Academic Promotion

Message from Professor Andrea Nolan, Senior Vice Principal & Christine Barr, Deputy HR Director

Colleagues

The University has been working on a major project directed upon Maximising Academic Performance & Career Development (MAPCD) involving four distinct work streams as detailed below :- 

• Phase 1:  To ensure the effective performance management and reward and recognition of Professorial and Senior Administrative staff
• Phase 2:  To facilitate the effective grading and reward of Professorial and Senior Administrative staff across the University.
• Phase 3:  To review and revise academic promotion criteria to include evidence-based quantitative and qualitative assessment measures for all Research & Teaching staff.
• Phase 4:  To review academic probation in order to develop a holistic early career development path to support ‘new’ academics.

Phases 1 and 2 have largely been achieved following a review of academic performance & Development Review (P&DR) processes some 18 months ago and subsequent amendments to this year’s process based on staff feedback.  There are likely to be minor process review amendments in the forthcoming and future year(s).

Professorial and Senior Administrative Staff zoning constituting Phase 2 of the review is in progress and it is anticipated this exercise will be concluded early in 2012.  You may recall this is aimed at providing a pay and remuneration framework for senior (Grade 10) staff that is consistent, transparent and fair.  It also reflects equality of opportunity in career development and progression processes, consistent with the large scale modernisation exercise that applied to all other staff employed in the University in August 2006. 

In accordance with the Project Brief and with the support of the Project Board and the Professorial Working Group constituted for the purposes of this project, we have focused recently on reviewing and revising academic promotion criteria to include evidence-based measures for all Research & Teaching staff to provide a clear career structure and assist future succession planning (phase 3).

In tandem we have revised the associated policy providing for appointment, progression and promotion to any grade within the academic career track. The policy title change (the Appointment, Progression and Promotion Policy) is reflective of process changes that complement current recruitment practice and a commitment to ensuring consistency between recruitment practices and promotion criteria.  The new policy provides a career path or track to full Professorship for staff in the Research & Teaching Job Family, subject to satisfying the criteria applicable to the grade. The policy reflects some minor amendments including:

• the traditional sourcing of a variable number references previously relevant at senior lecturer and above has been modified requiring the uptake of four references for any level of promotion sought at Grade 9 and above: Senior Lecturer, Reader and Professorial levels.
• the committee structures at College and University levels have been amended to be consistent with the organisational hierarchy following restructuring, removing the requirement for any cognate representative. 

Most significantly, with effect from this academic year 2011/12 i.e. this year’s academic promotion round, the revised promotion criteria have been introduced under five generic headings for those pursuing the academic career track.  This is consistent with the framework for conducting professorial zoning, such that the revised professorial promotion criteria are consistent with those outlined across the range of academic activity at zone 1 of the professorial zone.  Similarly, promotion criteria to grade 7, 8 and 9 have been amended and are presented in the same framework to ensure uniformity and consistency of approach across research and teaching grades 7-10. 

There remain four separate academic career tracks within the University

• Research & Teaching
• Research (up to grade 9)
• Teaching, Learning & Scholarship
• Veterinary Clinical Medicine  

It is anticipated that the revised policy and new promotion criteria will assist in ensuring that the University is able to appoint, progress and promote academic talent within a clear and supportive framework, enabling us to attract and develop the academic potential of our staff, key to the realisation of its ambitious plans.

We have undertaken this work in consultation with GUCU and I look forward and encourage your continuing engagement in this process.

Application timeline

Applications for consideration in this year’s progression and promotion round may be submitted from now until the 29 February 2012.  In the meantime, if you have any specific questions regarding the process or the documentation please email direct to Ann Hastings.

Kind regards

Andrea & Christine

Appointment, Progression and Promotion Policy Index

Index:

• 1. Introduction
• 2. Equal Opportunities
• 3. Principles
• 4. Coverage
• 5. Application Process for Progression / Promotion (up to and including Grade 10 – Professorship)
• 6. References
• 7. College Progression & Promotion Committee
• 8. Board of Review
• 9. Notification of Outcomes
• 10. Successful Applications
• 11. Timetable
• 12. Fast Track/Retention Promotion
• 13. Disclosure Scotland
• 14. Appeal
• 15. Confidentiality
• 16. Records Management

Appointment, Progression and Promotion – Research and Teaching Flow Chart

Progression & Promotion Criteria

Application Process

Timetable