Staff Promotions 2013-14 Briefing session The audio of todays - - PowerPoint PPT Presentation

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Staff Promotions 2013-14 Briefing session The audio of todays - - PowerPoint PPT Presentation

Oct 26, 2023 209 likes •422 views

Academic and Research Staff Promotions 2013-14 Briefing session The audio of todays session is being recorded and it will be made available on the HR website. If you ask a question or make a comment, your voice may appear on the recording.

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Academic and Research Staff Promotions 2013-14

Briefing session

The audio of today’s session is being recorded and it will be made available on the HR website. If you ask a question or make a comment, your voice may appear on the recording.

Adam Wheeler and Mark Spearing 16 October 2013

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Today’s session

  • The 2013/14 timetable
  • An overview of the process
  • Preparing for and making an application
  • Career pathways for Level 6 and 7 ERE staff
  • Equality of Opportunities
  • Further sources of advice and guidance
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The timetable – 2013/14

  • Level 6 Promotions

Associate Professor, Principal Research Fellow, Principal Teaching Fellow

  • Applications submitted to Dean

6 November 2013

  • Faculty promotion panels meet

6 December 2013

  • University promotion panels meet

5 February 2014

  • Academic Promotions Advisory Group

14 February 2014

  • Decisions ratified by Senate

26 February 2014

  • Appointments Effective

1 March 2014

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The timetable – 2013/14

  • Level 7 Promotions

Personal Chair, Professorial Fellow, Director of Enterprise, Director of Education

  • Application submitted to Dean

22 January 2014

  • Faculty Promotion panels meet

21 February 2014

  • University promotion panels meet

25 March, 9, 10, 23, 24 April

  • Academic Promotions Advisory Group

23 May 2014

  • Decisions ratified by Senate

18 June 2014

  • Appointments Effective

1 August 2014

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Process – an overview

  • The key stages to the promotion process are:

– Faculty Promotion Panel – University Promotion Panel – Academic Promotions Advisory Group – Ratification by Council and Senate

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Faculty Promotion Panel

Panel composition: – Dean (Chair); Associate Deans (research and education); at least

  • ne senior professor from within the faculty); any other

research/education leaders from within the faculty nominated by the Dean; HR Manager Purpose of Faculty Promotion Panel – Approve Level 5 promotions – Monitor and review probationary reports – Approve cases for HRZ awards – Approve cases for staff achievement awards – Shortlist candidates for promotion to Level 6 and Level 7

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Training & Development

Excelling in Promotion Interviews

In preparation for the University panel consider attending a 1 day workshop

  • To equip you with practical techniques for communicating with outstanding

clarity and authority.

  • The workshop combines discussion, exercises, demonstrations, individual

rehearsal and feedback to enable you to discover or hone your interview style

  • These skills will be transferable to other contexts, including lectures and

committee meetings.

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University Promotions Panel

Panel composition:

  • (For Level 6) Provost or nominated academic member of UEG; an Associate

Dean/Head of Academic Unit (not of host faculty); Dean or nominated representative as observer; a Professor from a relevant discipline and your HR Manager to advise on the process and record decisions made.

  • (For Level 7) The Vice-Chancellor (ex officio) ,Provost or Pro-Vice Chancellor in

the Chair, two academic members of UEG, the relevant Dean or nominated representative as observer and the Head of Talent.

  • Purpose of University Promotion Panel

– Give candidates opportunity to present case – Allow panel members to explore aspects of case – Review case against promotion criteria

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Academic Promotions Advisory Group (APAG)

Panel Composition: Vice-Chancellor, Provost, Pro Vice-Chancellors (Research & Enterprise and Education); two senior members from Senate Purpose of the panel: – Review all unanimous recommendations – Challenge any rejections – Re-examine any contentious cases – Ensure cross-faculty consistency. All promotions need to be ratified by Senate and Council.

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How do I Apply?

