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Academic Promotions Policy

Intent

To provide the policy framework that enables the University to recognise and reward employees who have demonstrated and sustained achievement across the three key elements of academic endeavour:

Teaching and Learning;
Research and Scholarship (and as appropriate Professional Consultancy activities and/or Clinical Activities e.g. Innovative Clinical Practice); and
Service and Community Engagement.

Scope

This policy applies to all academic employees who are covered by the James Cook University Enterprise Agreement 2010 (the Agreement).It does not apply to casual academic employees and short-term academic visitors.

Definitions

Assessor refers to a person appointed by the Committee with recognised expertise in the applicant's discipline, who is willing to comment on an informed basis on the applicant’s work.

Leadership can be defined as demonstrated performance in guiding, supporting and facilitating the research of individual employees, 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 employees 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 can be defined as contributions outside the teaching role that demonstrate the applicant’s ability to either 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.

Referee refers to a person nominated by the applicant who is willing to comment on an informed basis on the applicant’s work.

Research and Scholarship refers to expertise in a discipline derived from the scholarly pursuit of original knowledge and creativity.Evidence of achievement in Research and Scholarship would normally include many or all of the following: possession of, or satisfactory progress towards a higher degree, presentations to academic and professional conferences, publications of original contributions to knowledge in journals, books and refereed conference papers, published innovations in clinical practice, creative and artistic works including exhibitions, performances, compositions and recordings of recognised international standard.Evidence of the impact of Research and Scholarship would normally include many or all of the following: 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; professional awards and fellowships.

Service and Community Engagement refers to contributions to, or on behalf of, the University which have positively enhanced the University’s profile and are aligned with the University’s strategic intent.Evidence of achievement in Service and Community Engagement would normally include: contributions to leadership, management, committee or planning work successfully undertaken for the University, faculty or school/unit; participation in University governance; leadership or participation in academic or professional organisations including relevant contributions to government agencies, NGO’s, public intellectual discussion and the general community in an official or professional capacity.

Academic employee is defined as an employee with the classification of academic as described in the Enterprise Agreement, who is appointed to JCU on an ongoing or fixed term basis.

Teaching and Learning refers 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 Teaching quality and impact must be submitted and include student evaluations (SFS, SFT or equivalent) and peer or supervisor evaluations.The complete body of evidence presented should demonstrate the quality and scope of undergraduate and postgraduate subject responsibilities (including subject coordination), research training and supervision, contributions to curriculum development and/or review, and innovations in teaching and/or assessment (including clinical instruction.

Policy and Procedures

1.Merit

Promotion shall be on the basis of merit and consistent with equal employment opportunity principles.Achievements will be considered in the context of the applicant’s career path, relevant personal circumstances and opportunities which have been available.

While due consideration will be given to the applicant’s whole career (particularly in the case of applications for promotion to Professor) in assessing an application for promotion the Committee shall give primary consideration to the applicant’s achievements since being offered appointment (or promotion, as appropriate) to the designation currently held at the University.

The applicant must, as a minimum requirement demonstrate they meet the skill base for the academic level for which they are applying, in accordance with the Academic Position Classification Standards as published in the Agreement. The applicant is also expected to clearly demonstrate their overall capacity exceeds the requirements of their current level.

When assessing applicants for promotion, the Promotions Committee (the Committee), shall have regard to the following:

Formal qualifications or progress toward such qualifications;
Achievement in research and scholarship and/or professional consultancy activities;
Experience and achievement in teaching and learning and/or curriculum development;
Contribution to University planning and/or governance; and
Service to the University, to the relevant profession and/or academic discipline and/or relevant contributions to and engagement with the wider community.

In certain circumstances, the Committee may consider additional information, where submitted by the applicant, presenting relevant personal circumstances that may have impacted on this application, including:

the faction at which the applicant is employed;
periods of absence from the workforce; and/or
personal circumstances and attributes impacting the ability of the staff member’s capacity to work uninterrupted and/or full time.

Anti-Discrimination and Equal Employment Opportunity considerations, including related state and federal legislation, of factors such as an attribute (as identified in Section 7 of the Anti-Discrimination Act 1991 (QLD) that prohibits the applicant from satisfying the promotional criteria of the Academic Promotions Policy.

In these circumstances, the University is committed to making adjustments to the Academic Promotions Policy provided the adjustments are consistent with the objectives of the Academic Promotions Policy and are reasonable in all circumstance.

In addition to individual performance the Promotions Committee will also consider the applicant’s demonstrated ability to work cooperatively in a team environment.

The University values equally each of the three key and mutually supportive elements of academic endeavour; Teaching and Learning, Research and Scholarship (including as appropriate professional consultancy activities and/or clinical activities e.g. innovative clinical practice) and Service and Community Engagement.

It is also recognised that the mix and focus of academic activities will vary between disciplines and according to individual strengths and opportunities.In preparing the case for promotion applicants are expected to present a balanced and evidence based case demonstrating achievement relative to opportunity across all three key elements.

Applicants may include a statement of relevant personal circumstances in support of their application. Outstanding performance in one area will not normally compensate for performance which does not meet the criteria in other areas.

