Reporter 448, 6 March 2000


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PROMOTIONS 2000

 

This booklet contains information about the 1999-2000 promotions exercises for Lecturers on Grade A and for all categories and grades of Academic-Related staff.

 

Further copies of this booklet may be obtained from Human Resources ( 5773). Any queries relating to the 1999-2000 promotions exercises for academic and related staff should be directed to Alison Little in Human Resources ( 4039) in the first instance.

 

 

Academic and Academic-Related Staff Promotions Exercises in 1999-2000

Any member of the Academic or Academic-Related staff wishing to apply for promotion from 1 August 2000 is advised to read this booklet carefully. The booklet covers the following:

Page No

A Timetable for the exercises in 1999-2000 4

B University policy relating to promotion 5

C Criteria and procedures for promotion for:

I Lecturer A to B 8

II Academic-Related Staff 11

(i) Administrative Staff 14

(ii) Senior Library Staff 17

(iii) Computer Staff 21

(iv) Other-Related Staff 24

(v) Research Staff 28

D Information about appeals procedures 34

E Forms for use in the 1999-2000 exercises 38

 

 

The current salary scale (1999/2000) is attached.

Any increases in salary will be from the baseline of these salaries or of any revision resulting from a national pay settlement preceding the promotional date. Adjustments will be made in the usual way if there is a delayed settlement which is back-dated to be effective from a date preceding 1 August 2000.

Also attached is an Equal Opportunities Monitoring form.

 

A. Timetable for Academic and Academic-Related Promotions and Salary

Review Exercises in 1999-2000

 

Action Date

Circulation to individuals of information about ASIs/DIs Week beginning 13 March 2000

Circulation to Heads of Department of booklet about

promotions and salary review lists

Deadline for submission to Heads of Department of To be set by the Head of Department

promotion applications or candidates` statements and notified to potential candidates

in support of ASIs/DIs by means of a departmental notice

Meetings of Departmental Promotions Committees Between 7 April and 8 May 2000

 

At the time of passing application forms/statements to the Head of Department, candidates should also send to the Human Resources Division a pro-forma indicating that they have made a firm submission for promotion or a copy of their statement in support of the award of an ASI/DI, as appropriate. All applicants for promotion or salary progression are also requested to return an Equal Opportunities Monitoring Form to the Equal Opportunities Officer c/o Human Resources at the same time.

 

 

Deadline for return to Human Resources by Heads 15 May 2000

of Department of promotions applications and completed

comments forms and decisions/recommendations on

ASIs/DIs

 

All applicants for promotion/ASIs/DIs to be informed 30 June 2000 at the latest

in writing of the outcome

Any candidate wishing to appeal against non-promotion 14 July 2000 at the latest

must notify Human Resources of that intention

Deadline for lodging in writing any appeal 4 August 2000 at the latest

 

B. University Policy on Promotions

The University believes that its staff are its most valuable asset and that full advantage should be taken of the scope for rewarding their performance against published criteria for promotion and salary progression, so as to maintain their motivation, morale and job satisfaction.

There is a different procedure for changes of staff category, for which see p6.

Self application

In this University, consideration for promotion at all levels is by self-application.

Departmental Promotions Committees

All applications for promotion are considered by Departmental Promotions Committees which, in certain instances, have the authority to reach final decisions in the matter and, in others, are required to send forward recommendations, together with the applications, for the consideration of the relevant University committee.

All departmental staff of senior lecturer status or above (or the equivalent academic-related grades where appropriate) are entitled to sit on Departmental Promotions Committees. Given that this may cause practical difficulties in large departments with a large number of senior lecturers, departments may decide to adopt a smaller membership (8 to 10 being considered a norm). The means of selecting these members from among their own number will be decided by all those eligible for membership, and is not at the discretion of the head of department. The membership of such committees is notified annually to Human Resources by academic departments in connection with the exercise for promotion to Senior Lectureships.

