Page 1 of 6 Criteria for Promotion from Lecturer to Senior Lecturer Introduction The grade of Lecturer is the normal career grade, and any case for promotion to Senior Lecturer must be based on quality in terms of achievement and current contribution to the work of the University beyond that expected or required for the fully satisfactory performance of a Lecturer s duties. The Academic Staff Career Pathways document describes the three pathways available to academic staff. There are four criteria for promotion to Senior Lecturer. They are: Promotion Criteria 1. Major contributions to the development and enhancement of teaching/learning in the University and/or in a wider context; 2. Major achievements or a consistently high level of achievement in research; 3. Major achievements in income generation, or major contributions to other engagement activities; normally derived from research and/or teaching activities; 4. Major contributions to the management and leadership of the University at any level - School, Institute, Faculty, or centrally. To be eligible for consideration for promotion, the candidate should demonstrate achievement of a significant proportion of the activities described within the Academic Job Summary Guidance. The promotion criteria 1 to 4 set the standards against which candidates for promotion will be judged. Promotion will be possible based on wholly exceptional performance in one of these areas, but excellence in more than one will constitute a stronger case. Candidates for promotion are not required to achieve excellence in all four criteria. In assessing the achievements and progress of part-time staff, account will be taken of the fact that reduced hours are worked. Documentation Candidates should note that the promotions process is evidence-based, and should be prepared to make available that evidence as part of their submission for promotion. The following documents are also required: 1. A formal statement of the case for promotion, making clear the promotion criteria on which the candidate wishes to be judged, and referring, where appropriate to the objective evidence supporting the claim;
Page 2 of 6 2. An up-to-date CV using the format provided by the Human Resources Section, and including a list of publications, where appropriate; 3. A factual report by the Head of Academic Unit on the activities of the candidate in each area relevant to promotion, including a statement of the opportunity for the involvement of the candidate in each of these areas. The factual report should also include explicit reference to the individual s remit within the Unit, and to the responsibilities allocated to the candidate. This statement must be seen by the candidate and agreed by both parties; 4. A confidential assessment by the Head, which should address the extent to which the candidate meets the promotion criteria. 5. If any candidate so wishes, s/he may send a confidential statement separately to the appropriate Human Resources Manager for consideration by the Promotions Committee. General The primary role of academic staff is to engage in the core activities of teaching and/or research, as described in the Academic Job Summary Guidance. The performance of these duties will constitute the basic case for promotion in the overwhelming number of cases. Relevant evidence will include any impact arising from the candidate s work. However, the University recognises, that as an institution, it relies on the selfless behaviour of all its academic staff, who together should constitute a supportive environment within which individuals can pursue their own academic interests and make their own contribution to the development and dissemination of knowledge. The trade-off for the individual benefiting from the supportive environment and facilities of the Unit and the wider University is the expectation that staff will also contribute to the interests of both, particularly as these are contributory to maintaining the supportive environment from which individuals benefit. There is, therefore, a symbiotic relationship between the individual and the University as a whole, and the University hopes and expects that staff will play their part in the running and development of their Unit, and if appropriate, the University. Where there is a persistent reluctance on the part of individuals to make any contribution to the common good, in spite of every opportunity being offered, then the Promotions Committee are empowered to take this reluctance into account during the promotions process, given that such candidates may be regarded as having exploited the willingness of others. Promotion Criteria in detail The criteria listed below are neither exhaustive nor mutually exclusive; a candidate wishing to be promoted on a single set of criteria (1, 2, 3 or 4) would certainly be expected to fulfil the great majority of the criteria in that set, but promotion on the basis of more than one set of criteria would normally involve fulfilment of some, but not all, criteria from each set. 1. Major contributions to the development and enhancement of teaching/learning in the University and/or in a wider context
Page 3 of 6 [Candidates applying for promotion based on achievements in this area are also advised to read the Guidance for Promotion on the basis of Excellent or Exceptional teaching] a. Evidence of a regular and consistent rating of teaching performance as excellent and/or outstanding. This evidence may include but need not be limited to: i. Feedback from peer review; ii. Feedback from external examiners reports; iii. Feedback from student evaluations; b. Evidence of regular and consistent incorporation of innovation into teaching which has been evaluated and found to be successful, including development and implementation of new programmes, especially involving innovative methodologies and/or content; c. Evidence of successful application for external funding for pedagogic research or for innovation and development of teaching and learning as principal applicant; d. Evidence of successful dissemination and uptake by others of curriculum development/innovation through, for example, conference presentations, workshops, publications, web sites. This could include evidence of collaboration with colleagues in other universities and colleges on joint projects; e. Record of publication of peer-reviewed articles on pedagogic research in the relevant discipline or more widely, and/or editorship of a teaching periodical; f. Evidence of national standing in this area, such as award of prizes, involvement at senior level in the subject Learning and Teaching Support Network, professional body, or other national group focused on the development of teaching/student learning; g. Evidence of contribution to professional development programmes designed to improve teaching/learning, develop skills, raise awareness of pedagogic issues, etc. or a track record of successful support given to others seeking to develop their teaching or the learning experience of their students; h. Evidence of the regular production and publication of high quality materials (which may include materials developed for e-learning courses) and/or textbooks to support and develop students learning; i. Evidence of the provision of an exceptional standard of academic support and pastoral care for students/tutees; j. Evidence of successful learning and high quality work by students as demonstrated by external examiners reports, prize adjudication, etc.;
