STRUCTURE OF PROMOTION CASE AND CRITERIA FOR PROMOTION TO
PROFESSOR, PROFESSORIAL FELLOW AND PROFESSORIAL TEACHING
FELLOW
1.
Structure of Promotion Case
Promotion cases are normally recommended by the Head of Department, but may
exceptionally be self-proposed (see section 4 of the general information document).
The promotion case itself should contain the following information:
(a)
A formal recommendation of the case for promotion, in terms of the promotion
criteria set out below, written by the Head of Department, including a nomination
for the award of a titled Professor if considered appropriate, (or, in the case of a
self-proposal, by the candidate).
(b)
The submission by the candidate of four publications considered to be their
major contributions since their last promotion (or since Warwick appointment)
with a statement of no more than two pages of the scholarly impact each of
these has had within the field. Publications should be submitted
electronically. (For Professorial Teaching Fellow submissions, evidence should
be provided on how the candidate has met the criteria set out in 5(d) below).
(c)
A personal statement of not more than two pages, prepared by the candidate,
outlining why they consider it appropriate for promotion to be considered at the
present time, which may also include a statement of any other academic activity
felt to be relevant to the case for promotion.
(d)
An up-to-date Curriculum Vitae in the approved style as set out in Section A of
the attached supporting documents.
(e)
Where appropriate, candidates should provide a citation analysis for their
publications using Scopus.
(f)
In all cases for promotion to Professor the Vice-Chancellor’s Advisory Group will
expect to see evidence of high level competence in, and commitment to,
teaching. Template cover sheets, supporting statement and profile evidence
sheets are provided in the attached supporting documents. Section B should be
used when making a case for ‘continuing proficiency and updating, and Section
C should be used for a case incorporating “acknowledged excellence in
teaching.
(g)
The names and contact details of 8 external referees nominated by the Head of
Department (without direct influence from the candidate). These referees must
be leaders in the field from top international institutes and the list should include
both subject specialists and polymaths from the candidate’s field of study.
In no case should the referees be closely linked to the candidate (eg former PhD
supervisor or close collaborators) or be approached prior to the recommendation
being made. Heads of Department are required to provide a short summary on
the standing and relevance of each of the chosen referees, and to state any
relationship or connection to the candidate. It should also be noted that any
referees named who have recently left the University of Warwick will not
normally be approached. A form is now available for you to provide this
information.
(h)
2.
The Advisory Group reserves the right to identify its own referees or assessors in
addition to those above.
Procedure for Considering Recommendations
(a)
Recommendations are considered by the Vice-Chancellor and the ViceChancellor’s Advisory Group on Personal Promotions. Members of the Advisory
Group are nominated by the Vice-Chancellor and comprise two members of the
Academic Staff Committee and two other Professors.
(b)
The procedures for considering recommendations are as follows:
(i)
Initial Scrutiny by the Advisory Group. Recommendations may be
rejected and referred back to the Head of Department, or to the
candidate in the case of a self-proposal, if the case is not judged to meet
the relevant criteria set out in this document.
(ii)
Following initial scrutiny, the Vice-Chancellor and the Advisory Group will
consider the recommendation for promotion and arrive at a preliminary
view of the merit of the case. The submitted publications will be read by
a member of the Advisory Group during this stage.
(iii)
8 or more referees will be contacted by the Vice-Chancellor to comment
on the case. The referees will be sent the full case including the selected
publications (if requested), but will not be sent the Head of Department’s
recommendation.
(iv)
Following receipt of the referees’ reports, and citation reports prepared by
the Strategic Planning and Analytics Office, the Vice-Chancellor’s
Advisory Group may resolve to promote immediately or confirm to the
Head of Department that promotion has not been agreed. In
unsuccessful cases candidates are offered feedback.
(v)
All decisions and the progress of individual cases are reported to the
Academic Staff Committee which in turn reports the decisions to Senate
and Council.
In exceptional cases the Vice-Chancellor has discretion to consider
recommendations outside the normal cycle.
3.
Criteria for Promotion to Professor
In considering candidates for promotion to Professor account shall be taken of
the factors listed below. The principal factors shall be:
(a)
whether the candidate has achieved and sustained, outstanding and
widely recognised international eminence and authority in his or her
subject; and
(b)
whether the candidate has an established international reputation,
through the distinction of his or her research and publication, for the
major development of one or more fields of knowledge.
