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B/5.3 Promotion for academic staff (to Levels C, D and E) |
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5.3.1 Policy statement 5.3.1 Policy statementRecognition and reward of the accomplishments of staff is essential to the motivation, attraction and retention of quality staff. QUT is committed to recognising and rewarding such accomplishments which further its vision and goals. Staff are guided and assisted in career development and opportunities for promotion through the University's Performance Planning and Review process (see B/9.2). 5.3.2 DefinitionsFor the purposes of this policy:
5.3.3 EligibilityTo apply for promotion an academic staff member must:
Fixed-term appointees are eligible to be promoted within the term of their contract. Sessional academic staff members are ineligible for promotion. Eligible academic and research staff may apply for promotion to the next higher level to their substantive appointment only. Staff members who are not successful in their application for promotion in one year may not apply for promotion in the following year except in the circumstances below:
5.3.4 Timing of promotion roundsPromotion rounds will be conducted every year. 5.3.5 Approving authorityPromotion to Level C will be approved by the executive dean on the recommendation of a Faculty Promotion Committee (see B/5.6). Promotion to Levels D and E will be approved by the Vice-Chancellor on the recommendation of the University Promotion Committee (see B/5.5). 5.3.6 ConfidentialityAll material and deliberations relating to promotion applications will be treated in the strictest confidence by all participants of the promotion process. It is acknowledged that material and information relating to the promotion application may have to be referred to an appeals panel in the event that an appeal is lodged by the staff member. 5.3.7 Role of PPR SupervisorAll academic staff have a supervisor for the purposes of the Performance Planning and Review (PPR) process ( B/9.2 ). Supervisors are expected to provide guidance, information and feedback to current and prospective applicants for promotion. Meetings to provide feedback between unsuccessful applicants and the executive dean or Vice-Chancellor will be attended by heads of school or PPR supervisors (see B/5.3.8 ). Based on this feedback, the supervisor will guide the staff member's performance and development through the PPR process. 5.3.8 Promotion process(a) Qualifications and equivalent accreditation or standing To be considered for promotion to a higher level, an applicant for promotion to Level C, D or E will normally have a doctoral qualification in the relevant discipline area. Applicants who do not possess such qualifications will be required to make a case for equivalent accreditation or standing. Guidelines for Judging Equivalent Accreditation or Standing are available on the Human Resources website. The Promotion Committee will determine whether qualification requirements are met in accordance with the Promotion Committee Procedures. (b) Criteria for promotion The criteria for promotion are:
The level of attainment and examples of accomplishment required for promotion to each level are provided in the table entitled Criteria for Promotion. Evidence of accomplishment in all three criteria will normally be required except where an applicant is seeking promotion as a Research or Teaching Intensive staff member. The examples of achievement under each criterion for promotion to each level are cumulative. That is, the examples of achievements relevant to promotion from Level B to Level C also apply to promotion from Level C to D and so on. However, some examples have been repeated at higher academic levels for clarity and guidance. An applicant for promotion is not expected to demonstrate achievement in all of the examples provided for the level of promotion being sought. Furthermore, these examples do not represent an exhaustive list of achievement for each level and the nature of achievement may vary based on disciplinary norms. Applicants for promotion will be assessed on their relative overall merit in respect of the criteria for the relevant level. The expectations outlined in the table Criteria for Promotion demonstrate accomplishment for each of the three criteria at the level required to be recommended for promotion. (c) Weighting by applicant The ranges for each level are:
Research or Teaching Intensive Applicants Applications for promotion from staff who do not contribute in all three criteria will be allowed for staff members in research or teaching intensive roles. Under this arrangement, an applicant will weight one criterion (either teaching or research and scholarship) above the specified maximum. Such an applicant will be regarded as a research or teaching intensive staff member and be expected to have a weighting of up to 80% in either teaching or research and scholarship and a minimum weighting of 20% in one other criterion or a minimum weighting of 20% across the two remaining criteria. A research or teaching intensive applicant may wish to consult with the executive dean prior to submitting an application to the Promotion Committee. (d) Promotion Committee procedures The Promotion Committee will assess applications in accordance with the Promotion Committee Procedures. (e) Evidence The Promotion Committee will make its determination solely on the documentary evidence listed below and, where applicable, any further information provided by the applicant during an interview. Promotion Committee members shall not introduce any new information into the process unless the Committee is seeking to verify claims made by the applicant. The following documentary evidence is used by the Promotion Committee:
5.3.9 Notification and feedbackFor promotion to Level C, the executive dean will inform the applicant verbally, then in writing, of the outcome of their application. An unsuccessful applicant will be invited to meet with the relevant executive dean and head of school or the PPR supervisor to receive feedback on their application. For promotion to Levels D and E the Secretary, University Promotion Committee, will inform the applicant verbally, then in writing, of the outcome of their application. An unsuccessful applicant will be invited to meet with the Vice-Chancellor and their head of school or PPR supervisor if nominated by the head of school to receive feedback on their application. Feedback will include provision of the Promotion Committee's ratings for each criterion and the score together with a written summary of the rationale for the ratings. Feedback to unsuccessful applicants will be as immediate as practicable after the application has been declared unsuccessful and in time to enable an unsuccessful applicant to appeal on the grounds of process. 5.3.10 Effective date of promotionThe effective date of promotion for successful applicants is 1 August of the year in which the promotion round commences. 5.3.11 Promotion while on probationWhere a successful applicant is serving a probationary period, the remaining period of probation will be waived and the appointment confirmed at the academic level of the promotion. If any special conditions attached to the applicant's probation are not met at the time the promotion is approved, then these conditions will continue to apply through PPR-AS. For example, a requirement that the staff member continues to make progress towards a higher degree may be included as an agreed goal in the PPR-AS Activity Statement. 5.3.12 Use of title for research staffSuccessful applicants for promotion as research staff will be given the following rank (and title where applicable):
* appropriate rank determined by the executive dean 5.3.13 Resignation prior to completion of the promotion processWhere an applicant for promotion tenders their resignation from the University prior to the promotion being approved, their application will be regarded as withdrawn. 5.3.14 AppealsAn applicant may appeal only on the grounds of process. An appeal on the grounds of process may be lodged with the Human Resources Director within two months of the date of written advice to the applicant on the outcome of an application. The appellant will outline their reasons for the appeal. The Human Resources Director will convene a panel comprising:
The panel will review the process that was followed by the relevant Promotion Committee in respect of the applicant who has appealed. (The Academic Consultative Committee is the committee constituted under the QUT Enterprise Bargaining Agreement (Academic Staff )). Where the panel concludes that there has been no breach of process, the panel will advise the appellant accordingly. There will be no further right of appeal. Where the panel concludes that there has been a breach of process, then all relevant documentation will be referred to the Chair of the relevant Promotion Committee with a recommendation to address the breach of process. Related DocumentsMOPP B/9.2 - Performance planning and review for academic staff MOPP B/5.5 Faculty Promotion Committees MOPP B/5.6 University Promotion Committee Promotion Committee Procedures Promotion for Academic and Research Staff - Information for Applicants Modification History
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