Academic Promotions review

An internal review of Academic Promotions has been initiated by the Deputy Vice-Chancellor (Academic) to determine the optimal processes for rewarding and recognising academic staff in alignment to key University strategies and frameworks.

The review aims to consider the administrative processes and procedures associated with Academic Promotions to ensure we deliver an appropriately streamlined process with an increased focus on outcomes and the impact of academic staff achievements within their area of expertise.

The following areas of the Academic Promotions process are under review:

  1. Policy
    • Alignment to PRD, PEF and the University’s Leadership Framework;
  2. Procedure
    • Application process, including forms and templates;
    • Committee procedures;
    • Head of School report;
    • Independent Assessors;
  3. Service and engagement
    • Establishing an equitable measure and clear definition

A number of changes have been proposed following feedback received from Committee members of the 2018 Academic Promotions round, further recommendations from the 2014 external review and benchmarking results with other universities including; UNSW, Macquarie University, Monash University and the University of Wollongong.

You can provide your feedback on the proposed changes here.

The review is anticipated to take three months to allow sufficient time for staff to provide submissions, the submissions to be considered and the recommendations finalised and implemented in time for the 2019 Academic Promotions round.

Academic staff are encouraged to make comment on the draft procedure no later than close of business, Friday, 8th March 2019. All submissions will be treated in confidence.

For more information or questions relating to this review can be directed to Rochelle Feenan on 4921 6548 or email academicpromotions@newcastle.edu.au

Q&A

An internal review of the process has been initiated by the DVC(A) to determine the optimal processes for rewarding and recognising academic staff in alignment to key University strategies and frameworks.

The review aims to consider the administrative and procedures associated with Academic Promotions to ensure we deliver an appropriately streamlined process with an increased focus on outcomes and the impact of academic staff achievements within their area of expertise.

HoS assessment report is being reviewed and updated to re-align its purpose and to integrate appropriately with PRD processes. The HoS report would become independent of the application form and is not visible to the candidate. This HoS assessment requires Faculty Pro Vice-Chancellor (PVC) sign off and becomes an independent assessment for all promotion levels.

External Independent assessments are only a requirement for promotion to Level D and Level E.  The HOS report will account for one of the independent assessments for Level D and Level E with at least two of the remaining three assessors to be external to the University and of demonstrated international standing.  There is no requirement for an external assessment for promotion to Level B and Level C.

The definition of ‘Service and Engagement’ be amended to ‘a candidate actively contributing to the governance, capacity building and development of positive and inclusive cultures within the University of Newcastle, through citizenship behaviours and formal leadership roles. It also includes contributions made externally such as to business, government, professional and community organisations to the mutual benefit of all parties.’

This will provide an opportunity for candidates to demonstrate their academic standing and sustained achievement, and discuss elements of their application with the Committee in person.  The interviews are also an opportunity for university senior academic leaders to get to know applicants being considered for Level E status.

By holding the Faculty Promotion Committee meetings outside of the candidate’s faculty will provide an independent environment and help to maintain confidentiality.

As a Faculty PVC from a different faculty, the Chair will provide an appropriate level of independence and an assurance of equity between faculties.

The Deputy Vice-Chancellor (Academic) and the Director, People and Workforce Strategy will implement the final changes.

The changes will be implemented prior to the 2019 round of Academic Promotions.

The review aims to ensure we deliver an appropriately streamlined process with an increased focus on outcomes and the impact of academic staff achievements. There will be a new application form for Academic staff who wish to apply for Promotion in 2019.

There is no impact to professional staff.

A number of changes have been proposed following feedback received from Committee members of the 2018 Academic Promotions round, further recommendations from the 2014 external review and benchmarking results with other universities including; UNSW, Macquarie University, Monash University and the University of Wollongong.

Yes, an email will be sent to all Academic Staff seeking feedback on the proposal.

There will be consultation with the Academic Staff Consultative Committee (ASCC) and Academic Senate.

Academic staff are encouraged to comment on the draft procedure no later than close of business, Friday, 1st March 2019. All submissions will be treated in confidence.