Grading and progression for staff in the Education and Scholarship job family
Senior Lecturer (Education and Scholarship) (Grade G)
The expectations of the staff at these levels are summarised in the role profile for Senior Lecturer
(Education and Scholarship). For new appointments the preferred applicant must satisfy the
requirements of the Education and Scholarship Career Path for Senior Lecturer - including HEA
recognition at the appropriate level –will be evidenced by an application and interview process as
part of the University's agreed recruitment and selection procedure.
Progression to Grade H Associate Professor (Education and Scholarship)
When a College is considering whether a Senior Lecturer (Education and Scholarship) should be
put forward for promotion to Associate Professor (Education and Scholarship), the College ProVice-Chancellor should carry out an initial assessment, supported by the Associate Dean of
Education and the HRBP for the College, of whether:
(a)
there is an ongoing need in the College for work at Associate Professor level (as
summarised in the Role Profile for Associate Professor (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.
Colleges are advised to seek advice from HRBP for the College before making a submission.
If the College Pro-Vice-Chancellor is satisfied that there is a case for considering promotion a
written submission should be made using form PD05 , together with a portfolio of evidence (based
on their Personal Development Reviews) to support the application. The case will be strengthened
if the portfolio contains evidence of external activity including testimonies from people employed
outside of the University. This should be submitted to the HRBP for the College.
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, a Senior Academic from
another College and the Director of HR (or their nominee). The panel will:
(a) conduct an initial assessment of the portfolio against the appropriate promotion criteria;
(b) interview the member of staff, who will also be required to make a presentation in support of
their application and answer questions on the evidence presented.
Human Resources will notify the staff member of the arrangements for interview. The purpose of
the interview is to establish the suitability of the member of staff for promotion to Associate
Professor.
The panel will make a recommendation to the Vice-Chancellor’s Executive Group on whether the
promotion criteria have been met. The decision on promotion will be taken by the Vice-Chancellor’s
Executive Group.
If the Vice-Chancellor’s Executive Group is satisfied that the member of staff should progress to
grade H, the employee will be promoted with effect from the 1st of the month following the date on
which the Pro-Vice-Chancellor has submitted the case to the HR Business Partner.
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 Senior 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.