ACADEMIC PROMOTION TO LEVELS C, D AND E
GUIDELINES
2011 ROUND 2
These Guidelines provide assistance for applicants.
They also contain important information for:
Heads of Department
Deans of School
Applicant-nominated assessors
University-nominated assessors
Dean, Teaching & Learning
Dean, Research & Development
TABLE OF CONTENTS
1. Introduction............................................................................................................................................................ 3
2. The application ....................................................................................................................................................... 4
Application documents .......................................................................................................................................... 4
2.1 The application form ........................................................................................................................................ 4
Applicant details .................................................................................................................................................... 4
Criteria and levels .................................................................................................................................................. 5
Qualifications ......................................................................................................................................................... 5
Recent duties at Curtin .......................................................................................................................................... 6
Statements against the criteria ............................................................................................................................. 7
eVALUate report attachments ............................................................................................................................... 8
Checklist ................................................................................................................................................................. 8
Special case applications (to levels C and D only) .................................................................................................. 8
Promotion to a level higher than the next ............................................................................................................. 9
2.2 Curriculum Vitae plus list of publications and grants ........................................................................................ 9
2.3 Conflict of interest .......................................................................................................................................... 10
2.3 Assessor reports ............................................................................................................................................. 10
Dean of School and Head of Department assessor reports ................................................................................. 10
Optional Response to Dean of School and Head of Department assessor reports ............................................ 11
Applicant-nominated assessors ........................................................................................................................... 11
University-nominated assessors .......................................................................................................................... 12
3. After submission ................................................................................................................................................... 12
3.1 The process..................................................................................................................................................... 12
Application is checked.......................................................................................................................................... 12
Assessor reports are collated ............................................................................................................................... 13
Information is extracted from SCRIPT .................................................................................................................. 13
Panel meetings .................................................................................................................................................... 14
Notification of outcome ....................................................................................................................................... 14
3.2 How applications are assessed ....................................................................................................................... 14
Assessments against the evidence ....................................................................................................................... 15
4. Further Information on promotion to levels C, D and E ......................................................................................... 15
2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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1. INTRODUCTION
These guidelines provide assistance to staff seeking academic promotion to levels C, D and E at Curtin for 2011 Round
1.
Academic promotion at Curtin is governed by the Academic Promotions Policy (the Policy) as amended on 25 June
2010 and the Academic Promotions Procedures (the Procedures) as amended on 25 September 2009. Assessments
are made by the University Academic Promotions Panel (the Panel) and the process is managed by the Human
Resources 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 (unless you are applying for promotion without a PhD), you should
discuss your suitability for promotion with them before applying.
OVERVIEW OF APPLICATION TIMELINE FOR PROMOTION TO LEVELS C, D AND E – 2011
ROUND 2
Friday 23 September
HR Manager calls for applications
Friday 30 September
Applicant emails request for consideration for special case/higher level than
the next to HR Manager (if applicable)
By Friday 7 October
HR Manager notifies applicant of outcome of request for consideration
Applicants emails application form & list of assessors form to:

By 5pm Monday 31 October
(Closing date for applications)
HR Manager
Applicant emails documentation to:

Assessors, including Head of Department and Dean of School
(Applicant-nominated assessor report form)

Dean, Teaching and Learning and Dean, Research and Development
(University-nominated assessor form for applicants for Level E only)
By Friday 11 November
Dean, Teaching and Learning and Dean Research and Development email
University-nominated assessor details for level E applications to HR Manager
By Monday 14 November
Heads of Department and Deans email their assessor reports to HR Manager

Applicant-nominated assessors email their reports in confidence
directly to HR Manager

Applicant emails their response/s to the HOD and Dean assessor
reports to the HR Manager (if applicable)
By 5pm Monday 21 November
December
Panel meets
December
Anticipated date of notification of outcomes
1 January 2012
Effective date of promotion for successful applicants
2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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2. THE APPLICATION
There are specific forms for 2011 Round 2 on the website and staff portal. These forms contain the necessary
information and dates for this round and must be used for this round.
APPLICATION DOCUMENTS
Your application must be emailed to HR Manager by 5pm on the closing date and must include:

Application form (including statements against the promotion criteria)

