Policy

Probation and Confirmation of Continuing Appointment (Academic Staff) - Policy

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1. Purpose and Objectives

This Policy outlines the principles underpinning the probation and confirmation of continuing Academic appointments and Early Career Academics.

2. Definitions, Terms, Acronyms

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

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 the relevant HR power or function in accordance with the HR Authorisation Schedule

CCPC - Central Confirmation and Promotions Committee

Continuing appointment - appointment to continuing full-time or part-time employment, subject to the successful completion of a probationary period and the permanency of which is qualified by resignation, redundancy or dismissal pursuant to the Enterprise Agreement.

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

Enterprise AgreementThe University of Queensland Enterprise Agreement 2014 - 2017

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

Head - Head of School or equivalent level

Institute Director – for the purposes of this document, the term Institute Director refers to Directors of the following Institutes only: Australian Institute of Bioengineering and Nanotechnology; Institute for Molecular Bioscience; Queensland Brain Institute and Sustainable Minerals Institute.

LCPC - Local Confirmation and Promotions Committee

PCPC – Professorial Confirmation and Promotions Committee

3. Policy Scope/Coverage

This policy applies to:

  • academic staff employed across the four academic staff categories - Teaching and Research, Teaching Focused, Research Focused or Clinical Academic - who have a continuing appointment with an associated probation period; and
  • Early Career Academic (ECA) appointments. ECA appointments are Teaching and Research or Teaching Focused positions at Academic Level A or B.

Detailed information about enhanced appraisal, mid-term review and final review application procedures, responsibilities of staff and officers of the University, and committee structures and roles is covered in the relevant procedures.

Academic staff members, with the exception of staff from the Faculty of Health and Behavioural Sciences, should refer to the Probation and Confirmation of Continuing Appointment (Academic Staff) Procedures.

Academic staff members from the Faculty of Health and Behavioural Sciences should refer to the Probation and Confirmation of Continuing Appointment (Faculty of Health and Behavioural Sciences) Procedures.

4. Policy Statement

In accepting an appointment, members of academic staff undertake to uphold and promote the aims of the University and adhere to the University’s Code of Conduct (PPL 1.50.1). The professional efforts of staff should be in line with the mix of duties appropriate to their academic category as agreed initially at appointment and then from time to time, with their supervisor.

When the University approves the appointment of a person to the academic staff, the Authorised Officer will inform the appointee in the Offer of Appointment letter of the terms and conditions of the appointment, including the date on which any probationary period of appointment will end, where applicable, and will draw attention to any specific expectations or requirements which the University may have of an individual appointee.

Probation and Confirmation rounds are conducted quarterly. Continuing Academic Level A staff may apply to be considered for confirmation at any time, subject to the approval of the Executive Dean/Institute Director on advice from the Head (or equivalent).

The 3 year probation term for continuing Academic appointments requires that Academic staff fall into one of four tranches which determine when their final review takes place depending on the staff member's commencement date with the University. A probationary period provides opportunities for the University to review the performance of the staff member and for the staff member to assess the University. It does not imply automatic confirmation of continuing appointment on completion.

Staff are expected to be effective in the particular category to which they are appointed or in which they subsequently work. They are expected to carry an appropriate share of the necessary administrative work of the University. The duties assigned to the appointee by the Head should reflect the balance appropriate to the academic category and level of appointment and should ensure that appointees have the opportunity to meet the criteria for confirmation of continuing appointment.

5. Confirmation of Continuing Appointment

5.1 On appointment

All appointees are expected to discuss the expectations of their appointment category and formulate and agree upon a staff development plan and set objectives with the Head on commencement of appointment. Any recommendation(s) of a selection committee must be given due consideration by the Head and the staff member in agreeing to a plan. Staff members will be assessed for confirmation against the criteria for the category that they are appointed to as at the date of the final review submission. It is the joint responsibility of the Head and the staff member to consider the implications of changing a staff member’s appointment category while on probation and the requirements for final review.

For example confirmation for a T&R academic staff member would normally require evidence of teaching effectiveness. If the staff member has a temporary variation of category as a Research Focused academic they may be encouraged to undertake teaching evaluations on limited teaching responsibilities such as guest lecturing, if appropriate.

5.2 Reviews

5.2.1 Continuing Academic appointments

The First Appraisal should take place three months after appointment and should primarily be a review of the objectives set at commencement and to ensure that appropriate support is in place.

All staff, including those on probationary appointments, are then reviewed annually (see PPL 5.70.15) by the Head (or nominee) who may consult a relevant discipline leader.

The Second Appraisal in Year 2 will be either an enhanced appraisal or a mid-term review in accordance with the applicable procedures.

For academic staff on a 3 year probation term the Third Appraisal in Year 3 will take place prior to the Final Review which will be concluded no later than 30 months after commencement of the probation period.

