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B/5.4 Promotion for academic staff (Level A to Level B) |
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5.4.1 Policy statement 5.4.1 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 for Academic Staff process (PPR-AS) (see B/9.2 ). 5.4.2 DefinitionsFor the purposes of this policy:
5.4.3 EligibilityTo apply for promotion from Level A to Level B, an academic staff member must:
Fixed-term appointees are eligible to be promoted within the term of their contract. Research only academic staff at Level A are eligible to apply for promotion. Sessional academic staff members are ineligible for promotion. 5.4.4 Timing of applicationPromotion to Level B will occur through the PPR-AS process. Eligible academic staff members may submit an application for promotion to Level B at a time agreed by the staff member and their supervisor. Under this process, promotion is outcomes-focussed, and applications do not need to be linked to either the timing of the individual's PPR-AS cycle or the applicant's incremental progression date. 5.4.5 Approving authorityPromotion to Level B will be approved by the executive dean, on the recommendation of the head of school. 5.4.6 ConfidentialityAll material and deliberations relating to promotion applications will be treated in the strictest confidence by all participants in the promotion process. It is acknowledged that materials and information relating to the promotion application may have to be referred to a review panel in the event that an appeal is lodged by the staff member. 5.4.7 Role of PPR SupervisorAll academic staff members have a supervisor for the purposes of the PPR-AS process. Supervisors will work with prospective applicants to develop a Promotion Plan through the PPR-AS process. Supervisors are expected to provide guidance, support and feedback to prospective applicants for promotion to Level B. 5.4.8 Qualifications and equivalent accreditation or standingTo be considered for promotion to Level B, applicants will normally have a masters or doctoral qualification in the relevant discipline area. Applicants who do not possess such qualifications will be required to make a case to the executive dean for equivalent accreditation or standing. The prospective applicant and supervisor should establish the requisite qualifications or equivalent standing as part of the Promotion Plan. Guidelines for Judging Equivalent Accreditation or Standing are available on the Human Resources website. 5.4.9 Criteria for promotionApplicants for promotion will be assessed on their achievement in respect of the criteria for promotion to Level B, which 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. An applicant for promotion is not expected to demonstrate achievement in all of the examples provided in the table Criteria for Promotion. 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. 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, with agreement by the supervisor, head of school and executive dean, a prospective applicant may wish to focus their activities and achievements in one criterion (either teaching or research and scholarship). A research or teaching intensive applicant must address at least one of the two remaining criteria in their Promotion Plan and application. 5.4.10 Promotion PlanIn conjunction with the relevant PPR-AS supervisor, a staff member seeking promotion from Level A to Level B will, through the PPR-AS process, develop a Promotion Plan detailing the necessary achievements, performance standards and a timeline. The Promotion Plan will be completed in addition to the PPR-AS Activity Statement, which is prepared as part of the annual PPR-AS cycle. The Promotion Plan will be aligned with the Criteria for Promotion to Level B. While applicants are expected to demonstrate achievement in all three promotion criteria (with the exception of research and teaching intensive applicants), the activities and achievements outlined in a staff member’s Promotion Plan will reflect the agreed areas of interest for the applicant, and should take into account:
In the case of part-time staff, quantity of output should be considered on a pro-rata basis. However, the same quality of accomplishment as full-time staff will be expected. The Promotion Plan, and any changes to the plan that may arise from periodical review(s), will be agreed and endorsed by the staff member’s PPR supervisor, head of school and executive dean. 5.4.11 Promotion applicationApplications must include:
5.4.12 Indigenous staff membersIndigenous staff members may request that the supervisor, head of school and executive dean take advice on Indigenous-related issues prior to developing the Promotion Plan or at the time of assessing an application. The initial point of contact for such advice is the Indigenous Employment and Strategy Officer (Human Resources Department). 5.4.13 Referral to executive deanWhere the staff member and supervisor are unable to reach agreement on the content of the Promotion Plan or application, or the head of school does not endorse an application for promotion, the staff member may refer the matter to the executive dean. 5.4.14 Notification and feedbackThe 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. 5.4.15 Effective date of promotionThe effective date of promotion for successful applicants to Level B is the date of approval by the executive dean.5.4.16 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 Level B. 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 Activity Statement.5.4.17 Use of title for research staffApplicants who are promoted to Level B, and who are appointed to research-only positions, will use the title of research fellow or senior research associate. The executive dean will determine the appropriate title.5.4.18 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. 5.4.19 AppealsA person whose promotion application is not successful may make an application for review. The staff member must submit reasons for the review, in writing, to the Human Resources Director within 10 working days of receiving written advice of the executive dean’s decision. The Human Resources Director will convene a panel comprising:
The panel will consider the application for review, and may interview the staff member, supervisor, head of school or executive dean. The panel will report its findings and, where relevant, make recommendation/s to the Deputy Vice-Chancellor (Academic) via the Human Resources Director. The Deputy Vice-Chancellor (Academic) will make a decision on the matter, and report that decision in writing to the staff member, the executive dean and the head of school. The decision of the Deputy Vice-Chancellor (Academic) will be final and there will be no further right of appeal. Related DocumentsMOPP B/9.2 Performance planning and review for academic staff Promotion for Academic Staff - Information for Applicants (Promotion to Level B) Modification History
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