To:All Members of Academic Staff
From:Director of Personnel & Deputy Registrar
Date:December 2000
Promotions Exercise 2000-2001
1I am writing to let you know that this year's Senior Post Promotions Exercise, to be undertaken by the Academic Staff Advancement Committee, will commence shortly. There are a number of points relating to this year’s Exercise that I draw to your attention below, including the inclusion in this year’s exercise of applications for promotion to Senior University Teacher. Promotion in all cases will be on the basis of individual merit and independent of the existing senior post numbers within departments. Promotions to Senior Lecturer and Senior University Teacher will take effect from 1st April 2001. For Readerships and Personal Chairs the effective date is that on which the appointment committee approves promotion.
2How To Apply
2.1Senior Lecturer
Guidelines for appointment to Senior Lecturer are available in Section 1 of this document.
Applications should be submitted on application form SL/1. This form is available in hard copy and electronic format from your Head of Department (or equivalent) or the Personnel Department(Ext. 3095). Before submitting formally their applications individuals are required to have sections E and F of form SL/1 completed by their Head of Department (or equivalent) and then complete and sign Section G themselves. Twelve copies of the completed form, supplemented only by a list of publications (see para. 7) are then to be submitted to their Dean of School.
2.2Senior University Teacher
Guidelines for appointment to Senior University Teacher are available Section 2 of this document.
Applications should be submitted on application form SUT/1. This form is available in hard copy and electronic format from your Head of Department (or equivalent) or the Personnel Department(Ext. 3095). Before submitting formally their applications individuals are required to have sections D and E of form SUT/1 completed by their Head of Department (or equivalent) and then complete and sign Section F themselves. Twelve copies of the completed form are then to be submitted to their Dean of School.
2.3Reader
Guidelines forappointment to a Readership are available Section 3 of this document. Applications should be in the form prescribed therein and twelve copies submitted to the Dean of School.
2.3Personal Chairs
Guidelines for appointment to a Personal Chair can be found later on in this document in section 4. Applications for Personal Chairs should be made in accordance with the criteria and sent, together with the Dean’s written comments, to Julie Walker in the Personnel Department (ext. 3105).
The closing date for all signed submissions to be with Deans of School is Friday 9 February 2001.
3Equal Opportunities Monitoring
Candidates are required, upon submitting an application to their Dean, to detach the Equal Opportunities monitoring form and return it to John Hawksworth, in the Personnel Office, before the stated deadline.
4Head of Department (or equivalent) Responsibility and the Availability of Documentation
Heads of Department (or equivalents) are required to verify the accuracy of each application brought to their attention prior to any further consideration being given (see para. 2 above). The Head of Department (or equivalent), after consulting senior colleagues as appropriate, will present, with their comments, the applications received from their area for Readership/Senior Lectureship and Senior University Teacher to the School Academic Staff Advancement Committee.
5Timetable
Deadline for submission to Dean of School9 February 2001
Formal business of SASACs to be concluded:9 March 2001
Formal business of ASAC to be concludedEaster 2001
6Publications List/Curriculum Vitae etc. (Readerships/Senior Lectureships only)
Lists of publications accompanying the application form should be prepared in accordance with the classification set out in Section 5 of the Guidance notes to be found at the web addresses provided in 2.1. (above)
7Research and Scholarship (Readerships/Senior Lectureships only)
Where research is to be considered as a major factor in the case for promotion, a copy of an offprint of the best of the candidate's publications (up to a maximum of 4), to be submitted to the next RAE, should be included with the application.
8Enterprise and Innovation
In all cases the candidate’s contribution in promoting enterprise, innovation and collaboration with local businesses and the community will be taken into account.
9Recognition of Teaching Quality
When teaching quality is claimed to form a major part on the overall contribution in a submission for promotion to Senior Lecturer then one of the factors which could be taken into account would be presentation by the candidate of evidence from peer observation of their teaching performance including student evaluation.
10Non-Print Material
Information on non-print materials produced by members of staff can be included in submissions (e.g. films, teaching materials, etc.).
11Further information
Any member of staff requiring clarification of the information given above should contact John Hawksworth (ext. 5578) or, in relation to Personal Chair applications, Julie Walker (ext. 3105).
SENIOR POSTS EXERCISE 2000/2001
GUIDELINES
- Promotion to Senior Lecturer
- Promotion to Senior University Teacher
- Promotion to Reader
- Promotion to a Personal Chair
5.Classification of Publications
1Promotion from Lecturer to Senior Lecturer
There is no automatic progression from a Lectureship to a Senior Lectureship or a Readership. It is expected that to warrant promotion to a senior position staff will have attained a position of eminence in their field or will have made anall-round contribution of some distinction.
The emphasis placed on the requirements for a Senior Lectureship can be differentiated from thosefor a Readership. The latter marktheachievementof real distinction in research and scholarship, the former not necessarily so. By contrast a Reader might not have made the contributions in areas other than research and scholarship to the extent that might be expected of a Senior Lecturer.
