UNIVERSITY OF EXETER
TASK AND FINISH GROUP ON ACADEMIC PROGRESSION
Tuesday 6 May 2014, 12:30pm
Xfi Seminar Room A
Papers from previous meetings of the Task and Finish Group on Academic Progression are online
at
www.exeter.ac.uk/about/organisation/dualassurance/taskandfinishgroups/academicprogression/
AGENDA
1. Notes of meeting held on Tuesday 25 March 2014 (attached)
2. Decoupling of probation and promotion/progression
The Task and Finish Group is invited to confirm its recommendation to decouple confirmation
of appointment as Lecturer and promotion/progression to Senior Lecturer.
3. Draft Probation Policy for new Lecturers (Education and Research Career Pathway)
To consider revised policy and procedures for probation and confirmation of appointment for
new Lecturers in the Education and Research job family (attached, with flowchart)
4. Revised probation criteria for new Lecturers
The Task and Finish Group is invited to consider and approve for consultation (see agenda
item 5 below) probation targets for new Lecturers in the Education and Research job family.
The attached paper is based on current PDP interim targets as a discussion starter.
The Task and Finish Group is also invited to consider over what period of time a new Lecturer
should be expected to achieve these targets (eg maximum of three years).
5. Consultation
The Task and Finish Group is invited to agree arrangements for consultation within Colleges on
the proposed new arrangements for academic progression (Education and Research Career
Pathway).
It is proposed that consultation meetings are held within each College with members of the
College Executive and Heads of Discipline during the summer term with a view to the ViceChancellor’s Executive Group considering feedback and agreeing changes before the summer
recess. (See draft roadmap – agenda item 7 – below).
6. Education and Research Career Pathway: Development
The Task and Finish Group is invited to consider what development staff in the Education and
Research job family will need to progress through the Education and Research Career
Pathway, recognising that the University will continue to expect accelerated progression to
Senior Lecturer. Tash Khan-Davis has been invited to attend the meeting.
7. Education and Research Career Pathway: Roadmap (attached)
8. Application of revised arrangement to current PDP Lecturers (attached)
TASK AND FINISH GROUP ON ACADEMIC PROGRESSION
Notes of meeting held on Tuesday 25 March 2014
Present:
Professor Janice Kay (Chair)
Professor Ken Evans
Professor Nick Kaye
Professor Robin Mason
Professor Dan Charman
Professor Angela Shore (for Dean of the Medical School)
Professor Robert Van de Noort
Professor Jonathan Barry (for UCU)
Suzanne Middleton
Ariel Edge
Jacqui Marshall
Holly Hellier
Andrew Johnson
Lydia Rollin
1. The notes from the meeting held on Wednesday 12 February 2014 were approved.
2. It was noted that at the close of the previous meeting a majority of members of the Group
favoured ‘decoupling’ Probation and Promotion (with caveats).
3. To progress the work of the Group, it was agreed that the next step would be to prepare a
proposal for streamlined probation and promotion routes, based on the gathered research. The
Group recognised that the purpose of both probation and promotion need to be clearly
articulated. Additionally the criteria need to take account of both University-wide requirements,
which should be common to all Colleges and College specific requirements. This work will be
led by HR in consultation with managers and academic staff in Colleges.
4. The Group noted that Colleges were currently recruiting new PDP Lecturers but agreed that a
proposals be bought by the end of May.
5. The Group discussed the consequences of ‘decoupling’ Probation and Promotion. The Group
also noted that, in addition to reviewing the criteria for progression from Lecturer to Senior
Lecturer, there was also a need to review the criteria for progression from Senior Lecturer to
Associate Professor and from Associate Professor to Professor.
6. The Group noted that there were significant differences between Universities in their use of
academic job titles, particularly Associate Professor.
7. The Group considered the purpose of a probationary period and the required length. It was
suggested that it was necessary to clarify the criteria in order to determine the length of the
probationary period. As a starting point for discussion, it was suggested that the current
“interim PDP targets” may be appropriate to use for the Lecturer probation criteria (and the
current “final PDP targets” could be used as the criteria for progression to Senior Lecturer).
