Academic Promotions Policy - Professor

1. Intent of Policy

To enable the University to recognise and reward academic staff who have attained exceptional achievement by providing access to promotion to the level of Professor.

2. Scope of Policy

Full time and fractional Academic (Teaching and Research) Staff.

3. Key Objectives

To recognise, reward and retain Academic Staff who have attained exceptional achievement.

4. Definitions and Acronyms

• Assessors - persons appointed by the Committee with recognised expertise in the candidate's discipline, who are willing to comment on an informed basis on his or her work.

• Leadership – demonstrated performance in guiding, supporting and facilitating the research of individual staff, honours and postgraduate students and, where appropriate, research teams and/or centres at appropriate levels up to and including international standing; demonstrated performance in guiding, supporting and facilitating staff in developing and delivering teaching programs of recognised excellence; and demonstrated performance in contributing substantially to University governance and collegiality at School, Faculty and University levels.

• Professional Consultancy Activities – contributions outside the teaching role, which demonstrate the ability either to enrich knowledge and skills or to apply knowledge and skills in a particular situation. The Committee will rate most highly consultancy activities which demonstrate intellectual merit comparable to that involved in research. Evidence of achievement in Professional Consultancy Activities would normally include productive consultancies with outside groups, resulting in practical outcomes and attracting remuneration to the University, acceptance by the profession of resources or techniques developed, and/or major performances or exhibitions where appropriate. Only consultancies undertaken through the University will be considered.

• Referees - persons nominated by the applicant who are willing to comment on an informed basis on his or her work.

• Research – the pursuit of original knowledge and creativity. Evidence of achievement in Research would normally include possession of a higher degree, or satisfactory progress towards a higher degree, and/or publications of original contributions to knowledge in journals and/or books and/or refereed conference papers, published innovations in clinical practice or creative and/or artistic works including exhibitions, performances, compositions and recordings of recognised international standard.

• Scholarship – the possession of an extensive and profound knowledge of an academic discipline. Evidence of achievement in Scholarship would normally include literature citations; review articles in books or journals of recognised international standing; invitations to address scholarly meetings and conferences; services as an editor or referee to scholarly journals or books; and/or professional awards and fellowships.

• Service – administrative or representative responsibilities in, or on behalf of, the University. Evidence of achievement in Service would normally include: delegated administrative or planning work successfully undertaken in the relevant University school or unit; administrative or representative responsibilities discharged elsewhere in the University including participation in University governance; leadership or participation in academic or professional organisations including relevant contributions to the wider community; and/or public representations on behalf of the University in an official or professional capacity.

• Staff Member – a member of the permanent academic staff OR a member of the academic staff appointed on a fixed term basis.

• Teaching – the scholarly activity which draws on professional and disciplinary expertise, including any clinical experience to enhance the opportunities for students to learn and develop academically, particularly in their chosen University degree programs. Evidence of achievement in Teaching must be submitted. This must include student evaluations (JCET, SFT or equivalent) and either peer or supervisor evaluations or both peer and supervisor evaluations. The evidence should show the quality and scope of undergraduate and postgraduate subject responsibilities, research training and supervision, contributions to curriculum development and/or review, and innovations in teaching and/or assessment (including clinical instruction). The application must cover the key areas of: teaching philosophy and method, experience in teaching and a summary of student evaluations and peer reviews. This should be covered with no more than one page on each. Details of JCET, SFT or other appropriate teaching evaluations may be appended.

5. Policy Provisions

5.1 General

Promotion shall be on the basis of merit. Ability and achievement are the principal factors, with primary consideration given to performance since appointment (or promotion, as appropriate) to the designation currently held at the University.

The minimum requirement for promotion shall be that the candidate meets the skill base recognised for the academic level concerned in accordance with the Academic Position Classification Standards. Candidates will be required to demonstrate merit in a competitive process. In exceptional cases following discussion between the Vice-Chancellor and the Executive of the Academic Staff Association, promotional opportunities may be restricted to take account of abnormal circumstances within the University.

When assessing candidates for promotion, the Promotions Committee hereinafter referred to, as the Committee shall have regard to the following:

1. formal qualifications or progress toward such qualifications;

2. achievement in research and/or scholarship and/or professional consultancy activities;

3. experience and achievement in teaching and/or curriculum development;

4. contribution to University planning and/or governance; and

5. service to the University, to the relevant profession and/or academic discipline and/or relevant contributions to the wider community.

