Procedures

Probation and Confirmation of Continuing Academic Appointment (Faculty of Health and Behavioural Sciences) - Procedures

Printer-friendly version
Body

1. Purpose and Objectives

To outline the probation and confirmation processes for academic staff members within the Faculty of Health and Behavioural Sciences.

2. Definitions, Terms, Acronyms

ABSC – Academic Board Standing Committee

Academic category – academic appointment type i.e. Teaching and Research (T&R), Teaching Focused (TF), Research Focused (RF) or Clinical Academic (CA).

Academic role - main academic functions such as teaching, scholarship of teaching and learning, research, creative work, clinical innovation, service and engagement.

Authorised Officer – the officer authorised to exercise certain HR powers and functions as outlined in the HR Authorisation Schedule.

CCPC – Central Confirmation and Promotions Committee

Director – Director of any University-level Centre or Faculty-level Centre (but not School-level Centre) within the Faculty of Health and Behavioural Sciences.

Early Career Academic – an appointment made in accordance with The University of Queensland Enterprise Agreement 2014 – 2017, clause 62 – Early Career Academic Appointments.

Enterprise Agreement The University of Queensland Enterprise Agreement 2014 – 2017

HaBSCAP Committee – Faculty of Health and Behavioural Sciences Continuing Appointments and Promotions Committee (the Committee)

Head – Head of School or equivalent

LCPC – Local Confirmation and Promotions Committee

PCPC – Professorial Confirmation and Promotions Committee

SECaT - Student Evaluations of Course and Teaching

TEVALs - Teacher Evaluations

3. Procedures Scope/Coverage

These procedures apply to continuing and fixed-term academic staff members (Academic Level A to E) from the Faculty of Health and Behavioural Sciences. These procedures will be piloted during 2016 and 2017.

Academic staff members who are not from the Faculty of Health and Behavioural Sciences are not covered by these procedures and should refer to the Probation and Confirmation of Continuing Appointment (Academic Staff) Procedures.

4. Procedures Statement

Academic staff members are subject to probationary periods as outlined in the Enterprise Agreement. The principles that apply to Academic probation and confirmation at the University are outlined in the Probation and Confirmation of Continuing Appointment (Academic Staff) Policy.

For an academic staff member to successfully complete their probationary period and be confirmed, they are required to demonstrate that they have met the required Academic standards for their level of appointment as outlined in the Criteria for Academic Performance Policy.

The Academic Categories Procedures and the Guidelines on Evidencing Academic Achievement provide a broad description of academic categories. The Guidelines also provide examples of evidence of academic activities, outcomes, quality and impact.

The University has robust processes in place to support probation and confirmation. The applicable processes are dependent on the employment type and the length of probation as contained in the staff member’s Letter of Offer.

5. Timelines

5.1 Continuing Academic Staff Members (and Early Career Academics)

The Faculty conducts probation and confirmation rounds quarterly.

Continuing Academic Level A staff may apply to be considered for confirmation at any time.

5.2 Fixed-term Academic Staff Members

Academic staff members on fixed-term contracts will undertake a final probationary review prior to the completion of their probationary period as contained in their Letter of Offer. For the avoidance of doubt, fixed-term staff members (other than Early Career Academics) are not eligible for confirmation to a continuing appointment.

6. Academic Staff Probation

Upon commencement, academic staff members will meet with their supervisor to discuss their role, responsibilities and performance expectations and will develop a plan and set of objectives (Achievements and Objectives - Form B). The plan should reflect the “mix of roles” for the particular Academic category. This initial meeting may also outline the support options available and any additional training that may be provided, where applicable. An initial review of the plan and objectives should occur three months after commencement.

The Achievements and Objectives Form B provides the basis for the staff member’s performance appraisal. Appraisals are conducted annually in accordance with the Academic Staff Appraisal Procedures.

Staff members who are subject to a probationary period, are required to undergo probation and confirmation processes as applicable to their employment type (fixed-term or continuing). In addition Early Career Academic (ECA) Staff are required to undergo additional considerations in accordance with the Enterprise Agreement and as outlined below.

