ASSESSMENT OF PERFORMANCE OF SENIOR
LECTURERS AND SENIOR RESEARCH FELLOWS
PAID ON THE SENIOR LECTURER SCALE BEYOND
THE BAR
2012
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 beyond the bar (Medical,
Dental and Non Medical) appointed or promoted on or before 1 February 2012.
REVIEW PERIOD
The review period is the most recent of either:

appointment as Senior Lecturer or Senior Research Fellow beyond the bar (after 1 February
2010); or

applying successfully for promotion to Senior Lecturer or Senior Research Fellow beyond the bar
(to SLR01, SLRM01, SLRD01) (either May 2010 or May 2011); or

applying successfully for promotion within the non-medical scale for Senior Lecturer or Senior
Research Fellow beyond the bar (to SLR02 or SLR03) (either May 2010 or May 2011); or

the past two years (since October 2010).
DOCUMENTATION
Each Senior Lecturer or Senior Research Fellow beyond the bar appointed or promoted on or before 1
February 2012 is asked to provide:
1. A summary of significant:
a. achievements in teaching in the review period1;
b. research accomplishments during the review period.
c. service activities in the review period, and
2. all standard student evaluations of teaching for the review period;
3. a schedule of teaching responsibilities for the review period;
4. a complete list of publications with those publications that have appeared during the review
period highlighted (copied from the University of Otago CV);
5. a complete list of your service activities with those service activities that have appeared during the
review period highlighted (copied from the University of Otago CV).
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Research only staff do not need to comment on teaching or provide student evaluations.
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NOTES
Staff members at the top of the non-medical/dental salary scale (SLR03) are required to participate in
a performance review even though there can be no salary review associated with it.
Staff members on the medical/dental scale (SLMR01/SLDR01) are required to participate in a
performance review even though there can be no salary review associated with it.
Staff members on confirmation path 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 most
recent confirmation report must accompany the recommendation to the Pro-Vice-Chancellor.
Staff members applying for promotion may submit a copy of their promotion application instead of
the documents requested above. Please note that the Divisional Academic Promotion Committee will
not review an applicant’s salary if the application for promotion is declined. Instead the salary will be
reviewed as part of this assessment process.
For guidance about the expectation for the role, go to:
http://www.otago.ac.nz/humanresources/hr/development/academic-titles.php#titledetails
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.
PROCESS
1. Senior Lecturers and Senior Research Fellow beyond the bar prepare documents and submit to
their Head of Department;
2. Heads of Department meet with each Senior Lecturer and Senior Research Fellow beyond the bar
to discuss performance and career development and to:
a. validate the quality of the achievements; and
b. confirm if performance is satisfactory; and
c. make a recommendation for a salary progression, if appropriate.
(In cases where the Senior Lecturer or Senior Research Fellow beyond the bar is a Head of
Department, the interview and recommendation will be made by the Dean (if applicable) or the
interview and decision will be made by the Pro-Vice-Chancellor).
Heads of Department will confirm if performance is satisfactory and make a recommendation for
a salary progression.
A recommendation of no salary progression (where a salary increase is possible) will require a
case setting out the reasons for the recommendation.
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3. Documentation is forwarded to Deans (Health Sciences Division only) for a recommendation
comment;
4. Documentation is forwarded to the Pro-Vice-Chancellor for the final decision.
5. Full documentation is forwarded to the Manager, Promotions and Remuneration, Human
Resources, who will write to staff members advising them of the outcome of the review.
TIMETABLE
7 September 2012
Human Resources Division e-mails out guidelines and
documentation to Senior Lecturers and Senior Research Fellows
beyond the bar, Heads of Departments, Deans and Pro-ViceChancellors.
26 October 2012
Documents prepared by Senior Lecturers and Senior Research
Fellows beyond the bar, with comments by Heads of Departments,
to Deans (Health Sciences only).
23 November 2012
Documents prepared by Senior Lecturers and Senior Research
Fellows beyond the bar, with comments by Heads of Departments
and Deans (for Health Sciences) sent to Pro-Vice-Chancellors for
decision.
14 December 2012
Papers with decisions by Pro-Vice-Chancellors sent to the Manager,
Remuneration and Promotions, Human Resources Division.
January 2013
The Manager, Remuneration and Promotions, Human Resources
Division advises Senior Lecturers and Senior Research Fellows
beyond the bar of the outcome of the review.
1 February 2013
Effective date for any approved progressions.
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