promotion procedures for academic staff

Transcription

PROMOTION PROCEDURES FOR ACADEMIC STAFF
October 2014
Updated September 2016
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PROMOTION PROCEDURES FOR ACADEMIC STAFF
1
INTRODUCTION
The University is committed to a policy of equal opportunities and to the
implementation of promotion procedures which accord with this policy.
Academic promotions will be made regardless of Faculty or Department on
the grounds of merit and performance, although account may be taken of the
need to retain staff with scarce skills. Age is not itself a factor and seniority and
long service do not themselves constitute grounds for promotion.
The main objective of this document is to outline the procedure to be followed
for all staff in relation to promotions. Advancement is open to staff on both a
Research and Teaching contract and for those appointed on Teaching only
contracts. These procedures set out the career pathways available.
The route for advancement for research staff on Research only contracts is via
promotion to Research Fellow (RA2), Senior Research Fellow and Professorial
Research Fellow. Details of the criteria for such grades are in the role profiles.
This document only applies to promotions to Professorial Research Fellow. All
other types of research promotion are dealt with locally by the Faculty.
The criteria required of each post are given in the generic role profiles which
are available on the HR website if you click here.
All decisions on promotions will be made with reference to the relevant role
profile.
This document sets out the University criteria for promotion and the procedure
an individual needs to follow to apply.
Promotions will be determined by relevant Promotion Committees either within
the Faculty (for promotion to Teaching Fellow B, Senior Teaching Fellow, Senior
Lecturer, and Senior Lecturer (Clinical)) or the University (for promotion to
Reader, Professor, Professorial Teaching Fellow and Professorial Research
Fellow).
This policy and procedure does not form part of any employee’s contract of
employment. It may be amended from time to time.
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2
CAREER PATHWAYS
The career paths of Lecturer and Teaching Fellows are treated as distinct and
separate with no expectation of ‘sideways transfer' between the Lecturer and
Teaching pathways, in either direction. This ensures that our Teaching Fellows
have a standing and professional respect for the very distinctive role they play
within the University. Teaching Fellows may develop a research profile but this
will not lead to an expectation that there can be a sideways transfer to a
Lectureship (irrespective of grade). Movement between pathways will only
normally occur if a member of staff applies for a post through open
competition and is appointed to it.
A diagram illustrating the career pathways is shown below:
Research
Track
Research
and Teaching
Track
Teaching Track
Research and
Teaching Track
• Professor
• Reader
• Senior Lecturer / Senior Lecturer (Clinical)
• Lecturer B / Lecturer B (Clinical)
• Lecturer A
Teaching Track
• Professorial Teaching Fellow
• Senior Teaching Fellow
• Teaching Fellow B
• Teaching Fellow A
Research Track
• Professorial Research Fellow
• Senior Research Fellow
• Research Fellow (RA2)
• Research Fellow
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3
THE ROLE OF ANNUAL APPRAISAL
The annual appraisal is a key process for assessing performance and potential
and is therefore fundamental to the Academic Promotion Round. Applicants
for promotion will be expected to submit their completed appraisal
documentation as part of the assessment process.
4
PROMOTION PROCESS
4.1
Timeline
Following an annual announcement by the University, academic staff will be
invited to apply for promotion by following these guidelines and in accordance
with the time-scale set out by the University as indicated below. The University
reserves the right to amend this timescale in accordance with business need.
September / October
Academic Staff are made aware of the promotion
round.
Appraisals are completed.
December
November / early
December
February
Applications for promotion should be made to the
relevant Executive Dean of Faculty by the end of
October (date to be confirmed annually).
Executive Deans to forward supported applications for
promotion to Reader, Professor, Professorial Teaching
Fellow and Professorial Research Fellow by midDecember to the Vice-President Human Resources (date
to be confirmed annually).
Meeting of the Faculty Promotion Committee (date to
be confirmed annually).
Meeting of the University Promotion Committee (dates to
be confirmed annually).
By 1 April
Recommendations for Teaching Fellow B, Senior
Teaching Fellow, Senior Lecturer and Senior Lecturer
(Clinical) promotions from the Faculty Promotion
Committees go to the University Promotion Committee
for ratification.
Professorial interviews for supported candidates are held
by a panel configured on behalf of the University
Promotions Committee.
Notification of University and Faculty promotions.
On 1st April
Promotions become effective.
By end March
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4.2
Faculty Promotion Committee
The Faculty Promotion Committee is empowered to make recommendations
for promotion to Teaching Fellow B, Senior Teaching Fellow, Senior Lecturer, and
Senior Lecturer (Clinical). These will be forwarded to the University Promotion
Committee for ratification.
Within the Faculties, the Faculty Promotion Committee will forward supported
applications for promotion to Reader, Professor, Professorial Teaching Fellow
and Professorial Research Fellow to the University Promotion Committee.
Faculties shall establish written processes and procedures within their Faculty
for reviewing promotion applications. They will also draw up, develop and
upon agreement, publicise specific Faculty Promotion Criteria. The specific
Faculty Promotion Criteria and internal procedures should be agreed with the
Provost.
Within each Faculty, a Promotion Committee will be established and will consist
of:





Executive Dean of Faculty (Chair)
Executive Dean from another Faculty. Where the Executive Dean is
unavailable, an Associate Dean from another Faculty.
Two Associate Deans
Senior academic staff as directed by the Executive Dean
Faculty HR Manager (Secretary to the Committee)
The Promotion Committee will not normally consist of more than 75% of either
male or female members. All members of these panels will be expected to
have undertaken the online Diversity in the Workplace module which includes
Unconscious Bias training.
4.3
University Promotion Committee
There will be a central University Promotion Committee which is empowered to
make promotions to Reader, Professor, Professorial Teaching Fellow, and
Professorial Research Fellow. This will have the following membership:








Vice-Chancellor (Chair)
Provost
Vice-Provost, Research and Innovation
Vice-Provost, Education and Students
Senior Vice-President, Global Strategy and Engagement
Vice-President Human Resources
Deputy Director HR (Secretary to the Committee)
Executive Deans will be invited to attend part of the committee meeting
to present cases for promotion put forward by their Faculty in order to be
aware of the discussion and decision on a candidate for promotion.
The Promotion Committee will not normally consist of more than 75% of either
male or female members. All members of these panels will be expected to
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have undertaken the online Diversity in the Workplace module which includes
Unconscious Bias training.
4.4
Promotion Application
promotion)
Documentation
(for
all
levels
of
The individual applying for promotion should submit the following
documentation to the Faculty by the published deadline. A check-list is
provided at the end of this document (Appendix 2). All documentation is
available on the HR Web Pages.
http://www.surrey.ac.uk/surreynet/departments/human_resources/performance/academic/
a)
b)
A completed Document Checklist (Form HRAP1)
A completed Promotion Application Cover Sheet (Form HRAP2 R&T / Form
HRAP2 T)
A completed Evidence of Achievement Form (Form HRAP4)
A Curriculum Vitae in a standardised format (See Appendix 1)
A completed copy of the individual’s latest appraisal
Two external assessors should be provided. There is no expectation that the
assessors are familiar/known to the applicant. They should not be individuals
personally connected to the applicant, or current or recent collaborators1.
However, they should have the relevant expertise to assess the application
and be familiar with the general standards for promotion within UK
universities. The names of the assessors should be approved by the Head of
Department. In addition one internal assessor should be provided who may
be contacted. (Form HRAP3) The table below provides guidance on the
type of assessors required.
c)
d)
e)
f)
Level of promotion applied for
Teaching Fellow B
Senior Teaching Fellow, Senior Lecturer,
and Senior Lecturer (Clinical)
Reader
Professor, Professorial Teaching Fellow
and Professorial Research Fellow
Assessors should be
At a minimum level of Senior Lecturer /
Senior Teaching Fellow (or equivalent)
At a minimum level of Reader (or
equivalent)
One assessor at a minimum level of
Reader (or equivalent), and one
assessor at Professorial level (or
equivalent); one of which should be
non-UK based.
At a minimum level of Professor (or
equivalent); one of which should be
non-UK based.
Applicants should make their application with reference to the Faculty and
University Promotion Criteria, further information on the University criteria is
contained in sections 6 to 9. Faculty criteria will be published separately by the
Faculty.
1
Recent collaboration is defined as within the last 5 years.
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4.5
Consideration of Applications
The Faculty Promotion Committee will meet and consider all promotion
applications. The Executive Dean of Faculty will ensure that an Evidence of
Achievement Assessment Form (HRAP5) is completed by the Committee for
each application following the meeting.
Where there is a prima facie case for promotion to Teaching Fellow B, Senior
Teaching Fellow, Senior Lecturer or Senior Lecturer (Clinical), the Executive
Dean (in consultation with the appropriate Head of School/Department) will
nominate a minimum of two additional independent assessors. The Faculty will
subsequently take up all references.
Where the Faculty supports a case for promotion to Reader, Professor,
Professorial Teaching Fellow or Professorial Research Fellow, the Faculty will take
up the internal reference and forward this, together with all paperwork, to the
University Promotion Committee. The Vice Chancellor and/or Provost will
nominate a minimum of two additional independent assessors. The Executive
Assistant to the Vice-President Human Resources will take up all references.
The University Promotion Committee will meet and consider all Faculty
supported promotion applications to Reader, Professor, Professorial Teaching
Fellow and Professorial Research Fellow.
Where there is a prima facie case for promotion to Professor, Professorial
Teaching Fellow or Professorial Research Fellow, the applicant will be
interviewed by a panel configured on behalf of the University Promotions
Committee.
Both Committees have the discretion to award additional increments or higher
responsibility zone increases as appropriate, subject to the usual approval
mechanisms.
4.6
References
Following the Promotion Committee, if a promotion case is supported,
references will be taken up by either the Faculty (for Senior Lecturer, Senior
Lecturer (Clinical), Teaching Fellow B and Senior Teaching Fellow applications)
or the Executive Assistant to the Vice-President Human Resources (for Reader,
Professor, Professorial Research Fellow and Professorial Teaching Fellow
applications). Assessors will be provided with the following paperwork:





The candidate’s CV including details of the applicant’s four best
research/scholarly achievements or pieces of work
The Role Profile for which the promotion role is applied
Promotion criteria (both University and Faculty specific)
Evidence of Achievement Form (HRAP4; as completed by the candidate)
An Evidence of Achievement Assessment Form (HRAP5; for their
completion)
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Assessors will be asked to comment against the evidence based statements
provided by the applicant on the Evidence of Achievement Assessment Form
and the CV rather than write an open reference. All completed references will
be used by the Committee as supporting documentation when considering
the case. References are confidential to the Committee.
4.7
Faculty Promotion Committee Decisions
Where there is no prima facie case or an application is unsupported, the
Faculty will inform the individual in writing that their application has not been
successful, enclosing a copy of the completed Evidence of Achievement
Assessment Form (HRAP5). Where a promotion is not confirmed, the Executive
Dean of Faculty will follow up this letter by arranging a meeting with the
unsuccessful applicant to give advice on how to improve performance in order
to develop their career.
The University Promotion Committee will ratify the recommendations of the
Faculty Promotion Committee for promotion to Teaching Fellow B, Senior
Teaching Fellow, Senior Lecturer and Senior Lecturer (Clinical), and the
Executive Dean of Faculty will write to all applicants to inform them of the
decision.
Where a promotion is confirmed, the Executive Dean of Faculty will see the
successful applicant to discuss his/her new role in the light of the needs of the
Faculty and the candidate’s personal expectations and career development.
4.8
University Promotion Committee Decisions
Where there is no prima facie case for promotion to Reader, Professor,
Professorial Teaching Fellow or Professorial Research Fellow, the Vice-President
Human Resources will inform the individual in writing via the Executive Dean of
Faculty that their application has not been successful, and will provide the
Executive Dean with the reasons for this decision. If necessary the VicePresident Human Resources will meet with the unsuccessful applicant along
with the Executive Dean. This will enable unsuccessful candidates to be given
advice on how to improve their performance and inform appraisal discussions.
The University Promotion Committee will confirm promotion to Reader.
The University Promotion Committee will confirm promotion to Professor,
Professorial Teaching Fellow or Professorial Research Fellow, following the
applicant’s successful interview with a panel configured on behalf of the
University Promotion Committee.
The Vice-President Human Resources will write to all applicants informing them
of the decision of the Committee.
Where a promotion is confirmed, the Executive Dean of Faculty will see the
successful candidate to discuss his/her new role in the light of the needs of the
Faculty and the candidate’s personal expectations and career development.
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5
APPEALS
5.1
Appeals against Teaching Fellow B, Senior Teaching Fellow,
Senior Lecturer or Senior Lecturer (Clinical) promotion decisions
If the employee wishes to exercise the right to appeal the decision of the
Faculty Promotion Committee, he/she should notify the Vice-President Human
Resources in writing, clearly setting out the grounds of their appeal within 10
working days of any decision.
The employee must be specific about the grounds of appeal, which will
effectively form the agenda for the hearing. Appeals may be raised on one or
more of the following grounds:



Procedure - a failure to follow procedure had a material effect on the
decision;
Decision - the evidence did not support the conclusion reached or is
inconsistent with other decisions within the University;
New evidence - which has genuinely come to light since the Faculty
Promotion Committee met.
The Vice-President Human Resources, or their delegate, will arrange a meeting
of the Appeals Committee at the earliest convenient date. This should normally
be within one month after the matter has been formally raised with the VicePresident Human Resources.
The Vice-President Human Resources, or nominated deputy, will establish the
Appeals Committee which should comprise:



As Chair, an Executive Dean or Associate Dean independent from the
case;
One other senior academic independent from the case;
An HR representative.
The employee raising the appeal will be informed of the composition of the
Appeals Committee. Should he/she have any concerns these should be raised
with the Vice-President Human Resources who will consider the employee’s
concerns and may reconstitute an agreed panel.
The Appeals Committee will invite the employee in writing to attend an appeal
meeting, informing the employee of the entitlement to be accompanied by a
colleague or trade union representative. The decision of the Appeals
Committee shall:
a)
b)
Confirm the original decision; or
Revoke the original decision and reach a different decision.
The decision of the Appeals Committee shall be final and there shall be no
further right of appeal.
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5.2
Appeals against Reader, Professor, Professorial Teaching Fellow
or Professorial Research Fellow promotion recommendations
made by the Faculty Promotion Committee
An employee who has applied for promotion to Reader, Professor, Professorial
Teaching Fellow or Professorial Research Fellow and is not supported by the
Faculty Promotion Committee can exercise the right to appeal this decision by
requesting that the University Promotion Committee consider their promotion
application. He/she should notify the Vice-President Human Resources in
writing, clearly setting out the grounds of their appeal within 10 working days of
any decision.
The employee must be specific about the grounds of appeal. Appeals may be
raised on one or more of the following grounds:



decision;
New evidence - which has genuinely come to light since the Faculty
The Vice-President Human Resources will submit the appeal together with the
original promotion application and the completed Faculty Evidence of
Achievement Assessment Form to the University Promotion Committee. The
documentation will then be considered by the University Promotion Committee
and the Vice-President Human Resources will write to the employee with the
outcome.
The decision of the University Promotion Committee shall be final and there shall
be no further right of appeal.
5.3
Appeals against Reader, Professor, Professorial Teaching Fellow
or Professorial Research Fellow promotion decisions made by the
University Promotion Committee
If an applicant wishes to exercise the right to appeal the decision of the
University Promotion Committee not to support promotion, he/she should notify
the Vice-President Human Resources in writing, clearly setting out the grounds
of their appeal within 10 working days of any decision.
The employee must be specific about the grounds of appeal. Appeals may be
raised on one or more of the following grounds:



decision;
New evidence - which has genuinely come to light since the University
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The Vice-President Human Resources, or their delegate, will arrange for the
appeal to be considered at the earliest convenient date. This should normally
be within one month after the matter has been formally raised with the VicePresident Human Resources.
The Vice-Chancellor, or his represented delegate, together with a Professor
appointed by Senate (other than from the Faculty concerned), will form the
Appeals Committee and will meet to consider the written appeal.
Exceptionally, the Chair of the Committee may request a meeting with the
employee. At such a meeting the opportunity will be given to explain the case
further and to explore in more detail the reasons why the employee was not
promoted. The employee may be accompanied by a fellow employee of the
University of Surrey who may or may not be a trade union representative.
The employee raising the appeal will be informed of the composition of the
Appeals Committee. Should he/she have any concerns these should be raised
with the Vice-President Human Resources who will consider the employee’s
concerns and may reconstitute an agreed committee. The decision of the
Appeals Committee shall:
a)
b)
Confirm the original decision; or
Revoke the original decision and reach a different decision.
The decision of the Appeals Committee shall be final and there shall be no
further right of appeal.
There is no right to appeal the decision of the panel following a promotion
interview for Professor, Professorial Teaching Fellow and Professorial Research
Fellow. The decision of the panel is final.
6
UNIVERSITY CRITERIA FOR PROMOTION
Candidates for promotion will be assessed against the criteria contained within
the role profile(s) to ensure they have the necessary skills, knowledge and
experience to undertake the role they are seeking at an acceptable level,
recognising that full proficiency in all aspects of the role may not be achievable
on promotion.
In addition to University criteria, specific Faculty criteria should be referred to
when submitting an application.
7
RESEARCH AND TEACHING
PROMOTION CRITERIA
(ACADEMIC)
CAREER
PATH
With the exception of promotion to Lecturer B, successful candidates will be
expected to demonstrate in their applications, achievement across all three
principal areas of:
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a)
b)
c)
Research and research collaborations,
Learning and teaching,
Administration, leadership and management.
For promotion to Senior Lecturer there must be strong evidence of excellence
in their contribution in terms of quality and quantity in at least two of these
principal areas, one of which must be research. Performance in the remaining
area should be at least at the level expected of their current post.
For promotion to Reader there must be evidence of sustained2 excellence in
their contribution in terms of quality and quantity in at least two of these
principal areas, once of which must be research. Performance in the remaining
area should be at least at the level expected of their current post.
For promotion to Professor there must be evidence of sustained2 outstanding
achievement in terms of quality and quantity in at least two of the principal
areas, once of which must be research. Performance in the remaining area
should be at least at the level expected of their current post.
7.1
Advancement from Lecturer (Grade A) to Lecturer (Grade B)
All academic staff who are appointed as Lecturers, either as Lecturer A or
Lecturer B, will normally undergo a three year period of probation. Exceptional
circumstances may apply to this as detailed in the Guidelines for Academic
Staff on Probation:
http://www.surrey.ac.uk/about/corporate/policies/guidelines_for_academic_staff_on_probatio
n.htm

Staff on the Lecturer A scale (Level 4) who successfully complete
probation will be automatically promoted to Lecturer B (Level 5).

Staff who reach the top of the Lecturer A scale before completing
probation will normally move to the next point on the HRZ scale of Level
4 whilst still on probation. Such progression will continue on an annual
basis until probation is successfully completed. If, however, probation is
extended beyond the normal 3 year probationary period, no further
automatic increments will be awarded.
7.2
Promotion Criteria for Senior Lecturer
For promotion to Senior Lecturer there must be strong evidence of excellence
in their contribution in terms of quality and quantity in at least two of the
principal areas below, one of which must be research. Performance in the
remaining area should be at least at the level expected of their current post.
“Sustained” contribution means an individual can demonstrate not only the qualities on which the
contribution is based but that their contribution has been over a period of years.
2
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a) Research and Research Collaborations

Evidence of a significant record of internationally excellent or world
leading quality academic and/or professional outputs;

Evidence of a record of sustained funding appropriate to the
discipline;

Evidence of contributions to the wider research environment and to
generating impact that extends beyond academia
b) Learning and Teaching

Evidence of a leadership and/or developmental role in high quality
teaching and assessment at undergraduate and or postgraduate
level.
c) Administration, Leadership and Management

7.3
Evidence of a range of contributions to the administration and
general life and work of the University.
Promotion Criteria for Senior Lecturer (Clinical)
For promotion to Senior Lecturer (Clinical) there must be strong evidence of
excellence in contribution in terms of quality and quantity in at least two of the
principal areas below, one of which must be research. Performance in the
remaining area should be at least at the level expected of their current post.

Evidence of leadership in practice-based research at international
level and/or enterprise;

generating impact that extends beyond academia.

Evidence of proven excellence in teaching and assessment or
academic leadership.

7.4
Evidence of a range of contributions to the administration and
general life and work of the University.
Promotion Criteria for Reader
The University regards the position of Reader as a higher level of academic
appointment than that of Senior Lecturer and Senior Lecturer (Clinical).
For promotion to Reader there must be evidence of sustained excellence in
their contribution in terms of quality and quantity in at least two of the principal
areas, one of which must be research. Performance in the remaining area
should be at least at the level expected of their current post.
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a) Research and Research Collaborations e.g:

Evidence of outstanding quality and achievement in scholarship
and research at an international standard;

Evidence of a significant record of world leading/internationally
excellent quality academic and/or professional outputs;

Evidence of a record of achievement of sustained funding
appropriate to the discipline;

Evidence of successful enterprise activity;

b) Learning and Teaching e.g:

Evidence of high quality teaching
undergraduate and postgraduate level;
and
assessment
at

Nominations for and attainment of teaching and learning awards at
University and national level;

Significant high quality outputs in teaching and learning journals;

Evidence of innovative teaching, assessment and feedback
methods alongside research led curricula development;

Engagement in the scholarship of teaching and learning at an
international level.
c) Administration, Leadership and Management e.g.
7.5

Evidence of leadership in scholarship and research, (including
postgraduate research supervision) and/or teaching and learning;

Evidence of a significant contribution
administration at the institution;

Evidence of contribution to conferences, professional meetings and
societies at an international level and achievement in other external
activities at that level.
to
leadership
and
Promotion Criteria for Professor
In considering and assessing applications for promotion to Professor, the
University will seek to establish that, in addition to the qualities required at the
level of Senior Lecturer and Reader (which includes contributions to teaching,
research, scholarship, pastoral, management and administrative roles), the
applicant has made an outstanding international contribution to the
advancement of their subject recognised by their peers.
For promotion to Professor there must be sustained outstanding achievement
in terms of quality and quantity in at least two of these principal areas, once of
which must be research. Performance in the remaining third area should be at
least at the level expected of their current post.
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Sustained and outstanding achievement in quality and quantity of
scholarship and research at an international level which have made a
significant contribution to the advancement of the candidate’s subject;
e.g.:

Evidence of world leading/internationally
academic and/or professional outputs;
excellent
quality

Evidence of leadership in research, including post-graduate
research supervision;

Evidence of securing a significant amount of sustained research
funding;


Scholarship in teaching and assessment involving academic leadership
and distinction; e.g:

Strong achievements/outputs in, for example: teaching
performance; development and innovation; pedagogic research;
publication of teaching material/textbooks, funding to support
teaching developments, disciplinary leadership and peer reviewed
outputs;