Curriculum Vitae (CV) plus list of publications and grants

List of assessors

eVALUate Teaching Evaluation Report/s – if applicable (Please remove cover sheets)

eVALUate Unit Summary Report/s – if applicable (Please remove cover sheets)
ZIP the separate documents together (if possible) and email to: academicpromotions@curtin.edu.my.
Do NOT .pdf documents together.
Please note:



No appendices or documents other than those listed above will be accepted
Applications will not be considered by the Panel 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 Manager or Office of R&D.
2.1 THE APPLICATION FORM
The application form focuses on providing the Panel 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 Panel.
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 and any EEO considerations that need to be taken into
account. This allows the Panel to make a fair on-balance judgement of outputs and outcomes achieved.
Date commenced employment at Curtin – Date commenced as full-time fixed-term or continuing staff member. Do
not include part-time appointments here.
Date of recent promotion – Effective date of most recent promotion through the academic promotion process.
Extended leave - Any extended period of leave which may have affected your output e.g. academic study leave, leave
without pay, extended sick leave or personal leave. Please provide the month/s, year, duration and type of the leave
e.g. Academic study leave July – December 2010, Unpaid leave December 2010 – March 2011.
2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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EEO Considerations - Circumstances which:

May have had an adverse impact on any aspect of your performance; and

You believe should be taken into account when your application is considered.
The grounds covered are: sex, marital status, pregnancy, potential pregnancy, breast feeding, sexual orientation,
gender history, race, nationality, colour, ethnic origin, age, religious or political conviction, impairment, family
responsibility or family status.
If you consider that you have EEO considerations to be taken into account, we strongly recommend that you contact
the Director, Staff and Student Services for assistance in presenting the information.
CRITERIA AND LEVELS
This section summarises the focus of the application for the Panel. 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. One of the criteria is to be
applied only to duties at the current level. Two of the criteria need to be addressed at the current level of duties and
the duties that distinguish the level above.
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 with a PhD or equivalent qualification if the qualification has been conferred by
the closing date for applications.
Applying without a PhD
You will be considered to be applying without a PhD or equivalent qualification if the qualification has not been
conferred by the closing date for applications. If you have recently submitted a PhD or equivalent, the Panel strongly
recommends you wait until it has been conferred before applying.
Where you are applying without a PhD or equivalent qualification:

You must have the support of both your Dean and Head of Department to proceed in forwarding the
application for promotion to the Panel. You need to make sure you have this support prior to applying so you
can complete the relevant section in the application form; and

A case must be made for consideration for promotion on the basis of a very strong contribution to research
or scholarship or significant expertise and standing within the discipline and/or profession. This will normally
only be considered where a PhD is not the usual expectation of the discipline.
Please note :
Where support from the HOD/Dean is granted the application can proceed to the Panel; however, this does not mean
that the individual assessment reports will fully recommend the applicant be promoted.
2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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RECENT DUTIES AT CURTIN
This section provides the Panel with a succinct summary of your current position and recent work profile at Curtin
over the past three years.
Relevant work at other institutions and times should not be included in this section, but may be covered in your
Curriculum Vitae and statements against the criteria. You may also provide more details on any of the areas below in
your Curriculum Vitae and statements against criteria.
‘Past 3 years’ can be three calendar years (e.g. 2008, 2009, 2010) or can encompass part years (e.g. July 2008 – June
2009, July 2009 – June 2010, July 2010 – June 2011).
See Exemplars 1 and 2 for examples of how to complete this section.
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).
Awards for teaching
A list of all awards for teaching and learning.
Teaching grants
A list of all grants for teaching and learning.
Supervision duties
A list of the number of students supervised by award, type of study (coursework or research), and supervision type.
Awards for research
A list of all awards for research
Research grants
A list of all grants for research
Other Research / Creative works
A list of all major research/creative work/scholarship in teaching & learning 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.
2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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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 not already covered above
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, Co-ordinator/Director of a program or
initiative. Only provide a name or title of the role.
Other major duties not already covered above
A space to list any other major roles not covered earlier in the form. Only provide a name or title of the role.
STATEMENTS AGAINST THE CRITERIA
Statements against the criteria highlight the quality outcomes and outputs achieved in your duties at the appropriate
level.
This section is not limited to the past three years. Relevant work at other institutions may be included in this section
and/or in your Curriculum Vitae.
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” and in clause
5.3.1.1 of the Policy. 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.
Statements are a maximum of 1 page per criterion and should be clear, concise, and evidence based, with a focus on
your achievements, outcomes and outputs. Clarify whether these are at Area/ Department/ School/ University/ State/
national/ international level. Where possible, separate the two levels to provide clarity for the Panel.
Clause 5.1.3 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 you will have done all of the duties at any level. However, all applicants addressing the Teaching
and Learning criterion are expected to be engaged in scholarship in teaching and learning and to demonstrate
evidence of peer review e.g. publications, competitive grants and awards.
Duties may relate to more than one criterion. For example:
2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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
While course coordination is listed under the Teaching & Learning criterion, some aspects could be used to
demonstrate other criteria e.g. Leadership

