GUIDELINES FOR
APPLICANTS
ACADEMIC PROMOTION
TO LEVELS C, D AND E
2010 ROUND 1
TABLE OF CONTENTS
1. Introduction
3
2. The application
3
Application documents
3
2.1 The application form
4
Applicant details
Criteria and levels
Qualifications
Recent duties at Curtin University of Technology
Statements against the criteria
eVALUate report attachments
Special case applications
Promotion to a level higher than the next
4
4
5
5
6
6
7
7
2.2 Curriculum Vitae
7
2.3 Assessor reports
7
Dean and HOD assessor reports
Response to Dean and HOD assessor reports
Applicant-nominated assessors
University-nominated assessors
8
8
8
9
3. After submission
10
3.1 The process
10
Application is checked for PhD or equivalent qualification
Application is checked for Research and/or T&L at level above
Assessor reports are collated
Information is extracted from SCRIPT
Committee meetings
Notification of outcome
10
10
10
11
11
3.2 How applications are assessed
11
Assessments against the evidence
12
4. Further information
12
Appendix 1: Curtin Expectations for Academic Performance
13
A note from the Vice-Chancellor
Introduction
The Expectations
1. Effective Teaching & Learning
2. High quality and/or high impact research/creative works
3. Effective Honours and HDR supervision
4. Leadership that effectively promotes Curtin’s strategic directions
5. Service that effectively contributes to Curtin’s strategic directions
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
13
14
15
15
16
16
17
18
Page 2 of 18
1. Introduction
These guidelines provide assistance to staff seeking academic promotion to levels C, D
and E at Curtin Sarawak for 2010 Round 1.
Academic promotion at Curtin is governed by the Academic Promotions Policy (the
Policy) and the Academic Promotions Procedures (the Procedures) as amended on 27
March 2009. Assessments are made by the University Academic Promotions Panel and
the process is managed by the Human Resource Department.
It is important to consider your readiness for promotion carefully. While it is not a
prerequisite that your Head of Department or Dean support your application, you should
discuss your suitability for promotion with them before applying.
Overview of application timeline for promotion to Levels C, D and E – 2010 Round 1
19 February 2010
By 22 February 2010
1 March 2010
By 29 March 2010
(Closing date for
applications)
By 12 April 2010
By 19 April 2010
o
Calls for application
o
Applicants email request for consideration for special case/higher
level than the next to HR Manager
o
HR Department notifies applicant of outcomes of requests for
consideration
o
Send your completed application and relevant assessor report forms
to your assessors, including Head of Department and Dean of School
If applying for level E, applicant emails documentation to Deputy Pro
Vice Chancellor and/or Dean, R&D
Applicants email application to
academicpromotions@curtin.edu.my
o
o
o
Deputy Pro Vice Chancellor and/or Dean, R&D submit the details of
University-nominated assessors for level E applications to HR
Manager
o
Heads of Department and Deans of School email their assessor
reports to academicpromotions@curtin.edu.my
Applicant-nominated assessors email their completed reports in
confidence directly to academicpromotions@curtin.edu.my
o
o
Applicants email their response/s to the HOD and Dean assessor
reports to academicpromotions@curtin.edu.my (if applicable)
June 2010
o
Committee meets
July 2010
o
Anticipated date of notification of results
1 August 2010
o
Effective promotion date for successful applicants
By 3 May 2010
2. The application
There are specific forms for 2010 Round 1 on the Academic Promotions website. Please
ensure you use these forms as they contain the necessary information and dates for this
round.
Application documents
By 5 pm on the closing date, you need to submit to the HR Department the following
documents:
 Application form (including statements against the promotion criteria)
 Curriculum Vitae (CV)
 List of assessors
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 3 of 18
 Selected eVALUate Teaching Evaluation Reports (if applicable)
 Selected eVALUate Unit Summary Reports (if applicable)
Please note that the HR Department requests information from the SCRIPT system from
the Office of Research and Development (ORD) for all applicants. This information is
provided to the HR Department and forwarded to the Committee with the application.
ZIP the separate documents together (if possible) and email to:
academicpromotions@curtin.edu.my . Do NOT .pdf documents together.
Please note:
 There is no provision for a portfolio under the current academic promotions
system, so do not include electronic links in your application documents
 No appendices or documents other than those listed above will be accepted
 Applications will not be considered by the Committee if they are late, incomplete
or do not conform to the application requirements
 You cannot provide ‘updates’ after the closing date unless requested by HR
department of ORD.
2.1 The application form
The application form focuses on providing the Committee with the information it needs to
assess your work in a way that:
 Aligns with the promotion criteria; and
 Provides a clear context for on-balance judgement by the Committee.
Applicant details
This section provides the HR Department with necessary contact details. It also provides
an overview of the amount of time you have been employed, any extended leave taken.
This allows the Committee to make a fair on-balance judgement of outputs and
outcomes achieved.
Extended leave
This refers to any extended period of leave which may have affected your output
e.g. long service leave, sabbatical leave, academic study leave, leave without pay,
extended sick leave. Please provide the month/s, year and duration of the leave.
Criteria and levels
This section summarises the focus of the application for the Committee. It includes a
summary of the criteria and the level at which they are addressed in the application.
Under the Policy, you need to make a statement against 3 of the 4 promotion criteria.
Two of the criteria need to be addressed at the current level of duties and the duties that
distinguish the level above. One of the criteria is to be applied only to duties at the
current level.
Please note:
One of the criteria to be addressed at the current level and the level above must be
either Teaching & Learning OR Research/Creative Works.
Qualifications
These lists should include the full title of the award.
You will be considered to be applying without a PhD or equivalent if the qualification has
not been conferred by the closing date for applications. If you have recently submitted a
PhD or equivalent, the Committee strongly recommends you wait until it has been
conferred before applying.
Where the applicant is applying without a PhD or equivalent qualification:
 You must have the support of both your Dean and Head of Department; and
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 4 of 18

