General Information

Overview

This guidance sets out the University’s procedure for the consideration of academic promotion in the two career pathways, as explained below.

Teaching and Scholarship (T&S) pathway

Following approval of the Joint Report of the Council and the General Board on the introduction of an Academic Career Pathways (Teaching and Scholarship) scheme, the offices/posts available will vary depending on whether the applicant is established or unestablished.

For unestablished staff, promotion is available to the following unestablished posts:

  • Teaching Associate (Grade 7);
  • Senior Teaching Associate (Grade 8); and
  • Associate Teaching Professor (Grade 9).

For established staff, promotion is available to the following academic offices:

  • Associate Professor (Grade 9).

Research (R) pathway

Following approval of the Report of the General Board on arrangements for the implementation of an Academic Career Pathways (Research) scheme, promotion is available to the following unestablished posts:

  • Senior Research Assistant (Grade 6);
  • Research Associate (Grade 7);
  • Senior Research Associate (Grade 8); and
  • Assistant Research Professor (Grade 9).

Progression through the pathways

In both pathways, there is no expectation of step-by-step progression through each level of the career pathway, meaning applicants can apply for promotion to an office/post more than one grade above their current role.  It is important to note that applicants will only be considered for the office/post for which they have applied.  Consideration will not be given for promotion to a lower graded post if the Promotion Panels determine that an applicant has not met the assessment criteria for promotion to the office/post for which they have applied.

Pay progression within the current grade (for academic and research staff in Grades 5-11)

The University operates an annual Contribution Reward Scheme (Academic and Research). The purpose of the scheme is to recognise and reward eligible employee’s achievements on the basis of their performance and contribution to the University.  The scheme gives eligible employees the opportunity to progress through the spine points of their current grade via a contribution increment or receive a one-off single contribution payment in recognition of their work.  See the Contribution Reward Scheme (Academic and Research) guidance for full details.

Important note: employees who apply for promotion under one of the ACP schemes, cannot be nominated for an award under the Contribution Reward Scheme (Academic and Research) in the same academic year.

The impact of probation on promotion

T&S Pathway: For those who have been recruited to Grade 9, progression from Assistant (Teaching) Professor (Grade 9) to Associate (Teaching) Professor (Grade 9) forms part of the University’s Probation process for academic staff (see the University’s Probation Policy and Academic Probation Procedure). 

When individuals are promoted on the T&S pathway to a Grade 9 office/post, they will not be subject to a probationary period and will therefore receive the title of Associate (Teaching) Professor (Grade 9).

R Pathway: The probationary arrangements for those on the R pathway differ to those on the T&S pathway.  The job title for those at Grade 9 on the R pathway does not change on passing probation.

Employees on any pathway can apply for promotion while still in their probationary period.

All appointments to University offices are subject to the satisfactory completion of a period of probation, as stipulated in Special Ordinance C (ix).  However, the General Board has agreed to waive the period of probation for all employees who are promoted via the ACP schemes, as the competent authority and as referred to in Regulation 1(d) of the General Regulations for University Officers.

Assessment of applications

The case for promotion is assessed in relation to the criteria on the strength of all the evidence contained in the documentation covering the applicant’s career (see Assessment Criteria). 

Funding

In all cases, institutions should ensure that sufficient funding is identified to support all applications for promotion and ongoing salary costs, and should note the following points:

  • As per Special Ordinance C (ii), appointments to established University offices are to the retiring age. Applications for promotion therefore require proof of funding to cover the appointment to the retiring age, which should be confirmed in the Institutional Statement. 
  • Applications for promotion to unestablished posts require proof of funding to cover the duration of the applicant’s existing appointment, which should be confirmed in the Institutional Statement.

Queries concerned with funding should be raised with the relevant School Finance Business Partner in the first instance.

Applicants on the R pathway must confirm with their Principal Investigator (PI) that sufficient grant funding is available to cover the cost of the promotion for the duration of their appointment. Details of the funding arrangements must be provided in the application form.  Applications that cannot demonstrate available funding will be withdrawn. 

Employees with multiple posts

For employees who hold more than one T&S contract, their application will apply to all T&S contracts they hold.  Where the grades are different, they will be promoted to the higher grade of all roles, in all institutions.

For employees who hold more than one R contract, they may only apply for promotion in the institutions where there is funding available to support promotion. If there is funding available in both institutions, they will only need to submit one application form covering both posts. If there is funding available to support the promotion in one institution only, they will only be able to apply for promotion in that institution.