Grading and progression for staff in the Education and Scholarship job family
Associate Lecturer (Education and Scholarship) (Grade E)
The expectations of the staff at these levels are summarised in the role profile for Associate
Lecturer (Education and Scholarship) and (for new appointments) will be evidenced by an
application and interview process as part of the University's agreed recruitment and selection
procedure.
Progression to Grade F Lecturer (Education and Scholarship)
There is no provision for the automatic progression of Associate Lecturers to Lecturer, but there
may be circumstances where such progression is appropriate.
Colleges are advised to seek advice from the HR Business Partner (HRBP) for the College before
making a submission.
The Associate Dean for Education should carry out an initial assessment, supported by the
Academic Lead and the HRBP for the College, of whether:
(a)
there is an ongoing need in the College for work at Lecturer level (as summarised in the
Role Profile for Lecturer (Education and Scholarship); and
(b)
the member of staff is ready for progression and that their skills and competences can be
evidenced against the appropriate promotion criteria for staff in the Education and
Scholarship Job Family (see attached), including the requirement for HEA recognition at the
relevant level.
If the Associate Dean for Education is satisfied then a written submission should be made using
form PD127a to include evidence against the listed criteria. Associate Lecturers should use the
right hand column to give appropriate evidence of their achievements against the criteria listed.
The form will then be submitted to the College Pro-Vice-Chancellor.
The College Pro-Vice-Chancellor should discuss the case with the HRBP for the College. If the
College Pro-Vice-Chancellor is satisfied that there is a case for considering promotion
arrangements will be made for an interview (see below).
If the Pro-Vice-Chancellor is unable to support the application, they should explain their reasons to
the member of staff who has the right to make a personal submission.
The application will be considered by a panel normally comprising of the College Pro-ViceChancellor (Chair of Panel), the College Associate Dean for Education and up to three other
academics from appropriate academic disciplines. The panel will:
•
conduct an initial assessment of the submitted evidence against the appropriate promotion
criteria;
•
interview the member of staff, who may also be required to make a presentation in support
of their application and answer questions on the evidence presented.
The College will notify the staff member of the arrangements for interview. The purpose of the
interview is to establish on whether the promotion criteria have been met and the suitability of the
member of staff for promotion to Lecturer.
The decision on promotion will be taken by the Pro-Vice-Chancellor following the interview.
If it is agreed that the member of staff should progress to grade F, the employee will be promoted
with effect from the 1st of the month following the date of the interview.
The University’s equality and diversity standards requires that appointment and promotion
decisions be made on merit and free from discrimination, as required by the Equality Act.
Consequently, the agreed assessment criteria should be fully and fairly applied when considering
promotion applications. (The University may be challenged to justify that selection/promotion
decisions were made on objective criteria.)
As part of its equality and diversity programme, the University has committed to a number of
employment targets to increase the percentage of women in senior academic roles and to increase
the percentage of Black Minority Ethnic staff in academic roles. In addition, the University has
adopted the Athena Swann commitment to establish excellent employment practices for women,
through appropriate recruitment (at all levels of seniority) and career development strategies, in
science, technology, engineering, mathematics and medicine and across the entire University.
UNIVERSITY OF EXETER
EDUCATION AND SCHOLARSHIP CAREER PATHWAY
This document sets out the framework for career progression in the Education and
Scholarship job family within the University. The posts in the Education and Scholarship
job family and the Research and Education job family are deemed equivalent in terms of
esteem and contribution within the University.
This document shows the Associate Lecturer grade in the Education and Scholarship
career pathway and details:
a summary of the activities which a member of staff at that level should be
undertaking, to a successful and effective standard (the top box); and
the evidence which must be demonstrated - over a sustained period (of at least
one academic year at Exeter) by a member of staff – in order to achieve
promotion to the next level/grade (the middle box). Examples of these are shown
in the shaded bottom box.
against each of the following core activities of staff in the Education and Scholarship job
family:
Teaching practice
Management/administration and core/education management
Communications, esteem and scholarship
Student/staff support
External affairs
together with minimum requirements on qualifications/HEA Fellowship.
The examples (shown in the shaded bottom box) of the evidence which must be
demonstrated in each of the core activities in order to achieve promotion to the next
level/grade are not prescriptive. Similarly, the framework does not seek to be
completely exhaustive or definitive, rather it is designed to be indicative of the
level the University would expect.
The examples given are generic and it is recognised that the specific
requirements and opportunities will differ between subject disciplines. The
requirements of the University and College and the opportunities which will be available
to staff will also differ over time as College priorities change. Through the PDR process,
Academic Leads and individual members of staff should align personal aspirations (eg
for career development and promotion) with the needs of the College, set out in the
College Business Plan.