Vice-President (People) and Chief People Officer
Vice-Chancellor and President
Date of Next Review
Faculty academic staffing committees (FASC) consider and recommend on applications for academic promotion to Levels B and C within a faculty and other academic staffing matters in accordance with the policy on Probation and Career planning, development and performance expectations for academic staff (B/9.4). Faculty academic staffing committees also considers relevant matters for a Teaching Intensive Employment Arrangement (TIEA) and a Competitive Grant Researcher Arrangement (CGRA) in accordance with the Enterprise Agreement (Academic staff).
Faculty academic staffing committees are management committees accountable to the relevant executive dean of faculty. One faculty academic staffing committee is established per faculty.
If required, other areas outside of faculties may establish a committee in order to enable coverage of staff within their area. This will require approval from the Vice-Chancellor and President and the committee will be named accordingly but remain operational under this Charter.
Faculty academic staffing committees undertake the following responsibilities:
- recommend approval of promotions for Level B and C within the faculty
- prepare a Recommendation Report for the University Academic Staffing Committee (UASC) on applications for Level D and E promotions
- determine an applicant’s eligibility requirements in accordance with the Academic promotion procedure
- provide advice to the relevant delegated officer on Level A, B, C and D probation goal setting and confirmation by the FASC sub-committee that includes the executive dean, deputy dean/s, associate dean/s and one UASC nominee, who is not employed within the faculty (B/9.6.4). The FASC sub-committee may consult with the relevant head of school/s
- consider the business case for a Provisional Research Workload Allocation of a staff member under a TIEA
- consider the application of a staff member on a Provisional Research Workload Allocation under a TIEA for a Research Workload Allocation
- consider the business case of a CGRA staff member for an ongoing appointment
- provide advice to the executive dean on other staffing matters as requested
- review relevant staffing matters for the faculty or associated faculty staff members who may be working in areas outside of faculties.
- Executive dean ex officio as Chair
- Deputy dean or associate dean, as Deputy Chair
- Up to four academic staff members at Level D or E, including one external to the faculty and who may also be representative of a relevant and related area outside of faculties
- One University Academic Staffing Committee nominee, who is not employed within the faculty
- An Indigenous Australian academic staff member nominated by Chair (where relevant to the decisions or cases for review where a staff member has identified as Indigenous Australian)
The composition of a faculty academic staffing committee should be reflective of a variety of disciplines and is determined by the relevant executive dean as Chair. The Chair must adhere to the membership requirements and ensure a diverse and representative committee with consideration of gender, career stage and cultural diversity. The chair may co-opt additional members if required.
Members of the committee are not eligible to apply for promotion during their tenure on the committee.
On the request of any applicant or committee member, the Vice-President (People) and Chief People Officer nominee/s may attend any meeting of a faculty academic staffing committee to receive and review all relevant documentation, to observe the process and advise the Chair on University promotion procedures. Any such attendance is recorded in the committee’s record of proceedings.
Faculty academic staffing committees meet annually for the purposes of Level B and C promotion and as required for other decision making or advice in alignment with relevant promotion timelines and procedures.
Faculty academic staffing committees operate in accordance with Council Procedure 1 – Committees.
A nominee of the relevant executive dean of faculty is secretary.
MOPP B/9.4 Probation and career planning, development and performance expectations for academic staff
Academic promotions procedure (QUT staff access only)
Academic probation procedure (Ongoing and fixed term more than 5 years) (QUT staff access only)
Academic Career Framework (QUT staff access only)
Vice-President (People) and Chief People Officer
Periodic review – policy revised to reflect change to the industrial instruments – effective 31.03.2023
|26.07.22||All||Vice-Chancellor and President||Revised to update position title from Executive Director, Human Resources to Vice-President (People) and Chief People Officer|
|17.05.22||All||Executive Director, Human Resources and Director, Human Resources - Centres of Expertise||Revised charter and new responsibility to include a sub-committee for Level A-D positions for probation goal setting and confirmation|
|24.03.22||B/9.6.3; B/9.6.4||Director, Human Resources - Centres of Expertise||Administrative update following review of promotion process|
|30.04.21||All||Director, Governance, Legal and Performance||Editorial amendments to align with Repositioning QUT for a post-COVID world organisational change - effective 31.01.21|
|10.03.21||B/9.6.3, B/9.6.4, B/9.6.5, B/9.6.6||Executive Director, Human Resources||Revised charter/administrative amendments following review of 2020 academic promotions process|
|23.12.19||All||Vice-Chancellor and President||New committee charter established to align with new policy B/9.4 Academic performance, promotion and probation for academic staff|