A case must be made for consideration for promotion on the basis of significant
expertise, standing and research or scholarship within the discipline and/or
profession. This will normally only be considered where a PhD is not the usual
expectation of the discipline.
Recent duties at Curtin University of Technology
This section provides the Committee with a succinct summary of your current position
and recent work profile at Curtin. Relevant work at other institutions is to be covered in
your Curriculum Vitae.
‘Past 3 years’ can be three calendar years (eg 2007, 2008, 2009) or can encompass part
years (eg July 2007 – June 2008, July 2008 – June 2009, July 2009 – June 2010).
The information required is mainly in list form. Details, where appropriate, can be
highlighted in the claims against the promotion criteria. See Exemplars 1 and 2.
Overall job description
Brief outline of the major foci of and context for your work.
Unit co-ordination duties
A list of all units co-ordinated (i.e. where you were responsible for such aspects as the unit
outline, assessments, moderation, exam paper, other staff teaching in the unit etc). Include
only the units, and staff and student numbers that you have personally co-ordinated.
Teaching duties
A list of all teaching roles (e.g. lecturing, tutoring, laboratory demonstrating) and the units in
which they were undertaken. Do not include sporadic or occasional teaching roles (e.g. guest
lecturer).
Supervision duties
A list of the number of students supervised by award and supervision type.
Research/creative works/scholarship of teaching
A list of all major research/creative work/scholarship of teaching activities (e.g. manuscript
preparation, research project, creative work preparation, practice-led research). Only provide
a short phrase, name or title of the activity. Do not include a list of publications in this section.
Major service roles (internal and external)
A list of major service duties internal and external to the University. Do not include sporadic
activities or participation in regular area events such as meetings.
List only major ongoing duties on committees, working parties, editorial boards, conference
committees and the like that are relevant to Curtin and its strategic directions.
Leadership roles
A list of any leadership roles not covered earlier in the form. This could include roles such as
Head of Department/School, Director of a Research Centre, Course Co-ordinator, Coordinator/Director of a program or initiative. Only provide a name or title of the role.
Other major duties
A space to list any other major roles not covered earlier in the form.
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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Statements against the criteria
Statements against the criteria highlight the quality outcomes and outputs achieved in
your duties at the appropriate level.
The Policy lists 4 possible promotion criteria:
o
Excellence in teaching and learning as applied to duties of the appropriate level
o
High quality outcomes appropriate to the discipline in research/creative works as applied to
duties of the appropriate level
o
Leadership that impacts positively on Curtin’s strategic directions as applied to duties of the
appropriate level
o
Demonstrated excellence in service in line with Curtin’s strategic directions as applied to
duties of the appropriate level
You are to make statements against three criteria only as indicated in the section
“Criteria and Levels”. You need to address each criterion in one page or less.
Where the claim addresses duties at the current level, you will need to show evidence of
a high level of performance and outcomes. When addressing duties and outcome
expectations that distinguish the level above (as is required in two of the criteria
selected), you will need to show evidence of satisfactory performance and outcomes.
See section 3.2 on how applications are assessed.
Where possible, separate the two levels to provide clarity for the Committee.
Clause 5.3 of the Policy lists the types of duties that distinguish one level of appointment
from the levels of appointment below. This is not a complete list of duties; rather it gives
an indication of typical duties. It is your responsibility to make a case for equivalence in a
level for a duty not listed anywhere in the duty tables.
It is not expected that an applicant will have done all of the duties at any level.
Duties may relate to more than one criterion. For example:
 While course coordination is listed under the Teaching & Learning criterion, some
aspects could be used to demonstrate other criteria eg Leadership
 While conducting research/creative works listed under the Research criterion,
some aspects could be used to demonstrate other criteria eg Leadership or
Service
 Consultancy, which is not specifically listed under the criteria, could be used to
demonstrate any of the criteria, depending on the nature of the activity.
Please note:
While duties may relate to more than one criterion, the same activity cannot be used as
evidence in more than one criterion.
eVALUate report attachments
You must attaché eVALUate reports to provide supporting verified evidence to the
Committee if you are addressing Teaching & Learning at any level.
You may attach only eVALUate Teaching Evaluation Reports (TERs) and Unit Summary
Reports (USRs). TERs can provide evidence of excellence or satisfactory performance
in teaching. USRs should include a unit coordinator’s response to feedback and have
been published, as this assists in demonstrating scholarship in Teaching & Learning.
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 6 of 18
eVALUate reports other than USRs and TERs will be removed from your application
before it is forwarded to the Committee.
You may select which eVALUate TER and USR reports you wish to submit with your
application.
The Committee will consider eVALUate reports with regard to:
(i) The response rate and how representative this is of the whole group;
(ii) The student satisfaction rates that typify the area; and
(iii) The unit coordinator’s response to the feedback in Unit Summary Reports.
Information on how to interpret response rates can be found on the eVALUate website.
Special case applications (to levels C and D only)
Special case applications are covered by clause 5.8 of the Policy and clause 5.2.12 of
the Procedures. You will need to make a request for consideration by 5.00pm on the
specified date using the “Request to Apply for Promotions by Special Case” form.
Where the Pro Vice-Chancellor has determined that the Committee will assess your
application by special case, the HR Department will provide you with an application form
showing the promotion criteria approved by the Pro Vice-Chancellor. The application
form is to be completed as per the guidelines for standard applications.
Promotion to a level higher than the next
