Guide to Promotion Academic Staff

Transcription

1 Guide to Promotion Academic Staff Introduction and foreword from the Vice-Chancellor The quality and performance of the University s academic faculty are crucial to our success and we are committed to becoming a pre-eminent institution in which a diverse community of outstanding academics thrives and progresses their careers. Our ambition and commitment to working with colleagues in their professional and academic development was set out in The Birmingham Academic. Alongside this document, we have worked to develop fair, rigorous, and transparent processes to facilitate promotion and reward outstanding academic performance. It is important that our standards for promotion and reward are appropriate for a leading international research university that attracts academic staff from around the globe. The University recognises outstanding contributions to research, teaching, industrial, commercial and professional partnerships, and to academic citizenship, in its promotions. Not all colleagues will contribute equally across all areas, but many will excel in many areas and contribute importantly to all. Our promotions and professorial contribution banding processes seek to identify evidence, evaluate, and wherever appropriate reward outstanding contributions. We hope that you will find all the information you need within the University Promotions pages. Equally important your Head of School and other senior colleagues can offer advice and guidance, as can your local HR representative. Thank you for the contribution you are already making to our University, and I trust that your career will continue to prosper at Birmingham. Professor Sir David Eastwood Vice-Chancellor and Principal Page 1 of 5 Updated

2 Guide to Promotion Academic Staff Career pathways: grade 6 to grade 10/Professor An overview of career pathways for academic and related staff is available in the flowchart at: Applying for promotion The University has two separate processes for promotion for academic staff which are considered in a single annual process each year: Promotion to Senior Lecturer/Senior Research Fellow (grade 9) Conferment of Title of Professor or Reader In addition, staff in research roles on grades 6 and 7 may apply for re-grading (subject to operational need, funding, and individual capability). There are two routes for promotion to Reader, either through the demonstration of distinction in original research or teaching. Full details of the academic promotions processes (as well as grading and banding) are available at Arrangements and requirements (including documentation that you should submit) differ between the processes, so it is important to check and ensure that you follow the correct guidelines. In all cases you will be expected to submit an up-to-date Curriculum Vitae and in line with the CV formats attached in Appendix 1(Senior Lecturer, Senior Research Fellow and Grade 6 and 7 research staff) and Appendix 2 (Professor and Reader). These must be observed to ensure that all relevant information is provided in as succinct a form as possible. In addition, you are required to complete and submit an application form in which you should highlight your key achievements against the criteria for the promotion you are seeking and confirm any personal individual circumstances that you wish to be taken into account by the promotion panel. In making your application, you should pay specific attention to the academic job family framework, which outlines the full range of academic roles and provides an indication of the key factors which differentiate between grades. You will not be expected to be carrying out all the activities characterising the level of post to which you are seeking promotion, as it is recognised that the relative emphasis and the nature of contribution will vary from one person or context to another/at each level. However you will be expected to meet the criteria for promotion as detailed within the relevant promotion process which have been derived from the academic job family framework. The academic job family framework can be found at Our code of practice supporting equality and diversity 1. The University is committed to the promotion of staff on individual merit, regardless of age, disability, gender identity, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. All staff sitting on promotion panels will have completed the University s on line diversity training prior to commencing their involvement in the promotions process. Page 2 of 5 Updated

