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1. Purpose and Objectives

This policy outlines the principles of Promotion to Professor for staff across all academic categories.

2. Definitions, Terms, Acronyms

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

Authorised Officer – the officer authorised to exercise the relevant HR power or function in accordance with the HR Authorisation Schedule.

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

3. Policy Scope/Coverage

This policy applies to academic staff across all of the academic categories - Teaching and Research, Teaching Focused, Research Focused and Clinical Academic - who seek promotion to Professor.

This policy also applies to Conjoint appointees; Health Professional Academic Title-Holders who seek promotion to Professor; and Mater Medical Research Institute (MMRI) staff members at Associate Professor (Academic Level D) who seek an Honorary Professorial title at The University of Queensland.

This policy does not apply to Health Professionals who are seeking conferral of Level E Professorial title under 5.20.05 Academic Titles for Health Professionals Policy clinical pathway.

4. Policy Statement

The rank of Professor is reserved for individuals with outstanding performance records. Quality is a key criterion and, although no quotas are prescribed, promotion to this rank is expected to be limited in number, annually. Successful applicants are expected to meet the standard for Chair level appointments in major universities.

5. Professorial Confirmation and Promotions Committee

Promotion to Professor is managed by the Professorial Confirmation and Promotions Committee. Generally the Committee will conduct an annual round in which candidates can apply for promotion. For successful applicants the title of Professor will be bestowed from the first day of January of the following year.

6. Eligibility

Academic staff in all four categories, Teaching and Research, Teaching Focused, Research Focused and Clinical Academic, may apply for promotion to Professor.

Applicants may not apply for promotion to any other rank in the same year.

Unsuccessful candidates may not reapply until three years have elapsed, although exceptions can be made by the Authorised Officer.

7. Criteria

The criteria for promotion to Professor are contained in PPL 5.70.17 Criteria for Academic Performance. Applicants will be asked to demonstrate the ways in which they meet the stated criteria, for their particular academic category. An international reputation in academic leadership in fields relevant to their particular academic category will be the essential requirement.

It is recognised that few individuals will be outstanding across all the criteria and that extraordinary achievements under one criterion may, in some cases, compensate for lesser achievement in another.

8. Performance Relative to Opportunity

Consistent with The University of Queensland 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 these 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.

Chief Human Resources Officer Dr Al Jury