Page 4 of 6 k. Evidence of high and timely completion rates by research students; l. Acting as an external examiner in another institution, or as a member of an examining or accrediting panel for a professional institute, or membership of a Quality Assurance Agency assessment/audit panel; 2. Major achievements or a consistently high level of achievement in research and innovation (must include evidence of national/international standing and recognition) a. Evidence of having national and/or international standing and recognition in a discipline or field of study, as demonstrated through an appropriate selection of the following: i. Completion of at least one sole authored major book or its equivalent as sole authored chapters in edited books; ii. Continuing publication of sole or jointly authored articles or papers in well-regarded refereed journals over a period of at least five years, together comprising a substantial corpus; iii. Completion of a sole edited book contributing new knowledge to a given field and reflecting original research; iv. Substantial contributions to multi-authored books (with the relative contributions identified); v. Completion of one or more major research reports as the outcomes of funded research projects or funded consultancies; vi. Successful filing of one or more patents arising from the research that has been carried out; vii. Regular invitations to conferences and seminars to present research papers; viii. Membership of an editorial board or being the editor of a substantial journal; ix. Regular involvement as a referee for national and/or international journals; x. Regular involvement in refereeing research proposals at national and/or international level; xi. Other appropriate output indicators; b. Evidence of the successful recruitment of research students, of the supervision of such students, and of the successful submission of completed theses;
Page 5 of 6 c. Evidence of successful application for outside research funding for research projects and other innovatory work as principal applicant; d. Evidence of success in the management and long-term support of a significant research group through acquisition of funding from a variety of external sources; e. Evidence of collaborative research work with academics within this University and elsewhere; f. Evidence of standing at national or international level in the candidate s discipline through election to national or international societies, service on Government advisory bodies, involvement at a senior level in one or more professional bodies, receipt of academic honours such as prizes etc.; g. Evidence of strong interactions with the local, regional and/or national industrial/commercial sectors over an extended period through regionally and nationally funded schemes, with clear and defined benefits; 3. Major contribution to income generation or other aspects of engagement activities (this will be derived from the candidate s teaching and/or research activities); a. Responsibility at School, Institute, Faculty or University level for successful and sustained development of a major stream of income from short course, full-fee or other teaching-related activities, or substantial income from public/private sector sources that results in enhanced facilities or infrastructure for the University; b. Responsibility for successfully developing and sustaining a major area of consultancy work for the School, Faculty or University, generating a substantial level of income; c. Responsibility for successful exploitation of Intellectual Property Rights which has resulted in a substantial income stream for the University from patents, licenses, etc.; d. Responsibility for managing the successful establishment of a new University company; e. Having a major influence on the development or application of public or professional policy or practice; f. Making a major contribution to intellectual, cultural, social or economic life at regional, national or international level, with significant benefits to the University; g. Developing and maintaining innovative or creative relationships with external agencies bringing a significant benefit to the University; h. Service with outside bodies/businesses at an international, national or regional level with evidence of a significant benefit to the University (profile raising, research and consultancy contracts, dissemination of
Page 6 of 6 research findings, Continuing Professional Development, relationships with schools and colleges which assist student recruitment etc.). 4. Major and successful contributions to management and leadership (normally related to the candidate s teaching and/or research activities) a. Evidence of high quality creative and innovative organisational, leadership or management skills which have contributed substantially to the Academic Unit and, where there has been opportunity, to the Faculty and the University. Such roles might include Chair of the Board of Studies for a major programme, substantial roles at a Faculty level, membership of senior University committees; and/or responsibility for a substantial laboratory or other facility; b. Evidence of the main responsibility for the design, development, implementation and administration of successful new courses, particularly those offering innovative teaching methodologies and content; c. Evidence of major responsibility for the handling of Funding Council and other requirements, such as Institutional Audit and the Research Assessment Exercise, and of related requirements, such as Professional Accreditation. Approved by Senate 9/7/02/Approved by Council 8/7/02/Textual amends 9/09/Textual amends 08/11 and 08/12