THE FOLLOWING DOCUMENTS RELATE TO
GENERAL INFORMATION FOR ALL LEVELS OF
PROMOTION, FOLLOWED BY SEPARATE
DOCUMENTS ON THE STRUCTURES, AND THE
CRITERIA FOR EACH LEVEL
June 2015
UNIVERSITY OF WARWICK
1.
General
It is recommended that Heads of Department should seek advice from other senior
colleagues when considering bids for promotions, usually by forming a Promotions
group within the department or using senior management meetings as a mechanism.
In accordance with the University’s Single Equality Scheme, the Academic Staff
Committee is concerned to ensure that only relevant considerations are taken into
account in coming to its decisions. When reviewing a candidate’s record, consideration
will be given to any special circumstances which may have resulted in a lack of
opportunity for any candidate (or groups of candidates) to perform to their full potential
in any area of activity. For example, time taken away from work because of family
responsibilities for the bringing up of children or care of relatives could have delayed
career development; or time devoted to developing a new course or running Universitywide activities may have limited the opportunities for research. Care is taken to ensure
that equal opportunity factors are taken into account when each area of activity is
considered. Any member of staff that considers special circumstances may impact on
their promotion submission may declare these in their Personal Statement. Such
information will be kept confidential and will only be seen by members of staff involved
in the promotion process and referees.
Oral feedback, if requested, will be given to unsuccessful candidates and their Head of
Department by the Vice-Chancellor or a nominated member of the Academic Staff
Committee/Vice-Chancellor’s Advisory Group.
2.
Schedule
Promotion cases should be submitted electronically by the Head of Department to the
Academic Processes team in Human Resources by 30 September 2015. Guidance on
the structure of promotion cases and criteria for promotion at all levels is attached, along
with a checklist (Appendix 2) of the required documents needed at each promotion level
which must be completed and returned with your submissions. A reference checklist
must also be completed for each promotion case where references are required.
Promotion cases are considered during the Autumn and Spring Terms. All Professorial
level cases are considered by the Vice-Chancellor’s Advisory Group with all other cases
being considered by the Academic Staff Committee.
It is hoped that decisions on promotions can be published by the end of the Spring Term
where possible. However, candidates should be aware that some cases may not be
completed until early in the Summer Term. Promotions in the Academic Year 2015/16
will take effect from 1 June 2016.
In exceptional cases, the Vice-Chancellor has discretion to consider promotion cases
outside the normal cycle.
3.
Eligibility
In seeking a promotion, the following general points should be borne in mind:
(a)
Promotions will not normally be considered until the third year of the individual’s
appointment or last promotion in the University. In exceptional cases, the ViceChancellor has discretion to consider earlier promotion.
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Note: This does not debar members of staff from applying for advertised posts
at the University on an equal basis with outside candidates.
4.
(b)
Where a candidate with a significant career profile has been appointed relatively
recently, there must still be a valid case that the calibre of their contribution at
Warwick matches the promotion criteria. The evidence for this could include
ongoing contributions but should not rely on anticipation of forthcoming work.
(c)
A promotion case should normally not be resubmitted in the year following a
rejected recommendation, unless there is a new and significant reason for early
resubmission, or unless the Vice-Chancellor invites resubmission.
(d)
Where the Head of Department decides not to support a promotion case, it is
open to the individual member of academic staff to put forward a self-proposed
application to the Academic Staff Committee/Vice-Chancellor’s Advisory Group
(see paragraph 4 below on the process in self-proposed cases).
Self-Proposed Cases
Promotion cases normally come from the Head of Department, but may exceptionally be
self-proposed. The procedures relating to self-proposals are as follows:
(a)
If a Head of Department receives a request from a member of staff to nominate
themselves for a personal promotion and decides that he/she is not willing to put
forward such a nomination, it is the responsibility of the Head of Department to
inform the member of staff that they are unwilling to make the nomination, and of
the existence of the procedures for self-proposal.
(b)
In such cases the member of staff should submit a full case, following the
procedures set out in the appropriate guidance document. A separate statement
to the Vice-Chancellor should also be provided outlining the reasons for the case
being brought on a self-proposed basis. This statement will not be circulated to
the referees. On receipt of these papers, the Academic Staff Committee/ViceChancellor’s Advisory Group will consult the Head of Department on your
submission and, if judged necessary, other Professors as appropriate.
(c)
The case will then remit to the Academic Staff Committee/Vice-Chancellor’s
Advisory Group in line with the procedure set out in the guidance for the
appropriate level.
June 2015
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