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Eminence, authority and reputation may be demonstrated through exceptional
performance either in teaching, which is of acknowledged excellence and with
impact at an international level, or in the identification, development and
exploitation of links with business and industry.
If claiming Teaching Excellence please refer to the additional criteria in Section
C of the supporting documents.
In all cases regard shall be had to the ability of the candidate to provide
leadership in his or her own subject through the encouragement of research
among members of staff and suitably qualified students or through the
organisation and development of teaching. The factors that are considered
when assessing this ability include:
(i)
the number of research students and successful theses, (with reference
also to the number of externally funded research students recruited and
thesis submission rates);
(ii)
examples of where the candidate has assumed responsibility for the
management of an area of academic activity which might be
departmental, Faculty-wide, and/or interdisciplinary;
(iii)
the management and generation of research projects and contracts and
evidence of exploiting research initiatives and opportunities, including
externally funding awards via peer-review;
(iv)
national involvement with Research Councils, British Academy and
similar bodies; international roles and responsibilities;
(v)
the number of distinguished visitors attracted;
(vi)
the number of Research Fellows (not postdoctoral or graduate research
assistants), who have competitively acquired their own grant support;
(vii)
involvement in developmental/training activities in connection with
research (either as an organiser or as a speaker);
(viii)
evidence of scholarly involvement in teaching and pedagogy;
(ix)
innovative course leadership;
(x)
contributions to course/curriculum development and planning;
(xi)
introduction of novel methods of research-led teaching and evidence of
an innovative approach to teaching.
(xii)
international recognition of scholarly profile;
(xiii)
impact/knowledge transfer, public outreach.
Heads of Department are reminded that promotion to a personal Professorship
is not an automatic right for someone reaching a particular standard of
achievement, but is an exceptional decision taken to recognise individual
eminence and authority in a particular subject.
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4.
Criteria for Promotion to Professorial Fellow
In considering candidates for promotion to Professorial Fellow, account shall be taken of
at least one of the factors listed below:
(a)
whether the candidate has achieved and sustained, an international reputation
through outstanding and widely recognised authority in his/her subject;
Examples of evidence include:
(b)
(i)
the international distinction of his/her research through academic or
professional publications or equivalent output;
(ii)
the development of one or more fields of knowledge;
(iii)
impact on policy formulation;
(iv)
registration and commercial exploitation of intellectual property.
whether the candidate has provided leadership through the encouragement of
research or knowledge development among members of staff and suitably
qualified students;
Examples of evidence include:
(c)
(i)
the management and generation of research projects and contracts, and
the evidence of exploiting research initiatives and opportunities;
(ii)
involvement in development activities in connection with research.
whether the candidate can demonstrate a consistent record of major
achievements in enterprise, innovation and creativity.
Examples of evidence include:
5.
(i)
Knowledge transfer – significant involvement in knowledge creation and
transfer, in conjunction with partner organisations in industry, commerce
or NGOs, with demonstrable social and/or economic impact and benefit
to the University.
(ii)
Enterprise – plan and lead consultancy, or applied research/researchbased enterprise activities, or significant business partnerships, of
outstanding quality and national/international repute, which are of
significant scale, turnover and importance to the University and which
advance the reputation of the University.
(iii)
Public understanding – major contributions to widening participation,
schools outreach or public understanding at a national or international
level of the discipline.
Criteria for Promotion to Professorial Teaching Fellow
Promotion to a Professorial Teaching Fellow should be based on excellent teaching and
demonstrable competence in high level teaching-related administration, management
and academic policy development meeting the following criteria:
(a)
Teaching performance is demonstrably excellent, and this is attested to by a
range of competent others, including direct observers.
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(b)
Leadership in addressing learning and teaching issues institutionally and at least
nationally.
(c)
Demonstrable leadership in innovative teaching approaches and methods,
indicating a capacity for creativity and adaptability to changing circumstances
and technologies.
(d)
Teaching practice is either extensively informed by discipline-based research or
makes a substantial contribution to subject knowledge pedagogy.
(e)
Continuing significant professional development, including leadership in the
professional development of others.
(f)
Leadership in the development and maintenance of teaching quality within and
beyond the University.
Structures/Procedures/Criteria
Professors/Fellowships
June 2015
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