Staff who continue to be on a 5 year probationary appointment are reviewed by the relevant committee(s), or the relevant Executive Dean/Institute Director for Academic Level A staff, in the third year (mid-term review) and the first semester of the fifth year (final review) of their appointment.

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

5.2.2 Early Career Academics

Early Career Academic (ECA) appointments are subject to the provisions outlined in the Enterprise Agreement.

ECA’s are initially appointed to a two-year contract, with a further one year fixed-term appointment offered in accordance with the Enterprise Agreement, during which time ECA’s are invited to apply for confirmation to a continuing appointment.

During this three year period, ECA’s will undertake three major reviews:

1. Probation Review

ECA’s are generally subject to a six month probationary period. A probation review will be conducted by the Authorised Officer no later than ten days before completion of the probationary period, at which time the Authorised Officer will confirm or not confirm the employee’s appointment.

2. Enhanced Appraisal/Mid-term Review

During the second year of the initial two-year appointment, ECA’s will undergo an Enhanced Appraisal or Mid-term Review (in accordance with the applicable Procedure). This will usually occur after approximately 18 months from commencement however will be dependent on the submission timeline determined annually.

Upon completion of the Enhanced Appraisal/Mid-term Review, but no later than three months prior to the end of the initial appointment, a further one year fixed-term appointment will be offered where:

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

3. Final Review

At the time of offer of this second period of appointment, the staff member will be invited to apply for confirmation to a continuing appointment through undertaking a final review.

5.2.3 Annual Performance Appraisals

In addition, all staff with appointments exceeding 12 months are also reviewed annually (see PPL 5.70.15) by the Head (or nominee) who may consult a relevant discipline leader.

5.3 Criteria for confirmation of continuing appointment

The University confirmation of continuing appointment process is not constrained by a quota. Decisions are based on individual merit.

Academic staff are assessed on their performance of the duties pertaining to their category and level of appointment according to the criteria set out in PPL 5.70.17a Criteria for Academic Performance - Policy. 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 be considered in any such application.

Academic staff should refer to the relevant procedures for further information on the submission to be made and the process to be followed.

It is the responsibility of the staff member at the time of any review to provide full information relating to his or her performance based on the criteria set out in PPL 5.70.17a, and in relation to any specific expectations or requirements which the University may have stipulated in the Offer of Appointment.

6. Probation Period

6.1 Continuing Academic Appointments

A continuing appointment to the rank of Associate Lecturer (Level A), and above will be a probationary appointment for 3 years.

Apart from a few exceptions, approved by the Provost or Deputy-Vice Chancellor (Research), Academic staff who commenced prior to 19 October 2012 will have been appointed on a 5 year probation term, with a possible 2 year extension of probation.

The Authorised Officer, or the Executive Dean/Institute Director for Academic Level A staff, may shorten or waive the probationary period having regard to prior experience or service. In addition, during the transition period, Academic staff who have already been appointed on a 5 year probation term can apply to the Authorised Officer to shorten the period of probation.

The Executive Dean/Institute Director, on recommendation from the relevant Head (or equivalent), can confirm, not confirm, or in exceptional circumstances may extend, the probation of Academic Level A staff members for up to two years, following the final review.

The relevant Committee (the LCPC or HaBSCAP Committee as applicable) can confirm, not confirm, or in exceptional circumstances may extend, the probation of Academic Level B up to and including Academic Level D staff members, for up to two years following the Final Review. The Professorial Confirmation and Promotions Committee can confirm, not confirm or in exceptional circumstances may extend, a Professorial probation by up to two years following the Final Review.

In addition, where exceptional circumstances can be demonstrated, an extension of the probationary period for one or two years may be granted by the Chair, LCPC/HaBSCAP Committee, the Chair, PCPC, or the Executive Dean/Institute Director as appropriate, upon request from the staff member. This request requires written support from the relevant Head.

Staff on probation for continuing appointment, who apply for promotion and are successful, will also be considered by the LCPC/HaBSCAP Committee as appropriate for staff members up to and including Level D and by the PCPC for Professorial Level staff, for early confirmation of continuing appointment (against the criteria for the category that they are employed in at the time of the promotion submission date) if they have been employed by the University for two years or more at the time of the promotion submission date. This includes applicants who have held a fixed-term contract during their two years of employment at the University. Where an Academic Level A staff member on probation is successful in gaining a promotion to Level B, confirmation of probation will be considered by the LCPC/HaBSCAP Committee against the academic criteria of Level B.

6.2 Early Career Academics

Early Career Academic appointments are generally subject to a 6 month probationary period in accordance with their contract of employment. The relevant supervisor will be responsible for ensuring that the expectations of the role are clear and to provide additional supports as required. The probationary review will be conducted by the Authorised Officer at the end of the probationary period, but no later than ten days before completion of the probationary period. The probationary review is an assessment of the staff member's performance undertaken to determine whether the staff member has successfully completed the probationary period.

7. Performance Relative to Opportunity

Consistent with the Prevention of Discrimination and Harassment policy (PPL 1.70.06a), and state and federal Acts, staff must 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.