8. If the purpose of probation is to ensure the individual meets minimum standards for a Lecturer,
then arguably a short period of probation is required and any future concerns about
performance are managed through the performance/capability procedure. The University
already operated highly selective recruitment which was reflected by the fact that relatively few
staff “failed” the PDP. Probation and ongoing management of performance were part of a
continuous process beginning with recruitment.
9. It was also suggested that a flexible approach be used in determining the criteria. Speaking for
the UCU, JB supported the idea of a flexible approach, recognising that individuals arrive with
different levels of experience related to applicable criteria. However, he stressed a need for the
criteria, process and flexibility to be transparent, taking into account individual circumstances.
For example, where a new Lecturer enters the University having previously met some/all of the
targets for probation, it is recognised that these have already been met, but the new Lecturer
should still be required to demonstrate the meet criteria such as teamwork. The Group noted
that there may be equality and diversity implications of applying a flexible process.
10. The importance of recognising prior achievement also takes account of the fact that some
individuals are taking a step down the academic career ladder when taking Lecturer jobs at
Exeter.
11. The Group discussed differences between Colleges/disciplines in relation to criteria for
probation. With reference to grants, it was questioned whether the criteria/evidence to satisfy
the meeting of criteria should be the quality of submissions or actual grant income. The Group
also noted differences relating to research publications and the length of time to publication. It
was considered that the proposals would vary between Colleges but with common aims.
12. The Group also considered the practicalities in relation to PCAP for moving to a shorter
probationary period. In particular, it was suggested that individuals should need to be able to
start PCAP at the commencement of their appointment if PCAP was considered to be an
essential requirement of “passing” probation. Alternatively, recognising the pressure of
undertaking during the initial period of employment, is it appropriate for PCAP to be one of the
probation criteria?
13. The Group noted the University’s policy, implicit within PDP, for all E&R Lecturers to progress
to Senior Lecturer. It was noted that the University expected all E&R staff earning grants and
that Associate Professor is the “promotion grade”. The Group agreed that it was important to
retain accelerated progression from Lecturer to Senior Lecturer. The Group questioned how
probation could be presented as a positive, supportive process instead of the prevailing
negative perception.
14. The Group agreed that there should be a uniform approach towards probation for both the E&R
and E&S job families (even if this meant extending the probation for E&S Lecturers). Probation
should be managed through the PDR, focusing on the probation criteria, and not through a
separate process.
15. The Group discussed whether the revised probation and progression criteria would be a
clarification of the existing interim/final PDP targets, recognising that staff would ask if the new
criteria were different than the current criteria. The Group considered that it could not make any
comment on this at present, recognising that the current research targets were written in the
context of RAE 2008 and that it may be necessary to redefine them to take account of REF.
16. The Group noted the papers on the purpose of probation and best practice from other Russell
Group universities.
Next Steps
17. Before the next meeting of the Group, HR – in consultation with academic representatives –
will develop proposals for consultation on the following:

definition of the purpose of probation (probation policy statement)

criteria for probation (taking into account both Exeter values and College specific criteria)

appropriate length of probationary period.
UNIVERSITY OF EXETER
TASK AND FINISH GROUP ON ACADEMIC PROGRESSION
Tuesday 6 May 2014
Draft Probation Policy for new lecturers (Education and Research Career Pathway)
[For Medical School see note at end of document]
Opening Statement
The purpose of the probationary period is to provide a clear framework to:
i)
ensure that the University appoints to its academic staff those with aspirations,
ambitions and professional accomplishments that are appropriate to its position as a
world-leading institute of research and higher education
ii)
provide a period of development to enable the new member of staff to gain appropriate
experience, training and support , skills and competencies, so that they may understand
and contribute fully to the mission and objectives of the College and University.
iii)
enable academic staff to achieve their full potential and to satisfy their career aims in
research and scholarship
Period of Probation
Staff appointed to a full or part-time lecturer post within the Education and Research Job Family
shall normally serve a probationary period of 3 academic cycles, after which time they may be
confirmed in their appointment.