6.1 Fixed-term Academic Staff Members (excluding Early Career Academics)

Fixed-term academic staff members are required to undertake a probationary period in accordance with the Enterprise Agreement.

Generally, the supervisor will hold a mid-point probationary review meeting with the staff member half way through the probationary period (dependent on the length of probation) as a means of discussing the progression of the staff member, providing performance feedback, and discussing any additional training, support and/or guidance required.

A final probationary review meeting will occur between the Head/Director and/or supervisor and the staff member prior to the completion of the probationary period. During the final probationary review meeting, the Head/Director and/or supervisor will provide feedback to the staff member regarding their overall performance during the probationary period, and will outline whether the performance of the staff member meets the requirements of the position. The staff member’s probation will then be confirmed or, in the event the Head/Director and/or supervisor is of the view that the staff member did not meet the requirements of the probationary period, a recommendation will be made to the Authorised Officer to terminate the staff member’s employment.

The employment of a probationary staff member may be terminated in accordance with the provisions of the Enterprise Agreement. The Authorised Officer should seek advice from Human Resources when consideration is being given to terminating employment during probation.

6.2 Early Career Academics (ECA)

ECA appointments are made in accordance with the Enterprise Agreement and are Teaching and Research or Teaching Focused positions at Academic Level A or B.

ECAs commence on a two year fixed-term ECA contract and will generally have a probationary period of 6 months. The requirements of the probation process are as outlined in section 6.1.

Prior to the end of the ECA appointment, a further one year fixed-term appointment will be offered to ECAs where:

  • the staff member’s performance is assessed as satisfactory; and
  • there is a continuing need for the work to be performed.

This assessment will be conducted in accordance with the Mid-term Review process as outlined in section 8.

In the event that the above conditions are not met, the ECA appointee will be advised, in writing, that a subsequent contract will not be offered.

Where a second period of appointment is offered to an ECA, the staff member will also be invited to apply for confirmation to a continuing appointment through a final review process as outlined in section 9. Upon consideration by the Executive Dean or HaBSCAP Committee as appropriate, an ECA may be confirmed in a continuing appointment, or not confirmed after which the ECA appointment will cease at the fixed-term contract nominal expiry date.

6.3 Continuing Academic Staff Members

Continuing academic staff members are required to undergo two major reviews during their three year probationary period:

  • the Mid-term Review as outlined in section 8, in the second year of appointment; and
  • the Final Review as outlined in section 9, in the third year of appointment.

7. Probation Waiver or Extension Request

7.1 Probation waiver

Probation may be waived in accordance with the Probation and Confirmation of Continuing Appointment (Academic Staff) Policy.

7.2 Probation extension

In exceptional circumstances, a period of probation may be extended by up to two years by the HaBSCAP Committee/Executive Dean as an outcome of a final review, or at the request of a staff member, where a Letter of Appointment allows.

Where a staff member is seeking a probation extension based on exceptional circumstances, the staff member must apply in writing to the relevant Head/Director prior to the final review and must ensure that the exceptional circumstances, and the duration of the probation extension sought, are clearly articulated. The Head/Director will then consider the submission and provide a written recommendation regarding the extension request for consideration and decision by the Executive Dean.

Where a probationary period has been extended, the applicant will be required to undergo a final review, in accordance with section 9, during the final year of probation.

8. Mid-term Review

Mid-term Reviews are conducted quarterly and the Executive Dean (or nominee) for Level A to D, and the President, Academic Board (or nominee) for Level E, will notify staff members when they are to be considered in an upcoming round.

