In exceptional circumstances, it may be appropriate to depart from the standard scoring model for promotion to Professor (Grades 11 and 12) or Clinical Professor. This should be on an individual basis so that the maximum Teaching and Researcher Development score is reduced to 20, with:
- Either Research and Research Leadership up to a maximum of 60 and Service remaining at a maximum of 20 points,
- Or Research and Research Leadership remaining at 50 maximum but with Service up to a maximum of 30 points.
Examples of situations when this may be appropriate include when an applicant has been formally dispensed from teaching duties (for example, because they are on a research fellowship), or when an applicant has had a larger service commitment than would normally be expected.
Where deemed appropriate, the Head of Institution may propose an alternative scoring model in their Institutional Statement for an applicant, setting out the reasons for the proposed exception, for the Faculty Committee to consider. FCs may also consider this, even if not proposed in the Institutional Statement. The FC must record the reasons for their decision on the appropriate scoring model to use in the applicant's Assessment Record. Heads of Institutions and FCs should bear in mind the standard scoring model reflects extensive discussion across the University on the critical importance of high-quality teaching to the University's mission and the wish to reflect this in the promotions system.
It is not appropriate to seek to use the exception to side-step the normal expectation of three years' teaching experience at Cambridge.