In cases where an application for promotion is not supported by a Departmental Promotions Committee, the Head of Department is required to send forward to Human Resources the reasons why the promotion has not been supported and the views of the Departmental Promotions Committee on what will be necessary to improve the prospects for promotion. In instances when the decision on promotion is vested in a central University committee, that committee will take full account of, but not necessarily be bound by, the departmental view. In cases where decisions on promotion rest with Departmental Promotions Committees, Human Resources , in consultation as appropriate with the Pro-Vice-Chancellor for Staff, will monitor such decisions and the reasoning advanced by departments to support their conclusions.

Promotion exercises undertaken at departmental level

Departmental Promotions Committees are empowered to reach decisions in respect of:

Promotions

Promotions from Lecturer Grade A to Lecturer Grade B;

Promotions to Grade IA and Grade II for Research staff;

Promotions to Grade 2 and 3 for Administrative, Senior Library, Computer and Other-Related staff;

Progression beyond the bar in Grade 1 for Other-Related staff.

 

Promotion exercises undertaken by central University committees

The Committee on Senior Academic-related Staff has authority to determine the promotion of Administrative, Senior Library, Computer and Other-Related staff to Grades 4 and 5 and of Research Staff to Grade III.

Outside-funded candidates

In the case of staff funded from non-HEFCE sources, the implementation of promotion will be subject to the availability of funds from the outside funding source.

Staff on probation

Staff on probation are eligible for promotion. However, in cases where a head of department believes that a candidate's performance may justify promotion, he/she may wish to take the opportunity to judge whether such performance also meets the criteria for confirmation of appointment and, where it does, to take the necessary steps to seek such confirmation.

Transfer of staff between categories

It is University policy that staff should be encouraged to exercise to the full their abilities and talents in whatever capacity these may be deployed most effectively. Nonetheless, the University must be assured before any transfer is effected that the scope of the post created by the transfer is sufficient to justify the re-categorisation or is appropriate to a required role. Transfers are not initiated by self-application but depend on an identification by the Department of a match between its needs and the individual`s capacities. Recommendations from Heads of Departments for the ad personam transfer of staff between categories so that they may better realise their potential in a viable or useful role and have a reasonable chance of normal career progression in the category to which they may be transferred are considered by one of two mechanisms according to the type of transfer involved.

1. Transfer of support staff to the academic-related categories (e.g. Clerical to Administrative, Technical to Other-Related)

The following documentation is required: (a) A detailed case for the transfer prepared by the Head of Department in consultation with the Departmental Promotions Committee;

(b) A full job description of the new role;

(c) A brief curriculum vitae of the candidate;

(d) A brief statement by the candidate explaining why he/she feels able to carry out the new role and how he/she sees his/her career developing in the longer term.

Normally, a site visit and short interview to assess the role of the candidate in situ will be undertaken by a member of staff of Human Resources and a senior member of staff from the category to which the transfer is proposed.

This is to allow an assessment of the candidate's aptitude and aspirations and also to provide an opportunity for the candidate to ask questions and clarify any areas of concern.

Implementation of the transfer will be approved by the Pro-Vice-Chancellor for Staff with special responsibility for staffing matters on the recommendation of the interviewers for posts below the equivalent of Grade 4. Posts at Grade 4 equivalent and above will be dealt with by the Committee on Senior Academic-related Staff.

 

2. Transfer of academic staff to the academic-related category and vice versa

Transfers at the equivalent of Grade 4 and above are dealt with by the Committee on Senior Academic-related Staff and those below the equivalent of Grade 4 will be dealt with by the Pro-Vice-Chancellor for Staff. The Committee/Pro-Vice-Chancellor for Staff requires the following documentation:

(a) A proposal from the Head of Department (prepared in consultation with the Departmental Promotions Committee) making the case. This must include a clear statement indicating the degree to which the proposal was supported by the Departmental Promotions Committee;

(b) A full job description of the proposed new role;

(c) A brief curriculum vitae of the candidate;

(d) A brief statement by the candidate explaining why he/she feels able to carry out the new role and how he/she sees his/her career developing in the longer term (if appropriate). This statement should include confirmation from the candidate that he/she is prepared to accept the transfer if it is approved and believes it to be in his/her career interest.