Promotion to a level higher than the next is covered by clause 5.1.2 of the Academic
Promotions Policy. You will need to email a request for consideration with a brief
rationale to the HR Department by 5.00pm on the specified date. The request must
include a letter of support from the Dean of School.
Where the request is successful, the HR Department will provide you with an application
form showing the levels approved by the Pro Vice-Chancellor. The application form is to
be completed as per the guidelines for standard applications.
2.2 Curriculum Vitae (maximum 6 pages, plus publications list)
The purpose of the CV is to provide the Committee with a broader picture of your overall
professional career. It may include headings such as employment history and
professional memberships, or any other relevant headings that best describe your
overall career.
Your CV should complement and contextualise, not repeat, the information in the
application form. Do not provide electronic links as part of your CV.
Please list publications under the following headings:
 Books, theses, book chapters
 Refereed journals
 Refereed conference proceedings
 Conference presentations/posters/abstracts
 Research reports
 Media statements/interviews
 Patents, licence agreements
 Invited plenary addresses at conferences
2.3 Assessor reports
Assessor reports are required for all applicants from the HOD, Dean and the assessors
you have nominated. Applicants for level E also require a University-nominated assessor
report.
You must email your applicant-nominated assessors, your HOD and Dean a copy of
your completed application form and relevant assessor report forms by the relevant
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 7 of 18
specified dates. You may also provide them with additional information you think will
assist them in making their assessment.
If you are applying for level E, you must also email a copy of your application and a
Details of University-nominated Assessor form by the specified date to Deputy Vice
Chancellor and/or Dean R&D, who will nominate an external assessor.
Dean of School and Head of Department assessor reports
Both the Dean and the HOD or equivalent provide assessor reports which provide input
to the Committee’s consideration. If you report directly to the Dean, only the Dean
assesses the application.
If you currently occupy more than one position at Curtin, you must obtain HOD/Dean
reports for each position.
The HOD (or Dean if you report to them directly) is to provide an independent
assessment of your performance in each of your selected criteria. This assessment is
based on their knowledge of your work, performance management discussions and,
where appropriate, discussions with the Unit Coordinator.
If you do not report directly to the Dean, the Dean provides a more broad-based
assessment based on their knowledge of your work, the application, the typical
performance of staff in the area, and the strategic directions of the School.
The Dean and HOD are required to return the completed assessor reports to HR
Department for inclusion in your application.
The HR Department then forwards these reports to you which allows you an opportunity
to view the reports and respond.
Response to Dean and Head of Department assessor reports (optional)
Where you feel that you have been unfairly or incorrectly assessed by the HOD and/or
the Dean, you have the option of making a response to either or both of the reports. You
are to submit these responses to HR Department by 5pm on the specified date.
Applicant-nominated assessors
In addition to the HOD and Dean assessor reports, you must nominate 1 - 3 additional
assessors. Each promotion criterion needs to be assessed. An assessor can assess one
or more criteria. You determine the number of assessors needed (1 - 3) and which
criterion/a each assessor is to address.
All applicant-nominated assessors are required to send their reports to the HR
Department by the specified date. HR Department will notify you when each applicantnominated assessor report is received.
It is your responsibility to contact the assessor and:
 Gain their agreement to provide a confidential assessor report to the HR
Department by specified date;
 Email the assessor a copy of your application and the applicant-nominated
assessor report form;
 Provide the assessor with any examples of your work that would aid them in
making an evaluation—this could include an invitation to view “teaching in
action”; and
 Ensure that the assessor email the report to the HR Department at
academicpromotions@curtin.edu.my by the specified date.
You should ensure that the assessors you choose know you and/or your work, and are
of a calibre or standing that will convince the Committee that they have the appropriate
expertise/knowledge/experience to provide a useful independent assessment.
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 8 of 18
You will also need to consider carefully whether to choose an assessor who is internal or
external to the University.
Where you need assessment on duties undertaken at Curtin (e.g. unit or course coordination, supervision, management or leadership of a team/unit/initiative, service to the
School/University) it may be best to choose an internal assessor who is familiar with your
work.
Where you need an assessment of impact, standing or significance at the national or
international levels, or in the broader discipline, profession or community, it would be
best to select an assessor who is external to the University.
Please note:
 All applicant-nominated assessor reports are made “‘in confidence” and therefore
cannot to be returned to the applicant.
 Any assessor reports that do not come directly from the assessor will not be
considered by the Committee.
 Committee members are not permitted to provide applicant-nominated assessor
reports for applicants.
University-nominated assessors
Applications for level E also require one or two assessors external to the University who
are nominated by the university to assess the Teaching & learning and
Research/Creative Works criteria that are being addressed at the level above.
Where your application addresses the research criterion at the level above, the
Dean R&D, on advisement from Department/School, nominates an external assessor to
assess the quality of research at the international level.
Where your application addresses the teaching criterion at the level above, the Deputy
Pro Vice Chancellor nominates an external assessor to assess the quality of scholarship
and contribution to teaching and learning at the national/international level.
These nominations are confidential.
It is your responsibility to:
 Contact the Deputy Pro Vice Chancellor and/or Dean, Research & Develeopment
and email them a copy of your application and the “Details of Universitynominated assessor – Professor Level E” form by the specified date; and