A national/international reputation for development of teaching
and learning policy, strategy, and practice. Impactful contribution
to the debate on teaching at a national level. Engagement with
external professional and accredited bodies;

A significant portfolio of internationally excellent outputs in teaching
and learning journals.
Proven management and leadership qualities at the highest level and
contribution to the University and/or wider community including e.g:

Proven strong administrative ability at a senior level;

Proven leadership in knowledge transfer activities – the creation,
and development and dissemination of knowledge to the local,
regional, national or international communities;

Evidence of contributions to conferences, professional meetings
and societies at an international level and evidence of
achievements in other external activities at an international level.
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8
TEACHING CAREER PATH PROMOTION CRITERIA
All individuals applying for promotion will be expected to demonstrate that
they conduct their work in accordance with University values and to provide
evidence of a sustained improvement in performance since the last promotion.
For advancement to Teaching Fellow B, there must be demonstrated
achievement in the areas of a) teaching delivery and development, and b)
management and administration.
For promotion to Senior Teaching Fellow there must be demonstrated and
sustained excellence in quality as well as quantity in both the areas of a)
teaching, innovation, delivery and development and b) management and
administration.
For promotion to Professorial Teaching Fellow there must be a demonstrated
outstanding sustained achievement and contribution in quality and quantity in
two of the three areas of a)teaching innovation, learning environment, delivery
and development, b) esteem and contributions and c) leadership and
administration, one of which must be esteem and contributions (see 8.3
below). Performance in the remaining area should at least be at the
achievement level expected of their current post.
Advancement from Teaching Fellow (Grade A) to Teaching
Fellow (Grade B)
8.1
Advancement from Teaching Fellow A to Teaching Fellow B is based on
performance along with increased responsibilities.
Applicants will be assessed on their achievement in the two areas of:
a)
b)
teaching delivery and development, and
management and administration.
Please note there is no automatic promotion from Teaching Fellow A to
Teaching Fellow B on successful completion of probation.
Applications will be considered by the Faculty Promotion Committee during
the annual Promotions round.
a) Teaching Delivery and Development
Examples of evidence of achievement may include:

Good evidence of excellence in evaluations of teaching through
assessment, peer review and other recognised indicators;

Evidence of proactive management of the student experience in
the subject;

Evidence of teaching development including contribution to and
innovation in curriculum and course design, learning and teaching
methods and assessment techniques;
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
Evidence of successful application of new technologies for
innovative teaching methods or use of teaching materials;

Evidence of the tutoring of industrial or professional training year
students, and students in professional practice;

Evidence of pedagogy and application to teaching and
appropriate external activities or collaborative projects.
b) Management and Administration

Evidence of a growing contribution to administration as well as to
the general life and work of the University. Engagement in Faculty
activities; such as programme directorships, admissions,
examinations or assessment of teaching quality;

Involvement in external examining in other UK and/or international
Higher Education Institutions;

Growing involvement with academic and or professional/clinical
networks in the discipline.
8.2
Promotion Criteria for Senior Teaching Fellow
Candidates for promotion to Senior Teaching Fellow will be based on sustained
excellence in individual performance along with demonstrated leadership in:
a)
b)
teaching innovation, delivery and development and
administration, leadership and management.
a) Teaching Innovation, Delivery and Development

Evidence of consistently excellent evaluations of teaching through
assessment, peer review and other recognised indicators;

Leadership in curriculum and course design and leadership of
innovation in learning, teaching and assessment techniques;

Leadership in the embracing of new technologies and application
of these to innovative development and/or use of teaching
materials and learning environments;

Evidence of engagement in professional or practitioner innovation
or incorporating developments in one’s discipline to enhance
teaching and learning activities;

Sustained excellence in contributions to the development and
implementation of a Faculty’s Teaching and Learning Strategy. For
example, dissemination of good practice and use of personal
innovations by others;

Evidence of extending, transforming and applying knowledge from
pedagogic developments in support of learning and teaching
activities;
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
Good evidence of excellence in pedagogic development through
or by nomination for and attainment of University Teaching and
Learning Awards and national teaching and learning awards and
prizes;

A track record of securing funding to support teaching
development from sources such as JISC, Higher Education
Academy, and NHS;

Evidence of a strong external reputation, demonstrating a national
standing in areas related to learning, teaching and assessment;

Outputs in teaching and learning innovation/scholarship in
appropriate peer reviewed educational journals or presentations at
conferences;

Leading role in student admissions;

Fellowship of the Higher Education Academy.
b) Administration, Leadership and Management
8.3

Good evidence of a significant and excellent contribution to
administration as well as to the general life and work of the University.
Good evidence of increased engagement in University level
committees and activities;

Evidence of leadership of modules and programmes, including
leading the accreditation processes for professional programmes;

Involvement in external examining in other UK and/or international
Higher Education Institutions;

An active role in supporting the pedagogic development needs of
peers and colleagues;

Significant involvement with academic and or professional/clinical
networks in the discipline;

Roles on external or professional bodies or committees;

Significant involvement in the design of new modules, programmes
and in teaching and learning projects across the University;

Leading international developments in teaching and learning
activities.
Promotion Criteria for Professorial Teaching Fellow
In considering and assessing applications for promotion to Professorial Teaching
Fellow, the University will seek to establish that, in addition to the qualities
required at the level of Senior Teaching Fellow, the candidate has made a
major and outstanding internationally recognised contribution to the
advancement of their subject.
Page 18 of 69
Applicants for promotion to Professorial Teaching Fellow will be assessed on the
basis of sustained outstanding achievements in the three areas of:
a)
b)
c)
teaching innovation, learning environment, delivery and development,
esteem and contributions, and
administration, leadership and management.
An outstanding contribution in quality and quantity must be evidenced in two
of the three areas of which one must be (b) esteem and contributions.
Performance in the remaining area should at least be at the achievement level
expected of their current post.
a) Teaching Innovation, Learning Environment, Delivery and Development

Outstanding strategic leadership of high quality undergraduate and
postgraduate programmes and other areas of activity proven (with
quantitative data) to have promoted and improved the student
experience;

Outstanding sustained achievements in teaching performance as
evidenced by module evaluation feedback, NSS data, iGrad data;

Leadership and innovation in the development of teaching
methods and materials. For example, innovation in teaching and
assessment methods, design of new programmes, application of
research work to developments in teaching and learning;

Sustained leadership and influencing of the management,
development and enhancement of teaching and assessment within
the Faculty or University, and the evaluation of the impact on
student learning;

Significant engagement with and championing of educational
issues aligned to the Faculty’s and/or University’s Teaching and
Learning Strategy at an international level e.g. membership of
international
committees
associated
with
pedagogic
developments and alternative learning environments;

Attainment of University and National Teaching and Learning
awards e.g HEA or relevant Professional Body;

Evidence of significant funding for learning and teaching projects or
for professional practice projects or creative practice, securing
funding for new equipment for teaching ( eg from JISC or HEA or
Nuffield);

Applying personal research outcomes to development of the
profession.
b) Esteem and Contributions
Significant contribution recognised at an international level to the
advancement of the subject, as evidenced by:

Senior fellowship of the HEA;
Page 19 of 69

An extensive track record of published findings in appropriate, peer
reviewed Higher Education journals and higher education teaching
and learning journals, textbooks or monographs to maintain and
enhance expert reputation;

Publication of professional development research in high quality
publications of the respective profession;

Role as editor/ editorial board for an educational journal;

Recognised dissemination in pedagogy which extend current
thinking in the subject area, enhancing Faculty and University
reputation, nationally and internationally. For example, through
publications, textbooks or presentations at learning and teaching or
professional conferences on pedagogical innovation;