8.1. Academic Level A to D Staff Members

8.1.1 Submission documentation

Staff members are required to submit the following items via email to caphabs@uq.edu.au:

a)    Form A – Academic Portfolio of Achievement

b)    Complete set of Teacher evaluations since appointment (course evaluations are also encouraged). University approved teacher evaluations (TEVALs/SECaT) must be submitted for all courses to which a substantial teaching contribution is made. Course evaluations are also encouraged, particularly where the applicant is the Course Coordinator.

c)    Form B - Achievements and Objectives

The relevant Head/Director is required to submit the following items via email to caphabs@uq.edu.au:

d)   Form D – Head’s/Director’s Assessment and Recommendation

The Head’s/Director’s Assessment and Recommendation (Form D) will be provided to the applicant and to the HaBSCAP where applicable. On sighting a copy of Form D the applicant may make a written response which should be directed to the Faculty HR Manager at caphabs@uq.edu.au for Committee/Executive Dean consideration.

8.1.2 Meeting with Head/Director and/or supervisor

A meeting is conducted between the Head/Director and/or the supervisor and the staff member to discuss the staff member’s progress to date. This meeting is an opportunity to consider areas for improvement and what additional work may be necessary prior to the final review. After this meeting, the Head/Director, and the supervisor where applicable, will document the discussion on Form D. Where the Head/Director is not the supervisor, Form D should be provided to the Head/Director for comment.

For Academic Level A staff members, the submission documentation, including the Head/Director’s report, will then be forwarded to the Executive Dean for consideration and assessment prior to feedback being provided to the applicant.

For Academic Level B to D staff members, the Portfolio and the Head/Director’s report will be provided to a designated member of the HaBSCAP Committee (this will usually be the HaBSCAP representative on the CCPC and cannot be the Head/Director of the staff member) for consideration and drafting of feedback to the applicant. This draft and other associated documentation will then be provided to the HaBSCAP Committee who will undertake a review and then finalise the written feedback to the applicant.

If adverse feedback is provided, the staff member may request a meeting with the Head/Director (and Executive Dean if appropriate), to discuss the feedback.

8.1.3 Early Career Academics

The Head/Director will consider whether the ECAs performance is satisfactory and whether there is a continuing need for the work to be performed. If these conditions are met, the ECA will be offered a second one year ECA contract and will be invited to apply for confirmation of continuing appointment through the completion of a Final Review.

In the event that the above conditions are not met, the ECA appointee will be advised, in writing, that a subsequent contract will not be offered.

8.2 Academic Level E Staff Members

8.2.1 Submission documentation

Staff members are required to submit the completed Form A – Academic Portfolio of Achievement to caphabs@uq.edu.au by the required date.

8.2.2 Meeting with Head/Director and/or supervisor

The mid-term review for Academic Level E staff members (referred to as an enhanced appraisal) will include input from the Executive Dean. This will be facilitated through a review of the documentation rather than attending an appraisal interview. If the Executive Dean has serious concerns regarding progress of the staff member, which differs from the view held by the supervisor, the Executive Dean will consult with the Head/Director. The Head/Director will subsequently meet with the staff member to outline the concerns and provide direction. The Head/Director will provide a copy of the Form D to the staff member after the Executive Dean has signed it.

9. Final Review

Academic Level A final review applications will be considered by the Executive Dean, on recommendation from the relevant Head/Director and may be considered at any time.

Final Reviews for Academic Level B to E staff members are conducted quarterly and the Executive Dean (or nominee) for Level B to D, and the President, Academic Board (or nominee) for Level E, will notify staff members when they are to be considered in an upcoming round.

Academic Level B to D applicants will be considered by the HaBSCAP Committee. Academic Level E applicants will be considered by the Professorial Confirmation and Promotions Committee (PCPC).

The outcome may be confirmation of continuing appointment, an extension of probation of one or two years (where applicable), or a decision not to confirm.

Where the applicant is also applying for promotion, a separate submission for promotion must be made through the online promotion system. Both submissions should clearly state that the candidate is applying for both confirmation and promotion.

9.1 Final Review Submission Documentation

Final Review applicants are required to submit the following items via email to caphabs@uq.edu.au (for Academic A to D) or cap@uq.edu.au (for Academic Level E):

a)    Cover Letter (with weightings)

b)    Form A – Academic Portfolio of Achievement

c)    Complete set of at least the 3 most recent semesters of Teacher evaluations (course evaluations are also encouraged)

d)   Form B – Achievements and Objectives

The relevant Head/Director is required to submit the following items via email to caphabs@uq.edu.au:

e)    Form D – Head’s/Director’s Assessment and Recommendation (Academic Level A and E applicants); OR Form H – Head’s/Director’s Assessment and Recommendation (Academic Level B to D applicants)

f)   Form E – Head's/Director’s Nomination of Referees

Further information regarding these submission items are contained below.