Follow up with the DPVC and/or Dean, R&D to ensure they email the Universitynominated assessor details to the HR Department by the specified date.
You may provide the DPVC and/or Dean, R&D with names of no more than 3 external
persons whom you feel should not assess your application.
It is the responsibility of the Deputy Pro Vice Chancellor and / or Dean R&D to:
 Determine who is best placed to provide an assessment;
 Contact the external assessor and gain their agreement to assess the application
within the specified timeframe; and
 Return the completed form to the HR Department at
academicpromotions@curtin.edu.my by the specified date.
The HR Department will email the University-nominated assessors a copy of the
application documents you have submitted (minus the list of assessors).
All University-nominated assessor reports are made “in confidence” and therefore are
not accessible to the applicant.
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 9 of 18
3. After submission
3.1 The process
After submission you will need to be available to be contacted by HR Department and/or
the Office of Research and Development (ORD).
The following steps are undertaken:
The application is checked for a PhD or equivalent qualification
Where an applicant does not have a PhD or equivalent qualification, the Dean and Head
of Department can support consideration for promotion on the basis of significant
expertise, standing and research and/or scholarship within the discipline and/or
profession. Where the application is not supported on this basis, it does not proceed any
further and the applicant is notified.
The application is checked for Research and/or Teaching & Learning at the level
above
If you have not addressed either T&L or Research at the level above, your application
does not proceed any further and you are notified.
Assessor reports are collated and incorporated into your application
Information is extracted from SCRIPT
The HR Department contacts the Research and Development Office to request verified
research information for each applicant.
R&D Office will then extract four years of data from SCRIPT to produce a research
report for each applicant. This report will be forwarded to the Committee and will include:
(i)
Four years of RPI data by category for RPI Rounds that have been completed
(i.e. finalised awards post-appeal)
(ii)
Publication list and summary (by category) of VERIFIED publications on SCRIPT
o
(iii)
Publications will be included in the report if they can be verified by R&D
Office, regardless of the author’s affiliation at the time of publication and
regardless of whether they have been part of an RPI Round (i.e.
publications will be verified expressly for the Research Report).
SUCCESSFUL grants on SCRIPT Research Projects in which the applicant is a
named investigator, giving title, funding body, funding years and total project
funds awarded.


