1. Purpose and Objectives

The purpose of these procedures is to outline the processes for appointing, remunerating and supporting Heads of School and Heads of major Centres at The University of Queensland.

2. Definitions, Terms, Acronyms

Authorised Officer – the officer authorised to exercise the relevant HR [3] power or function in accordance with the HR Authorisation Schedule [4]

Head – Head of School or major Centre

Major Centre – Large centre within a faculty or institute

Relevant VCC Member - A member of the Vice Chancellor's Committee to whom the Head of School/major Centre ultimately reports

SSP [5] - Special Studies Program

3. Procedures Scope/Coverage

These procedures apply to Heads of School and a limited number of major Centres at The University of Queensland.

4. Procedures Statement

Given the key role played by Heads at the University, suitable processes must be followed to appoint and remunerate Heads appropriately and equitably. Furthermore, the support provided for Heads is paramount to the successful operation of the organisational unit.

5. Appointment of Heads

A Head of School will be appointed for each school listed in the schedule to the Senate Rule - Schools.

The relevant VCC member will consult with the relevant Executive Dean or Institute Director on the merits of whether an internal or external recruitment process should occur. Issues to be considered in determining which process to be followed include:

• Succession planning discussions to date and the identification of any school members with the required leadership capability or potential leadership capability to perform the role, as well as the level of interest/expectations from existing staff to perform the role;
• The need or preference for regeneration of the leadership and direction of the school;
• The likelihood of attracting a high quality applicant pool for the position; and
• Financial sustainability of an additional appointment.

The Executive Dean is to consult with senior academics within the Faculty/School on the preferred approach and rationale.

The Executive Dean will then seek the approval of the relevant VCC member of the recommended approach.

Where an internal recruitment process is approved, an expression of interest process confined to staff at academic level D and E would be initiated. The Head of School selection committee will have the same membership as a professorial selection committee.

Heads of Schools are appointed on a fixed-term appointment for a period up to five years. Heads of School will not normally be appointed for more than two consecutive five-year terms.

6. Remuneration of Heads

The position of Head of School will normally attract payment of a management loading in addition to base salary to form a total remuneration package appropriate to the management responsibility of the role. Further information on the payment of management loadings is available in the Salary Loadings policy at http://ppl.app.uq.edu.au/content/5.50.01-salary-loadings [6]

7. Support for Heads

7.1 Support from staff

Heads are not expected to carry personally all of the administrative responsibilities within their School or Centre. Heads will ensure that senior academic staff, in particular professors, are assigned significant roles such as Chairs of School committees (e.g. Teaching and Learning, Postgraduate Studies or Research Committees) or Program Directors. Senior academic staff are expected to accept such roles, when requested, as their contribution to the collegial leadership of the School or Centre.

7.1.1 Deputy Heads

Where the size of the School/Centre or other relevant considerations indicates the need, a Deputy Head can be appointed to assist the Head in the leadership, governance and administration of the School or Centre, and to act in the Head's absence. Generally, the Deputy will fill an identified functional role in the School or Centre. The decision to appoint a Deputy Head will be made by the Authorised Officer. The position of Deputy Head can function as an effective preparation period for a senior academic to assume the role of Head, however appointment as a Deputy Head will not automatically guarantee promotion to the role of Head.

7.1.2 Acting Heads

For absences up to six months, the Authorised Officer will determine the appointment of an Acting Head after consultation with the Head. For absences of longer than six months, the Authorised Officer will appoint an Acting Head after consultation with the relevant Executive Dean or Institute Director and the Head.

7.1.3 School/Centre Manager

Each school or centre should have a competent and experienced School/Centre Manager who can oversee the administrative functions, assist the Head in the management of finances and resources and supervise professional staff.

7.1.4 Research support

Where required by the Head, research assistance should be appointed at an appropriate level. This will be paid for jointly by the School/Centre and the Faculty/Institute.

7.2 Training and development support

Because of the demanding nature of their role and its crucial importance to the success of the University, Heads will be offered support and opportunities for development including, but not limited to, the following:

7.2.1 Internal and University sector leadership and management development programs

These will include the "Staff Management Issues Workshop" or other in-house development opportunities offered through the UQ Staff Development Program. Attendance at an executive program conducted by a leading University in Australia or overseas is recommended for each Head.

7.2.2 Commercial and business development programs

To assist Heads and Deputy Heads to deal with revenue generation and dealings with the business and commercial world, attendance at suitable programs conducted by external organisations is encouraged. A relevant course(s) should be completed relatively soon after assuming the role.

7.2.3 Special Studies Program

The Head will not normally take SSP [5] during the course of the Headship. However, at the expiry of their term, the Head will be entitled to proceed immediately to an SSP [5] to enhance their research program. If the Head is appointed to a second successive term, they will remain entitled to an SSP [5] in the first semester of the new term as Head.

7.2.4 Development plan

Generally, in the first year of their term as Head, each Head may complete a 360 degree feedback exercise and discuss the resulting development plan with the Executive Dean or Institute Director, to ensure that they receive necessary assistance in implementing it.

7.2.5 Formal review

Each year the Executive Dean or Institute Director will conduct a formal review of the Head's performance and forward the written report to the relevant VCC member, or Deputy Vice-Chancellor (Academic). The Executive Dean or Institute Director should discuss the review with the relevant VCC member, or Deputy Vice-Chancellor (Academic) before the review meeting.