9.1.1 Cover letter

The covering letter should be under 600 words and should identify the purpose of the submission and summarise the staff member’s key achievements. It should concisely outline career goals and explain any special considerations for the application (e.g. disciplinary constraints in obtaining postgraduate students) including any special considerations in relation to ‘performance relative to opportunity’. The letter must indicate the weightings that are being placed on each academic role.

Weightings

Applicants for Final Review can accentuate different parts of their Academic portfolios and allocate weightings to their various academic roles to highlight their relative strengths. Weightings reflect the applicant’s judgement about their overall contribution, based in particular on their assessment of the quality, quantity and impact of their work.

The full portfolio should be used to record contributions. For a Teaching Focused academic, contributions to disciplinary research complement both the teaching portfolio (as currency in the discipline) and Scholarship of Teaching and Learning portfolio (as further evidence of scholarship). For a Teaching & Research academic contributions to Scholarship of Teaching and Learning complement mainly the teaching portfolio (as evidence for leadership, quality, impact and quantity) and, to a lesser extent, the research portfolio (as further scholarship contributions).

The weightings must add up to 100. The following are the upper and lower weighting boundaries for each academic category:

 

Teaching

Scholarship of Teaching

Research

Service

Academic Category

Lower (%)

Upper (%)

Lower (%)

Upper (%)

Lower (%)

Upper (%)

Lower (%)

Upper (%)

T&R

30

50

 

 

30

50

10

30

TF

40

70

20

50

 

 

10

30

RF

0

20

 

 

60

90

10

20

CA

10

60

 

 

20

70

20

50

Applicants should refer to the Academic Categories Procedures and the Guidelines on Evidencing Academic Achievement which provide a broad description of academic categories. The Guidelines also provide examples of evidence of academic activities, outcomes, quality and impact.

9.1.2 Academic Portfolio of Achievement

The following items are to be submitted, as required:

Folio Item

Required Action

1 – Curriculum Vitae

All sections are to be completed.

2 – Teaching

All sections are to be completed (TF, T&R and CA appointments). RF academics are to complete the section on Higher Degree by Research supervision and others as applicable.

3 – Scholarship of Teaching and Learning

TF applicants are to complete all sections.

4 – Research and Creative Work

All sections are to be completed for T&R, RF and CA staff.

5 – Grants, Contracts and Bibliography

All sections are to be completed.

6 – Service and Engagement

All sections are to be completed.

7 – Professional Development and Other Activities

Sections are to be completed as applicable.

8 – Special Studies Program

Not applicable.

9 – Nomination of Referees for Final Review for Continuing Appointment

To be completed as applicable to the type of appointment.

Teacher Evaluation Forms

University approved teacher evaluation forms (TEVALs/SECaTs) must be submitted for all courses to which a substantial teaching contribution has been made during at least the three most recent semesters. Course evaluations are also encouraged, particularly where the applicant is the Course Coordinator.

Staff members can access their SECaTs back to the year 2010 here. The Institute for Teaching and Learning Innovation can also supply evaluations for the period 2000 to 2010 upon request.

9.1.3 Achievements and Objectives (Form B)

The applicant must submit a copy of the latest Achievements and Objectives Form (Form B) from the last annual review. It is noted that an annual review must be conducted prior to the submission for Final Review.

9.1.4 Head of School/Director of Centre recommendation

Academic Level A Applicants

The Head/Director will consider the application and provide a recommendation to the relevant Executive Dean regarding the applicant’s submission (through Form D).

The Head’s/Director’s consideration will include consultation with other senior staff members of the Faculty/Institute/School and Discipline.