Candidates are advised that applications need to be appropriately balanced and that outstanding performance in one area will not normally compensate for performance which does not meet the criteria in other areas. Candidates may identify whether they wish the Committee to assess them as a teacher scholar, research scholar or practitioner scholar. “Teacher” scholars will have a role that mainly involves teaching and learning activities, curriculum development and some graduate supervision and research in their discipline. “Research” scholars have a role that mainly involves research and graduate supervision as well as standard teaching and learning and curriculum related duties. “Practitioner” scholars have a role that utilizes contemporary clinical/professional knowledge and skills in teaching and learning, research and graduate supervision that demonstrates Best Practice in the field.

The Chair of the Committee may defer consideration of an application in appropriate circumstances.

5.2 Eligibility for Promotion

Only in exceptional circumstances, of which the Chair of the Promotions Committee shall be the sole judge, may staff apply for academic promotion without a minimum of two years of service to the University as an academic, and two years of service at their current academic level. The date for determining this minimum period shall be the closing date for application for academic promotion in the year in which application is intended.

Staff whose application for promotion is unsuccessful in two consecutive years will not be eligible to reapply for a period of two years unless there has been a substantial change in the basis for the original application as adjudged by the Chair of the Committee.

5.3 Promotion to Professor

Promotion to Professor is reserved for academic staff of exceptional achievement.

There are two pathways for advancement to the grade of Professor:

• a Promotional Chair based on outstanding achievement and leadership across a broad spectrum of academic activities; and
a Personal Chair which is based on exceptional distinction at an international level in research, research leadership and scholarship.

A person who applies unsuccessfully for promotion to Level E is not eligible in that round for promotion to a level above that held at the time of application. It is normally expected that applicants for promotion to Professor will currently hold an appointment at Academic Level D. Successful candidates for a Promotional Chair will be expected to meet the standards for established Chair level appointments. They will be expected to fulfill the normal responsibilities associated with appointment to an established Chair, and will be expected to serve as Head of School or to make an equivalent contribution to leadership in the University for a term or terms if so requested.

A Promotional Chair requires:

1. Outstanding performance in Leadership; and

2. Outstanding performance in three of the following areas, with superior performance in the fourth area:
   • Research and/or Professional Consultancy activities and/or Clinical Activities eg Innovative Clinical Practice
   • Teaching
   • Scholarship
   • Service

   A Personal Chair requires:

3. Outstanding Performance at an international standard of the highest order of recognition:
• Research
• Research Leadership
• Scholarship; and
4. Superior performance in Teaching and Service.

5.4 Promotion of Fixed Term Appointees

A member of the academic staff appointed on a fixed term basis who is promoted in accordance with the provisions of this policy shall not be entitled thereby to any extension of the existing appointment.

6. Procedure

6.1 Calling of Applications

Applications are called for once each year.

6.2 Method of Application

Applications for promotion shall be made on the appropriate prescribed form and forwarded to the Human Resources Office by the closing date for applications. The forms are:

• Form 121E Promotion to Professor - Promotional Chair
• Form 121F Promotion to Professor - Personal Chair

At the same time, a copy of the application shall also be forwarded to the Head of School by the applicant, together with a Form 121G. The Head of School shall discuss the application with the candidate, complete Form 121G and forward it through the appropriate Executive Dean to the Human Resources Office by the prescribed date.

Written submissions from the appropriate Pro-Vice-Chancellor and the appropriate Head of School are required by the Committee in respect of each application for promotion (Form 121G). The Head of School's submission must be discussed with the applicant before submission. The submission is discoverable by the applicant under the Freedom of Information Act 1992 (Queensland). These submissions must be seen and signed by the applicant.

Candidates are strongly encouraged to seek advice from their Head of School/Discipline and/or Pro-Vice-Chancellor and/or from current or previous members of the Promotions Committee prior to submitting an application for promotion.

6.3 Promotions Committee (Academic) - Composition and Appointment

• Chair - Nominee of the Vice-Chancellor (Non Voting Chair).
• Ex officio - Chair of the Academic Board.
• Members - Eight professorial members of the permanent academic staff with appropriate Faculty and Campus representation appointed by the Vice- Chancellor after consultation with the Chair of the Academic Board.

The Committee shall include an extra member elected by and from Council, who shall be neither a member of staff nor a student of the University. Additionally, an appropriate external assessor may be invited to join the Committee to consider particular applications where specialised expertise is required.

