Transcript Level C - Department of Human Resources

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. Eligibility
2. Decision Making
3. Key Dates
4. The Criteria
5. Work focus categories
6. Weightings
7. Head’s Report
8. The Application
9. Open Discussion
hr.unimelb.edu.au/academic-promotions
Promotion Policy
The essential documents:
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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
hr.unimelb.edu.au/academic-promotions
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.
hr.unimelb.edu.au/academic-promotions
Decision Making
Decisions on Level B to C by Faculty Promotions Panels
hr.unimelb.edu.au/academic-promotions
Key Dates: Level C
7 Feb
14 Feb
21 Feb
7 Mar
4 April
11 April
5-15 May
1 Sept
Applicant must advise Head of intention to apply
Head advises which senior colleagues will be
consulted
Applicant confirms selection or adds up to two
additional senior colleagues
Application to Head of Department
Application and Head’s report back to Applicant
Closing date for applications to Local Human
Resources
Meetings of Faculty Promotions Panels
Promotion effective
hr.unimelb.edu.au/academic-promotions
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).
hr.unimelb.edu.au/academic-promotions
Work Focus Categories
Teaching and Research
Positions 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 Focussed
Positions which are principally focussed upon original research with the primary aim of publishing and disseminating
new knowledge
Teaching Specialist
Positions 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 Specialist
Positions 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.
hr.unimelb.edu.au/academic-promotions
Promotion to Level C
Promotion to Level C
Demonstrated excellence
in the criteria nominated.
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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%
hr.unimelb.edu.au/academic-promotions
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.
hr.unimelb.edu.au/academic-promotions
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.
hr.unimelb.edu.au/academic-promotions
The Head’s Report
HoD is required to consult with senior colleagues including two (2) additional
colleagues nominated by applicant.
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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:
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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.
hr.unimelb.edu.au/academic-promotions
The Head’s Report continued
Advice to the Panel, for example ….
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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.
hr.unimelb.edu.au/academic-promotions
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)
hr.unimelb.edu.au/academic-promotions
Academic Promotions Summary 2003-2013
ACADEMIC PROMOTIONS SUMMARY REPORT 2003-2013
B-C
Year
Total
C-D
Successful
%
Total
D-E
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%
hr.unimelb.edu.au/academic-promotions
Questions
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© Copyright The University of Melbourne 2011