Policy

Promotion of Academic Staff Levels A - D - Policy

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1.  Purpose and Objectives

This policy describes Academic Promotion for staff across all academic categories from levels A to D. It defines eligibility and timelines. It also refers to the principle of performance relative to opportunity.

2.  Definitions, Terms, Acronyms

Academic category –academic appointment type i.e. Teaching and Research, Teaching Focused, Research Only or Clinical Academic.

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

CCPC - Central Confirmation and Promotions Committee

Head - Head of School or equivalent level

LCPC - Local Confirmation and Promotions Committee

3.  Policy Scope/Coverage

This policy applies to academic staff across the four academic categories - Teaching and Research, Teaching Focused, Research Only or Clinical Academic, who seek promotion up to and including Level D. This policy also applies to Conjoint appointees who seek promotion up to and including Level D. PPL 5.80.14 Promotion to Professor applies to academic staff seeking promotion to Level E. 

4.  Policy Statement

Academic promotion at the University is based on merit and, to be promoted, applicants in all academic categories, must be able to demonstrate that they have reached the skill base specified for the academic level to which they seek promotion (see PPL 5.70.17 Criteria for Academic Performance). 

Promotion is dependent on demonstrated ability and achievement since the applicant's appointment to their current position. Secondary evidence supporting promotion may be derived from work undertaken during earlier career stages that has underpinned the achievement of the relevant standard for promotion.

The University promotion process is not constrained by a quota. Decisions are based on individual merit.

As set out in the Guidelines on Evidencing Academic Achievement, academic staff have the flexibility to accentuate aspects of their portfolio and build a case that reflects their strengths and achievements, using weightings, although all activities will need to be considered in any such application.

Academic staff in all four categories, Teaching and Research, Teaching Focused, Research Only and Clinical Academic, may apply for promotion to any academic level within a promotion round, for example a Level B academic may apply for promotion to Level D, however each applicant may only make one application for promotion in the same year. An academic staff member who has a temporary variation to his or her substantive category (such as a T&R academic who has a temporary variation of his or her academic category to Research Only, as a result of receiving a Fellowship) will, unless otherwise specified in the application, be considered for promotion to the next academic level above their substantive category level. The criteria for the academic category in which the staff member is employed when they apply for promotion will be used in assessing their application (e.g. in the example above the applicant would be assessed against the RO criteria).

5.  Eligibility

Academic staff are eligible to apply for promotion two years from one of the following:

  • the date of appointment to their current level; or
  • the application date for a successful promotion to their current level: or
  • the application date of the last unsuccessful promotion application.

Permission to apply earlier may be granted in exceptional circumstances by the Chair of the CCPC, in consultation with the Chair of the LCPC. The staff member must apply  in writing to the Chair of the CCPC, who is the President of the Academic Board.  The Head must support the request.

Staff on probation are eligible to apply for promotion.

Fixed-term staff are eligible to apply for promotion within the period of their contract.

Research Only staff are eligible to apply for promotion provided the employment contract extends (or is expected to extend) beyond the date on which the promotion takes effect but only if:

(i) the terms of funding for the research grant/contract permit the promotion; and

(ii) arrangements for the funding of the increase in salary have been agreed.

Staff currently on secondment to another institution are eligible to apply for promotion.

6. Performance Relative to Opportunity

Consistent with the Prevention of Discrimination and Harassment policy (PPL 1.70.06a), and state and federal Acts, staff should not be treated less favourably due to their sex, relationship status, pregnancy, parental status, breastfeeding, age, race, impairment, religious belief or religious activity, political belief or activity, trade union activity, lawful sexual activity, gender identity, sexuality, family responsibilities, or association with, or relation to, a person identified on the basis of any of the above attributes.

Some of the attributes listed above may impact on a staff member’s capacity to work uninterrupted and/ or on a full-time basis.

The University is committed to providing an equal opportunity environment for its staff in its performance appraisal, continuing appointment and promotion processes through the principle of ‘performance relative to opportunity’. The quality of the staff member’s performance will be assessed against the standard for that level. In terms of expectations for activity and output, consideration will be given to the fraction at which they are employed, periods of absence and/or personal circumstances. Where information about a staff member’s personal circumstances is provided, that information will remain confidential to the assessing committees.

7. Time Frames

There is one promotion round each year. The dates for submission of applications are advised annually by the Human Resources Division.