Heads of Department are advised to consult the criteria for promotion within the category to which a transfer is sought in order to gain a clear understanding of the principles that will underpin progression in the category to which a transfer is sought. A copy of the necessary criteria is available from Human Resources.

Under both procedures, consideration will be given to the following:

the experience, skills, qualifications, aptitude and attainment of the candidate, and how these qualities might be deployed in the new role to the department`s benefit;

his/her potential to progress in the new role;

the longer-term interests of both the candidate and the department concerned.

Proposals for consideration under either procedure should be forwarded to Human Resources in the first instance.

Staff in Human Resources will be pleased to discuss and advise on possible transfers at any time during the year.

If appropriate, a site visit and short interview to assess the role of the candidate in situ may be undertaken by a member of staff of Human Resources and a senior member of staff from the category to which the transfer is proposed.

If the case for the transfer appears from the documentation and site visit (if any) to be made, a short interview with the candidate will be conducted by a senior member of staff from the category to which the transfer is proposed and an administrator from Human Resources.

This is to allow an assessment of the candidate's aptitude and aspirations and also to provide an opportunity for the candidate to ask questions and clarify any areas of concern.

Implementation of the transfer will be approved by the Pro-Vice-Chancellor with special responsibility for staffing matters on the recommendation of the interviewers.

Equal opportunities

The University's Equal Opportunities Committee has agreed that it wishes to monitor ethnic origin and disability as well as gender in relation to the outcome of applications for promotion. Applicants are therefore requested to complete the Equal Opportunities monitoring form found at the end of this booklet and to return it to the Equal Opportunities Officer, c/o Human Resources (in a separate sealed envelope marked 'Equal Opportunities') at the same time as returning the completed pro forma indicating that a firm submission for promotion has been made.

C. Criteria and procedures for promotion

I. Lecturer Grade A to Grade B

1. Policy and criteria

1.1 The agreed criteria apply equally to permanent and fixed-term, University-funded and outside-funded staff. The criteria state that advancement from Grade A to Grade B is dependent solely upon individual performance and is not competitive. There is no separate complement of Grade B posts and financial criteria are not taken into account (although, for outside-funded staff, promotion is dependent on the provision by the external funding body of the necessary additional funds). Advancement from the lower to the higher grade on reaching the maximum point of Grade A will be the normal expectation, subject to satisfactory performance. However, a member of staff on Grade A may be advanced to Grade B before reaching the maximum point on the lower grade, on the basis of exceptional performance in post. In such instances, the lecturer must have demonstrated progress and achievement, within the opportunities available, which is comparable with that of others performing satisfactorily at the top of Grade A in teaching, course preparation and examining; research and scholarship; and, where appropriate, departmental, University and other management or administrative responsibilities.

1.2 Promotion of a probationary lecturer from Grade A to Grade B does not necessarily imply that probation will be deemed to have been satisfactorily completed.

1.3 Submission for promotion is either at the instigation of the lecturer or the Head of Department. Lecturers at the maximum point of Grade A, for whom advancement to Grade B is the normal expectation subject to satisfactory performance, are required to make a submission.

2. Procedure

2.1 Submissions consist of

(a) a cover sheet entitled Form Lect B, to be completed in full by the candidate (Sections 1 - 3)

(b) a description of activities (Section 4) to be prepared on no more than 4 sides of A4 in total by the candidate him/herself and then signed. This description should be prepared under four headings, viz:

I Teaching, course preparation and assessment;

II Research, scholarship and professional standing;

III Departmental, University and other management and administrative responsibilities;

IV Constraints on opportunities (if any).

(c) A list of publications and, where appropriate, grant applications, as appendices.

In completing Section 4 (Description of activities), candidates should follow the guidance given on matters to be addressed. This guidance is attached to Form Lect B and should be detached before the candidate`s signed description of his/her activities and any appendices are attached to the cover sheet to form the candidate`s submission.