While conducting research/creative works is listed under the Research/Creative Works criterion, some
aspects could be used to demonstrate other criteria e.g. 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 and you may use different aspects of a duty in different criteria, the
same activity cannot be used as evidence in more than one criterion.
EVALUATE REPORT ATTACHMENTS
If you are addressing Teaching & Learning at any level, and you have teaching or coordination duties, you will be
expected to provide eVALUate reports to provide supporting verified evidence to the Panel.
Please note:
 You may attach only eVALUate Teaching Evaluation Reports (TERs) and Unit Summary Reports (USRs).
 If you submit Full Unit Reports (FURs) they will be deleted from your application and you will not be given an
opportunity to replace them with USRs
 If you are unsure of the distinction between USRs and FURs please contact the Office of Teaching & Learning
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.
You may select which eVALUate TER and USR reports you wish to submit with your application.
The Panel 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 Curtin Perth eVALUate website.
CHECKLIST
This section indicates you have attached all the necessary documentation and completed all the necessary steps prior
to submission of your application. Please complete it and list the number of pages in your CV and the number of
eVALUate reports you have submitted.
SPECIAL CASE APPLICATIONS (TO LEVELS C AND D ONLY)
Special case applications are covered by clause 5.3.3 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 Promotion by
Special Case form.
Where the Pro Vice-Chancellor has determined that the Panel will assess your application by special case, HR Manager
will provide you with an application form showing the promotion criteria approved by the Pro Vice-Chancellor. The
application is to be completed as per the guidelines for standard applications.
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PROMOTION TO A LEVEL HIGHER THAN THE NEXT
Promotion to a level higher than the next is covered by clause 5.1.1.2 of the Academic Promotions Policy. You will
need to email a request for consideration with a brief rationale to the HR Manager 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, HR Manager will provide you with an application form showing the levels approved
by the Chair of the Panel. The application is to be completed as per the guidelines for standard applications.
2.2 CURRICULUM VITAE PLUS LIST OF PUBLICATIONS AND GRANTS
Your Curriculum Vitae is to be a maximum of 6 pages plus a list of publications and grants.
The purpose of the CV is to provide the Panel 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 the information in the application form.
Publications list
Please list publications under the following headings, ensuring they are thoroughly referenced:

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
Grants list
Please list grants under the following headings.
Teaching and learning grants

Name of grant

Name of funding body

Type of activity e.g. Project

Title of your role
Research grants

Name of grant

Name of funding body
2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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
Type of activity e.g. Project

