NEW PROMOTIONS POLICY & PROCEDURES Academic Board Meeting 13 th May, 2009
Why? Strategic Plan 2008-11 • develop a transparent system for the recognition, reward and promotion of staff who excel in curriculum development and teaching • identify, develop and reward high performing staff • review and, where appropriate restructure all academic, administrative and committee structures
How has this review been done? • Working party covering full range of faculty interests • Sub-groups looking at issues such as criteria for clinical or professional excellence • Review of policy and procedures at highest performing universities • Proposed model and revised procedures brought to Academic Board November 2008 before full development
Requirements of a new approach • Clear and consistent framework for career development; consistency between levels • Clarity about what constitutes evidence of excellence in teaching, service and leadership • Greater recognition of excellent performance in university service and leadership work • More efficient and effective procedures to make it easier for staff to make successful applications
Major Changes to Policy • 4 areas of activity rather than 3 to be recognised • Requirement for all applications to provide evidence of excellence in teaching and/or research, and threshold contributions in other areas • Focus on externally peer-reviewed outputs and independent evidence of quality and impact • Clear standards of evidence for claims of excellence in teaching
Major Changes to Policy – (cont) • Abolition of weightings • Focus on the overall case, relative to opportunity, to allocated workloads and to specific contracts
Major Changes to Procedures • One central committee, meeting monthly • Applications at any time • Development of an evidence matrix to provide assistance in developing a case for promotion, with Level specific examples under each area of activity
Major Changes to Procedures – (Cont) • Request for three different types of evidence: – externally peer-reviewed or independent measures of quality and impact – appropriate professional development and preparation – references and other forms of feedback from stakeholders • Clarity about responsibility for feedback
Next Steps • Q and A information sessions on Bundoora and Bendigo campuses • Development of streamlined application forms and processes • Investment in on-line process
Next Steps – (cont) • Establishment and induction of University Promotions Committee • Call for applications July 2009, first meeting September 2009 • Integration of new policy with review of PEDS, and probation policy and procedures
Widespread happiness and joy………… RESULT?
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