Custodians
Director, Human Resources
Mr Bill Kernahan (Acting)

Procedures

Probation and Confirmation of Continuing Appointment (Academic Staff) - Procedures

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Body

1. Purpose and Objectives

These procedures enact PPL 5.41.05a Probation and Confirmation of Continuing Appointment (Academic Staff) - Policy.

2. Definitions, Terms, Acronyms

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

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 the relevant HR power or function in accordance with the HR Authorisation Schedule

Continuing appointment - appointment to continuing full-time or part-time employment, subject to the successful completion of a probationary period and the permanency of which is qualified by resignation, redundancy or dismissal pursuant to the Enterprise Agreement.

CCPC - Central Confirmation and Promotions Committee

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

Head - Head of School or equivalent level

Institute Director – for the purposes of this document, the term Institute Director refers to Directors of the following Institutes only: Australian Institute of Bioengineering and Nanotechnology; Institute for Molecular Bioscience; Queensland Brain Institute and Sustainable Minerals Institute.

ITaLI - Institute for Teaching and Learning Innovation

LCPC - Local Confirmation and Promotions Committee

LCPC Representative - The Level 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

PCPC - Professorial Confirmation and Promotions Committee

SECaT - Student Evaluations of Course and Teaching

TEVALs - Teacher Evaluations

3. Procedures Scope/Coverage

These procedures apply to:

  • academic staff across the four academic staff categories - Teaching and Research, Teaching Focused, Research Focused or Clinical Academic - who have a continuing appointment with an associated probation period; and
  • Early Career Academic (ECA) appointments. ECA appointments are Teaching and Research or Teaching Focused positions at Academic Level A or B.

These procedures do not apply to staff members from the Faculty of Health and Behavioural Sciences who should refer to the Probation and Confirmation of Continuing Appointment (Faculty of Health and Behavioural Sciences) - Procedures.

4. Procedures Statement

These Procedures outline the process applied to the probation and confirmation of continuing Academic appointments and Early Career Academics.

The University conducts probation and confirmation rounds quarterly.

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

5. Considerations Before Making an Application

5.1 Criteria for confirmation

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 complement PPL 5.70.17a 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.

5.2 Advice on submission

Academic staff are encouraged to attend an annual seminar on Applying for a mid-term review or final review. 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 mid-term and final review. Staff can enrol for this and other academic development courses through the Staff Development website.

5.3 Extensions of probation

In exceptional circumstances, a period of probation may be extended by up to two years. Continuing appointment probationary staff may apply to the Authorised Officer for an extension of probation of one or two years prior to their final review, if their personal circumstances require and exceptional circumstances can be demonstrated. Requests must be made in writing, outlining the reasons why an extension is desired. Written support from the Head must accompany the probation extension request.

Additionally, following the final review, in exceptional circumstances:

  • the Executive Dean/Institute Director, on recommendation from the relevant Head (or equivalent), can extend the probation period for a continuing academic appointee (Level A) by up to two years;
  • the LCPC can extend the probation period for a continuing academic appointee (Levels B to D) by up to two years.
  • the Professorial Confirmation and Promotions Committee can extend a Professorial (Level E) probationary period by up to two years.

5.4 Transparency and right to sight adverse comments

Mid-term review and final review applicants have the opportunity to view and respond to Heads’ comments and recommendations (made on Form D). Final review applicants also have the opportunity to view and respond to adverse referee comments.

6. First Review - Continuing Academic Appointments - First Year of Probation

6.1 On commencement

All applicants should have developed a plan and set objectives with their assigned supervisor, on commencement of their appointment at the University, using Form B - Achievements and Objectives, plan sections. The plan should reflect the agreed "mix of roles" for the particular category of academic appointment. The plan must incorporate research for Teaching and Research Focused staff and Scholarship of Teaching and Learning for Teaching Focused staff.

6.2 First review

The first performance review should take place 3 months after commencement. The first performance review will be primarily to review the plan and objectives that were set on commencement.

7. Enhanced Appraisal - Second Year of Probation for Continuing Academic Appointments; Second Year of appointment for Early Career Academics

7.1 Enhanced appraisal

The academic staff member and supervisor will arrange a mutually suitable time for an enhanced appraisal during the second year of probation for continuing Academic staff or the second year of appointment for an ECA, according to the timelines published annually in the Academic Submission Timetable.

At this enhanced appraisal the supervisor should advise the applicant on their progress and modify Form B - Achievements and Objectives accordingly. The supervisor will then complete (with the Head if the supervisor is not the Head) Form D - Assessment and Recommendation for Continuing Appointment and Promotion, setting out an assessment of the applicants achievements to date.

The enhanced appraisal for Academic Level A staff members will then be forwarded to the relevant Executive Dean/Institute Director for consideration and assessment.