The Head/Director will meet and discuss their recommendation with the applicant prior to forwarding the application, including the Head’s/Director’s recommendation (Form D) and the Head's/Director’s Nomination of Referees (Form E), to the Executive Dean for consideration and decision.

Academic Level B to D Applicants

The Head/Director is required to submit a formal recommendation to the HaBSCAP Committee regarding Academic Level B to D final review applicants, either Recommending, Marginally Recommending or Not Recommending confirmation.

The Head/Director must consult with other senior staff members within the School/Centre regarding the applicant’s progress and the case for confirmation (where the Head/Director is not the direct supervisor of the applicant, the direct supervisor must be one of those consulted).

The Head/Director will hold a formal meeting with the applicant to discuss their final review application and to advise the applicant of the Head’s/Director’s formal recommendation and rationale. This advice must be provided to the applicant by the Head/Director in sufficient detail so that the applicant is fully aware of the basis of the recommendation made, and has the opportunity to address any areas of weakness identified by the Head/Director at interview. At the completion of the meeting between the Head/Director and the applicant, Form H – the Head’s/Director’s Assessment and Recommendation must be completed, signed by both parties and submitted to the caphabs@uq.edu.au. In the event the Head/Director is not the direct supervisor, the Head/Director must consult with the supervisor and advise the supervisor of their final recommendation. The supervisor must also sign Form H – the Head’s/Director’s Assessment and Recommendation.

Academic Level E Applicants

A Form D – Head’s/Director’s Assessment and Recommendation will be provided to both the applicant and to the faculty HR Manager/Consultant by the Head/Director. Heads/Directors are required to provide copies of their recommendations (Form D) to applicants. On sighting a copy of Form D the applicant may make a response, directing any such letter to cap@uq.edu.au for Committee consideration.

The Head/Director will also nominate referees on Form E - Nomination of Referees for Final Review for Continuing Appointment and Promotion, which the Head/Director sends directly to cap@uq.edu.au.

The Executive Dean will complete a report for Level E applicants (copied to applicants) who have the opportunity of making a response for PCPC consideration. The PCPC has the discretion to invite the Executive Dean to attend the Committee meetings for further clarification.

9.2 Referee Nominations (Applicant and Head/Director)

Both the applicant and the Head/Director are required to submit referee nominations. The Committee, or Executive Dean for Level A applicants, may contact additional referees at their discretion. It is at the discretion of the PCPC as to whether referee reports are requested for consideration of Level E confirmation.

Nomination of Referees

Teaching Referees

All Teaching and Research, Teaching Focused and Clinical Academic applicants and their Heads/Directors must nominate one referee each to report on the applicant’s teaching ability. Referees should have first-hand knowledge of the applicant’s teaching, should cover as many aspects of the applicant’s teaching as possible and can be an applicant’s former student, colleague or former colleague.

Scholarship of Teaching and Learning Referees

Teaching Focused applicants applying for Level B Final Review and their Heads/Directors must nominate one Scholarship of Teaching and Learning referee each (preference should be given to independent, external referees, who are leaders in the field). Teaching Focused academic applicants applying for Final Review at Levels C - E and their Heads/Directors must nominate two Scholarship of Teaching and Learning referees each (one each of the referees is a reserve). Independent, external referees, who are leaders in the field must be chosen. Nominated referees must be able to comment on the applicant’s contribution to pedagogy and innovative teaching practice and their impact on the enhancement of learning in their discipline.

Research and Creative Work Referees

Teaching and Research, Research Focused and Clinical Academic applicants applying for Level B Final Review and their Heads/Directors must nominate one Research/Creative Work referee each. Preference should be given to independent, external referees, who are leaders in the field. T&R, RF and CA applicants applying for final review at Levels C - E and their Heads/Directors must nominate two Research/Creative Work referees each (one each of the referees is a reserve). Independent, external referees, who are leaders in the field must be chosen.

Service and Engagement Referee

Clinical Academics must nominate one service/engagement referee. Preference should be given to an independent, external referee who can comment on the applicant’s professional and community roles.

 

9.2.1 Applicant referee nominations

Applicants should ascertain their referees’ willingness to provide a report prior to nomination.

