Heads of Institution, with the assistance of appropriate senior colleagues if necessary, play an important role in the career development of all eligible academic staff in their Institution. The list of eligible employees will be provided to Institutions via the burst report mechanism at the launch of each year’s ACP R&T exercise. Burst report recipients must share the eligibility lists with the Head of Institution.
The University’s Staff Review and Development (SRD) appraisal scheme, whilst remaining a separate and independent mechanism for reviewing personal contribution and professional development, should be used to discuss career aspirations, assess an individual’s readiness for promotion, and help inform and support the ACP R&T process. These discussions should take place on a regular and ongoing basis throughout the course of an individual’s career. Heads of Institution must have open and honest conversations with academics in their institution about whether it is the right time for them to apply for promotion, and for which office they should apply. They should also provide guidance to individuals on areas they may wish to work on in order to better demonstrate their achievement of the assessment criteria.
Heads of Institution should also ensure that appropriate mentoring opportunities are available and help facilitate this process to support career development and progression, including ensuring employees are aware of the mentoring and application support available.
Heads of Institution are required to review the gender balance and ethnic diversity of ACP R&T applications and to provide an explanation to the Chair of the FC when these are not in proportion to their representation in the proximate less senior office.
The decision whether to make an application will ultimately sit with the individual.
The relevant Faculty Committee must consult with an applicant’s Head of Institution for recommendations of appropriate referees to nominate. Heads of Institution should provide the names of suitable referees who will be able to provide a qualitative assessment of the applicant and give a full and frank appraisal of their suitability for promotion. However, the Heads of Institution will not be provided with any references received, unless they are a member of one of the committees assessing the application.
Head of Institution Responsibilities:
- Have supportive and confidential conversations with all employees that are eligible to apply; discuss any perceived barriers, including any relevant Contextual Factors that may be preventing an individual from applying.
- Actively help and mentor employees from groups that are under-represented at senior levels who are potentially ready for promotion to encourage them to apply.
- Discuss promotion pathways with under-represented employees not yet ready for promotion.
- Ensure that all eligible employees are informed of mentoring and application support available.