The enhanced appraisal for Levels B - D will include input from either the current, or the immediately preceding, LCPC Representative. This will assist in maintaining University standards via an external member with a broader understanding of University requirements. The LCPC or Executive Dean/Institute Director input at this appraisal will be through a review of the documentation rather than attending an appraisal interview. If the LCPC Representative has serious concerns regarding progress of the staff member, which differs from the view held by the supervisor, the LCPC Representative will consult with the Head of School and inform the Executive Dean about those concerns. The Head of School will subsequently meet with the staff member to outline the concerns and provide direction. The Head will provide a copy of the Form D to the staff member after the LCPC Representative has signed it.

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

7.2 Assessment of ECA performance and work availability

At this time, but not later than three months prior to the end of the initial appointment, a further one year fixed-term appointment will be offered to ECA’s where:

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

At the time of offer of this second period of appointment, the staff member will be invited to apply for confirmation to a continuing appointment.

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

7.3 Continuing Academic staff currently on a 5 year probationary term

Academic staff currently on a 5 year probationary term will continue to have an annual review in the second year of appointment and then subsequently the performance review in the third year of probation will be arranged so that the appropriate documentation can be lodged for the mid-term review by the promulgated submission date in the applicant's third year. At the performance review in year three the supervisor should advise the applicant on their progress and modify Form B - Achievements and Objectives accordingly. The supervisor will then complete (with the Head if the supervisor is not the Head) Form D - Assessments and Recommendations for Continuing Appointment and Promotion, setting out an assessment of the applicant's achievements to date.

Following the mid-term review in year three academic staff currently on a 5 year probationary term will have an annual review in the fourth year of their probationary appointment and also in their fifth year prior to the Final Review.

Academic staff appointed on a five year probationary term may apply to the Authorised Officer to shorten the period of probation. An application to shorten the probationary term by one year may be made following the mid-term review. The application must include the outcomes of the mid-term review and evidence of support of the Head and Executive Dean.

8. Mid-Term Review (Academic Staff on a 5 Year Probation Term only)

8.1 Purpose of review

The University’s policy on Probation and Confirmation of Continuing Appointment (PPL 5.41.05a) provides for a mid-term review in the third year of a five-year probationary term for academic staff currently on a 5 year probationary term. There is no mid-term review for academic staff on a three year probationary term. The mid-term review for Academic staff at Level B to Level D is conducted by the LCPC, chaired by the Executive Dean or Director of a cognate Institute. For Academic Level A staff, the mid-term review will be conducted by the Executive Dean/Institute Director, based on advice from the relevant Head (or equivalent). After consideration has been given to the relevant documentation, the LCPC Chair, or the Executive Dean/Institute Director for Level A staff members, will provide a feedback letter to the staff member and Head on the applicant’s progress.

The primary purpose of the review is to provide performance feedback, specifically offering guidance on any apparent weakness in respect of the criteria elements of teaching, scholarship of teaching and learning, research/creative work and service and engagement (which are conducted in a clinical context for Clinical Academics), as appropriate to the category of appointment. As a developmental report, the mid-term review concentrates on areas where an applicant may strengthen their case for final review for continuing appointment. Mid-term review feedback should be viewed as the result of the Committee’s mandate to help guide the applicant into ways of producing the best possible case for continuing employment.

8.2 Submission for mid-term review

The mid-term review submission is sent as email attachments by the promulgated date (see submission address in Section 13) and includes:

For the applicant

  • Covering letter
  • Form A – Academic Portfolio of Achievement
  • Complete set of at least the three most recent semesters of Teacher evaluations (course evaluations are also encouraged)
  • Form B - Achievements and Objectives (optional - the completed version with signatures)

For the Head

  • Form D – Assessment and Recommendation (provided by the Head)

Applicants also applying for promotion will need to submit a separate promotion application through the new online promotion system: http://www.uq.edu.au/current-staff/?page=104896.

8.2.1 Covering letter

The covering letter should be under 600 words and be addressed to “The Chair, Local Confirmation and Promotions Committee”, or the relevant Executive Dean/Institute Director for Academic Level A staff. The letter should identify the purpose of the submission, state the applicant’s category of appointment (T&R, TF, RF or CA) and concisely summarise their key achievements. It should highlight any special considerations for the application.

8.2.2 Academic Portfolio of Achievement

Folio 1 - All sections are to be completed

Folio 2 - 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

Folio 3 - TF applicants are to complete all sections

Folio 4 - All sections are to be completed for T&R, RF 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

8.2.3 Teacher evaluation forms

University approved teacher evaluations (TEVALs/SECaT) must be submitted for all courses to which a substantial teaching contribution is 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 https://mis-xi4-web.mis.admin.uq.edu.au/BOE/BI. ITaLI can supply evaluations as PDF documents upon request, prior to this time, back to the year 2000.

8.2.4 Form B - Achievements and Objectives

The applicant may submit the completed Form B - Achievements and Objectives if they wish.

