Transcript Equal opportunity principles and promotion

Academic Promotions Career
Development Information Session
Relative to opportunity considerations in applications
Ms Fiona Krautil & Dr Maree Murray, Equity & Diversity Strategy Centre
A more inclusive workplace – why?
Through achieving a more inclusive workplace we will attract and retain the best
staff, harness their rich diversity of thought, and more closely mirror both our
workforce at all levels and the diverse community in which we operate.
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Relative to opportunity and promotions
The University seeks to foster a culture
that values and utilises equity and
diversity. The promotions process
incorporates this approach.
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Relative to Opportunity and Promotions
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Relative to Opportunity and Promotions
› Where should Relative to Opportunity circumstances be
included?
Guidelines for Applicants, Section II, 2.
‘Make mention in your application of any known special
circumstances that have affected your opportunity to meet the
requirements for promotion. This information should be
included in your Summary of Case for promotion, and if
applicable cross referenced to the relevant statement/s i.e.
Teaching statement, Research/ Scholarship/ Creative/
Professional Work statement or Service statement.’
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Relative to Opportunity and Promotions
› Academic Promotions Procedures 2014
Section 5: Applications for annual promotion rounds
‘(5) (b) Applicants should provide an explanation,
[emphasis added] if necessary, of any known special
circumstances that have affected the applicant’s
opportunity to meet the requirements for promotion.’
Applicants should include a succinct ‘narrative’
explaining how any relevant circumstances, in regard
to opportunity have affected the way they meet
requirements for promotion.
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Relative to Opportunity and Promotions
Where might the applicant provide explanation of ‘special
circumstances’?
› Circumstances should be clearly noted in the ‘Summary of Case for
Promotion’ section.
› However, there may also be a place for explanation in one, or
more, of the three ‘Cases’. Note also the guidelines suggest that
applications should be concise, cross referencing is suggested.
› Where the material is placed would be related to an individual’s
narrative and how it has influenced their achievements in different
areas.
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Relative to Opportunity and Promotions
› Policy statement on promotion of academic staff
Academic Promotions Policy 2014, 7 (5)
‘Promotion committees must ensure that each applicant’s achievements
are assessed relative to their opportunities to undertake tasks as compared
to other members of staff at an equivalent level. This will include
consideration of the impact of factors such as:
(a)
part-time or fractional employment;
(b)
significant parenting or other caring responsibilities; or
(c)
clinical responsibilities.’
Other factors might be periods of illness, (including psychological
conditions), disability, or particular personal circumstances, such as
changing department.
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Relative to Opportunity and Promotions
Addressing ‘relative to opportunity’
› The promotions process endeavours to address an
applicant’s merit relative to their opportunity to accrue that
merit.
› Applications are assessed in terms of what has been
achieved given the actual opportunities available.
› The Promotions Committees need to be advised of these
circumstances in order to assess applications against the
relevant criteria.
› There is no guarantee that the Committees will address
circumstances other than those included in the application.
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Relative to Opportunity and Promotions
≠
Relative to
Opportunity
considerations
Promotion
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Relative to Opportunity and Promotions
Relative to
Opportunity
considerations
=
A part of
(some)
applications
for
Promotion
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Assistance and Advice
›Assistance? Staff are welcome to discuss
their preparation of an application with
the Equity and Diversity Strategy Centre.
Contacts:
9036 4758
[email protected]
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Relative to Opportunity and Promotions
› The successful applicants!
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