Principles
Probationers should be given appropriate support to enable them to complete probation
satisfactorily. Such support should include a clear statement of the standards that they are required
to meet, appropriate resources (especially time) to accomplish what they are required to do,
guidance on how best to meet the standards, and early notice if they are failing to make
satisfactory progress.
The process of probation and confirmation in post complies fully with the University’s stated
policies of non-discrimination and equality of opportunity.
Process
On appointment
The Head of Discipline is responsible for ensuring that a probationary programme is agreed with
the probationer, which should include specific objectives relating to Research, Teaching, Business
and Community Relations and Management and Administration to be achieved by the time of the
first review meeting. At the review meetings these objectives should be reviewed and revised as
appropriate, with further targets set to be achieved by the time of the next review meeting. During
the induction process a Training Needs Analysis will be carried out to identify training and
development needs and to provide support in meeting objectives.
For part-time appointments, while the length of the probationary period will remain the same a
variation of the targets may be agreed which accounts for the part-time nature of the employment,
any variation will modify the quantity of the target outcomes, but not the quality.
The College will appoint an Academic Lead to be assigned to the probationer for the duration of
the probationary period.
Subsequent to appointment
Regular meetings will take place with the Academic Lead to review performance and progress. At
each annual review point, probationers should be requested to submit a brief summary of their
progress against these objectives. This will provide the basis for discussion at the formal meeting
with the Academic Lead. Performance and Development Review Reports will be completed, which
must be discussed with the probationer (see Forms). A review should be held at mid- point in the
probation period. The Academic Lead should forward the written record of reviews to the Head of
Discipline (i.e. the “grandparent role”), who may add comments to the record and who will sign it
off.
The PDR probation appendix must state whether:
i)
performance is satisfactory in the five areas of Research, Teaching, Business and
Community Relations and Managerial and administration.
ii)
performance is unsatisfactory in one or more of these areas, in which case the report must
give details of the areas giving concern and the remedial action proposed.
Any necessary remedial action recommended by the Academic Lead will be initiated following
discussion with the Head of Discipline.
Where problems with meeting the appropriate standard(s) are highlighted and/or relevant training
needs identified, appropriate opportunity/support shall be provided to assist the probationer in
meeting the agreed objectives. This will be discussed with the probationer in a formal follow up
meeting with the Head of Discipline. If appropriate the College HR Business Partner may be
present.
Final year of probation
During the final year of the probationary period, or earlier if recommended by the Head of
Discipline and supported by the College Dean, the work of the probationer will be reviewed by the
Probation Review Panel.
If the Panel is not satisfied with the probationer’s progress, the staff member’s probation may be
extended by a maximum of 12 months. If the Panel decides that the probationer has not met the
requirements after the extension of probation they will make a recommendation not to confirm
appointment. This will be dealt with in accordance with the non-confirmation of appointment
procedure.
Probation Review Panel
The membership of the Panel shall be : the Dean , Assistant Director Research, Assistant Director
Education; HR Business Partner; up to 3 panel members drawn from the academic staff of the
College, normally Senior Lecturers or above to ensure a gender balance.
•
To meet termly.
•
To consider the reports of Heads of Discipline and to recommend the confirmation or nonconfirmation of appointment at the end of the probationary period and to formally communicate
this in writing to the probationary member of staff.
Standards
In reaching a recommendation about an academic probationer, the Review Panel will be guided by
the individual’s contribution to the College as assessed by the criteria set out for Probationary
Lecturers. It is important that the probationer should be allocated a no greater than average
teaching and administrative workload so that s/he can meet the requirements of the Review Panel
in respect of teaching and research. This is particularly important where the probationer is
undertaking PCAP.
Staff should reach all of the defined acceptable standards in teaching, business/community
relations and management/ administration, research for their appointment as Lecturer to be
confirmed. Outputs will be deemed to be those achieved whilst employed by the University of
Exeter, unless specific agreement is reached on appointment to take into account outputs
achieved elsewhere.
