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
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 2
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 3
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 4
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 5
Faculty Promotion Panel Panel composition: – Dean (Chair); Associate Deans (research and education); at least one 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 6
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. 7
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 8
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. 9
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 10
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. 11
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% 12
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! 13
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 14
Career pathways Level 6 Associate Professor/Principal Teaching Fellow/Principal Research Fellow Level 7 Chair/ Professorial Fellow/ Director of Education/ Director of Enterprise Level 6 Level 7 Level 4 Level 5 Teaching A Teaching Fellow Senior Teaching Fellow Principal Teaching Fellow Director of Education B Lecturer Lecturer Balanced Chair/ Professorial Lecturer Lecturer Associate Professor Portfolio C Fellow D Lecturer Lecturer Director of Enterprise E Research Fellow* Senior Research Fellow Principal Research Fellow Research * Title of Senior Research Assistant if no PHD 15
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 16
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 17
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 – 18
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. 19
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. 20
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