Whilst it is expected that any submission for consideration for appointment to a Senior post will normally occur during the Annual Salary Review and Promotions Exercise, these arrangements will not preclude the possibility of such a proposal arising at any other time during the year. A case for consideration for promotion should normally take the form of a personal submission initiated by the individual member of staff. Any information included as a result of an appraisal review should come forward as a summary, agreed between the appraiser and the staff member, of the recent appraisal record focusing on the information relevant to suitability for promotion.
It will be expected that candidates for promotion will, without doubt, be deemed to have reached the stage of filling adequately a senior academic appointment in the University. It is the intention that the following guidelines will be of help to staff in understanding the criteria which are considered by the Committee and that they will be of assistance to prospective candidates in the preparation of their cases.
While the generation of income for the University and/or department is not in itself a promotion criterion, activities which result in such income-generation may be regarded as an index of success - and hence merit - in relation to any of the promotion criteria. The weight to be given to income-generation may depend on the character of the academic area in which a candidate is employed.
Teaching & Training Activities
While it may not always be easy to assess the teaching contribution, there are a number of aspects on which evidence of a sustained record should be provided:
(1)The amount and range of teaching duties (undergraduate, postgraduate, continuing education).
(2)Contributions to the planning and development of courses and curricula.
(3)Evidence on the quality of communication with students e.g. student handbooks, curriculum guidelines and formative/summative feedback
(4)Evidence on the effectiveness of teaching such as feed-back, invitations to lecture elsewhere.
(5)Active interest and innovation in the processes of teaching, learning, tutoring and assessment, including the delivery of training activities.
*(6)Contributions to recognised publications in the field of education on topics relating to the development of teaching, learning and tutoring practice.
*(7)Production of written materials including text-books, audio-visual and other teaching materials.
*(8)Contributions to the enhancement of integrated extra-mural training and experience (where appropriate).
*(9)Professional recognition as exemplified by external examining for undergraduate and postgraduate taught courses (although it is recognised that such external examining will be exceptional for a member of staff intheLecturer grade).
(10)Other evidence of teaching excellence.
*Evidence in relation to these matters should be incorporated in the ‘summary statement’ section of the application form.
Research and Scholarly Activities
The main evidence sought by the Committee will be proof of high standards of research and scholarship, the latter including the critical analysis and re-interpretation of existing evidence as well as the generation of new data. The principal outcome of each of these activities will be publication in reputable outlets. However, research and scholarship may not cover the full range of activities which are recognised. The expectation is that university teachers will be involved in the advancement of their subject areas partly in order to maintain the vitality and relevance of their teaching. Further aspects of work associated with the advancement of a lecturer's subject area, could include:
(1)Research Student supervision (current and past recordincluding completion rates).
(2)Research Grants (current and past record)
(3)External examining for higher degrees by research.
Activities outside the conventional research and scholarship pattern but which may enhance the development of an academic discipline could include:
(4)Consultancy, Practice and the provision of expert advice, carried out under the aegis of the University. Industry might be the only realistic 'laboratory' for certain activities, for example, the introduction and monitoring of a new computer-based manufacturing system.
(5)Invention, which might be very relevant to a teacher of say engineering design.
(6)Practical involvement in new developments e.g. in social work.
(7)Professional recognition as exemplified by significant contributions to debates on national and international issues andasinvitedspeakerstonational/internationalconferences.
The Committee will be anxious to distinguish that work which is intellectually substantial and rigorous from that which is lightweight and ephemeral. The onus will be on the Lecturer and the Head of Department to provide the evidence for the value and substance of these activities. The form in which publications are required to be classified is set out in the appropriate application form (and included under section 5 of this guidance below).
Administration/Management & General Contribution to the Life of the University
The Committee will consider under this heading a sustained record in inter alia, the following:
(1)Organising and running courses inside the University including publicity; admissions; timetabling; course tutoring; examination arrangements; extra-mural placement etc.
(2)Responsibility for laboratories, workshops, departmental computers, support staff, health & safety.
(3)Arrangement of research seminars, specialist workshops and teaching etc.
(4)Organising and running University-sponsored courses outside the University (including overseas).
(5)Contributions to in-house training activities.
(6)Contributions to the life of the University including:
- Membership of University committees and working parties.
- University representation on outside bodies such as Boards of
Governors
- Lectures to schools
- Student counselling
- Organisation of social facilities, functions and cultural events
and other activities which it is felt enhance the life of the
University.
(7)Professional recognition which brings credit to the Department as exemplified by contributions to, and involvement in, outside professional organisations.
General
Although the assumption of a leadership role is not a necessary condition of promotion to Senior Lecturer, where itisappropriate some importance will be attached to evidence that, in addition to personal achievement, a Lecturer has demonstrated the ability to take responsibility, under the Head of Department (or equivalent) for the development of, and leadership in, a particular area of activity.
Long Service is not in itself a ground for promotion, although there are circumstances in which length of service could be a significant factor, as for example when the Committee considers the steady all-round contribution of an older member of staff over a number of years.