Absence during the probationary period
Where a Lecturer is absent during the probationary period for example on account of family friendly
leave or extended sick leave or other leave of absence the University reserves the right to agree
an extension to the probationary period. This decision will be made by the relevant Head of
Discipline following consultation between the College Dean and the HR Business Partner.
In such circumstances, before the probationary period ends a meeting will take place to discuss
rescheduling the Probationary Period. Revised review dates will be agreed. Any additional
increments will be paid from the date it is agreed that standards have been met. Any variation to
the targets originally agreed will modify only the quantity of the target outcomes and not the quality
of the outcomes.
Periods of maternity, paternity or adoption leave
Individuals may reduce the number of outputs by one, for each discrete period of:
a. Statutory maternity leave or statutory adoption leave taken substantially during the period of
probation, regardless of the length of the leave.
b. Additional paternity or adoption leave lasting for four months or more, taken substantially
during the probation period.
The approach to these circumstances is consistent with the approach adopted during the REF and
is based on the funding bodies’ considered judgement that the impact of such a period of leave
and the arrival of a new child into a family is generally sufficiently disruptive of an individual’s
research work to justify the reduction of an output.
The funding bodies consider it appropriate to make the same provision for those regarded as the
‘primary adopter’ of a child (that is, a person who takes statutory adoption leave) as the adoption of
a child and taking of statutory adoption leave is generally likely to have a comparable impact on a
researcher’s work to that of taking maternity leave.
As regards additional paternity or adoption leave, researchers who take such leave will also have
been away from work and acting as the primary carer of a new child within a family. The funding
bodies consider that where researchers take such leave over a significant period (four months or
more), this is likely to have an impact on their ability to work productively that is comparable to the
impact on those taking maternity or statutory adoption leave.
Generic statement
Circumstances that require a judgement about the appropriate reduction in outputs are:
i.
Disability.
ii.
Ill health or injury.
iii.
Mental health conditions.
iv.
Constraints relating to pregnancy, maternity, paternity, adoption or childcare that fall
outside of – or justify the reduction
v.
of further outputs in addition to the allowances referred to above.
vi.
Other caring responsibilities (such as caring for an elderly or disabled family member).
vii.
Gender reassignment.
viii.
Other circumstances relating to protected characteristics or relating to activities protected
by employment legislation.
While the clearly defined reduction of outputs due to additional paternity or adoption leave is
subject to a minimum period of four months, shorter periods of such leave can be taken into
account as follows:
a. By seeking a reduction in outputs, for example where the period of leave had an impact in
combination with other factors such as ongoing childcare responsibilities.
b. By combining the number of months for shorter periods of such leave in combination with other
clearly defined circumstances.
Any period of maternity, adoption or paternity leave that qualifies for the reduction of an output
under the provisions above may in individual cases be associated with prolonged constraints on
work that justify the reduction of more than one output. In such cases, the circumstances should be
explained to the Head of Discipline.
Salary progression during probation
Subject to satisfactory performance the Lecturer will receive an annual increment in Grade F each
1 August (subject to the appointment commencing on or before the preceding 1 February)
including progression through the contribution range in Grade F.
Non confirmation of appointment
Should the Review Panel recommend non-confirmation of appointment the Dean shall submit a
written report to the appropriate Deputy Vice Chancellor and this shall be dealt with using the
University Non- confirmation of appointment procedure.
Medical School
The line management structure of the Medical School differs to the Colleges and therefore the
application of this policy will differ in the following ways:
•
Line Managers will conduct reviews and PDRs and have the equivalent role to the Academic
Lead.
•
The Dean, who is the nominated Head of Discipline for the School, will act in the grandparent
role by signing off PDRs.
•
The Probation Review Panel will comprise: The Dean; Vice Dean Research; Vice Dean
Education; up to 3 panel members drawn from the academic staff of the College, normally
Senior Lecturers or above to ensure a gender balance.
Roles/Responsibilities during the probation period
Probationer
•
To ensure that they are familiar with the probationary procedure;
•
To ensure that they are fully aware of the criteria for successfully completing their probation;
•
To provide an up-to-date CV and any additional information s/he wishes to submit to the Panel
in the final year of probation;
•
To participate, if required, in a recognised and agreed course leading to accreditation in
teaching.
