Academic Promotion Round 2012

1. Academic Promotion Round2012 Mandy Thomas

2. OVERVIEW • What is the promotion procedure? • Changes for 2012 • The role of the Supervisor. • How does the Performance Management framework influence the Promotion process? • Developing the case for Promotion. • How is the case for Promotion assessed? • Questions

3. The promotion process • Assess academic staff for their sustained excellence in research/creative activity, education and policy and service to evaluate their eligibility for promotion • Potential outcome of a performance review in which the staff member has been assessed as demonstrating performance warranting reward.

4. Changes for 2012 Round • Three areas of output amended to research/creative activity, education and policy and service in order to align to the strategic plan in which contribution to public policy and engagement with government is a key priority. • Introduction of a 20 page limitation on supporting material accompanying the application. • Number of referee reports amended from the current 6 for Levels C and D (no referees currently required for Level B) and 10 for Level E to: Level B – 3 referees (min 2 required) Level C – 5 referees (min 3 required) Level D – 6 referees (min 4 required) Level E1 – 7 referees (min 5 required) • Amended references to the former Supporting our Staff program to the Career and Performance Development Process.

5. Who initiates the process? • Supervisors initiate cases for promotion, which are then decided by: • College Head or Local Promotion Committee (LPC) for Level B • Local Promotion Committee (LPC) for Levels C – D • University Promotion Committee (UPC) for Level E1. • Provisions exist for self-initiated cases. The supervisor still prepares, but cannot “rebut,” the candidate’s case.

6. Role of applicants • Participate in Career and Performance Development Process & contribute to preparation of biennial Statements of Expectations. • Participate in the review of performance against the Statement of Expectations. • Prepare the relevant parts of the case for Promotion. • Attend an interview, if required (mandatory for Level E1).

7. Role of supervisors • Prepare biennial Statements of Expectations in line with Career and Performance Development Process. • Review staff member performance against the Statement of Expectations. • Initiate and prepare the “case for promotion” with assistance from the applicant where performance warrants promotion. • Nominate referees for the applicant.

8. An application includes: • Case prepared by the supervisor (2xA4). • Statements of contributions (3xA4). • Statement of potential as a Professor (Promotion to E1 only, 1xA4). • Advice about issues that may have impacted on opportunity.

9. Supporting documentation: • Past and current Statement of Expectations. • A list of the 6 most significant works to evidence the research contribution. • Evidence to support evaluation of education contribution. • Evidence to support evaluation of policy and service contribution. • 20 page limitation applies to supporting documentation for evidence of education and policy and service contribution. • Current CV.

10. Research/creative activity evidence • Six “best” or “most significant” publications or creative works. • Evidence of research excellence: • Outlet quality and citation statistics • Grants (numbers and amounts) • Awards & measures of esteem • Invitations to present work or keynotes • Research leadership and support roles • Commercialisation & Innovation.

11. Education evidence Evidence to support education case: • Best examples of coursework teaching: • Undergraduate coursework. • Graduate coursework. • Evidence from evaluation (SELTS or peer review) & resulting reflection/actions. • Publications, editorships, referee, etc relating to teaching & learning. • Grants, awards, presentations, keynotes….

12. Education evidence • Curriculum development. • Educational design and delivery. • Leadership and influence. • HDR Supervision: • Numbers and outcomes (completions, careers). • Evidence of attention to quality. • Examiners’ reports about work.

13. Policy and Service evidence Two elements • Service to the university • Successful leadership in academic activity. • Contributions to University planning, policy, campus community. • Service to the wider community • Contributions to the development of public policy. • Supporting social, cultural or economic advancement. • Public outreach.

14. Referees • Nominated by the supervisor. • International-level experts who are qualified to inform the committee about aspects of research, teaching, or policy and service. • Level B – 3 referees (min 2 required) Level C – 5 referees (min 3 required) Level D – 6 referees (min 4 required) Level E1 – 7 referees (min 5 required) • Number balance should reflect balance of case. • Referee gets all (relevant) parts of application. • The staff member may nominate two referees they do not wish to be contacted. • Avoid nominating research collaborators. ANU staff can report on education and service.

15. Promotion committees • Grouped by College • ANU-wide committee for promotion to Level E1 • Assess the quality of contribution and consider the referees reports. • Judgement based on: • The case made by the staff member and supervisor. • Referee reports. • Interviews.

16. Critical dates • Applications close 31 July 2012 • Outcomes advised: • Second week of November (Levels B, C, D) • Second week of December (Level E1) • Promotions Effective 3 January 2013

17. 2011 Round Statistics

18. Contact details • Local Promotion Committee Secretary (via your local area) • Human Resources Division Promotion Team AcademicPromotions@anu.edu.au • Academic Promotion Web Site http://hr.anu.edu.au/career/academic-promotions