Grants will be included when the grant has met the criteria for being
successful, where at least one funding year lies within the reporting years,
and where the grant has been awarded to, or officially transferred to,
Curtin.
Please note that activity in the SCRIPT Consultancy Module will not be
included.
R&D Office can only commit to verifying information supplied outside of normal
processes (i.e. outside of RPI Rounds and normal grant application/award processes)
where:
 It is entered onto SCRIPT correctly;
 R&D Office is notified of the information requiring verification; and
 All necessary evidentiary material is supplied to R&D Office by the relevant
closing date for applications.
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 10 of 18
It is your responsibility to ensure that:
 The information entered on SCRIPT is correct; and
 Your activity within the SCRIPT system is up-to-date by the relevant closing date
for applications.
As well as the information extracted from SCRIPT, the Committee will consider the
additional research and scholarship information provided in the CV, the statements
against the criteria and the assessors’ reports.
Committee meetings
The Committee meets to assess all the applications from across the University.
Please note:
 If you feel you have a conflict of interest with a Committee member, please notify
the HR Department by the closing date for applications.
 All deliberations of the Committee are confidential. Committee members are not
permitted to discuss any aspects of the application or the process with the
applicant.
 Any lobbying or canvassing of Committee members is to be reported to the Chair
of the Committee and will result in the application being disqualified from the
round.
Notification of outcome
Official notification of the outcome will be sent to you personally.
3.2 How applications are assessed
Applications are sent to Committee members for initial independent assessment against
the promotion criteria, which are then considered at the meeting.
Each criterion is assessed either as being met or not being met. Promotion to the next
level requires each promotion criterion selected by the applicant to be met.
In order to decide whether a selection criterion has been met, on-balance judgement will
be used.
The Committee will consider claims in relation to:
 Information provided in the application (application form and CV [and eVALUate
TERs and USRs if applicable]);
 HOD and Dean assessor reports (and responses if applicable)
 Applicant-nominated assessor reports
 University-nominated assessor reports; and
 The ORD research report
Deliberations will be informed by:
 The University’s strategic directions
 The characteristics and typical performance of the area in which the applicant
works
 Curtin Expectations for Academic Performance (see Appendix 1); and
 Data on the School/Department (such as performance in eVALUate and RPI).
Interviews will not normally be held. The Committee has the option, however, of
requesting an interview where clarification is required.
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 11 of 18
Assessments against the evidence
Major forms of evidence of excellence across all the criteria include:
 Assessor reports
 Awards
 Citations
 Commendations
 Grants
 Peer-assessed commissions
 Invitations to present or publish for outside agencies
 Other similar forms of recognition as highlighted in the application and the claims
against the criteria
Some examples of other types of evidence that could also be used in the application
claims against the criteria to demonstrate achievement of the promotion criteria can be
found on the Academic Promotion website.
4. Further Information on promotion to levels C,D and E
Further information can be gained through:
 The Academic Promotions website
 Contacting the Human Resource Manager at
academicpromotions@curtin.edu.my; and
 iLecture session available on Curtin Perth’s academic promotion website.
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 12 of 18
Appendix 1
Curtin Expectations for Academic Performance
A NOTE FROM THE VICE-CHANCELLOR
Curtin is committed to enhancing its research and its teaching and learning
achievements. Each and every staff member contributes to the overall performance of
the University. To progress and continually improve, it is essential that we each have a
clear understanding of what we need to do individually and as part of the team.
Curtin Expectations for Academic Performance is one part of our strategy for clarifying