Academic Lead
•
To ensure that the newly appointed academic member of staff receives an effective induction in
the College;
•
To provide quality coaching, mentoring , advice and guidance to the assigned academics in
their discipline;
•
To monitor the progress of the probationer regularly in respect of achieving set objectives, and
to deal promptly with performance issues as they arise, including arranging appropriate training
and support;
•
To carry out Performance Development Reviews(PDRs) for the relevant staff in their discipline,
working closely with Heads of Discipline, Director of Education and Director of Research to
ensure that meaningful targets are set;
•
To ensure that necessary records are kept and meeting held in accordance with the procedure;
•
To be involved, in collaboration with the Head of Discipline, in providing review reports for the
probationer in their final year to the Probation Review Panel
Head of Discipline
•
To ensure that a probationary programme is agreed with each new academic appointed to
his/her discipline; including setting specific objectives relating to Research, Teaching, Business
and Community Relations and Management and administration on taking up the new post;
•
To ensure that the probationer is completely familiar with the procedures governing the
probationary period and understands the criteria for successfully completing probation;
•
To advise the probationer, in consultation with the Staff Learning and Development Manager
with regard to his/her accredited HEA course if being undertaken;
•
To monitor the probationer’s teaching load and research activities and to ensure that the duties
and consequent workload allocated are appropriate and not higher than average teaching and
administrative load;
•
To ensure that an Academic Leads is appointed before the beginning of the academic year or
term, whichever is appropriate;
•
To assess student evaluation forms and comments from students on the probationer’s
teaching;
•
To ensure that duties and workload are allocated to the probationer in such a way as to
facilitate his or her meeting the criteria for successfully completing probation.
•
To act in a “grandparent role” in the completion of probation review records.
•
To provide review reports for all probationers in their final year to the Probation Review Panel
•
To assist and guide when difficulties are encountered and to take forward any
recommendations arising from the Probation Review Panel;
College Dean.
•
To support the Head of Discipline and Academic Leads in fulfilling their duties under this
procedure;
•
To ensure that any proposed remedial action is taken;
•
To ensure that the probationer’s workloads are such that meeting the criteria for successful
completion of probation is facilitated.
Academics in the College
•
To be familiar with the probationary procedures;
•
To provide informal advice, help and support to probationary members of their College
Human Resources
•
To draw their respective responsibilities to the attention of all staff involved, to ensure the fair
application of the probation procedure;
•
To advise on the practical operation of the academic probation procedure as a whole;
•
To advise and support all those involved in the probationary process particularly Heads of
Discipline, Academic Leads and the probationers themselves;
•
To advise on issues relating to employment law and procedures relating to confirmation and
termination of employment.
Forms and related processes
•
Induction
•
Annual Probation Review Panel procedure
•
Probation Review forms
•
Non -Confirmation of appointment procedure
•
Appeal procedure
•
Academic Promotion Criteria
•
Rewarding Performance Policy
•
Terms and Conditions of Employment
•
Professional Development Programme
•
Academic CV format
•
Workload Management policy
•
Performance and Development framework
•
Movement between Career pathways
Probationary Procedure Flow Chart
This procedure relates to the probationary procedure for new lecturers in the Education and Research
Career Pathway.
Appointment: Probationary programme agreed
with Head of Discipline; Academic Lead
appointed; Learning and Development plan
Induction: College Induction organised by Academic
Lead
Year 3: Final PDR with Academic Lead at least 3
months before Review Panel meets; Head of
Discipline compiles reports for Probation Review
Panel
Year 1 & 2: Coaching, advice, guidance provided by
Academic Lead; Regular reviews and PDR conducted by
Academic Lead; Head of Discipline in grandparent role in
PDR.