Title of your role
2.3 CONFLICT OF INTEREST
You need to advise the HR Department of any perceived, actual or potential conflict of interest with a Committee
member before the closing date for applications so it can be assessed and appropriate action taken where necessary.
Deans will ensure the University-nominated assessors they select do not have an actual, perceived or potential
conflict of interest with the applicant.
Multiple roles (e.g. having/having had a close scholarly relationship or being a recent/current line manager while also
acting as a University-nominated assessor or current Committee member); financial interests; personal/family
relationships; employment relationships and/or other circumstances may constitute perceived, actual or potential
conflict of interest.
2.4 ASSESSOR REPORTS
Assessor reports are required for all applicants from the HOD, Dean of School and the assessors you have nominated.
Applicants for level E also require a minimum of 2 University-nominated assessor report.
You must email your applicant-nominated assessors, your HOD and Dean of School a copy of your application and the
relevant assessor report form by the relevant 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 the Dean Teaching & Learning and/ or Dean, Research and Development or
equivalent, who will nominate an external assessor.
Please note:
You will need to provide new assessor reports each time you apply for academic promotion
DEAN OF SCHOOL AND HEAD OF DEPARTMENT ASSESSOR REPORTS
Both the Dean of School and the HOD or equivalent provide assessor reports which provide input for the Panel’s
consideration.
Deans complete the reports for applicants from the School. If you report directly to the Dean of School, only Dean of
School assesses the application.
The HOD (or Dean of School 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 School’s coordinators.
If you do not report directly to the Dean of School, the Dean of School 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 HOD completes their assessor report and emails it to the HR Manager, with a courtesy copy to the Dean of
School. The Dean of School returns their report to the HR Manager. The HR Manager then includes these reports in
your application and forwards the reports to you, which allows you an opportunity to view them and respond.
2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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OPTIONAL RESPONSE TO DEAN OF SCHOOL AND HEAD OF DEPARTMENT ASSESSOR REPORTS
You have the option of making a response to the Head of Department and Dean of School assessor reports if you
need to clarify something or consider you been incorrectly assessed in the reports.
You must not include updates in your response.
You are to submit any responses to the HR Manager by 5pm on the specified date.
APPLICANT-NOMINATED ASSESSORS
In addition to the HOD and Dean of School assessor reports, you must nominate 1 - 3 additional assessors.
Please note:
 Each promotion criterion must be assessed by at least 1 applicant-nominated assessor
 An applicant-nominated assessor can assess 1 or more criteria
 You determine the number of applicant-nominated assessors needed (1 - 3)
 You determine which criterion/a each applicant-nominated assessor is to address
All applicant-nominated assessors are required to email their reports to the HR Manager by the specified date. The HR
Manager will notify you when each applicant-nominated 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 Manager by the 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

Follow up with your assessors to ensure they email their reports to the HR Manager 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 Panel that they have the appropriate expertise/knowledge/experience to provide a useful independent
assessment.
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 co-ordination, supervision,
management or leadership of a team/unit/initiative, service to the School/University) it may be more appropriate 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 Panel.
 Panel members are not permitted to provide applicant-nominated assessor reports for applicants.
2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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UNIVERSITY-NOMINATED ASSESSORS
Applications for level E also require 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. You will
need new University-nominated assessor/s each time you apply for academic promotion.
Where your application addresses the research criterion at the level above, the Dean Research and Development, on
advisement from Department/discipline Heads, 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 Dean Teaching and Learning
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 relevant Dean 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 Dean to ensure they email the University-nominated assessor details to the HR Manager
by the specified date.
You may provide the Deans with the names of no more than 3 external persons whom you feel should not assess your
application. You may wish to speak to the Dean about your areas of interest before you apply, to give them more time
to consider who would the best person to nominate to provide the report/s.
It is the responsibility of the Dean to:

Determine who is best placed to provide an assessment at the national/international professorial level;

Contact the external assessor and gain their agreement to assess the application within the specified
timeframe; and

Return the completed form to the HR Manager by the specified date.
The HR Manager 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.
3. AFTER SUBMISSION
3.1 THE PROCESS
After submission you will need to be available to be contacted by the HR Manager and/or the Office of Research and
Development (ORD). The following steps are undertaken by the HR Manager:
APPLICATION IS CHECKED
The Academic Promotions Unit will check your application to ensure it conforms to the application requirements.
If you have not addressed either Teaching & Learning or Research at the level above, your application does not
proceed any further and you are notified.
2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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Where you do not have a PhD or equivalent qualification, your application form will be checked to confirm you have
the support of both your HOD and Dean of School to proceed in forwarding the application for promotion to the
Committee. Where your application form does not indicate this is the case, your application does not proceed any
further and you are notified.
ASSESSOR REPORTS ARE COLLATED
Assessor reports are collated and incorporated into your application.
INFORMATION IS EXTRACTED FROM SCRIPT
The HR Manager contacts the Office of Research and Development (ORD) to request verified research information for
each applicant.
ORD extracts four years of data from SCRIPT to produce a research report for each applicant that includes:

Four years of RPI data by category for RPI Rounds that have been completed (i.e. finalised awards postappeal)

Research publication list and summary (by category) of VERIFIED publications on SCRIPT.
o

Publications will be included in the report if they can be verified by ORD, 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 to CSM.
o
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.
o
Please note that activity in the SCRIPT Consultancy Module will not be included.
ORD 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;