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

2.Eligibility

Applicants should have a minimum of two years service at JCU at their current academic level to be eligible to apply for Academic Promotion.

The Chair of the committee may approve an academic employee to apply for promotion without a minimum of two years of service to the University.Application for such consideration must be made and granted prior to the closing date for application for academic promotion in the year in which application is intended.

Where an applicant’s application for promotion is unsuccessful on two consecutive years, they will be ineligible to apply in the following year unless approved by the Chair of the Committee.The applicant will be required to demonstrate a substantial change in skill level and performance to be considered.

3.Confidentiality

Only employees directly involved in the promotions process, and employees of the Human Resources Directorate may have access to any documents associated with the promotions process.These employees must maintain complete confidentiality at all times.All information, other than procedural information, associated with the committee process will remain confidential to the promotion committees.

4.Conflict of Interest

All members of the promotions committees must identify a conflict or potential conflict of interest to the chair of the promotion committee who will then consider whether the circumstances are likely to influence the promotion outcome and determine appropriate action.

5.Promotion within a Salary Scale

Promotion within a salary scale will not be considered as part of the promotions process.

6.Promotion Criteria

6.1 Promotion to Lecturer

Promotion to Lecturer recognises proven academic ability (including the ability to supervise higher degree students) and requires evidence of sustained achievement in all three key elements of:

Research & Scholarship (and as appropriate professional consultancy activities and/or clinical activities e.g. innovative clinical practice);
Teaching and Learning;
Service and Community Engagement;

with a minimum superior performance in one key element and satisfactory performance in the other two elements.

6.2 Promotion to Senior Lecturer

Promotion to Senior Lecturer ecognizes substantial academic ability and achievement requiring evidence of sustained achievement in all three key elements of:

Research & Scholarship (and as appropriate professional consultancy activities and/or clinical activities e.g. innovative clinical practice);
Teaching and Learning;
Service and Community Engagement;

with a minimum superior performance in two of the elements and satisfactory performance in the other element;

sustained outstanding performance in one element and satisfactory performance in the other two elements.

6.3 Promotion to Associate Professor

Promotion to Associate Professor is recognition of distinguished academic achievement and leadership requiring evidence of sustained achievement in all three key elements of:

Research & Scholarship (and as appropriate professional consultancy activities and/or clinical activities e.g. innovative clinical practice);
Teaching and Learning;
Service and Community Engagement;

with a minimum outstanding performance and leadership in two elements andsatisfactory performance in the other element;

sustained outstanding performance and leadership at an international standard of recognition in one element and satisfactory performance in the other two.

6.4 Promotion to Professor

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

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

Promotional Chair based on sustained outstanding achievement and leadership across a broad spectrum of academic activities;

Personal Chair based on sustained exceptional distinction and leadership at an international level in one of Research and Scholarship, Teaching and Learning or Service and Community Engagement.

It is expected that applicants for promotion to Professor will currently hold an appointment at Academic Level D.Successful applicants for a Promotional Chair are expected to meet the standards for established Chair level appointments.They are expected to fulfill the normal responsibilities associated with appointment to an established Chair including accepting leadership roles when requested.

A Promotional Chair requires sustained outstanding performance and leadership, across all three key elements of:

Teaching & Learning,
Research & Scholarship (and as appropriate professional consultancy activities and/or clinical activities e.g. innovative clinical practice);
Service and Community Engagement.

A Personal Chair requires sustained outstanding performance and leadership at an international standard of the highest order of recognition in either:

Research and Scholarship

Teaching and Learning

Service and Community Engagement

with superior performance in the other two elements.

7.Promotion of Fixed Term Employees

The promotion in accordance with the provisions of this policy, of fixed term employees, does not extend the term of the existing appointment.

8.Date of effect

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

9.Appeals

An appeal will only be considered on the basis of process ie the Academic Promotions Committee failed to comply with the procedures prescribed in the academic promotions policy, and the failure to comply amounted to a serious defect in the assessment of merit.

An applicant, who is unsuccessful in their application for promotion, may within 21 days from the date of notification that their application for promotion was unsuccessful, seek review by a review committee.They must submit a written request outlining the reasons for appeal and any relevant supporting documentation to the Director, Human Resources Management.

10. Delegation for approval

The Academic Promotions Committee shall make recommendations to the Vice-Chancellor, who has delegated authority to approve academic promotions.

Policy sponsor:	Director, Human Resources Management
Approval authority:	Remuneration and Human Resources Committee
Version no:	11-01
Date for next review:	05/09/2017

Version no.	Approval date	Implementation date	Details
11-01	05/09/2011	05/09/2011	This policy replaces “Academic Promotions -Performance Indicator Checklist”, “Academic Promotions - Appeal Procedure”, “Academic Promotions - Performance Assessment Guidelines”, “Academic Promotions - Roles and Responsibilities of Head of School” “Academic Promotions Policy (Lecturer, Senior Lecturer, Associate Professor, Professor)” and “Academic Promotions Policy – Professor”.
09-01	14/07/2009	14/07/2009	This policy replaces “Academics Promotions Policy – Professor” and "Academics Promotions Policy - Lecturer, Senior Lecturer, Associate Professor/Reader"