Probation Review Panel: considers reports on final
year probationers; makes recommendationsconfirmation/extension/non-confirmation
Confirm
appointment
Non confirmation of
appointment
Extend probationary
period by up to one
year
Dean submits report to
DVC with copy to
employee
Employee notified of
decision and any
further action
Employee notified
of decision and any
further action
Employee submits
written comments
Panel agrees
appointment
should not be
confirmed
Meeting held
between Panel
and member of
staff
Notice of dismissal
issued
Panel confirms
appointment
Appeal heard by
new panel
DVC refers decision
to a panel chaired
by a Deputy Vice
Chancellor
DVC confirms
appointment
Note: This diagram represents an overview of the
procedures. Please refer to the full procedures on the
HR website.
CURRENT ACADEMIC PROGRESSION AND PROMOTION CRITERIA
LECTURER (EDUCATION AND RESEARCH)
This document shows a summary of activities which a member of staff at this level should be undertaking to a successful and effective standard on
completion of their probationary period in order to be confirmed in the post of Lecturer.
Specific requirements and opportunities will differ between subject disciplines.
Research
Teaching
Business and Community Relations
Management and administration
Humanities Stream
Receive satisfactory peer and
Initiate and participate in outreach
Make an effective contribution to
Either
student feedback with evidence of
activities in accord with the
management and administration
Complete a monograph or
excellence in some areas.
University’s external affairs and
within the College.
equivalent and submit to a
international strategies as indicated
recognised academic (or
in the College's plans.
Undertake University development
appropriate) publisher.
programme.
OR
Publication (or acceptance for
Take part in requisite design, review
publication) of at least two research and QA processes.
articles (single authored or first
authored) in journals agreed with
Increase teaching commitments
the College Director of Research
to College average.
(DoR).
Presentation of at least one piece of
work developed at the University of
Exeter at a major academic
conference.
Social Sciences Stream
As above plus:
Secure research funding
1
CURRENT ACADEMIC PROGRESSION AND PROMOTION CRITERIA
LECTURER (EDUCATION AND RESEARCH)
This document shows a summary of activities which a member of staff at this level should be undertaking to a successful and effective standard on
completion of their probationary period in order to be confirmed in the post of Lecturer.
Specific requirements and opportunities will differ between subject disciplines.
Science Stream
Engineering, Computer Science and
Mathematics
Publication of at least * articles in
which the new Lecturer is the
principal author, in journals agreed
with the College Director of
Research.
Supervise or act as co-supervisor of
at least one postgraduate research
student or Associate Research
Fellow.
External funding: make on average
one research application per year ,
as the Principal Applicant, to a
relevant external funding body
(Research Councils, Royal Society,
EU, etc)
Presentation of at least one piece of
work at a major academic
conference of international standing.
2
CURRENT ACADEMIC PROGRESSION AND PROMOTION CRITERIA
LECTURER (EDUCATION AND RESEARCH)
This document shows a summary of activities which a member of staff at this level should be undertaking to a successful and effective standard on
completion of their probationary period in order to be confirmed in the post of Lecturer.
Specific requirements and opportunities will differ between subject disciplines.
Psychology
Publication (or acceptance for
publication) of at least * articles in
journals agreed with the College
Director of Research; at least two of
these should be the principal author.
Supervise or act as co-supervisor of
at least one postgraduate research
student or Associate Research
Fellow.
External funding: Obtain at least one
research grant per year , as the
Principal Applicant, to a relevant
external funding body (Research
Councils, Royal Society, EU, etc)
Presentation of at least one piece of
work at a major academic
conference of international standing.
Sport and Health Sciences
Publication of at least * articles in
which the new Lecturer is the
principal author, in journals agreed
with the College Director of
Research
3
CURRENT ACADEMIC PROGRESSION AND PROMOTION CRITERIA
LECTURER (EDUCATION AND RESEARCH)
This document shows a summary of activities which a member of staff at this level should be undertaking to a successful and effective standard on
completion of their probationary period in order to be confirmed in the post of Lecturer.
Specific requirements and opportunities will differ between subject disciplines.
Supervise or act as co-supervisor of
at least one postgraduate research
student or Associate Research
Fellow.
External funding: Show evidence of
seeking funding through external
grant applications.
Presentation of at least one piece of
work at a major academic
conference of international standing.