Overall Consideration of Cases
The assessment of candidates at stage 2 in the process will be assisted by the points scheme set out below. The SASAC will undertake its business with the purpose of producing a prioritised list of applications, refelecting its reasoned judgment of each case, which will then be taken forward for consideration by the ASAC.
Teaching & Training Activities 7 points
Research and Scholarly Activities 7 points
Administration/Management & General Contribution
to the Life of the University 7 points
Total21 points
Procedure
Stage One
Individuals wishing to put forward a case for promotion to Senior Lecturer should, in the first instance, submit this to their Head of Department (or equivalent). The Head of Department (or equivalent) will review the application with the purpose of verifying its accuracy, completing Sections E and F of form (SL/1) as appropriate. Twelve copies of the completed form, supplemented only by a list of publications (see para. 7 of the covering memo and section 5 of this guidance (below)) are then to be submitted formally to the Dean of School.
It is the responsibility of the Head of Department (or equivalent) to consult colleagues as appropriate for advice and comment on each case, taking account of the established criteria, prior to the presentation of cases to the SASAC (see Stage Two below).
Stage Two
School Academic Staff Advancement Committees shall be Chaired by the Dean of School (or their nominated representative). Membership shall be drawn from members of the School’s senior academic staff and shall be representative of the School’s make up and structure. SASACs will give detailed examination of the cases submitted by Departments within the School and will assess them according to the established points scheme and on the basis of the documentation available. Advice, guidance and clarification will be sought from a Head of Department by the SASAC on any aspect of a case as appropriate. Additionally, where the academic discipline of a candidate suggests it would be appropriate, the SASAC may be advised by a member from another SASAC.
The SASAC shall deliberate with the purpose of producing a prioritised list of the cases considered to be taken forward to stage three and consideration at the ASAC.
Where the SASAC, on the basis of its deliberations, concludes that a case shall not be recommended to the ASAC it will be the responsibility of the Dean of School (or nominated representative) to offer qualitative advice, feedback and support.
Individual staff may choose to submit their case without the formal support of the SASAC. It should be noted, however, that the Committee can be expected to take account of the SASAC’s formal recommendations..
Meetings of SASACs will be attended by a member of the Personnel Department who will keep a record of the discussions and recommendations for use by the Academic Staff Advancement Committee at the final stage of the process.
Stage Three
The University Academic Staff Advancement Committeewill meet to determine which applications shall be approved for promotion. The Committee’s decisions will be informed by the comments, observations and assessment resultant from Stage Two.
All applications will be presented to the Committee by the relevant Dean of School (or nominated representative) who will act as advocate for the cases received from within their area. The ASAC will receive relevant statistical background information with the purpose of ensuring consistency of process and procedure across the University. The Committee may seek external advice on any submission where considered appropriate.
Candidates who are not to be recommended for promotion will be offered an opportunity for feedback on their application through an appropriate member of the Committee. The member designated to provide feedback will also speak with the appropriate Head of Department (or equivalent) either separately, or, with the candidate's agreement, jointly with the candidate.
2Promotion to Senior University Teacher
The Academic Staff Advancement Committee (ASAC) will consider applications for promotion to Senior University Teacher as part of the annual salary review and promotions exercise. There is no automatic progression from University Teacher to Senior University Teacher
Candidates, regardless of their full time equivalence, will be expected to demonstrate standards of excellence in their contribution to the University under the broad headings set out in 1-6 below which cover teaching, learning support and associated administration. Specifically, applicants will be expected to demonstrate excellence, innovation, leadership and external recognition of their contributions in:
1Planning & Development of Teaching and Learning Activities including Curriculum Design
2Teaching, Learning and Assessment including Teaching Support Activities
3Student Support, Guidance and Learning Environment
4Quality Management and Enhancement including Evaluation
5Administration and Management
6General Contribution to the Life of the University
Candidates will be expected to support their case in all appropriate circumstances by providing evidence (e.g. student feedback; application for, and success in, awards which recognise the quality of their work; publications in the area of teaching and learning; application for, and success in, awards for investigating teaching and learning; recognition of their success in teaching and learning by outside bodies).
In order to be successful it is essential that applicants are able to demonstrate/provide evidence of their excellence in scholarship i.e. maintaining and developing knowledge of their speciality and academic/professional discipline, as necessary to fulfil an effective teaching role through personal study, personal research and/or reflective practice.
IMPORTANT NOTE: It is expected that all applicants for promotion to Senior University Teacher will be working towards membership of the Institute of Learning and Teaching (ILT) and that they must be able to demonstrate their commitment to continuing professional development. In the longer term, ILT membership will be a pre-requisite for all applications.
1Planning & Development of Teaching and Learning Activities Including Curriculum Design
Evidence is sought of an individual’s leadership, contribution to or significant involvement in this area. This may be demonstrated by reference to any or all of the following:
successful programme, course, and module development
including leading on aspects of course provision
contribution to internal course validation/approval processes including, for example, serving on the Course Approval and Review Panel and Teams