In exceptional circumstances an application for promotion can be considered out-of-cycle by permission of the Chair of the LCPC in consultation with the Chair of the CCPC. Application is to be made in writing to the Chair of the LCPC by the staff member’s Head.

Applications from candidates who subsequently resign or whose employment is otherwise terminated will cease to be processed from the date of receipt of the resignation, or notification from Human Resources Division of the termination.

Procedures

Promotion of Academic Staff Levels A - D - Procedures

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1.  Purpose and Objectives

These procedures enact PPL 5.80.12a Promotion of Academic Staff (Levels A-D) - Policy.

2.  Definitions, Terms, Acronyms

Academic category –academic appointment type i.e. Teaching and Research, Teaching Focused, Research Only or Clinical Academic.

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

CCPC - Central Confirmation and Promotions Committee

Head - Head of School or equivalent level

LCPC - Local Confirmation and Promotions Committee

SECaT - Student Evaluations of Course and Teaching

TEDI - Teaching and Educational Development Institute

TEVALs - Teacher Evaluations

3.  Procedures Scope/Coverage

These procedures apply to academic staff across the four academic categories -Teaching and Research, Teaching Focused, Research Only or Clinical Academic - seeking promotion from Level A up to and including Level D. This procedure also applies to Conjoint appointees who seek promotion up to and including Level D. Information on professorial promotion is covered in PPL 5.80.14 Promotion to Professor.

4.  Procedures Statement

These procedures cover information for applicants (considerations before applying and the process of submitting an application), the application process and timing, the roles and responsibilities of officers of the University and of committees in the academic promotion process, and enquiries and submission address information.

5. Information for Applicants

5.1 Considerations before making an application

5.1.1 Criteria for promotion

The criteria and standards against which the performance of the applicant is judged are set out in PPL 5.70.17a Criteria for Academic Performance - Policy.

The Guidelines on Evidencing Academic Achievement complements this policy by listing a broad (but not exhaustive) range of examples of academic performance indicators, which acknowledge the diversity of academic achievement. Applicants may find that the guidelines are a useful resource in evidencing achievement in their submissions and in providing a description of academic roles.

5.1.2 Eligibility

The decision to make an application rests with the staff member subject to them meeting the eligibility requirements described in PPL 5.80.12a Promotion of Academic Staff (Levels A - D) - Policy, section 5.

5.1.3 Advice on submission

While the decision to apply rests entirely with the staff member, it is advisable for staff considering applying for promotion to discuss their readiness for promotion with their head and/or other senior staff in their discipline. Some applicants apply prematurely; others wait longer than is strictly necessary.

Academic staff can attend an annual seminar about the promotion process. With input from the President of the Academic Board, the Manager of Continuing Appointments and Promotions and members of the assessing committees, the seminar examines the application and assessment procedures for promotion (those wishing to attend can enrol through the Staff Development website).

5.2 Transparency and right to sight adverse comments

Heads are required to provide copies of their recommendations on applicants for promotion (using Form D) to applicants. On receiving a copy of the Head’s report the applicant can write a response to include with the application submission. In addition, applicants have the opportunity to respond to adverse referee comments.

5.3 Submitting an application

From 2014, the Academic Promotions (up to Level D) process is being managed in UQ Jobs, UQ’s web-based recruitment system via the Academic Promotion web-site http://www.uq.edu.au/current-staff/?page=104896.  The promotion submission includes:

If applicants are also applying for final review (submission date is 1 March) they should ensure that their nominated referees appropriately cover both continuing appointment and promotion and indicate in the covering letter and covering email for the final review submission that they are also applying for promotion (a separate, updated promotion submission will be required via the online application process by 2 June). Applicants should provide information regarding any interview constraints (the interview period is July – mid October) in the cover letter.

The onus is on the applicant to prove the case. Therefore, applicants should ensure that their written submission is well structured and that they are prepared to present their case at interview. It can be beneficial to ask senior colleagues, outside of the immediate disciplinary area, to read the application to obtain feedback and to ‘rehearse’ prior to the interview.

If an applicant considers that their application would more appropriately be considered by a different LCPC to the allocated Committee (see Section 9.2.2) they can send a request to the Chair of the CCPC, who is the President of the Academic Board, for consideration. This should be well prior to the application closing date.  The Chair will consult with relevant parties as required before making a determination (for example the Head and Chairs of applicable Local Committees).