Physics
Publication of at least * articles in
which the new Lecturer is the
principal author, in journals agreed
with the College Director of
Research
Supervise or act as co-supervisor of
at least one postgraduate research
student or Associate Research
Fellow.
External funding: Make at least 3
substantial research applications
AND achieve a major grant.
4
CURRENT ACADEMIC PROGRESSION AND PROMOTION CRITERIA
LECTURER (EDUCATION AND RESEARCH)
This document shows a summary of activities which a member of staff at this level should be undertaking to a successful and effective standard on
completion of their probationary period in order to be confirmed in the post of Lecturer.
Specific requirements and opportunities will differ between subject disciplines.
Presentation of at least one piece of
work at a major academic
conference of international standing.
Biosciences
Publication of at least two articles in
which the new Lecturer is the
principal author, in journals agreed
with the College Director of
Research
Supervise or act as co-supervisor of
at least one postgraduate research
student or Associate Research
Fellow.
External funding: make at least three
substantial research applications
AND achieve a significant grant.
Presentation of at least one piece of
work at a major academic
conference of international standing.
Geography,Archaeology and Earth
Resources
Publication of at least * articles in
which the new Lecturer is the
principal author, in journals agreed
with the College Director of
5
CURRENT ACADEMIC PROGRESSION AND PROMOTION CRITERIA
LECTURER (EDUCATION AND RESEARCH)
This document shows a summary of activities which a member of staff at this level should be undertaking to a successful and effective standard on
completion of their probationary period in order to be confirmed in the post of Lecturer.
Specific requirements and opportunities will differ between subject disciplines.
Research
Supervise or act as co-supervisor of
at least one postgraduate research
student or Associate Research
Fellow.
External funding: Make at least three
substantial applications as principal
investigator or co-investigator to
Research Councils or equivalent
external funding bodies.
Presentation of at least one piece of
work at a major academic
conference of international standing.
Medical School
Publication of at least * articles in
which the new Lecturer is the
principal author, in journals agreed
with the College Director of
Research
Supervise or act as co-supervisor of
at least one postgraduate research
student or Associate Research
Fellow.
6
CURRENT ACADEMIC PROGRESSION AND PROMOTION CRITERIA
LECTURER (EDUCATION AND RESEARCH)
This document shows a summary of activities which a member of staff at this level should be undertaking to a successful and effective standard on
completion of their probationary period in order to be confirmed in the post of Lecturer.
Specific requirements and opportunities will differ between subject disciplines.
External funding: make at least three
substantial applications as principal
investigator or co-investigator to
Research Councils or other major
external funding bodies e.g. major
charities who are members of
Association of Medical Research
Charities and/or the Department of
Health and achieve a grant that
would support a substantial piece of
work leading to publication rather
than pilot or pre protocol work often
funded by minor charities.
Presentation of at least one piece of
work at a major academic
conference of international standing.
Drama Stream
Complete a monograph and submit
to a recognised academic (or
appropriate) publisher.
OR
Complete one major/substantive
practice- based research project
formulated in relation to one or
more specific research questions,
setting out and accomplishing an
7
CURRENT ACADEMIC PROGRESSION AND PROMOTION CRITERIA
LECTURER (EDUCATION AND RESEARCH)
This document shows a summary of activities which a member of staff at this level should be undertaking to a successful and effective standard on
completion of their probationary period in order to be confirmed in the post of Lecturer.
Specific requirements and opportunities will differ between subject disciplines.
appropriate means of
documentation designed at the
outset for the project.
OR
Publication (or acceptance for
publication) of at Publication of at
least * articles in which the new
Lecturer is the principal author, in
journals agreed with the College
Director of Research
OR
Completion of two smaller- scale
pieces of practice-based research
formulated in relation to a specific
research question setting out and
accomplishing for each an
appropriate means of
documentation designed at the
outset of each project.
Presentation of at least one piece of
work developed at the University of
Exeter at a major academic
conference or composition
forum/public performance.