ORD is notified of the information requiring verification; and

All necessary evidentiary material is supplied to ORD by the closing date for applications.
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 and all evidentiary materials is attached or supplied to
ORD by the closing date for applications.
In addition to the information extracted from SCRIPT, the Panel will consider the additional research and scholarship
information provided in your application.
2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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PANEL MEETINGS
The Panel meets to assess all the applications from across the University.
Please note:
 All deliberations of the Panel are confidential. Panel members are not permitted to discuss any aspects of the
application or the process with the applicant.
 Any lobbying or canvassing of Panel members is to be reported to the Chair of the Panel and will result in the
application being disqualified from the round.
NOTIFICATION OF OUTCOME
Official notification of the outcome will delivered by the PVC followed by a notification letter.
3.2 HOW APPLICATIONS ARE ASSESSED
Applications are sent to Panel members for initial independent assessments against the promotion criteria. Applicants
are then considered by the Panel at the meeting.
Each criterion is assessed either as being met or not being met. Promotion to the next level requires each promotion
criterion you have selected to be met.
In order to decide whether a selection criterion has been met, on-balance judgement will be used. The Panel will
consider claims in relation to:
(i)
Information provided in the application
(ii)
HOD and Dean of School assessor reports (and responses if applicable)
(iii)
Applicant-nominated assessor reports
(iv)
University-nominated assessor reports (if applicable)
(v)
The ORD research report
(vi)
eVALUate reports
Deliberations will be informed by:
(i)
The University’s strategic directions
(ii)
The characteristics and typical performance of the area in which the applicant works
(iii)
Curtin Expectations for Academic Performance; and
(iv)
Data on the Department/School (such as performance in eVALUate and RPI).
Interviews will not normally be held. The Panel has the option, however, of requesting an interview where clarification
is required.
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ASSESSMENTS AGAINST THE EVIDENCE
Major forms of evidence of excellence across all the criteria include:

Assessor reports

Awards

Citations

Commendations

Grants

Peer-assessed commissions

Peer-reviewed publications

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 website.
4. FURTHER INFORMATION ON PROMOTION TO LEVELS C, D AND E
Further information can be gained through:

The website

The staff portal ; and

Contacting the Academic Promotions Unit / HR department at academicpromotions@curtin.edu.my
2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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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
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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 PMPprocess. The growth in performance is recognised and rewarded through salary
increments and 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, line managers and their staff are encouraged to examine the key performance
targets in the University and University plans,the school/department plans, the typical research performance of the
area, and the typical student satisfaction rates as shown through the eVALUate University Aggregated Reports In
recognition of the varying mixes of teaching, research and administrative duties carried out by different academics,
individualised objectives are not necessarily set across all the Expectations. Line managers 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. Line
managers 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.
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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
Types of teaching duties may include:
E
Distinguished scholarship* and contribution in teaching and learning at all levels, nationally or
internationally. Leadership in maintenance of academic standards AND
D
Development of curriculum / programs of study. Significant scholarship * in teaching and learning locally or
nationally AND
C
Course / year / program co-ordination. Scholarship* in teaching and learning AND
B
Undergraduate and postgraduate unit co-ordination. Postgraduate lecturing, tutoring, demonstrating,
clinical supervision, fieldwork and associated activities AND
A
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.
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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 contracted research, 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
Types of research/creative works duties may include:
E
Responsible for research / creative works of a recognised international calibre / a leading authority.
Fostering research / creative work of others AND
D
Responsible for research / creative works of a recognised national calibre AND
C
Supervision of Hons, Masters & PhD research projects AND
B
Conducting research / creative works
A
Conducting research / creative works
See Schedule 1 for the Research Performance Index (RPI) Tables for 2006-2009.
2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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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
Types of duties involving leadership may include:
E
Management/leadership of a large organisational unit, a university wide initiative, policy development,
community affairs, excellence in teaching / research; international recognition, capacity building AND
D
Management/leadership of an organisational unit, a large team, a Faculty (Division) wide initiative;
Mentoring of colleagues AND
C
Management/leadership of a team, a school wide initiative, a course, a year group; Mentoring of students
AND
B
Management/leadership of teaching units, sessional staff AND
A
Development of own teaching / research / professional expertise / creative works
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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
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2011 Round 2 Guidelines for Applicants: Academic Promotion to Levels C, D, E
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