Applicants may also nominate in their Cover Letter referees they would prefer the Committee not to contact.

9.2.2 Referee nomination forms

Applicants provide email, phone and address details of referees via Folio 9. It is the responsibility of the applicant to ensure that the correct referee details are provided.

The Head/Director completes Form E - Head's/Director’s Nomination of Referees for Continuing Appointment and Promotion and forwards it to caphabs@uq.edu.au. It should be noted whether consultation with an applicant has occurred when selecting referees (indicating with an asterisk on the form). The Head/Director must ensure that they do not nominate referees that have already been nominated by the applicant.

9.2.3 Conflict of Interest - referees

Applicants must not nominate referees who have a close personal relationship, financial interest or other conflict of interest with the applicant (e.g. a mentor, close collaborator, relative or close friend). Committee members should not be nominated as referees.

9.2.4 Adverse referee comments

Applicants will have the opportunity to respond to any adverse referee comments.

9.3 Consideration and Decision Process

9.3.1 Academic Level A Applicants

The Final Review submission will be considered and determined by the Executive Dean, on recommendation from the Head/Director.

9.3.2 Academic Level B to D Applicants

Brief Update

The applicant may submit a brief ‘update’ up to one week prior to interview on any new and substantial achievements since submission of the application (e.g. a one to two page dot point summary of new achievements with new teaching evaluation summary sheets appended). This update should be submitted to caphabs@uq.edu.au.

Interview Process

All candidates will be invited for interview by the HaBSCAP Committee. The interview process provides an opportunity for applicants to present their case for confirmation and enables the Committee to seek clarification on any aspects of the application and ask questions. The interview will also provide an opportunity for applicants to further discuss the Head’s/Director’s recommendation, and any other relevant matters as required.

The interview process will generally proceed as follows:

  • The Committee will be convened and each Head/Director will be required to speak to the applications from candidates in their School/Centre and provide their assessment and recommendation.
  • The Committee will then invite applicants to present for interview. Applicants may present a strict five minute (or less) précis of the application at the commencement of the interview.

During the Committee’s deliberations, members of the Committee (other than the relevant Head/Director) will be tasked with leading discussion on the applicant’s case for satisfying the confirmation criteria regarding Teaching, Research/Scholarship of Teaching and Learning, and Service and Engagement elements as applicable.

9.3.3 Academic Level E applicants

All Academic Level E applicants will be considered by the PCPC.

9.4 Outcome and Date of Effect

Continuing Academic Staff will be confirmed, not confirmed, or in exceptional circumstances probation may be extended.

ECA staff will be offered a continuing appointment, or will be formally advised that a continuing contract will not be offered.

Staff members will be advised of the outcome of their Final Review by the Executive Dean or Chair of the relevant Committee.

Consideration will be given to the required notice periods as outlined in the Enterprise Agreement. The University may elect to provide payment in lieu of notice (in whole or in part) in accordance with the provisions of the Enterprise Agreement.

9.5 Feedback

Academic Level A to D staff who are unsuccessful, or whose probation is extended, are afforded the opportunity to meet with the Executive Dean and relevant Head/Director to receive feedback on their Final Review application.

For Level E, the Provost will provide an opportunity for those applicants who are not confirmed in their continuing appointment or who receive an extension of probation, to meet and receive feedback. Applicants’ Heads/Directors may be invited to feedback meetings.

9.6 Appeals

A continuing academic staff member (Academic Level A to D), or an ECA, who is unsuccessful in their final review application may appeal the decision on procedural grounds. Prior to appealing, it is expected that unsuccessful applicants will seek feedback on their application.

The appeal:

  • must be lodged in writing with the Director, Human Resources, within 21 days of the date of issue of notification; and
  • must be based on procedural grounds.

For the avoidance of doubt, any appeal on procedural grounds must be based on the probation and confirmation process applicable to academic staff at the Faculty of Health and Behavioural Sciences. The fact that this process is a pilot (different procedurally to other probation and confirmation processes within the University) is not grounds for appeal.