  • Meet with your line manager, ideally as part of your PPDR, to

discuss interest and potential for promotion

  • Review the career pathways and assessment criteria
  • Consider whether to attend an interview skills workshop
  • Seek guidance on the process from your HR Manager
  • Ask for a colleague or mentor to provide feedback on your

application

  • Consider who you will nominate as external assessors
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Completing your application

  • Update your academic CV
  • Complete the pro-forma, with attention to:

– Making clear how your achievements match the criteria – Focusing on achievements since original appointment or any previous application – Completing all the details on the front cover.

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Your portfolio

  • All academic staff are expected to undertake research and education
  • In addition, enterprise, leadership and citizenship activities
  • Education and Research are both equivalently recognised by the title of

Professor

  • The expectation of the balance between the two are as follows:

Research and education performance weighting Research performance Education performance

Education-led

20% 80%

Balanced (will vary)

21-79% 21-79%

Research-led

80% 20%

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An ideal application would look like

  • Style and presentation, for example:

– A well-presented form with clear navigation – Concise and focused – Explicitly addressing the criteria – Complete, for example, student evaluation data – Text not too densely packed!

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An ideal application continued

  • Avoid ambiguity, for example:

– Status of publications (submitted/under review/in press) – Clear articulation of standing in the field – Clear articulation of contribution to research and education agenda, its context and future – Level 7 ; clear articulation of academic leadership – Nature and extent of your intellectual collaborations

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Career pathways

Level 6 Associate Professor/Principal Teaching Fellow/Principal Research Fellow Level 7 Chair/ Professorial Fellow/ Director of Education/ Director of Enterprise

Level 4 Level 5

Level 6 Level 7

Teaching

A Teaching Fellow Senior Teaching Fellow Principal Teaching Fellow Director of Education B Lecturer Lecturer Balanced Portfolio C Lecturer Lecturer Associate Professor Chair/ Professorial Fellow D Lecturer Lecturer E Research Fellow* Senior Research Fellow Principal Research Fellow Director of Enterprise

Research

* Title of Senior Research Assistant if no PHD

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Consulting/enterprise

  • Research and/or education profiles may encompass consulting/enterprise

activities, with examples of criteria as follows: – Develop and manage a broad and significant consultancy activity or unit – Negotiate contracts with clients and manage marketing activities – Liaising with client’s senior management – Attend or chair national or international conferences sessions and working groups, representing the university as a whole

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Management and Leadership

  • Research and/or education profiles may encompass management/leadership

activities, with examples of criteria as follows: – Lead the development of activities and manage significant processes in the running of the academic unit/research group/teaching programme/consultancy unit – Leading for the academic unit on the admissions process, marketing and recruitment, QA, pastoral care, supervising the exam process, etc. – May sit on a University wide committee which is charged with a change making agenda

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At the University Promotion Panel

  • Think about….

– How to convey information to a panel who will not all have an understanding of your subject area – How to elaborate on particular aspects of your case – Areas for further development/training/experience – How will the promotion impact your role – How this promotion fits with your overall career plans –

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Equal Opportunities

  • Fair, transparent and consistent with the University’s Equal

Opportunities policy.

  • Decisions made on merit, and taking into account effects resulting from

specific individual circumstances, such as: absence due to maternity, paternity or adoption leave; caring commitments; or part-time or other flexible working arrangements.

  • Candidates are invited to declare any individual circumstances on their

application form. They may also choose to seek guidance from their HR Manager.

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Sources of advice

  • All policy documentation is posted at:

http://www.southampton.ac.uk/hr/services/index.php#278

  • Talk to your line manager about your potential and the timing for

promotion

  • Contact one of the following HR staff:

– HR Manager for your Faculty – Head of Diversity, Kamaljit Kerridge-Poonia – Head of Talent, Malcolm Mitchell

  • Alternatively you can email the HRTalent inbox with your query and

the team will get back to you.