/or research domain (eg. mentor, informal critic, reviewer in Staff Development Review).

A checklist of some activities of the kind “service to the discipline”

• Editor or associate editor or referee of a scholarly journal.

• Service on ARC, NH&MRC, CAUT, and similar reviewing and funding panels.

• School/Faculty display organiser or disciplinary advisor at University Open Days/Courses and Careers Days.

• Member of AVCC Disciplinary Review Panels.

• Liaison between secondary and tertiary education institutions (eg. HSC syllabus committee, resource person for school visits to talk with senior students).

• Liaison between academia and industry (eg. technical standards committee; consortium steering committee, for example, for a CRC or a “technology park”).

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Academic Promotion: Policy and Procedures APPENDIX E (Continued)

A checklist of some activities of the kind “service to the profession”

• Office-bearer of or other actively-involved contributor to a professional society.

• Membership of a professional accreditation panel.

• Service on, or on behalf of, Government Statutory Authorities or Commissions of Inquiry on matters of reform (social/political/economic, etc).

• Liaison service on committees of related professional groups.

• Service to the community through honorary professional work (eg. Redfern Legal Centre, State Cancer Council as medical adviser to the Council, National Advisory Council on AIDS).

• Lobbying and fundraising on behalf of profession-related worthy causes (eg. a medical or legal academic’s work in raising public consciousness about the rights of the handicapped).

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Academic Promotion: Policy and Procedures APPENDIX F

Promotion of Academic Research Only Staff Introduction

• Academic research staff whose appointments parallel those of academic staff at:

o Level A (i.e. Research Associate or Post Doctoral Fellow) o Level B (i.e. Senior Research Associate or Research Fellow) o Level C (i.e. Senior Research Fellow) o Level D (i.e. Senior Research Fellow or Associate Professor)

The distinction being both discipline and qualification specific, may apply for promotion through their Faculty.

• Applicants should address all the relevant requirements outlined for promotion to the appropriate academic level.

• Applications should be clearly marked “Research Academic”.

Applicants’ Referees

• For promotion to Level B and C: Applicants must provide the names of three referees who can comment on the applicant’s innovation and productivity in research. Two of these referees should be external to the University.

• For promotion to Level D: Applicants must provide the names of three referees who can comment on the applicant’s innovation and productivity in research. Two of these referees should be external to the University.

• For promotion to Level E: The applications should include the names of four referees who can comment on the applicant’s innovation and productivity in research. Three of these referees should be external to the University.

• In all cases:

o referees should be established persons with knowledge of the applicant's recent work

o the choice of referees should be discussed with the Head of School. o applicants should seek the concurrence of referees before making

nominations and provide them with a copy of their application.

• The Head of School report should not be sent to referees.

• The Head of School, Director of Centre or Dean should not be nominated as a referee.

• A teaching or service referee is not required for any level.

University Referees

• The University, on the recommendation of the Dean, will invite one additional referee who would be able to provide independent and authoritative advice on an application for Associate Professor and two additional referees in the case of applications for Professor.

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Academic Promotion: Policy and Procedures APPENDIX F (Continued)

• In the first instance, the Head of School will prepare for the Dean’s consideration a panel of potential referees, and provide reasons as to why they are regarded as suitable. The panel must include a minimum of three suitable referees for promotion to Associate Professor and a minimum of four referees for professorial applications. Panels must be prepared by the Head of School without input from or consultation with the applicants.

• When panels are finalised, the applicant concerned should be advised on the names on the panel. In the event that an applicant has concerns about the suitability or appropriateness of one or more of the referees, the applicant may express those concerns in writing. If the Head of School, in consultation with the Dean, agree that the concerns expressed are sound and valid, the name/s of the referee/s will be removed from the panel.

• The applicant should not be advised of the Dean’s final selection/s.

• The Academic Promotion Co-ordinator (Human Resources), when advised by Deans of the name, address and contact details of the referee/s selected from the panel will be responsible for requesting all reports and the associated follow-up.

Head of School Report

• The Head of School/Director of Centre is required to provide a report and is asked to provide comments on:

o Contributions to the overall effort of the School/Faculty, including any significant changes in duties since the last promotion or appointment.

o Research output.

o Standing of journals etc. in which the applicant's publications appear.

o Any contributions to teaching and associated activities.

o Service to the University, discipline and the profession.

o The applicant's contributions compared with the norms in the School/Faculty.

o Nominated referees and their standing in the field and their relationship with the applicant.

• The Head of School report must be read and signed by the applicant.

• An applicant who concludes that the Head of School’s report requires explanation or qualification may provide appropriate comments in writing. Those comments must be signed by both the applicant and the Head of School and attached to the Head of School’s report. The Head should not provide a counter response to the applicant’s comments.

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Academic Promotion: Policy and Procedures APPENDIX F (Continued)

Assessment of Application

Applications for promotion will be considered by the relevant Faculty Promotion Committee primarily on the basis of outstanding performance in research as might be anticipated for the discipline and in the context of a substantial if not sole responsibility for conducting research. The expected level of performance in research will be higher than that for academic staff with other significant responsibilities in teaching and administration. Applicants should include information on any teaching activities, including student research supervision that they have undertaken, including evaluations, and administrative activities.

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Academic Promotion: Policy and Procedures APPENDIX G

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Faculty Learning and Teaching Review Panel Assessment of Teaching Portfolio

Applicants name:

School:

Level of Application

Weighting on teaching:

Areas to consider include:

1. Teaching and related activities Panel comment:

Above average / Average / Below average

2. Rationale behind your approach to learning and teaching Panel comment:


Academic Promotion: Policy and Procedures Appendix G (continued)

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Areas to include:

3. Course and program design and delivery Panel comment:


4. Effectiveness of teaching in terms of student learning

Panel comment:



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Areas to include:

5. Scholarly approach to learning and teaching Panel comment:


6. Leadership in learning and teaching Panel comment:


7. Research supervision Panel comment:



Overall evaluation Weighting on teaching

Above average Average Below average

60%

50%

40%

30%

General Comments

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Academic Promotion: Policy and Procedures APPENDIX H

Checklist for Applicants

Check that eligibility requirements have been meet (see Section 4, p8)

Consultation with HOS/Dean prior to lodgement of application

Check that all relevant signatures are included on application form (see Appendix A, p26)

Check that respective weightings have been indicated (see Section 5, p8)

Check that all details on the application form are correct (see Appendix A, p26)

Check that the account code for printing is provided (see Appendix A, p26)

Check that Head of School Report is attached & signed by both HOS and applicant

Check that contact details of all referees are provided including email addresses

Check that copies of application have been sent to all referees

Check that the application addresses the guidelines in relation to learning and teaching (Appendix C, p33), Research (Appendix D, p40) and Service (Appendix E, p42)

Check that any additional supporting documentation has been deposited in the Dean’s office (see Section 6.6, p10)

Check that application does not exceed 25 page limit (see Section 6.4, p10)

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