An initial assessment that an application for appeal is validly made will be conducted by the Director, Human Resources, before an appeal proceeds to the Authorised Officer for consideration. For an appeal to be successful, the Authorised Officer must be satisfied that the procedural error had substantial and significant impact on the decision. The decision of the Authorised Officer is final.

Every effort will be made to hear and determine an appeal prior to the cessation of a fixed-term contract (where applicable). Fixed-term contracts will not however be extended by virtue of an appeals process.

10. Conflict of Interest

Heads/Directors and HaBSCAP Committee members must declare and discuss any conflicts of interest with the Executive Dean to ensure that the conflict of interest is reasonably managed. Heads /Directors who have a direct conflict of interest with any particular applicant (e.g., through personal relationship, co-publishing, joint grant holding) may be replaced on the HaBSCAP Committee by another senior staff member from the same School/Centre for the consideration of that applicant’s case. Line management responsibility per se is not a basis for replacement of the Head/Director from the Committee.

Where the Executive Dean has a conflict of interest in relation to an applicant, the matter must be discussed with the Provost to ensure that the conflict of interest is reasonably managed.

11. Confidentiality

All staff involved in the probation and confirmation process will respect the confidentiality of the applicants and the deliberations of the Committee members.

12. Committee Structures and Role

12.1 HaBSCAP Committee

The HaBSCAP Committee considers confirmation of Academic Levels B to D for all academic categories.

The membership of the HaBSCAP Committee comprises:

  • the Executive Dean (Chair);
  • each Head of School;
  • one Level E academic from the Faculty, other than a Head of School, who will be the HaBSCAP representative on the CCPC and is the CCPC’s representative on another faculty’s LCPC; and
  • one CCPC representative from another faculty.

Where a candidate is from a Faculty or University level research centre within the Faculty, the Director of that Research Centre will also be a member of the Committee.

The Executive Dean may invite additional member(s) to participate on the Committee where the composition of the Committee does not provide for gender representation. In this instance, the additional member will participate in the final review process for all applicants.

A quorum will be the Chair, at least one CCPC representative, and two other members.

12.2 PCPC

The PCPC considers applications for continuing appointment at Academic Level E against the Criteria for Academic Performance and makes recommendations to the Vice-Chancellor and President.

The membership of the PCPC will consist of:

  • Vice-Chancellor or nominee (Chair);
  • Provost (or nominee if the Provost is nominated as Chair);
  • Deputy Vice-Chancellor (Research);
  • Deputy Vice-Chancellor (Academic);
  • President, Academic Board;
  • Four members of the professoriate reflecting an appropriate breadth of disciplines, appointed by the Vice-Chancellor on recommendation from the Provost in consultation with the President, Academic Board;
  • Director, Human Resources, or nominee acting as secretary to the Committee.

Members will generally serve on the Committee for three years.

The Vice-Chancellor, on recommendation from the Provost and in consultation with the President of the Academic Board, may invite an external member to participate as a full member of the Committee; generally for a one year term.

12.2.1 Role

The PCPC’s deliberations on final review applications will result in confirmation of continuing appointment; non-confirmation of continuing appointment; or an extension of probation for up to two years.

13. Enquiries

Enquiries about the process should be directed to the Faculty Human Resources Team (caphabs@uq.edu.au).

Custodians
Director, Human Resources
Mr Bill Kernahan (Acting)

Forms

Printer-friendly version

Head/Director Assessment and Recommendation Form H - Form

Head/Director Assessment and Recommendation Form H - Form

Printer-friendly version
Body
Description: 

This form must be used in accordance with the Probation and Confirmation of Continuing Academic Staff Appointment (Faculty of Health and Behavioural Sciences) Procedures and Promotion of Academic Staff (Faculty of Health and Behavioural Sciences) Procedures.

Custodians
Director, Human Resources
Mr Bill Kernahan (Acting)
Custodians
Director, Human Resources
Mr Bill Kernahan (Acting)
Custodians
Director, Human Resources
Mr Bill Kernahan (Acting)