5.3.1 Covering letter

The covering letter should be under 600 words and be addressed to “The Chair, Local Confirmation and Promotions Committee”. The letter should identify the purpose of the submission and summarise key achievements. It should concisely outline career goals and explain any special considerations for the application (e.g. disciplinary constraints in obtaining postgraduate students). The letter must indicate the weighting that is being placed on each of the relevant areas of the appointment.  Applicants may include the names of referees they would prefer the Committee not to contact, if applicable.

5.3.2 Weightings

Applicants for promotion (whether T&R, TF, RO or CA) have the flexibility to accentuate different parts of their portfolios and allocate weightings to their various academic roles and may thus build a case that reflects their strengths and achievements in the context of their academic appointment category.  Weightings should reflect the applicant’s own judgement about their overall contribution, based in particular on their assessment of the quality, quantity and impact of their work. 

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

For T&R staff:

Upper Boundaries: Teaching 50% Research 50% Service 30%

Lower Boundaries: Teaching 30% Research 30% Service 10%

For TF Staff:

Upper Boundaries: Teaching 70% Scholarship of Teaching 50% Service 30%

Lower Boundaries: Teaching 40% Scholarship of Teaching 20% Service 10%

For RO Staff:

Upper Boundaries: Research 90% Teaching 20% Service 20%

Lower boundaries: Research 60% Teaching 0% Service 10%

For CA staff:

Upper Boundaries: Teaching 60% Research 70% Service 50%

Lower Boundaries: Teaching 10% Research 20% Service 20%

5.3.3 Academic Portfolio of Achievement

Folio 1– All sections are to be filled in

Folio 2 – All sections are to be completed (TF, T&R and CA appointments). RO academics are to complete the section on Research Higher Degree supervision and others as applicable

Folio 3 - TF applicants are to complete all sections

Folio 4 – All sections are to be completed for T&R, RO and CA staff

Folio 5 – All sections are to be completed

Folio 6 – All sections are to be completed

Folio 7 – Sections are to be completed as applicable

Folio 8 – Not applicable

Folio 9 – Not applicable as these will be provided as part of the online application process. If also applying for final review the applicant should ensure that the final review submission indicates that he/she is applying for promotion so that referees can cover both confirmation and promotion.

5.3.4 Teacher evaluation forms

University approved teacher evaluations (TEVALs/SECaT) 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 have access to their own SECaTs back to the year 2010 (refer to http://www.tedi.uq.edu.au/student-evaluation-of-course-and-teacher.  TEDI can supply evaluations as PDF documents upon request, prior to this time, back to the year 2000.

5.3.5 Brief Update

The applicant may submit a brief ‘update’ 1 week prior to the interview, to the relevant HR Manager via the appropriate email address listed in Section 10,  on any substantial new 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).

5.3.6 Head’s forms

A Form D - Assessment and Recommendation for Continuing Appointment and Promotion will be provided to both the applicant and to the relevant email address in section 10 by the Head, at least 2 weeks prior to the submission date. On receiving a copy of Form D the applicant may make a response to include with their submission.  From 2014 the applicant will be required to submit a copy of the Form D with their online application submission.

The Head will also nominate referees on Form E - Head's Nomination of Referees for Continuing Appointment and Promotion, which the Head submits to the relevant HR Manager via the appropriate email address listed in Section 10 .

5.4 Nomination of referees

Applicants should ascertain their referees’ willingness to write reports prior to nominating them. Heads would not usually be nominated as a referee given that they comment on the applicant’s contributions on Form D.

Applicants can nominate referees they would prefer the Committee not to contact in their covering letter. Referees will be asked to comment on any area of academic activity outside of the nominated area, if credibly able to do so.  In particular, where service and engagement are given a relatively high weighting, referees should be nominated with the ability to comment on this aspect.

5.4.1 Forms for nomination

Applicants provide email, phone and address details of referees via the online application process. The Head completes Form E - Head's Nomination of Referees for Continuing Appointment and Promotion and forwards it to the relevant HR Manager via the appropriate email address listed in Section 10 . The Head may consult an applicant when selecting referees, indicating with an asterisk if the applicant has been consulted when determining the Head’s choice of a referee.

5.4.2 Conflicts of interest

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.