8.2.5 Head’s Form D

A Form D - Assessment and Recommendation for Continuing Appointment and Promotion will be provided to both the applicant and to the LCPC, or the Executive Dean/Institute Director for Academic Level A staff, by the Head. On sighting a copy of Form D the applicant may make a response, directing any such letter to the relevant faculty or institute HR Manager/Consultant for Committee or Executive Dean/Institute Director consideration (see Section 13).

8.3 Feedback

8.3.1 Academic Level A

Academic Level A applicants will receive written feedback from the Executive Dean/Institute Director in consultation with the relevant Head (or equivalent) regarding performance against the relevant academic criteria. A feedback meeting may be requested by either party.

8.3.2 Academic Level B to D

Academic Level B to D applicant's will receive a feedback letter (copied to the Head) from the LCPC. A feedback meeting between the Chair of the LCPC (or nominated Committee representative), staff member and, usually, the relevant Head may be required by the LCPC or at the request of the staff member.

8.3.3 Feedback Meetings

The purpose of a feedback meeting is to further elaborate on the written feedback. The Head and the applicant may then modify Form B - Achievements and Objectives, as applicable, so that there is an agreed plan for the applicant to pursue up to the next performance review. Since continuing appointment guidelines may change and membership of committees will alter, advice given at such interviews can only be general and will not be binding on future committees.

8.4 Indicative timeline (5 year probation term Academic Level B to D only)

  • Notification to applicants and to their Heads of an up-coming review by the end of February in the third year of probation (from the President, Academic Board, or nominee).
  • Performance appraisal conducted by 1 May according to the schedule developed by the Head. (Applicants must finalise their Academic Portfolio and other documentation in time to meet the scheduled dates).
  • After the performance appraisal, applicants lodge all relevant documentation electronically with the faculty or institute HR Manager/Consultant by the promulgated date. It is the applicant’s responsibility to lodge all relevant documentation apart from Form D, which is lodged by the Head.
  • LCPC conducts reviews in period July - September.
  • Personal reports sent to applicants in August - October.
  • Feedback meetings conducted subsequently, if required.

9. Additional Supplementary Reviews

9.1 Academic staff currently on a 5 year probationary term

Academic staff currently on a 5 year probationary term will continue to have an annual review in the fourth and fifth year of probation following their mid-term review.

9.2 Academic staff on a 3 year probationary term

Academic staff on a 3 year probationary term will have a further annual review in their third year of probation prior to the Final Review.

10. Final Review - Continuing Academic and Early Career Academic Appointments

10.1 Overview of process

The final review for continuing appointment will be conducted in the last year of probation for continuing Academic staff, or during the second ECA contract.

Applicants and Heads will be notified by the President, Academic Board (or nominee), or Director, Human Resources for Professorial probation of the date that the final review will take place. The final review for all categories of academic appointments for Level A is considered by the relevant Executive Dean/Institute Director, and for Levels B - D is considered by the LCPC. The final review for all categories of academic appointment for Professorial Level staff is considered by the 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.

10.2 Annual review

Applicants should ensure that they meet with their Head (or nominated supervisor) in time for the promulgated submission date. In preparation for this they should prepare an updated Form A - Academic Portfolio of Achievement and a Form B - Achievements and Objectives.

After the annual review meeting the Head will complete Form D - Assessment and Recommendation for Continuing Appointment and Promotion, setting out an assessment of the applicant’s achievements to date and will forward this to both the applicant and the relevant faculty or institute HR Manager/Consultant (see Section 13). The Head will also nominate referees on Form E - Nomination of Referees for Continuing Appointment and Promotion which is sent directly to the faculty or institute HR Manager/Consultant (or cap@uq.edu.au for Level E). The applicant does not see the Head’s nominations, but can forward to the faculty or institute HR Manager/Consultant the names of referees who they would prefer the Committees not to contact.

10.3 Submission of application

The Final Review submission is sent as email attachments, by the promulgated date (see submission address in Section 13) and includes:

For the applicant

  • Covering letter (with weightings)
  • Form A – Academic Portfolio of Achievement
  • Complete set of at least the three most recent semesters of Teacher evaluations (course evaluations also encouraged)
  • Form B - Achievements and Objectives (optional - the completed form with signatures)

For the Head

  • Form D – Assessment and Recommendation (provided by the Head)
  • Form E – Nomination of Referees (MS Word Doc provided by the Head)

Where applicants final review submission date precedes the promotion submission date and they are also applying for promotion (submission dates are provided in the annual academic application submission timetable) 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 submission for promotion must be submitted separately through the online promotion system, which can be accessed through the Academic Promotion (up to Level D) webpage, by the promulgated date.

The onus is on the applicant to prove the case. Therefore, applicants should ensure that their written submission is well-structured, particularly given that there is no interview associated with final review. It can be beneficial to ask senior colleagues, outside of the immediate disciplinary area, to read the application to obtain feedback.

