advice on academic promotion process level c this presentation is available at

Advice on Academic Promotion Process Level C

This presentation is available at

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

The structure of the session

Information on:

1. Eligibility2. Decision Making3. Key Dates4. The Criteria

5. Work focus categories6. Weightings

7. Head’s Report 8. The Application 9. Open Discussion

hr.unimelb.edu.au/academic-promotions

Promotion Policy

The essential documents:

► Academic Promotions Policy (MPF1221)► Academic Promotion Procedure (MPF1130)► Academic Promotions Criteria Guidelines► Appendix A – Examples of Engagement Objectives► Guidelines for Consideration of Performance Against Opportunity► Schedules A – D of the Categories of Employment Procedure MPF1154► HR73 Academic Promotions Application Summary


Eligibility

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

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

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


Decision Making

Decisions on Level B to C by Faculty Promotions Panels


Key Dates: Level C

7 Feb Applicant must advise Head of intention to apply14 Feb Head advises which senior colleagues will be

consulted21 Feb Applicant confirms selection or adds up to two

additional senior colleagues 7 Mar Application to Head of Department 4 April Application and Head’s report back to Applicant11 April Closing date for applications to Local Human

Resources5-15 May Meetings of Faculty Promotions Panels1 Sept Promotion effective


The Four Criteria

1. Contribution to Teaching and Learning

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

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

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


Work Focus Categories

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

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

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

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

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


Promotion to Level C

Promotion to Level CDemonstrated excellencein the criteria nominated.


Weightings

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

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

Teaching and Learning & Research and Research Training- each rated at least 25% and in aggregate will not exceed

80%; and

Engagement & Leadership and Service- in aggregate, will be a minimum of 20% and a maximum of

50%


Weightings

Staff in the Teaching Specialist, Research and Academic Work Focus categories- need to satisfy the requirement for 50-80% in the aggregate of the

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

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


Performance Against Opportunity

Staff are invited to disclose relevant circumstances…e.g. Family responsibilities, carer duties, health conditions or disability, fractional appointments, career interruptions, and other relevant personal circumstances.

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

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

quantity, rate, breadth or consistency of achievements.

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


The Head’s Report

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

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

Consultation Process for Preparation of Report

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

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

then meet to discuss the final report.


The Head’s Report continued

Advice to the Panel, for example ….

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

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

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


Presentation of Application

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

There is a required sequence► Part A - HR73 Application Summary Sheet► Part B - Head of Department report and applicant’s response► Part C - Report from applicant including an argued case for

promotion based on the criteria► Part D -Your CV, including publications. Please note Applicants need to list their top five publications (Information on this is included in Advice to Applicants).

Note the strict limit of 20 pages for Parts C and D.(A4, 11pt font, numbered pages)


Academic Promotions Summary 2003-2013


ACADEMIC PROMOTIONS SUMMARY REPORT 2003-2013

B-C C-D D-E

Year Total Successful % Total Successful % Total Successful %

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

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

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

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

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

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

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

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

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

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

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

Questions


advice on academic promotion process level c this presentation is available at

Documents

research activities

research service

research positions

learning research

original research

research training criteria

academic specialist

academic specialist