5.4.3 Teaching referees

All Teaching and Research, Teaching Focused and Clinical Academic applicants and their Heads 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.

5.4.4 Scholarship of Teaching referees

Teaching Focused applicants applying for Level B promotion and their Heads must nominate one Scholarship of Teaching referee each (preference should be given to independent, external referees, who are leaders in the field). Teaching Focused academic applicants applying for promotion to either Level C or D and their Heads must nominate two Scholarship of Teaching 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.

5.4.5 Research and Creative Work referees

Teaching and Research, Research Only and Clinical Academic applicants applying for Level B promotion and their Heads must nominate one Research/Creative Work referee each. Preference should be given to independent, external referees, who are leaders in the field. T&R, RO and CA applicants applying for promotion to either Level C or D and their Heads 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.

5.4.6 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.

5.4.7 Committee appointed referees

The Committee may appoint referees other than those nominated by the Head or applicant.

6. Application Processes

Applicants for promotion must complete an Academic Portfolio of Achievement and have a performance review with their Head (or nominated supervisor) in sufficient time for the Head to complete Form E and Form D and submit them by the due dates (Form D must be sent by the Head to the applicant and relevant "cap" email address at least 2 weeks prior to the application submission date).

6.1 Interview

The applicant will be invited to an interview with the LCPC, at which they will have the opportunity to present the case for promotion and respond to questions from the Committee. The interview supplements the written application and affords an opportunity for interaction between committee members and the applicants, and to raise and answer questions on procedural matters.  A strict five minute (or less) précis of the application may be presented by the applicant at the commencement of the meeting. The applicant may submit a brief ‘update’ 1 week prior to the interview to the relevant HR Manager, via the appropriate email address listed in Section 10 ,,,,, on any substantial new 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).

Any applicant who objects to the presence of a member of the interviewing committee should inform the Chair of the LCPC in writing of this objection and the reasons for it, as soon as possible prior to the convening of the meeting. The Chair has the authority to withdraw a committee member, based on the applicant’s written objection. Members of the committee may be allowed to withdraw from the interview of any particular applicant should the member perceive there is a conflict of interest. In either such case, a stand-in may be appointed by the Chair of the LCPC.

Applicant interview constraints (the interview period is July – mid October) should be included in the online application form.

6.2 Communication of decision

The Chair of the CCPC will notify applicants of the results by the end of November. If the applicant has been successful, promotion takes effect from 1 January of the following year.

6.3 Feedback meeting

Unsuccessful applicants are encouraged to avail themselves of the opportunity for a feedback meeting with the Chair of the LCPC (and/or LCPC nominee) and the Chair of the CCPC (as appropriate) to discuss ways of strengthening a future application.

6.4 Appeals

An applicant who is not promoted can appeal. The appeal:

  • must be lodged in writing with the Provost within 21 days of the date of issue of notification; and
  • must be based on procedural matters and not, for instance, on matters which could be considered as arguments on merit, length of service or a claimed precedent.

The Provost has discretion in reviewing the case, with his or her decision being final. It is expected that unsuccessful applicants will seek the feedback discussion prior to appealing.

7. Indicative Timeline

  • Applicants notify their Head of their intention to apply for promotion by the end of February so that the Head can schedule the applicant’s performance appraisal by 1 May.
  • After the performance appraisal, applicants lodge all relevant documentation via the online promotion process by 2 June. It is the applicant’s responsibility to lodge all relevant documentation apart from Form E, which is lodged by the Head.
  • Referees are contacted by HR in a timely manner.
  • LCPC conducts interviews and assessments July to mid October.
  • CCPC conducts assessment of referred cases by early November.
  • The Chair of CCPC informs all applicants of the results of their promotion application by the end of November.
  • Feedback meetings and appeal process are conducted.
  • Promotion to new level becomes effective from following 1 January.

8. Roles of Officers of the University

8.1 Heads’ role

The University recognises the importance of the roles of Heads and nominated supervisors (where the Head is not the immediate supervisor) in inducting, guiding, advising and managing the workloads of staff. In particular, supervisors are in a position to assist staff to balance workload issues, such as (for a T&R and CA staff member) the time given to preparing teaching materials balanced against identifying and pursuing fruitful programs of research.