10.3.1 Covering letter

The covering letter should be under 600 words and is addressed to “The Chair, Local Confirmation and Promotions Committee” or the Executive Dean/Institute Director for Academic Level A staff. The letter should identify the purpose of the submission and summarise the 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.

10.3.2 Weightings

Applicants for Final Review (whether T&R, TF, RF 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.

The full portfolio should be used to record contributions. For a TF academic, contributions to disciplinary research complement both the teaching portfolio (as currency in the discipline) and SoTL portfolio (as further evidence of scholarship). For a T&R academic contributions to SoTL 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:

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 and Learning 50% Service 30%

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

For RF 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%

10.3.3 Academic Portfolio of Achievement

  • Folio 1 - All sections are to be completed
  • Folio 2 - 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
  • Folio 3 - TF applicants are to complete all sections
  • Folio 4 - All sections are to be completed for T&R, RF and CA staff
  • Folio 5 - All sections are to be completed
  • Folio 6 - All sections are to be completed
  • Folio 7 - Sections are to completed as applicable
  • Folio 8 - Not applicable
  • Folio 9 - To be completed as applicable to the type of appointment

10.3.4 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. Staff have access to their own SECaTs back to the year 2010 (refer to https://mis-xi4-web.mis.admin.uq.edu.au/BOE/BI. ITaLI can supply evaluations as PDF documents upon request, prior to this time, back to the year 2000.

10.3.5 Form B - Achievements and Objectives

The applicant may submit the completed, signed Form B - Achievements and Objectives if they wish.

10.3.6 Head’s forms

A Form D - Assessment and Recommendation for Continuing Appointment and Promotion will be provided to both the applicant and to the faculty or institute HR Manager/Consultant by the Head. Heads are required to provide copies of their recommendations on applicants for mid-term or final review (Form D) to applicants. On sighting a copy of Form D the applicant may make a response, directing any such letter to the relevant HR Manager (or to cap@uq.edu.au for Level E) for Committee consideration.

The Head will also nominate referees on Form E - Nomination of Referees for Final Review for Continuing Appointment and Promotion, which the Head sends directly to the relevant email address in Section 13 of these procedures (or to cap@uq.edu.au for Level E considerations).

10.4 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 provide comment on the applicant’s contributions on Form D.

Applicants can nominate referees they would prefer the Committee not to contact. Referees will be asked to comment on areas 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 area.

It is at the discretion of the PCPC as to whether referee reports are requested for consideration of Level E probation confirmation.

10.4.1 Forms for referee nomination

Applicants should use Folio 9 of the Academic Portfolio to provide email, fax, telephone and mailing address details.

Heads should nominate referees using the Form E - Nomination of Referees for Continuing Appointment and Promotion. 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. Both the Academic Portfolio and Form E should be sent as MS Word attachments to merge referee information.

10.4.2 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. close collaborator, relative or close friend). Committee members should not be nominated as referees.

10.4.3 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.

10.4.4 Scholarship of Teaching and Learning referees

Teaching Focused applicants applying for Level B final review and their Heads 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 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.

10.4.5 Research and Creative Work referees

Teaching and Research, Research Focused and Clinical Academic applicants applying for Level B final review 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, RF and CA applicants applying for final review at Levels C - E 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.

10.4.6 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.

10.4.7 Committee appointed referees

The LCPC, PCPC or the relevant Executive Dean/Institute Director for Academic Level A staff may appoint referees other than those nominated by the Head or applicant.

10.5 Communication of decision

The Executive Dean/Institute Director (for Level A applicants), the President, Academic Board (for Level B – D applicants), and the Chair of the PCPC (for Level E applicants) advises the staff member whether it is proposed to offer continuing appointment, an extension of the probationary appointment (where applicable), or not to offer continuing appointment.

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.

10.6 Feedback

For Academic Level A staff, the Executive Dean/Institute Director and the relevant Head (or equivalent), upon request from the applicant, will meet with applicants who are not confirmed in their continuing appointment or who receive an extension of probation.

For Levels B - D, the Chair of the LCPC and LCPC nominee upon request of the applicant, will meet with applicants who are not confirmed in their continuing appointment or who receive an extension of probation. 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 may be invited to feedback meetings in cases of extensions of probation.

10.7 Appeals

A Level A - D applicant who is not confirmed in their continuing appointment, or who receives an extension of probation, may appeal the decision on procedural grounds. Prior to appealing, it is expected that unsuccessful applicants will seek a feedback discussion.

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.

An initial assessment that an application for appeal is validly made will be conducted by the Director, Human Resources Division, 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.