Leading, conducting and securing funding for pedagogical
research and project proposals. Delivering research to pedagogical
projects and consultancy;

External examining in research intensive HEIs or international HEIs;

Membership of national committees or roles in working groups of
government or professional institutions.
contribution to the University and/or wider community which may
include:

Proven administrative ability at a very senior management level;

An international reputation for development of teaching and
learning policy and strategy and teaching practice as well as
contribution to the debate on learning environments at an
international level;

Engagement with external professional and accredited bodies;

Enhancement of internationalisation through leadership of learning
and teaching activities;

Lead review groups on curriculum development and changes or
changes to University processes;

Leading the development and introduction of major new
programmes;

Proven strategic education leadership. Development of professional
roles and future workforce planning;

regional, national or international communities through publication,
textbooks or international conferences;

Evidence of contributions to peer reviewed conferences,
professional meetings and societies at an international level and
achievements in other external activities at an international level.
Page 20 of 69
9.
RESEARCH CAREER PATH PROMOTION CRITERIA
NB: Please note that the full Research Career Pathway is currently under
development. This section sets out the current promotion criteria for Professorial
Research Fellow. Criteria for all other levels of the Research Pathway will follow
as they are developed and agreed by the University. Currently local Faculty
criteria, developed against existing research role profiles, are in operation.
9.1
Promotion Criteria for Professorial Research Fellow
In considering and assessing applications/recommendations for promotion to
Professorial Research Fellow, the University will seek to establish that in addition
to contributions to research, scholarship, management and administration, the
applicant has made a sustained outstanding international contribution to the
advancement of their subject recognised by their peers.
For promotion to Professorial Research Fellow there must be evidence of
sustained outstanding achievement in terms of quality and quantity in both of
these principal areas:
Sustained outstanding qualities and achievement in scholarship and
research at an international level which have made a significant
contribution to the advancement of the subject; e.g.

Evidence of a significant record of world leading/internationally
excellent quality academic and/or professional outputs;

Evidence of leadership in research, including post-graduate
research supervision;

Evidence of securing a significant amount of sustained research
funding;

Evidence of successful enterprise activity where it is a part of their
case for promotion;

b) Administration, Leadership and Management
contribution to the University and/or wider community including e.g:

Proven administrative ability at a senior level;


Evidence of contributions to conferences, professional meetings
and societies at an international level and of achievements in other
external activities at an international level.
Page 21 of 69
APPENDIX 1:
The curriculum vitae for promotion cases
Nominees for all academic promotions should present their CV in the
following format. The CV should be a maximum of eight (8) A4 pages
(excluding output/publication list) in a minimum of font size 11.
1. Name
2. Faculty
3. Department
4. University education
5. Employment since graduation3
6. Research and/or scholarly activity achievements4
7. Research grants and/or scholarly funding received5
8. Supervision of research students6
9. Teaching experience
10. Leadership experience7
11. Membership of societies where academic distinction is the criterion
12. Keynote or plenary lectures at international conferences
13. Other evidence of standing8
3
Include any significant career breaks or periods of leave e.g. due to illness or family responsibilities.
4
Outline what you regard as your four most important research/ scholarly activity achievements.
Say why they are important, what their impact was and list the relevant outputs. You may wish to
give the number of citations received by each paper (if appropriate).
5Indicate
the funding bodies, dates of grant, amounts awarded and whether or not you were the
principal investigator (PI) or co-investigator (CI). If the grant is held jointly with other organisations,
the person designated as the grant holder at the University of Surrey is considered the PI.
6
Give a summary statement as to the overall number of research students supervised and the
number of successful awards; indicate numbers where you were the primary or co-supervisor.
7
This should include leadership at all levels, e.g. module organiser, programme leader, Head of
Department.
8
This would include, for example, being on the organising committee of a conference, or on a panel
advising a government or industry body, or being an external examiner, or awards/honours received
and/or shortlisted.
Page 22 of 69
14. Outputs
i. Peer Reviewed Outputs
ii. Books and chapters published
iii. Patents and miscellaneous
Page 23 of 69
APPENDIX 2: DOCUMENT CHECKLIST
FORM HRAP1
Name: …………………………………..…………………………………
Current job title: ……………………………………………….…………
Faculty: ……………………………………..……………………………..
Please tick
Application for promotion to:
Professorial Teaching Fellow

Professorial Research Fellow

Professor

Reader

Senior Lecturer

Lecturer B

Senior Lecturer (Clinical)

Senior Teaching Fellow

Teaching Fellow B

Enclosed
Promotion Application Cover Sheet (Form HRAP2)

Completed Evidence of Achievement Form (Form HRAP4)

Applicant’s CV in standard format

Latest Appraisal Form

Assessors (Form HRAP3)

Completed Evidence of Assessment Form (Form HRAP5)

(only required when forwarding supported cases to the University Promotion
Committee)
A completed copy of this Checklist must be attached to every application for
promotion
Page 24 of 69
Appendix 3:
PROMOTION APPLICATION COVER SHEET (RESEARCH & TEACHING)
FORM HRAP2 T&R
Name:
Faculty:
To assist the Promotion Committees in their task, could you please complete the
relevant sections below.
This form should be a maximum of four (4) A4 pages in a minimum of font size 11.
Professorial Research Fellow/ Professor/ Reader/Senior Lecturer (Clinical)/ Senior
Lecturer / Lecturer B
For last academic year only
Appraisal
Learning and
Teaching
Research
Collegiality,
Administration,
Leadership and
Management (CALM)
Current Appraisal
Performance
Rating
Management /
Leadership Potential (if
appropriate)
For the following three sections, all responses should be for the last five years, or from
the date of last promotion at the University of Surrey if that was within the last five years
Research
Total Income
Number of students supervised at PG level
(PhD and EngD) and the number of
students who successfully completed
during this period.
Total number of outputs that have been
peer reviewed
Page 25 of 69
Learning and Teaching
Actual timetabled contact teaching
hours for each semester [please do
not give departmental “loading”
hours]
MEQ mean
Evidence of teaching and learning,
innovation
and
personal
development
Administration, Leadership and Management
Number of staff for whom you have
had line management responsibility:
Principal administrative, leadership
and management roles undertaken
Previous Promotions/Achievements
Date(s) of previous promotions at
Surrey (if applicable)
Achievements since last promotion at
Page 26 of 69
PROMOTION APPLICATION COVER SHEET (TEACHING)
FORM HRAP2 T
Name:
Faculty:
To assist the Promotion Committees in their task, could you please complete the
relevant sections below.
This form should be a maximum of four (4) A4 pages in a minimum of font size 11.
Professorial Teaching Fellow / Senior Teaching Fellow / Teaching Fellow B
For last academic year only
Appraisal
Collegiality, Administration,
Leadership and Management
(CALM)
Current Appraisal
Performance
Rating
Leadership /
Management Potential
(if applicable)
For the following two sections, all responses should be for the last five years, or from the
date of last promotion at the University of Surrey if that was within the last five years
Actual
timetabled
contact
teaching hours for each semester
[please
do
not
give
departmental “loading” hours]:
MEQ mean
Evidence of teaching
learning,
innovation
personal development
and
and
Page 27 of 69
Administration, Leadership and Management
Number of staff for whom you have
had line management responsibility:
Principal administrative, leadership
and management roles undertaken
Previous Promotion/Achievements
Date(s) of previous promotions at
Achievements since last promotion at
Professorial Teaching Fellow Applicants must complete the esteem and contributions
section below
Esteem and Contributions
All responses should be for the last five years, or from the date of last promotion at the
University of Surrey if that was within the last five years.
Income from pedagogical
projects and consultancy
proposals,
Number of students supervised at PG level
(PhD and EngD) and the number of
students who successfully completed
during this period.
Number of students supervised at Masters
level
Total number of published outputs in
appropriate peer reviewed research and/
or educational journals and/or
monographs
Evidence of contribution to learning and
teaching at national and international
level
Page 28 of 69
Appendix 4: Assessors
FORM HRAP3
Candidate’s name
All assessors should have the relevant expertise to assess the application. Assessors should not be personally
connected to the applicant nor should there be any form of collaboration within the past five years.
Level of promotion applied for
Teaching Fellow B
Senior Teaching Fellow, Senior Lecturer, and
Senior Lecturer (Clinical)
Reader
Professor, Professorial Teaching Fellow and
Professorial Research Fellow
Assessors should be
At a minimum level of Senior Lecturer / Senior
Teaching Fellow (or equivalent)
At a minimum level of Reader (or equivalent).
One assessor at a minimum level of Reader (or
equivalent), and one assessor at Professorial level
(or equivalent), one of which should be non-UK
based.
At a minimum level of Professor (or equivalent), one
of which should be non-UK based.
External Assessors
Assessor 1
Name (inc. title):
Address:
E-mail:
Telephone:
Brief description of who
the
assessor
is
/
relevance (e.g. research
expert,
Head
of
Research Group etc)
Assessor 2
Name (inc. title):
Address:
E-mail:
Telephone:
Brief description of who
the
assessor
is
/
relevance (e.g. research
expert,
Head
of
Research Group etc)
Page 29 of 69
Internal Assessor
Assessor 1
Name (inc. title):
Office / Campus
location:
E-mail:
Telephone:
Page 30 of 69
EVIDENCE OF ACHIEVEMENT FORM (HRAP4)
Professor (Candidate)
Candidate’s Name:
Current Job Title:
Evidence should demonstrate sustained outstanding achievement in two of the following three areas (one of which must be research). This form should
be a maximum of six (6) A4 pages in a minimum of font size 9. You should use this form to provide additional information to demonstrate achievement
against the promotion criteria which is not already included in your CV. It is recognised that not all bullet points may be relevant to your application.
No additional appendices are permitted.
Area
Candidate’s Statement
Research and Research Collaboration:
Sustained and outstanding achievement in quality
and quantity of scholarship and research at an
international level which have made a significant
contribution to the advancement of the candidate’s
subject;