how the strategic objectives of the University relate to the specific work that each of us
undertakes. It provides a set of overarching Expectations for academic staff to guide the
planning and assessing of our academic work. Attaining these Expectations will help us
achieve our vision.
These Expectations have undergone extensive consultation. They take into account the
feedback we have received from across the University resulting in a document which we
believe will act as a useful guide to academics and their managers.
I am pleased to present to the Curtin academic community Curtin’s Expectations for
Academic Performance.
Professor Jeanette Hacket
Vice Chancellor
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 13 of 18
INTRODUCTION
Curtin Expectations for Academic Performance (CEAP) guides continual improvement
and career development to academic staff through its five overarching Expectations:
1. Effective teaching and learning
2. Effective honours and HDR supervision
3. High quality and / or high impact research output
4. Leadership that effectively promotes Curtin’s strategic directions
5. Service that effectively contributes to Curtin’s strategic directions
This guidance occurs through the Performance Management Program (PMP) process.
The growth in performance is recognised and rewarded through promotions.
These overarching Expectations lay the basis for achievable individualised objectives to
be set in the yearly PMP work plan that directly relate to the individual’s duties. These
objectives are to reflect Curtin and the area’s overall strategic direction, and focus on the
quality of outcomes and / or the progress of work within given timeframes. They may
include quantitatively based objectives, such as target eVALUate scores, the number
and destination of publications to be submitted, and the number and type of grants to be
achieved, as well as qualitatively based objectives, such as the establishment of key
partnerships, the redesign of a unit or the implementation of a new initiative.
In developing individualised objectives, supervisors and their staff are encouraged to
examine the key performance targets in the University and school plans, the
department/area plans, the typical research performance of the area, and the typical
student satisfaction rates as shown through the eVALUate University Aggregated
Reports (http://evaluate.curtin.edu.au/reports/uni_report.cfm).
In recognition of the varying mixes of teaching, research and administrative duties
carried out by different academics, individualised objectives are not set across all the
Expectations. Supervisors allocate duties to individuals according to area needs as well
as staff strengths, level of appointment and career aspirations. Duties and objectives are
also set to support staff growth into a higher level of duties and performance, thus
enhancing prospects of promotion.
Providing sufficient time and opportunities to achieve an individual’s objectives is a key
requirement of CEAP. Supervisors and academic staff are informed by the workload
allocation methods in use, policies and programs for staff development, support and
resources available to achieve aims, and on-balance judgement. Where sufficient time,
resources or opportunities cannot be made available to achieve an objective, then it will
need to be revised accordingly.
During review, discussion and feedback is to take place about the academic’s work in
relation to the objectives that had been set during the planning phase and subsequent
contextual factors. Through review, formal recognition is provided for good work,
feedback is given for reflection and improvement of performance, the need for further
support and development is determined, and readiness for promotion is discussed.
This use of CEAP as part of the PMP process is intended to add to discussions about
work, future directions, career development and the support required to achieve these.
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 14 of 18
THE EXPECTATIONS
1. Effective teaching and learning
The expectation “Effective Teaching and Learning” applies to all modes of teaching,
teaching support activities and programs whether part of a degree, a training program or
short course (e.g. for industry). It is demonstrated by achievement of the expected
outcomes listed below.
Expected outcomes
These outcomes apply as appropriate to the level of appointment, duties undertaken,
context and discipline:

A high level of student satisfaction for teaching / units / courses

Optimal student achievement in units / courses

Well designed and delivered learning experiences, assessment and feedback to
students

Well designed and delivered courses / curriculum / programs / initiatives

Units / courses / curriculum / programs / initiatives satisfy the requirements of
stakeholders and accreditation bodies
Table 1 lists the types of teaching duties appropriate to each level of appointment.
Teaching staff may have a mix of duties which includes some of the types of duties that
distinguish their level and some of the types of duties of the levels below.
Table 1: Types of teaching duties appropriate to level
Level
E
D
C
B
A
Types of teaching duties may include:
Distinguished scholarship* and contribution in teaching and learning at all
levels, nationally or internationally. Leadership in maintenance of academic
standards AND
Development of curriculum / programs of study. Significant scholarship * in
teaching and learning locally or nationally AND
Course / year / program co-ordination. Scholarship* in teaching and learning
AND
Undergraduate and postgraduate unit co-ordination. Postgraduate lecturing,
tutoring, demonstrating, clinical supervision, fieldwork and associated activities
AND
Undergraduate lecturing, tutoring, demonstrating, clinical supervision, fieldwork
and associated activities.
* Scholarship refers to research on, evaluation of or reflection on teaching and learning
that results in improvement to practice. It includes communicating good practice to
others.
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 15 of 18
2. High quality and/or high impact research / creative works
The expectation of “High quality and/or high impact research / creative works” applies to
all research and creative production and is demonstrated by achievement of the
expected outcomes.
Expected research / creative works outcomes
These outcomes apply as appropriate to the level of appointment, duties undertaken,
context and discipline