10.8 Indicative timeline

  • Notification to applicants and to their Heads of up-coming review (from the President, Academic Board or nominee or Director, HR for Level E).
  • Performance appraisal conducted during the period according to the schedule developed by the Head with consideration for the submission date. (Applicants must finalise their Academic Portfolio and other documentation in time to meet the scheduled dates).
  • Documentation lodged electronically with the faculty or institute HR Manager/Consultant for Levels A – D and to cap@uq.edu.au for Level E, by the promulgated date. It is the applicant’s responsibility to lodge all relevant documentation apart from Form D and Form E, which are lodged by the Head.
  • Referees are contacted (it is at the discretion of the PCPC as to whether referee reports are requested for Level E probation considerations).
  • LCPC conducts assessments for Levels B - D. PCPC conducts assessments for Level E. The relevant Executive Dean/Institute Director conducts assessments for Level A.
  • The President, Academic Board (or nominee), or the Chair of the PCPC, or the relevant Executive Dean/Institute Director for Level A staff, communicates results to all applicants no later than six months prior to the applicant's probation end date or 4 weeks prior to the end date of an ECA’s subsequent one year contract.
  • Feedback meetings and appeal processes (for Levels A - D) are conducted.

11. Roles of Officers of the University

11.1 Heads’ role (and nominated supervisors)

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 probationary staff and Early Career Academics. In particular, the supervisor is in a position to assist the staff member to balance workload issues in the first few years of their appointment, 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. Heads and supervisors will attend regular training/information sessions to maintain currency with these policies and procedures.

Supervisors are encouraged to actively advise the staff member on the completion of Form A - Academic Portfolio of Achievement and provide honest advice on their progress towards confirmation. In some cases the applicant may best be served through requesting an extension of probation (where applicable) because of significant interruptions to their appointment for personal reasons. The University acknowledges the responsibility of its officers to make fair statements that can be supported when formulating their recommendations in the confirmation of appointment process, as part of sound management practice.

It is the responsibility of the Head or their nominee to conduct an appraisal with the staff member during which the Academic Portfolio of Achievement will be discussed. For each candidate for mid-term or final review, the Head will complete a Head’s Assessment (Form D) that will be forwarded to the candidate for any comment and to the LCPC or PCPC, or relevant Executive Dean/Institute Director for Academic Level A staff. The Head will nominate referees in the case of final review. The Head may consult a candidate when selecting referees but must inform the LCPC, PCPC or relevant Executive Dean/Institute Director as appropriate of any referee suggested by the candidate.

11.1.1 Form D – Assessment and Recommendation for Continuing Appointment and Promotion

For the enhanced appraisal, mid-term and final review for continuing appointment and final reviews for ECA's, Heads are asked to comment on the staff member’s application using Form D - Assessment and Recommendation for Continuing Appointment and Promotion. They will objectively assess the extent to which the staff member has progressed towards (in the case of mid-term review) or met (in the case of final review) the criteria for confirmation. PPL 5.70.17a Criteria for Academic Performance - Policy sets out the standard required for continuing appointment. A recommendation for final review will also be required using Form D. 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. Heads are required to discuss their assessment and recommendation with the applicant, and sign Form D to indicate that a copy of the form has been provided to the applicant. The applicant can make a response, directing any such letter to the faculty or institute HR Manager/Consultant for Levels A – D or to the Director, HR for Level E (via cap@uq.edu.au).

Heads should consult other appropriate members of the organisational unit concerning the applicant’s progress. For final reviews, the Head will, before making a recommendation on continuing appointment, consult a range of senior members of the organisational unit. 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 nominated supervisor (where the supervisor is not the Head). The Head must receive an applicant’s documentation in sufficient time to complete the recommendation by the submission date (see the Academic Submission Timetable). The Head then sends the completed Form D to the relevant faculty or institute HR Manager/Consultant or Director, HR for Level E (see Section 13) via email attachment.

11.1.2 Form E – Nomination of Referees

Heads should also complete Form E - Nomination of Referees for Continuing Appointment and Promotion and forward it as a MS Word attachment to relevant faculty or institute HR Manager/Consultant or Director HR for Level E considerations (see Section 13) via email attachment, supplying the referee names, positions, postal addresses, email, fax and telephone numbers in full. Heads should ascertain the referees’ willingness to write reports prior to nominating them. 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 (Section 10.4 has information on numbers and types of referees required). It is at the discretion of the PCPC as to whether referee reports are requested for Level E probation considerations.

11.1.3 Submission timeline

The submissions for final review and the mid-term review and promotion need to be lodged by the promulgated closing date. Where the staff member is applying for final review prior to the promotion submission date, the Head may wish to update Form D and resubmit it by the promulgated promotion submission date (usually only where substantial new information is provided by the applicant).

11.2 Executive Dean/Institute Director role

The key role of an Executive Dean/Institute Director is to Chair the relevant LCPC (for Levels B - D) and to consider Academic Level A confirmation applications. Because of this role, the Executive Dean or Director of Institute 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. Executive Deans/Institute Directors will complete a report for Level E applicants (copied to applicants) who have the opportunity for making a response for PCPC consideration. The PCPC has the discretion to invite relevant Executive Deans/Institute Directors to attend the Committee meetings for further clarification.