Supervisors are encouraged to actively advise staff on the completion of the Academic Portfolio and provide honest advice on their readiness for promotion. Where Heads have to make recommendations they will objectively assess the extent to which staff have in fact made a case and should be promoted. The University acknowledges the responsibility of its Officers to make fair statements that can be supported when formulating their recommendations in the promotions process, as part of sound management practice. Where the Head is an applicant, the Executive Dean or Institute Director will be requested to nominate some other person to undertake consultation and to comment on the application.

8.1.1 Form D - Assessment and Recommendation for Continuing Appointment and Promotion

Heads are asked to comment on the staff member’s application and to make their recommendations on Form D - Assessment and Recommendation for Continuing Appointment and Promotion. It is more useful to the Committee to be provided with an informative assessment of the performance of the applicant under each of the relevant sections, rather than merely summarising an applicant’s activities. They should refer to the criteria set out in PPL 5.70.17a Criteria for Academic Performance - Policy. Heads should discuss recommendations on an applicant for promotion with the applicant, and sign Form D to indicate that a copy of the form has been provided to the applicant and to the relevant email address in section 10 (at least 2 weeks prior to the submission date). The applicant can include a response in their submission.

Heads should consult with other senior members of the organisational unit concerning applications for promotion. The Head and nominated supervisor may complete the relevant sections on the form, or the Head may complete the entire form after discussion with the delegated supervisor (where the supervisor is not the Head). The Head must receive an applicant’s documentation in sufficient time to complete the recommendation at least 2 weeks prior to the submission deadline of 2 June.

8.1.2 Form E - Referee Nomination Form

Heads should also complete Form E - Head's Nomination of Referees for Continuing Appointment and Promotion and submit it via the online application process as a MS Word attachment supplying referee names, positions, postal addresses, email, fax and telephone numbers in full. Heads should ascertain referees’ willingness to write reports prior to nominating them. The Head should consult with senior staff within the organisational unit before selecting referees (Section 5.4 has information on number and types of referees required). The Head may consult an applicant when selecting referees but must inform the LCPC of any referee suggested by the applicant.

8.1.3 Submission timeline

The final review submission date is 1 March.  The mid-term review submission date is 12 June and the promotion submission date is 2 June. The Head should ensure that the two forms listed above adequately cover the purpose/s of the submission. Where the applicant is applying for both final review and promotion, the Head may wish to update Form D and forward it by at least 2 weeks prior to the submission date (usually only where substantial new information is provided by the applicant).

8.2 Executive Dean/Institute Director

The key role of an Executive Dean or Institute Director is to chair the relevant LCPC. Because of this role the Executive Dean or Institute Director does not formally produce a report on applicants. Where an Institute Director does not chair the relevant LCPC, they may choose to complete Form D.

9. LCPC and CCPC: Committees’ Structures and Roles

9.1 Confidentiality and conflicts of interest

9.1.1 Confidentiality

Committee members will respect the confidentiality of the Committee’s deliberations, associated promotion documentation and the privacy of the staff member, including any personal circumstances, at all times.

9.1.2 Conflicts of interest

LCPC Committee members must declare all conflicts of interest to the Chair of the LCPC in the first instance, who will determine the level of conflict and take appropriate action including referring the matter to the Chair of the CCPC, where appropriate. Where a member of the CCPC has a potential conflict of interest they must declare the matter to the Chair of the CCPC.

Examples of potential conflicts of interest include; personal relationships, collaborations, mentoring and supervisory roles.  According to the level of conflict, the Chair may choose to take one of the following actions:

  1. allow the member to participate in the deliberations, however, ensuring that the Committee is not unduly influenced by the member
  2. allow the member to remain for the discussions around the applicant, however, ensuring that an undue influence is not permitted and that the member does not participate in the voting or decision-making processes around the applicant
  3. require the member to withdraw entirely from all discussion and deliberations around the applicant

9.2 The Local Confirmation and Promotions Committee

9.2.1 Membership

The Local Confirmation and Promotions Committee is comprised of:

  • A chair who is the Executive Dean or Director of the cognate Institute(s);
  • One Level D or E staff member who is the Local Committee’s representative on the Central Committee and is the Central Committee’s representative on another Local Committee;
  • One Central Committee representative from another Local Committee; and
  • Four staff (one staff member at Level E, two at Level D and one at Level C, or alternatively three staff at Level D and one at Level C) from the Faculty/cognate Institute(s).