8
UNIVERSITY OF EXETER
TASK AND FINISH GROUP ON ACADEMIC PROGRESSION
Tuesday 6 May 2014
Education and Research Career Pathway: Roadmap
The Task and Finish Group is invited to comment on the following draft roadmap for the review of
academic progression. The Group is reminded of its Terms of Reference:
1. To develop a clear overview guide to Academic Career Pathways at the University.
2. To identify the steps that would need to be undertaken to decouple probation and promotion,
and to summarise the implications of this action.
3. To make recommendations regarding arrangements for probation at every level within
academic job families.
4. To consider the role of Performance and Development Review (PDR) in assessing probation
and promotion.
5. To evaluate the merits of using a Balanced Scorecard approach to assessment of individual
performance, and in doing so to consider how minimum standards should be safeguarded.
6. To develop a draft communication plan for any proposed changes.
The Group will note that while its meetings to date have concentrated on revised arrangements for
the confirmation of appointment of new Lecturers in the Education and Research job family and
revised arrangements for (accelerated) progression to Senior Lecturer (E&R) – to replace the
current Professional Development Programme (PDP) – its remit extends across the full span of the
Education and Research Career Pathway, up to Professor, and also academic career pathways
(including progression) for the Education and Scholarship and Research job families.
Milestone
Task and Finish Group approve (for consultation) criteria and
procedures for confirmation of appointment of new Lecturers
in the Education and Research job family
Task and Finish Group approve (for consultation) criteria and
procedures for progression from Lecturer to Senior Lecturer
(Education and Research)
Consultation in Colleges on revised probation and
progression arrangements
Consultation with UCU on revised probation and progression
arrangements
Vice-Chancellor’s Executive Group consider feedback from
Colleges and UCU agree changes and communication plan
Communication of changes
Consultation with current PDP Lecturers
ToR
1, 2, 3, 4
Date/Timescale
May 2014
1, 2, 4, 5
To be confirmed
May/June 2014
May/June 2014
All
June/July 2014
6
2
September 2014
September/October
2014
To be confirmed
Development of probation and progression criteria to 1, 3, 5
Associate Professor (E&R) and Professor (E&R)
Review and redesign of Academic Career Pathway (including 1, 3, 5
probation) for the Research job family
Review of 2011 changes to the Academic Career Pathway 1, 3, 5
(including probation) for the Education and Scholarship job
family
To be confirmed
To be confirmed
UNIVERSITY OF EXETER
TASK AND FINISH GROUP ON ACADEMIC PROGRESSION
Tuesday 6 May 2014
Application of revised arrangement to current PDP Lecturers
The Task and Finish Group is invited to comment on how the revised arrangements should be
applied to current PDP Lecturers.
The analysis below shows that most current PDP Lecturers are within their first 3 years. This
suggests that it would be possible to move PDP Lecturers who have not yet reached the interim
assessment to the revised arrangements (ie earlier confirmation of appointment) but with the
continued carrot of progression to Senior Lecturer within 5 years of appointment if they meet the
revised progression criteria.
This leaves open the question of whether those PDP Lecturers who have moved through the
interim assessment should be left on the current arrangements or offered the opportunity to move
to the revised criteria for progression to Senior Lecturer.
Time in post
Number
<1 year
86
1-2 years
73
2-3 years
25
3-4 years
28
4-5 years
13
5+ years*
15 *
Total
240
* Includes 7 with extended probation
100
PDP Lecturers and duration
90
80
70
Number
60
50
40
30
20
10
0
<1 year
1-2 years
2-3 years
3-4 years
4-5 years
5+ years
1
2
3
4
5
End of
Probation
Education
Senior
Lecturer
Associate
Professor
PCAP - FHEA
PhD supervision
Leadership Roles
Research
ASPIRE – Senior
HEA
Programme
Director
ASPIRE –
Principal HEA
Director of
Education
Associate Dean
Education
Publications, Grants, Impact – RKT support and training
Coaching
Associate Dean
Research
Director of
Research
Leadership Roles
Line Management
Professor
Academic Lead
Leading Academics
Head of
Discipline
Strategic
Management
Dean
TMP