Staff currently serving in the role of Head of School/College are ineligible to serve on the Committee.

The Committee shall not be composed entirely of members of the same sex, and where possible, will not be drawn entirely from the same campus.

Members of the Committee (including a member elected by Council) will normally serve for a period of three years with casual vacancies being filled as they occur in accordance with the above procedure.

6.4 Consideration by Promotion Committee

The Promotions Committee (Academic) hereinafter referred to as "the Committee" considers all applications for promotion.

The Committee will normally interview the Head of School in respect to each application for promotion.

The Committee will normally interview each applicant for promotion. Candidates who are not available to be interviewed in person may elect to be interviewed by video/teleconference or waive the option to be interviewed.

At the request of the applicant, the Committee may in exceptional circumstances interview an additional staff member as well.

6.5 Referees and Assessors

Persons employed by the university are not eligible to serve as referees or assessors. The Committee may appoint an additional internal assessor to provide an institutional perspective.

Testimonials other than the formal references referred to below will not be considered by the Committee and should not be included in the application:

1. Promotional Chair

   The Committee shall seek confidential reports from three referees. At least two of these referees shall normally be full professors in other Australian universities and at least one shall be pre-eminent in the applicant's field of research and/or professional consultancy. The applicant shall supply the names and contact details of three suitable referees to the Committee. The applicant may suggest alternative referees for consideration in cases where there are

   • not two full professors in other Australian universities sufficiently expert in the applicant's field; and
   • research or professional consultancy is nominated as outstanding under clause 5.3.b of the Criteria for Promotion.

   The appropriate Executive Dean shall supply the name and contact details of a suitable assessor. The Committee will appoint a further two assessors and may also appoint an internal assessor to provide an institutional perspective. Applicants may advise the name of one potential assessor they do not wish to have nominated by other parties.

2. Personal Chair

   Candidates for promotion to a Personal Chair are not required to provide the names of referees. The Committee will appoint a panel of six assessors, each of whom is considered by the Committee to be of international standing in the candidate's academic discipline. Normally at least two assessors shall hold, or have held, professorial appointments in Australian universities. Applicants may advise the name of one potential assessor they do not wish to have nominated by other parties.

6.6 Publications

Candidates will be expected to have registered their publications on the Higher Education Research Data Collection (HERDC) and whenever possible to publish in accordance with DEST criteria. Details relating to HERDC and DEST criteria may be found at Research Publication Collection and What is Research? web sites.

Candidates are required to provide copies of three publications which they consider to be their most significant since appointment or promotion to their current position at James Cook University. Copies of other publications or documents cited are to be available if requested. Applicants are reminded that if they believe there is other evidence which supports the application, such evidence may be included for consideration by the Committee.

6.7 Date of Effect of Promotion

All promotions take effect from 1 January of the following year.

6.8 Reports

The report of the Committee will be forwarded to the Vice-Chancellor and will include a comprehensive list of recommendations for consideration and approval.

Academic Policy Advisory Committee, Academic Board and Council will be provided with names of successful applicants only and the success rate of applications.

The Committee will report to the Academic Board, via the Academic Policy Advisory Committee, on any issues it believes are appropriate.

6.9 General

In those cases where there is an Acting Head of School, and it is appropriate, the opinion of the Head of School will be sought by the Committee in respect of the application for promotion.

Normally the applicant will be interviewed by the Committee after the Head of School is interviewed.

Applicants should distinguish clearly between achievements since appointment or promotion at James Cook University and achievements prior to that date. In assessing an application consideration will be given to career achievements both before and after joining James Cook University.

Candidates should quantify their individual contribution to any joint publications, joint teaching, research supervision and/or research projects/consultancies.

While applicants for promotion to the level of promotional Chair or Personal Chair should consider most carefully the relevant procedures and criteria before deciding on the category they wish to designate, this shall not preclude the Committee from recommending the candidate for promotion to another category where deemed appropriate.

While serving on the Committee a member may not apply for promotion.

None of the foregoing provisions shall preclude the Committee from recommending for promotion, by a unanimous vote, a candidate who is outstanding in one or more respects but does not precisely fit the above criteria.

 

Approving Authority	Council
Contact	Director, Human Resources
Performance Indicator(s):	Number of Successful Applications
Approval / Revision Date	03 /03 / 2006