High quality, impact and number of publications / creative works / exhibitions

High quality, impact and value of consultancies, grants and commissions

Creation of a vibrant, engaging research / creative work collegiate environment
3. Effective Honours and HDR supervision
The expectation of “Effective Honours and HDR supervision” is demonstrated by
participation in the supervision process and achievement of the expected outcomes.
Expected supervision outcomes
These outcomes apply as appropriate to the level of appointment, duties undertaken,
context and discipline

Students complete within the agreed time

Students are supervised to a successful examination outcome

A high level of student satisfaction with the supervision process

Students are assisted to progress their research career
Table 2 lists the types of research / creative works and supervision duties appropriate to
each level of appointment. Research / creative works staff may have a mix of duties
which includes some of the types of duties that distinguish their level and some of the
types of duties of the levels below.
Table 2: Types of research / creative work / supervision duties appropriate to level
Level
E
D
C
B
A
Types of research/creative works duties may include:
Responsible for research / creative works of a recognised international calibre /
a leading authority. Fostering research / creative work of others AND
Responsible for research / creative works of a recognised national calibre AND
Supervision of Hons, Masters & PhD research projects AND
Conducting research / creative works
Conducting research / creative works
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 16 of 18
4. Leadership that effectively promotes Curtin’s strategic directions
“Leadership that effectively promotes Curtin’s strategic directions” is demonstrated by
achievement of the expected outcomes listed below. These apply whether leadership is
demonstrated in research, teaching, administration, management or service.
Expected Outcomes
These outcomes are to be considered in relation to Curtin’s strategic plan and apply as
appropriate to the level of appointment, duties undertaken, context and discipline

Development of staff, students and/or area

Positive growth in Curtin’s reputation locally / nationally / internationally

Significant improvements made in unit / course / team / initiative / area / profession

A shared vision and mutual trust
Table 3 lists the types of duties involving leadership appropriate to level of appointment.
Staff in leadership roles may have a mix of duties which includes some of the types of
duties that distinguish their level and some of the types of duties of the levels below.
Table 3: Types of leadership duties appropriate to level
Level
E
D
C
B
A
Types of duties involving leadership may include:
Management/leadership of a large organisational unit, a university wide
initiative, policy development, community affairs, excellence in teaching /
research; international recognition, capacity building AND
Management/leadership of an organisational unit, a large team, a Faculty
(Division) wide initiative; Mentoring of colleagues AND
Management/leadership of a team, a school wide initiative, a course, a year
group; Mentoring of students AND
Management/leadership of teaching units, sessional staff AND
Development of own teaching / research / professional expertise / creative
works
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 17 of 18
5. Service that effectively contributes to Curtin’s strategic directions
The expectation “Service that effectively contributes to Curtin’s strategic directions”
applies to the contributions that an individual makes to an organisational unit, initiative or
issue within the University, the discipline, the profession or the community. This can
include, for example, contributions to committees, working parties, editorial boards,
conference organisation, advisory boards, professional and academic organisations, the
media and other similar bodies. It is demonstrated by achievement of the expected
outcomes listed below.
Expected outcomes
These outcomes are considered in relation to Curtin’s strategic directions and apply as
appropriate to the level of appointment, duties undertaken, context and discipline

Good quality contributions provided in an efficient and timely manner

Achievement of significant outcomes in policy / services / practices / programs /
reputation / partnerships
Table 4 lists the type of service duties appropriate to each level of appointment. Staff
may have a mix of duties which includes some of the types of duties that distinguish their
level and some of the types of duties of the levels below.
Table 4: Types of service duties appropriate to level
.
Level
Types of duties involving service may include:
E
Significant service to both the University and the community AND
D
Significant service to the University, profession, discipline AND
C
Service to the profession, the Faculty AND
B
Service to the academic unit and its functioning AND
A
Service to own areas of teaching / research
2010 Round 1 Guidelines for Applicants: Academic Promotion to Levels C, D, E
Page 18 of 18