excellent quality academic and/or professional
outputs;

Evidence of leadership in research, including
post-graduate research supervision;

Evidence of securing a significant amount of
sustained research funding;


Evidence of contributions to the wider research
environment and to generating impact that
extends beyond academia.
Learning and Teaching:
Scholarship in teaching and assessment involving
academic leadership and distinction;

Strong achievements/outputs in, for example:
teaching performance; development and
innovation; pedagogic research; publication of
teaching material/textbooks, funding to support
Page 31 of 69


teaching developments, disciplinary leadership
and peer reviewed outputs;
A national/international reputation for
development of teaching and learning policy,
strategy, and practice. Impactful contribution
to the debate on teaching at a national level.
Engagement with external professional and
accredited bodies;
A significant portfolio of internationally excellent
outputs in teaching and learning journals.
Administration, Leadership and Management:
Proven management and leadership qualities at the
highest level and contribution to the University and/or
wider community

Proven strong administrative ability at a senior
level;

Proven leadership in knowledge transfer
activities – the creation, and development and
dissemination of knowledge to the local,

Evidence of contributions to conferences,
professional meetings and societies at an
international level and evidence of
achievements in other external activities at an
Future Plans and Statement of Vision
Any other comments by applicant:
Page 32 of 69
EVIDENCE OF ACHIEVEMENT ASSESSMENT FORM (HRAP5)
Professor (Faculty / External Assessor)
Candidate’s Name:
Name of Assessor:
Assessors are asked to comment against the evidence based statements provided by the applicant on their CV and the Evidence of Achievement
Form (HRAP4).
Area
Assessor’s Comments
Research and Research Collaboration:
Sustained and outstanding achievement in quality
and quantity of scholarship and research at an
international level which have made a significant
contribution to the advancement of the candidate’s
subject;

excellent quality academic and/or professional
outputs;

Evidence of leadership in research, including



Learning and Teaching:
Scholarship in teaching and assessment involving
academic leadership and distinction;

Strong achievements/outputs in, for example:
teaching performance; development and
innovation; pedagogic research; publication of
teaching material/textbooks, funding to support
teaching developments, disciplinary leadership
and peer reviewed outputs;
Page 33 of 69
Rating


A national/international reputation for
development of teaching and learning policy,
strategy, and practice. Impactful contribution
to the debate on teaching at a national level.
accredited bodies;
A significant portfolio of internationally excellent
outputs in teaching and learning journals.
Administration, Leadership and Management:
Proven management and leadership qualities at the
highest level and contribution to the University and/or
wider community

Proven strong administrative ability at a senior
level;


international level and evidence of
Any other comments by Faculty / External Assessor:
Page 34 of 69
Completed by (name):
Rating:
Date:
A: Exceeds promotion criteria
for role applied for
B: Meets promotion criteria for role
applied for
Page 35 of 69
C: Meets some of the promotion
criteria for role applied for
D: Does not meet the promotion
Reader (Candidate)
Candidate’s Name:
Current Job Title:
Evidence should demonstrate sustained excellence in two of the following three areas (one of which must be research). This form should be a
maximum of six (6) A4 pages in a minimum of font size 9. You should use this form to provide additional information to demonstrate achievement
against the promotion criteria which is not already included in your CV. It is recognised that not all bullet points may be relevant to your application.
No additional appendices are permitted.
Area
Research and Research Collaboration, e.g.:

Evidence of outstanding quality and
achievement in scholarship and research at an
international standard;

Evidence of a significant record of world
leading/internationally excellent quality

Evidence of a record of achievement of
sustained funding appropriate to the discipline;


Learning and Teaching, e.g.

Evidence of high quality teaching and
assessment at undergraduate and
postgraduate level;

Nominations for and attainment of teaching
and learning awards at University and national
level;

Significant high quality outputs in teaching and
learning journals;
Page 36 of 69


Evidence of innovative teaching, assessment
and feedback methods alongside research led
curricula development;
Engagement in the scholarship of teaching and
learning at an international level.
Administration, Leadership and Management, e.g.

Evidence of leadership in scholarship and
research, (including postgraduate research
supervision) and/or teaching and learning;

Evidence of a significant contribution to
leadership and administration at the institution;

Evidence of contribution to conferences,
international level and achievement in other
external activities at that level.
Page 37 of 69
Reader (Faculty / External Assessor)
Candidate’s Name:
Name of Assessor:
Form (HRAP4).
Area

Evidence of outstanding quality and
achievement in scholarship and research at an
international standard;


Evidence of a record of achievement of
sustained funding appropriate to the discipline;



Evidence of high quality teaching and
assessment at undergraduate and
postgraduate level;

Nominations for and attainment of teaching
and learning awards at University and national
level;

Significant high quality outputs in teaching and
learning journals;

Evidence of innovative teaching, assessment
and feedback methods alongside research led
curricula development;
Page 38 of 69
Rating

Engagement in the scholarship of teaching and
learning at an international level.

Evidence of leadership in scholarship and
research, (including postgraduate research
supervision) and/or teaching and learning;

Evidence of a significant contribution to
leadership and administration at the institution;

Evidence of contribution to conferences,
international level and achievement in other
external activities at that level.
Rating:
Date:
applied for
Page 39 of 69
Senior Lecturer (Clinical) (Candidate)
Candidate’s Name:
Current Job Title:
Evidence should demonstrate strong evidence of excellence in two of the following three areas (one of which must be research). This form should
be a maximum of six (6) A4 pages in a minimum of font size 9. You should use this form to provide additional information to demonstrate
achievement against the promotion criteria which is not already included in your CV. No additional appendices are permitted.
Area

Evidence of leadership in practice-based
research at international level and/or
enterprise.


