POLICY
GUIDELINES
The annual performance and salary review of
Senior Lecturers and Senior Research Fellows on
Senior Lecturer salary scales, 2014
This document outlines the procedures for assessing the performance and reviewing the salaries of Senior Lecturers and
Senior Research Fellows on the Senior Lecturer scales (Medical, Dental and Non Medical) appointed on or before 1 March
2014
ELIGIBILITY
Senior Lecturers and Senior Research Fellows appointed on or before 1 March 2014 are required to participate in the annual
performance and salary review.
Staff members on the top of the salary scale are required to undertake a performance review even though there can be no
salary review associated with it.
Staff members on fixed term positions are required to undertake a performance and salary review unless it is unlikely that
their employment agreement will extend beyond 1 February 2015.
Senior Lecturers and Senior Research Fellows on the range beyond the bar are not part of this process.
PROCESS
The Manager, Promotions and Remuneration, Human Resources, advises all eligible staff of the annual performance and
salary review and provides them with the appropriate documentation.
The Manager, Promotions and Remuneration, Human Resources, advises each Department of any Senior Lecturers or Senior
Research Fellows who are eligible for the annual performance and annual salary review.
Senior Lecturers or Senior Research Fellows appointed on or before 1 March 2014 are required to prepare a statement (not
more than one page long) noting their particular contributions to teaching, research (and/or professional practice) and service
to the University and the community since their last performance review, promotion or progression.
This statement of achievements helps decision-makers determine if staff members are performing satisfactorily.
Staff members on a confirmation path appointment are not required to participate in the annual performance review. Heads
of Departments will review their most recent confirmation reports to assess if their performance is satisfactory and
recommend if a salary progression is appropriate. A copy of the confirmation report could accompany the recommendation.
Staff members applying for promotion are not required to provide a list of achievements. It is enough to note on the form
that they have applied for promotion. Heads of Departments are not required to make a recommendation about a salary
progression. Instead the Divisional Promotion Committees will consider the progression if the promotion application is
unsuccessful.
Heads of Departments will arrange to meet with staff members to discuss with them their performance.
Staff members applying for additional increments on the salary scale as part of the University academic promotion round are
not required to provide a list of achievements. It is enough to note on the form that they have applied for promotion. Heads
of Departments are not required to make a recommendation about a salary progression. Instead the Divisional Promotion
Committee will consider the progression if the promotion application is unsuccessful.
ADDITIONAL DOCUMENTATION
Heads of Departments may require further supporting evidence such as a University of Otago CV, student evaluations of
teaching or other forms of evidence relating to teaching.
Pro-Vice-Chancellors may require additional evidential requirements to reflect the particular needs of their Division. Staff
should consult their Head of Department about specific requirements in their Department, School or Division.
STAFF MEMBERS ON PARENTAL LEAVE
Staff members taking parental leave should be reviewed. Heads of Departments should assess the staff member’s
performance during the months that they were at work over the review period. The underlying principle is that staff
members should not be disadvantaged by taking parental leave.
If it is possible, the staff member anticipating parental leave should prepare their statement of achievements prior to their
departure.
SALARY PROGRESSION
Staff members who are assessed as performing at a satisfactory level for their point on the salary scale will progress one step
up the Senior Lecturer scale.
Please note that staff seeking more than a single step salary increment must apply for promotion under Schedule 1 of the
Academic Staff Promotion Policy – applications close 8 May 2014.
DECISIONS
Pro-Vice-Chancellors (Deans in the Division of Health Sciences) approve salary increases for Senior Lecturers and Senior
Research Fellows if they are satisfied that their performance is satisfactory.
Decision-makers advise the Manager, Promotions and Remuneration, Human Resources, of the decisions.
The Manager, Promotions and Remuneration, Human Resources, will write to staff members advising them of the outcome
of the salary review.
TIMETABLE
25 March 2014
The Manager, Promotions and Remuneration, Human Resources, advises all eligible staff
of the annual performance and salary review and provides them with the appropriate
documentation.
Human Resources Division mails out to Heads of Departments the Guidelines and lists of
Senior Lecturers and Senior Research Fellows eligible for a salary review.
16 May 2014
Heads of Departments submit recommendations to the Pro-Vice-Chancellor (Division of
Commerce, Humanities or Sciences) or the Dean (Division of Health Sciences).
13 June 2014
Decisions to Manager, Remuneration and Promotions, Human Resources Division.
14 July 2014
Manager, Remuneration and Promotions, Human Resources Division, writes to Senior
Lecturers and Senior Research Fellows advising them of the decision.
1 February 2015
Effective date for any approved progressions.