3 2. The University recognises that there may be individual circumstances which have impacted on an individual s inputs and outputs as judged against the promotion criteria. Whilst all staff are expected to meet the University s quality criteria, a reduction in the quantity of inputs and outputs may be considered in light of the following individual circumstances: A member of staff who has taken maternity/parental/adoption leave may have a gap in, or a reduced number of inputs and/or outputs and this will be taken into account by the School, College and University Promotion Committees. Where a member of staff works part-time, the quantity of their inputs/outputs will be considered in relation to their working hours. Where a member of staff s disability, medical condition or ill health has an impact on the quantity of their input and/or output, this will be taken into consideration. Where a member of staff has caring commitments which have constrained their ability to produce the expected level of inputs/outputs for their academic discipline, this will be taken into consideration. Career breaks of six months or more will also be taken into account. 3. If you consider that the above circumstances are applicable to your application you should make that clear in the relevant part of form PROM1. 4. School, College and University Promotion panels will give due consideration to any of the above individual circumstances when making their evaluation of an individual promotion application. 5. The University will continue to monitor levels of success across all categories of staff in order to ensure that its processes do not discriminate unfairly against any one group. Knowing whether you are ready for promotion Ensure you have an up to date copy of the criteria for promotion and consider your achievements against these in detail. You will need to be able to demonstrate outstanding performance. Prior to a discussion with your Head of School/Department, compile your Curriculum Vitae following the guidance in Appendix 1 or Appendices 2 or 3 as appropriate, addressing the criteria and prepare a self-assessment clearly identifying how your contribution and experience address each of the promotion criteria. Where an application form is required, carefully consider the questions it includes and make sure that you provide complete and detailed responses/information. Meet regularly with your Head of School or the person who undertakes your Performance & Development Review to agree an action plan and/or to monitor your progress, where appropriate. This will enable you over a period of time to develop your CV to the point where you judge the time is right to make an application for promotion. Page 3 of 5 Updated

4 Talk to People and Organisational Development to understand how mentoring can help you and what personal development courses are available to prepare you for promotion. Further sources of advice are outlined later in this document. Criteria for promotion Senior Lecturer, Senior Research Fellow, Reader Criteria for promotion for Reader, Senior Lecturer, Senior Research Fellow are outlined within the relevant process available at: derteachingdraft20jul14-sce-comments-5aug14.pdf Professor (Band 1) Conferment of title and promotion to Professor (Band 1) can be found on Bandscriteria pdf These criteria should serve as a guide for the presentation of your application. Each College may have additional guidance on discipline-specific supporting evidence. Please refer to the separate communications from your College about key deadlines or contact your College Head of HR. Research staff on grades 6 and 7 Researchers on grades 6 and 7 (Research Associate/Research Fellow) can apply for progression to the next grade at any time by submitting an application to their Head of School. Similarly, the Head of School may initiate a proposal for these role-holders to progress to grade 7 or 8. There is, additionally, an annual timetable for considering applications for re-grading the roles held by these staff. Where a researcher is on the top point of grade 7, their position should be reviewed annually to consider their suitability for progression to grade 8, subject to there being an operational need and funding for such a re-grading. Further information about this can be found at: intranet.birmingham.ac.uk/hr/benefits/progression/grading/research6-7.aspx Making Your Application Ensure your CV is up to date, in the right format and contains all relevant information. Ensure you have read and understand the criteria don t be afraid to ask if something isn t clear. Self-assess if you feel there are gaps, put together a plan to address these take advice. Page 4 of 5 Updated

5 Meet with your Head of School/Department to discuss your readiness for promotion. Familiarise yourself with the process and deadlines. Talk to someone who has recently made a successful application for promotion and understands the process. Complete all relevant paperwork, ensuring you follow the process outlined and fully address the criteria. For applications to SL/SRF and levels below, consider the requirements outlined in the relevant generic Role Description which can be found at and ensure that you address them in your application. Sources of advice The Head of HR responsible for your College will be able to advise on process and procedure. People and Organisational Development will be able to advise on mentoring and personal training and development needs further information can be found at Your Head of School/department will be able to advise on college guidance and the interpretation of University criteria. Alternatively, please refer to your college academic promotions timetable and guidance. Respected colleagues with recent experience of successful application for promotion will be able to guide you through the process. Timetable for Promotion The timetable for academic promotions to Senior Lecturer, Senior Research Fellow, Reader or Chair is available at Promotions to SL/SRF (grade 9) and conferment of title to Professor or Reader and professorial contribution banding/re-banding is confirmed with effect from 1 August each year. Page 5 of 5 Updated