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

The members of the LCPC will be chosen by the Executive Dean in consultation with the Director(s) of any cognate Institute(s) and the President of the Academic Board, in consideration of the following:

  • balance of representation across faculty and cognate institute(s). In exceptional circumstances, an additional member may be submitted to the Chair of the CCPC at the time of informing the committees for purposes of organisational representation. The additional member must be approved by Academic Board with the formation of the committee
  • experience across academic categories
  • gender balance
  • balance over time and retaining ‘corporate history/knowledge’ ie balance between new and experienced members

Members of the LCPC must not themselves be on probation. The Level C member must not be an applicant for promotion.

9.2.2 Organisational coverage of Local Confirmation and Promotion Committees

The LCPCs will cover the following faculties and institutes:

  • Business, Economics and Law
  • Engineering, Architecture and Information Technology, Australian Institute for Bioengineering and Nanotechnology and Sustainable Minerals Institute
  • Humanities and Social  Sciences, Teaching and Educational Development Institute and Aboriginal and Torres Strait Islander Studies Unit
  • Health and Behavioural Sciences
  • Medicine and Biomedical Sciences, Queensland Brain Institute, Institute for Molecular Bioscience
  • Science, Centre for Advanced Imaging, Queensland Agriculture and Food Innovation, Global Change Institute

9.2.3 Role

Local Committees decide on promotions to Levels B, C and D for all academic categories, but may refer cases to the Central Committee. A case will be referred to the CCPC for consideration where there is a lack of consensus on the outcome. For promotions, the LCPC’s deliberations result in one of the following decisions:

1. Promote

2. Case referred to the CCPC

3. Do not promote

In all cases where a decision has been made to either promote an applicant or to not promote an applicant, the Local Committee’s decision and promotion documentation are to be forwarded to the CCPC and to the Provost.

In cases where the LCPC refers the matter to the CCPC for resolution, LCPC summary reports and relevant promotion documentation are provided to the CCPC on the applicants concerned.

In cases where the LCPC’s decision does not agree with the recommendation from the Head, the Chair of the LCPC informs the Head.

9.3 The Central Confirmation and Promotions Committee

9.3.1 Membership

The Central Confirmation and Promotion Committee is comprised of:

  • The President of the Academic Board who is the Chair;
  • The Deputy Vice-Chancellor (Academic);
  • The Deputy Vice-Chancellor (Research);
  • The Deputy President of the Academic Board;
  • The “representatives” from each of the LCPCs.

The CCPC membership includes the Provost when policy is being considered.

A quorum will be the Chair, at least one Deputy Vice-Chancellor (or the Provost for policy decisions) and at least three “representatives”.

9.3.2 Role

The Central Confirmation and Promotions Committee considers cases for promotion to Levels B, C, and D referred by LCPCs but does not call the applicant to a further interview.  The CCPC makes the final decisions in all referred cases and conveys decisions to applicants and to the Provost. The CCPC does not reopen LCPC decisions on whether to promote or not to promote an applicant.

The CCPC acts as a policy, monitoring and decision-making committee at University level. It reviews and monitors the mid-term review, final review and promotion processes each year and provides overall outcomes and statistics to the University through the Academic Board.

10.  Enquiries and Submission Address

Enquiries about the promotion process should be directed to the relevant faculty or institute Human Resources Manager/Consultant:

  • Business, Economics and Law (Ph 3365 6965) - capbel@uq.edu.au
  • Engineering, Architecture and Information Technology, Australian Institute for Bioengineering and Nanotechnology and Sustainable Minerals Institute (Ph 3365 7922) - capeait@uq.edu.au
  • Humanities and Social Sciences, Teaching and Educational Development Institute, Aboriginal and Torres Strait Islander Studies Unit (Ph 3365 4921) - caphass@uq.edu.au
  • Health and Behavioural Sciences (Ph 3365 4798) - caphabs@uq.edu.au
  • Medicine and Biomedical Sciences, Institute for Molecular Bioscience, Queensland Brain Institute (Ph 3366 5312) - capmabs@uq.edu.au
  • Science, Centre for Advanced Imaging, Queensland Agriculture and Food Innovation, Global Change Institute (Ph 3365 9761) - capscience@uq.edu.au

Enquiries regarding technical problems using the Academic Portfolio can be directed to the organisational unit computer support staff or the IT help desk (Ph 3365 6000).

Custodians
Director, Human Resources
Ms Jane Banney