Evidence of proven excellence in teaching and
assessment or academic leadership.

Evidence of a range of contributions to the
administration and general life and work of the
University.
Page 40 of 69
Page 41 of 69
Senior Lecturer (Clinical) (Faculty / External Assessor)
Candidate’s Name:
Name of Assessor:
Form (HRAP4).
Area
Rating

Evidence of leadership in practice-based
research at international level and/or
enterprise.


Evidence of proven excellence in teaching and
assessment or academic leadership.

University.
Date:
Page 42 of 69
Rating:
applied for
Page 43 of 69
Senior Lecturer (Candidate)
Candidate’s Name:
Current Job Title:
Evidence should demonstrate strong evidence of excellence in two of the following three areas (one of which must be research). This form should
be a maximum of six (6) A4 pages in a minimum of font size 9. You should use this form to provide additional information to demonstrate
achievement against the promotion criteria which is not already included in your CV. No additional appendices are permitted.
Area

Evidence a significant record of internationally
excellent (or world leading) academic and/or
professional outputs.

Evidence of a record of sustained funding
appropriate to the discipline.


Evidence of a leadership and/or
developmental role in high quality teaching
and assessment at undergraduate or
postgraduate level.

University.
Page 44 of 69
Page 45 of 69
Senior Lecturer (Faculty / External Assessor)
Candidate’s Name:
Name of Assessor:
Form (HRAP4).
Area

Evidence a significant record of internationally
excellent (or world leading) academic and/or
professional outputs.

Evidence of a record of sustained funding
appropriate to the discipline.


Evidence of a leadership and/or
developmental role in high quality teaching
and assessment at undergraduate or
postgraduate level.

University.
Page 46 of 69
Rating
Rating:
Date:
applied for
Page 47 of 69
Professorial Teaching Fellow (Candidate)
Candidate’s Name:
Current Job Title:
Evidence should demonstrate sustained outstanding achievement in two of the following three areas (one of which must be esteem and
contributions). This form should be a maximum of six (6) A4 pages in a minimum of font size 9. You should use this form to provide additional
information to demonstrate achievement against the promotion criteria which is not already included in your CV. It is recognised that not all bullet
points may be relevant to your application. No additional appendices are permitted.
Area
Teaching innovation, learning environment, delivery
and development, e.g.:

Outstanding strategic leadership of high quality
undergraduate and postgraduate programmes
and other areas of activity proven (with
quantitative data) to have promoted and
improved the student experience;

Outstanding sustained achievements in
teaching performance as evidenced by
module evaluation feedback, NSS data, iGrad
data;

Leadership and innovation in the development
of teaching methods and materials. For
example, innovation in teaching and
assessment methods, design of new
programmes, application of research work to
developments in teaching and learning;

Sustained leadership and influencing of the
management, development and
enhancement of teaching and assessment
within the Faculty or University, and the
evaluation of the impact on student learning;

Significant engagement with and championing
of educational issues aligned to the Faculty’s
and/or University’s Teaching and Learning
Page 48 of 69



Strategy at an international level e.g.
membership of international committees
associated with pedagogic developments and
alternative learning environments;
Attainment of University and National Teaching
and Learning awards e.g HEA or relevant
Professional Body;
Evidence of significant funding for learning and
teaching projects or for professional practice
projects or creative practice, securing funding
for new equipment for teaching ( eg from JISC
or HEA or Nuffield);
Applying personal research outcomes to
development of the profession.
Esteem and contributions, e.g.


An extensive track record of published findings
in appropriate, peer reviewed Higher Education
journals and higher education teaching and
learning journals, textbooks or monographs to
maintain and enhance expert reputation;

Publication of professional development
research in high quality publications of the
respective profession;

Role as editor/ editorial board for an
educational journal;

Recognised dissemination in pedagogy which
extend current thinking in the subject area,
enhancing Faculty and University reputation,
nationally and internationally. For example,
through publications, textbooks or presentations
at learning and teaching or professional
conferences on pedagogical innovation;

Leading, conducting and securing funding for
pedagogical research and project proposals.
Delivering research to pedagogical projects
and consultancy;

External examining in research intensive HEIs or
international HEIs;
Page 49 of 69

Membership of national committees or roles in
working groups of government or professional
institutions.

Proven administrative ability at a very senior
management level;

An international reputation for development of
teaching and learning policy and strategy and
teaching practice as well as contribution to the
debate on learning environments at an

accredited bodies;

Enhancement of internationalisation through
leadership of learning and teaching activities;

Lead review groups on curriculum
development and changes or changes to
University processes;

Leading the development and introduction of
major new programmes;

Proven strategic education leadership.
Development of professional roles and future
workforce planning;

regional, national or international communities
through publication, textbooks or international
conferences;

Evidence of contributions to peer reviewed
conferences, professional meetings and
societies at an international level and
Page 50 of 69
Page 51 of 69
Professorial Teaching Fellow (Faculty / External Assessor)
Candidate’s Name:
Name of Assessor:
Form (HRAP4).
Area
Teaching innovation, learning environment, delivery
and development, e.g.:

Outstanding strategic leadership of high quality
undergraduate and postgraduate programmes
and other areas of activity proven (with
quantitative data) to have promoted and
improved the student experience;

Outstanding sustained achievements in
teaching performance as evidenced by
module evaluation feedback, NSS data, iGrad
data;

Leadership and innovation in the development
of teaching methods and materials. For
example, innovation in teaching and
assessment methods, design of new
programmes, application of research work to
developments in teaching and learning;

Sustained leadership and influencing of the
management, development and
enhancement of teaching and assessment
within the Faculty or University, and the
evaluation of the impact on student learning;

Significant engagement with and championing
of educational issues aligned to the Faculty’s
and/or University’s Teaching and Learning
Strategy at an international level e.g.
membership of international committees
Page 52 of 69
Rating



associated with pedagogic developments and
alternative learning environments;
Attainment of University and National Teaching
and Learning awards e.g HEA or relevant
Professional Body;
Evidence of significant funding for learning and
teaching projects or for professional practice
projects or creative practice, securing funding
for new equipment for teaching ( eg from JISC
or HEA or Nuffield);
Applying personal research outcomes to
development of the profession.
Esteem and contributions, e.g.


An extensive track record of published findings
in appropriate, peer reviewed Higher Education
journals and higher education teaching and
learning journals, textbooks or monographs to
maintain and enhance expert reputation;

Publication of professional development
research in high quality publications of the
respective profession;

Role as editor/ editorial board for an
educational journal;

Recognised dissemination in pedagogy which
extend current thinking in the subject area,
enhancing Faculty and University reputation,
nationally and internationally. For example,
through publications, textbooks or presentations
at learning and teaching or professional
conferences on pedagogical innovation;

Leading, conducting and securing funding for
pedagogical research and project proposals.
Delivering research to pedagogical projects
and consultancy;

External examining in research intensive HEIs or
international HEIs;
Page 53 of 69

Membership of national committees or roles in
working groups of government or professional
institutions.