12. LCPC,CCPC and PCPC: Committee Structures and Roles

12.1 The Local Confirmation and Promotion Committee (for Levels B - D)

12.1.1 Membership

The Local Confirmation and Promotions Committee is comprised of:

  • A chair who is the Executive Dean or Director of the cognate Institute(s); (The Chair may delegate the role with the approval of the President, Academic Board in exceptional circumstances)
  • One Level 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 CCPC representative from another Local Committee; and
  • Four staff (one staff member at Level E, two 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 President, Academic Board 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’ i.e. 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.

12.1.2 Organisational coverage of LCPCs

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, Institute for Teaching and Learning Innovation and Aboriginal and Torres Strait Islander Studies Unit
  • Medicine and Biomedical Sciences, Queensland Brain Institute, Institute for Molecular Bioscience
  • Science, Centre for Advanced Imaging, Queensland Agriculture and Food Innovation, Global Change Institute

12.1.3 Role

The LCPC conducts mid-term review and makes decisions regarding confirmation of continuing appointment for all categories of academic appointments for a faculty and cognate institute(s) for Level B-D applicants.

The current, or immediately preceding, LCPC Representative will provide input to the enhanced appraisal for Level B - D academics on a 3 year probation and ECA's. The LCPC input at the appraisal will be through a review of the documentation rather than attending an appraisal interview.

The LCPC’s deliberations on final review result in one of the following outcomes:

  1. Confirmation of continuing appointment.
  2. Non-confirmation of continuing appointment.
  3. An extension of probation for up to two years.

In cases of confirmation and non-confirmation of continuing appointment the Chair of the LCPC communicates the Committee’s decision for all applicants to the President, Academic Board and the Provost.

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

12.2 The Central Confirmation and Promotions Committee

12.2.1 Membership

The Central Confirmation and Promotions 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”.

12.2.2 Role

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 from the LCPC to the Provost and the University through the Academic Board. The CCPC will monitor the progress of the 3 year probationary academic process.

12.3. Professorial Confirmation and Promotions Committee Structure and Role

12.3.1 Membership

The Committee is comprised 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.

12.3.2 Role

The Professorial Confirmation and Promotions Committee considers applications for continuing appointment at Level E against the Criteria for Academic Performance (PPL 5.70.17) and makes recommendations to the Vice-Chancellor.

The PCPC’s deliberations on final review result in one of the following outcomes:

1. Confirmation of continuing appointment.

2. Non-confirmation of continuing appointment.

3. An extension of probation for up to two years.

13. Confidentiality and Conflicts of Interest

13.1 Confidentiality

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

13.2 Conflicts of interest

13.2.1 LCPC Committee Members (Level B to D Applicants)

Committee members must declare all conflicts of interest to the Chair in the first instance, who will determine the level of conflict and take appropriate action including referring the matter to the President, Academic Board, where appropriate.

Examples of potential conflicts of interest include personal relationships, collaborations, and mentoring. 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.

13.2.2 Head (or Equivalent) and Executive Dean/Institute Directors

Where the Executive Dean/Institute Director 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 appropriately managed.

Where the Head (or equivalent) has a conflict of interest, the matter must be discussed with the Executive Dean/Institute Director to ensure that the conflict of interest is appropriately managed.

14. Enquiries and Submission Address

Enquiries about the confirmation of continuing appointment to Academic Levels A - D 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, Institute for Teaching and Learning Innovation, Aboriginal and Torres Strait Islander Studies Unit (Ph 3365 4921) - caphass@uq.edu.au
  • Medicine and Biomedical Sciences, Institute of Molecular Bioscience, Queensland Brain Institute (Ph 3346 5312) - capmbs@uq.edu.au
  • Science, Centre for Advanced Imaging, Queensland Agriculture and Food Innovation, Global Change Institute (Ph 3365 9761) - capscience@uq.edu.au

Enquiries about the Level E continuing appointment process should be directed to the Director, HR (Ph: 3365 1004) – cap@uq.edu.au.

Enquiries regarding technical problems with the Academic Portfolio should be directed to the local organisational unit’s computer support staff or the Information Technology Help Desk (3365 6000).

Custodians
Director, Human Resources
Mr Bill Kernahan (Acting)

Forms

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Assessment and Recommendation for Continuing Appointment and Promotion (Form D) - Form

Assessment and Recommendation for Continuing Appointment and Promotion (Form D) - Form

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Body
Description: 

This form must be completed by the Head of organisational unit after an appraisal with the academic staff member where the staff member is undertaking mid-term review or final review for continuing appointment or applying for promotion. 

Custodians
Director, Human Resources
Mr Bill Kernahan (Acting)
Nomination of Referees for Continuing Appointment and Promotion (Form E) - Form

Nomination of Referees for Continuing Appointment and Promotion (Form E) - Form

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Body
Description: 

This form must be completed by the Head of Organisational Unit (Head of School or equivalent) for academic staff applying for Final Review for Continuing Appointment and Promotion (levels A – D).

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