Academic Promotion Round
2012
Mandy Thomas
OVERVIEW
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What is the promotion procedure?
Changes for 2012
The role of the Supervisor.
How does the Performance Management
framework influence the Promotion process?
• Developing the case for Promotion.
• How is the case for Promotion assessed?
• Questions
The promotion process
• Assess academic staff for their sustained
excellence in research/creative activity,
education and policy and service to
evaluate their eligibility for promotion
• Potential outcome of a performance
review in which the staff member has been
assessed as demonstrating performance
warranting reward.
Changes for 2012 Round
• Three areas of output amended to research/creative activity,
education and policy and service in order to align to the strategic
plan in which contribution to public policy and engagement with
government is a key priority.
• Introduction of a 20 page limitation on supporting material
accompanying the application.
• Number of referee reports amended from the current 6 for Levels C
and D (no referees currently required for Level B) and 10 for Level E
to:
Level B – 3 referees (min 2 required)
Level C – 5 referees (min 3 required)
Level D – 6 referees (min 4 required)
Level E1 – 7 referees (min 5 required)
• Amended references to the former Supporting our Staff program to
the Career and Performance Development Process.
Who initiates the process?
• Supervisors initiate cases for promotion, which are
then decided by:
– College Head or Local Promotion Committee (LPC)
for Level B
– Local Promotion Committee (LPC)
for Levels C – D
– University Promotion Committee (UPC) for Level
E1.
• Provisions exist for self-initiated cases. The supervisor
still prepares, but cannot “rebut,” the candidate’s case.
Role of applicants
• Participate in Career and Performance
Development Process & contribute to preparation
of biennial Statements of Expectations.
• Participate in the review of performance against
the Statement of Expectations.
• Prepare the relevant parts of the case for
Promotion.
• Attend an interview, if required (mandatory for
Level E1).
Role of supervisors
• Prepare biennial Statements of
Expectations in line with Career and
Performance Development Process.
• Review staff member performance against
the Statement of Expectations.
• Initiate and prepare the “case for
promotion” with assistance from the
applicant where performance warrants
promotion.
• Nominate referees for the applicant.
An application includes:
• Case prepared by the supervisor (2xA4).
• Statements of contributions (3xA4).
• Statement of potential as a Professor
(Promotion to E1 only, 1xA4).
• Advice about issues that may have
impacted on opportunity.
Supporting documentation:
• Past and current Statement of Expectations.
• A list of the 6 most significant works to evidence
the research contribution.
• Evidence to support evaluation of education
contribution.
• Evidence to support evaluation of policy and
service contribution.
• 20 page limitation applies to supporting
documentation for evidence of education and
policy and service contribution.
• Current CV.
Research/creative activity evidence
• Six “best” or “most significant” publications
or creative works.
• Evidence of research excellence:
– Outlet quality and citation statistics
– Grants (numbers and amounts)
– Awards & measures of esteem
– Invitations to present work or keynotes
– Research leadership and support roles
– Commercialisation & Innovation.
Education evidence
Evidence to support education case:
• Best examples of coursework teaching:
– Undergraduate coursework.
– Graduate coursework.
• Evidence from evaluation (SELTS or peer review)
& resulting reflection/actions.
• Publications, editorships, referee, etc relating to
teaching & learning.
• Grants, awards, presentations, keynotes….
Education evidence
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Curriculum development.
Educational design and delivery.
Leadership and influence.
HDR Supervision:
– Numbers and outcomes (completions, careers).
– Evidence of attention to quality.
– Examiners’ reports about work.
Policy and Service evidence
Two elements
• Service to the university
– Successful leadership in academic activity.
– Contributions to University planning, policy, campus
community.
• Service to the wider community
– Contributions to the development of public policy.
– Supporting social, cultural or economic advancement.
– Public outreach.
Referees
• Nominated by the supervisor.
• International-level experts who are qualified to inform the
committee about aspects of research, teaching, or policy
and service.
• Level B – 3 referees (min 2 required)
Level C – 5 referees (min 3 required)
Level D – 6 referees (min 4 required)
Level E1 – 7 referees (min 5 required)
• Number balance should reflect balance of case.
• Referee gets all (relevant) parts of application.
• The staff member may nominate two referees they do not
wish to be contacted.
• Avoid nominating research collaborators. ANU staff can
report on education and service.
Promotion committees
• Grouped by College
• ANU-wide committee for promotion to Level E1
• Assess the quality of contribution and consider
the referees reports.
• Judgement based on:
– The case made by the staff member and supervisor.
– Referee reports.
– Interviews.
Critical dates
• Applications close 31 July 2012
• Outcomes advised:
– Second week of November (Levels B, C, D)
– Second week of December (Level E1)
• Promotions Effective 3 January 2013
2011 Round Statistics
Level
applied for
Success
rate
83%
88%
86%
Level E1
Applications Successful
Female
6
5
Male
16
14
Total
22
19
Level D
Female
Male
Total
8
16
24
8
11
19
100%
69%
79%
Level C
Female
Male
Total
17
16
33
14
12
26
82%
75%
79%
Level B
Female
Male
Total
11
11
22
10
10
20
91%
91%
91%
Contact details
• Local Promotion Committee Secretary (via
your local area)
• Human Resources Division Promotion Team
AcademicPromotions@anu.edu.au
• Academic Promotion Web Site
http://hr.anu.edu.au/career/academic-promotions