Proven administrative ability at a very senior
management level;

An international reputation for development of
teaching and learning policy and strategy and
teaching practice as well as contribution to the
debate on learning environments at an

accredited bodies;

Enhancement of internationalisation through
leadership of learning and teaching activities;

Lead review groups on curriculum
development and changes or changes to
University processes;

Leading the development and introduction of
major new programmes;

Proven strategic education leadership.
Development of professional roles and future
workforce planning;

regional, national or international communities
through publication, textbooks or international
conferences;

Evidence of contributions to peer reviewed
conferences, professional meetings and
societies at an international level and
Page 54 of 69
Rating:
Date:
applied for
Page 55 of 69
Senior Teaching Fellow (Candidate)
Candidate’s Name:
Current Job Title:
Evidence should demonstrate sustained excellence in individual performance along with demonstrated leadership in the following two areas. This
form should be a maximum of six (6) A4 pages in a minimum of font size 9. You should use this form to provide additional information to demonstrate
achievement against the promotion criteria which is not already included in your CV. It is recognised that not all bullet points may be relevant to
your application. No additional appendices are permitted.
Area
Teaching Innovation, Delivery and Development,
e.g.:

Evidence of consistently excellent evaluations
of teaching through assessment, peer review
and other recognised indicators;

Leadership in curriculum and course design and
leadership of innovation in learning, teaching
and assessment techniques;

Leadership in the embracing of new
technologies and application of these to
innovative development and/or use of
teaching materials and learning environments;

Evidence of engagement in professional or
practitioner innovation or incorporating
developments in one’s discipline to enhance

Sustained excellence in contributions to the
development and implementation of a
Faculty’s Teaching and Learning Strategy. For
example, dissemination of good practice and
use of personal innovations by others;

Evidence of extending, transforming and
applying knowledge from pedagogic
developments in support of learning and
teaching activities;
Page 56 of 69






Good evidence of excellence in pedagogic
development through or by nomination for and
attainment of University Teaching and Learning
Awards and national teaching and learning
awards and prizes;
A track record of securing funding to support
teaching development from sources such as
JISC, Higher Education Academy, and NHS;
Evidence of a strong external reputation,
demonstrating a national standing in areas
related to learning, teaching and assessment;
Outputs in teaching and learning
innovation/scholarship in appropriate peer
reviewed educational journals or presentations
at conferences;

Good evidence of a significant and excellent
contribution to administration as well as to the
general life and work of the University. Good
evidence of increased engagement in
University level committees and activities;

Evidence of leadership of modules and
programmes, including leading the
accreditation processes for professional
programmes;

Involvement in external examining in other UK
and/or international Higher Education
Institutions;

An active role in supporting the pedagogic
development needs of peers and colleagues;

Significant involvement with academic and or
professional/clinical networks in the discipline;

Roles on external or professional bodies or
committees;

Significant involvement in the design of new
modules, programmes and in teaching and
learning projects across the University;
Page 57 of 69

Leading international developments in
teaching and learning activities.
Page 58 of 69
Senior Teaching Fellow (Faculty / External Assessor)
Candidate’s Name:
Name of Assessor:
Form (HRAP4).
Area
Teaching Innovation, Delivery and Development,
e.g.:

Evidence of consistently excellent evaluations
of teaching through assessment, peer review
and other recognised indicators;

Leadership in curriculum and course design and
leadership of innovation in learning, teaching
and assessment techniques;

Leadership in the embracing of new
technologies and application of these to
innovative development and/or use of
teaching materials and learning environments;

Evidence of engagement in professional or
practitioner innovation or incorporating
developments in one’s discipline to enhance

Sustained excellence in contributions to the
development and implementation of a
Faculty’s Teaching and Learning Strategy. For
example, dissemination of good practice and
use of personal innovations by others;

Evidence of extending, transforming and
applying knowledge from pedagogic
developments in support of learning and
teaching activities;

Good evidence of excellence in pedagogic
development through or by nomination for and
attainment of University Teaching and Learning
Page 59 of 69
Rating





Awards and national teaching and learning
awards and prizes;
A track record of securing funding to support
teaching development from sources such as
JISC, Higher Education Academy, and NHS;
Evidence of a strong external reputation,
demonstrating a national standing in areas
related to learning, teaching and assessment;
Outputs in teaching and learning
innovation/scholarship in appropriate peer
reviewed educational journals or presentations
at conferences;

Good evidence of a significant and excellent
contribution to administration as well as to the
general life and work of the University. Good
evidence of increased engagement in
University level committees and activities;

Evidence of leadership of modules and
programmes, including leading the
accreditation processes for professional
programmes;

Institutions;

An active role in supporting the pedagogic
development needs of peers and colleagues;

Significant involvement with academic and or
professional/clinical networks in the discipline;

Roles on external or professional bodies or
committees;

Significant involvement in the design of new
modules, programmes and in teaching and
learning projects across the University;

Leading international developments in
teaching and learning activities.
Page 60 of 69
Rating:
Date:
applied for
Page 61 of 69
Teaching Fellow B (Candidate)
Candidate’s Name:
Current Job Title:
Evidence should demonstrate above average performance in the following two areas. This form should be a maximum of six (6) A4 pages in a
minimum of font size 9. You should use this form to provide additional information to demonstrate achievement against the promotion criteria which
is not already included in your CV. It is recognised that not all bullet points may be relevant to your application. No additional appendices are
permitted.
Area
Teaching delivery and development, e.g.:

Good evidence of excellence in evaluations of
teaching through assessment, peer review and
other recognised indicators;

Evidence of proactive management of the
student experience in the subject;

Evidence of teaching development including
contribution to and innovation in curriculum
and course design, learning and teaching

Evidence of successful application of new
technologies for innovative teaching methods
or use of teaching materials;

Evidence of the tutoring of industrial or
professional training year students, and students
in professional practice;

Evidence of pedagogy and application to
teaching and appropriate external activities or
collaborative projects.
Management and Administration, e.g.

Evidence of a growing contribution to
administration as well as to the general life and
work of the University. Engagement in Faculty
Page 62 of 69


activities; such as programme directorships,
admissions, examinations or assessment of
teaching quality;
Institutions;
Growing involvement with academic and or
professional/clinical networks in the discipline.
Page 63 of 69
Teaching Fellow B (Faculty / External Assessor)
Candidate’s Name:
Name of Assessor:
Form (HRAP4).
Area
Teaching delivery and development, e.g.:

Good evidence of excellence in evaluations of
teaching through assessment, peer review and
other recognised indicators;

Evidence of proactive management of the
student experience in the subject;

Evidence of teaching development including
contribution to and innovation in curriculum
and course design, learning and teaching

Evidence of successful application of new
technologies for innovative teaching methods
or use of teaching materials;

Evidence of the tutoring of industrial or
professional training year students, and students
in professional practice;

Evidence of pedagogy and application to
teaching and appropriate external activities or
collaborative projects.
Management and Administration, e.g.

Evidence of a growing contribution to
administration as well as to the general life and
work of the University. Engagement in Faculty
activities; such as programme directorships,
admissions, examinations or assessment of
teaching quality;
Page 64 of 69
Rating


Institutions;
Growing involvement with academic and or
professional/clinical networks in the discipline.
Rating:
Date:
applied for
Page 65 of 69
Professorial Research Fellow (Candidate)
Candidate’s Name:
Current Job Title:
Evidence should demonstrate sustained outstanding achievement in the following two areas. This form should be a maximum of six (6) A4 pages in a
minimum of font size 9. You should use this form to provide additional information to demonstrate achievement against the promotion criteria which
is not already included in your CV. It is recognised that not all bullet points may be relevant to your application. No additional appendices are
permitted.
Area


Evidence of leadership in research including


Evidence of successful enterprise activity where
it is a part of their case for promotion;



Proven leadership in knowledge transfer activity
– the creation, and development and

international level and of achievements in other
Page 66 of 69
Page 67 of 69
Professorial Research Fellow (Faculty / External Assessor)
Candidate’s Name:
Name of Assessor:
Form (HRAP4).
Area


Evidence of leadership in research including


Evidence of successful enterprise activity where
it is a part of their case for promotion;



Proven leadership in knowledge transfer activity
– the creation, and development and

international level and of achievements in other
Page 68 of 69
Rating
Rating:
Date:
applied for
Page 69 of 69

promotion procedures for academic staff

Transcription

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