 

2.2 The procedure to be followed is as follows. The lecturer completes his/her submission and passes it to the Head of Department by a date to be set by the Head of Department. Candidates are strongly advised to ascertain this date at an early stage and to ensure that they submit their applications to their Head of Department in good time. At the same time the candidate must return a pro forma (notification of submission for promotion) to Human Resources, in order to indicate that a firm submission has been made. A completed Equal Opportunities monitoring form should be sent in a separate sealed envelope marked 'Equal Opportunities' to the Equal Opportunities Officer, c/o Human Resources at the same time as the pro forma is returned.

2.3 A meeting of the Departmental Promotions Committee will then be held to consider the completed application form. Taking into account the criteria set out in section 1 above, the Departmental Promotions Committee will agree on whether or not a case for promotion to Grade B exists for each candidate. All decisions reached by the Departmental Promotions Committee must be sent on form HOD-2 to Human Resources by the Head of Department by 15 May 2000.

3. Completing the forms

3.1 The cover sheet, description of your activities and any appendices should, wherever possible, be typed.

3.2 A list of publications should be attached to the submission. The list should be divided into four sections as follows: Books; Parts of books; Refereed contributions to journals; Unrefereed contributions to journals. Each section should be arranged in chronological order, using the following form of citation:

I Books

Author(s), title, edition (if other than first), number of pages, place of publication, publisher, year of publication.

II Parts of books

Author(s), title of contribution, name(s) of editor(s), title of book, edition (if other than first), page numbers beginning and ending contribution, place of publication, publisher, year of publication.

III Refereed contributions to journals

Author(s), title of contribution, title of journal in full, volume number, series number or letter, page numbers beginning and ending contribution, year of publication.

IV Unrefereed contributions to journals

Author(s), title of contribution, title of journal in full, volume number, series number or letter, page numbers beginning and ending contribution, year of publication.

Short reviews and ephemeral contributions should be excluded.

Where publications involve joint authorship, those of which the candidate is a principal author should be indicated with an asterisk. Those of which the authors are equal in status should be marked =.

3.3 Where appropriate, a list of grant applications, should be appended. These should be listed in chronological order and should be presented in three sections: successful, unsuccessful, pending. Where there are other named collaborators on the application this should be indicated, with the name of the Principal Investigator/Project Manager shown first.

 

4. Outcome of the exercise

4.1 Human Resources will write to all candidates for promotion to Grade B to inform them of the outcome of their application by 30 June 2000.

4.2 In cases where promotion to Grade B is supported, promotion will be effective from 1 August 2000.

4.3 Human Resources will notify any unsuccessful candidates of the outcome of the application. Heads of Department are then required to discuss with the unsuccessful candidate the reasons why the promotion has not been supported and the views of the Departmental Promotions Committee on what will be necessary in order to improve their prospects for the future. A brief written record should be kept of this discussion between the Head of Department and the candidate, and a copy given to the candidate. The candidate may then discuss the outcome of his/her application with the Teaching and Learning Dean of their Faculty if so wished.

 

5. Appeals

5.1 There is an appeals procedure for unsuccessful candidates for promotion to Lecturer Grade B. Lecturers on Grade A for whom advancement to Grade B on reaching the maximum of the scale is the normal expectation will be able to appeal against a decision not to recommend their promotion. Other candidates, ie those below the maximum of the scale, are permitted to appeal, but only on the grounds of a defect in the application of the current procedure. Details of the appeals procedure are set out in section D of this booklet.

II. Academic-Related Staff

1. Policy

1.1 All Administrative, Senior Library, Computer, Other-Related Staff below Grade 5 and Research staff below Grade III are eligible to submit for promotion. It is the responsibility of Heads of Department to consult senior colleagues in a Departmental Promotions Committee about which staff should be encouraged to submit for promotion and about the comments to be made on submissions.

1.2 The agreed criteria for promotion apply equally to permanent and fixed-term staff, on the understanding that promotion will not affect in any way the period for which a fixed-term appointment has been made. The same criteria also apply equally to University-funded and outside-funded staff but, in the latter case, promotion is dependent on the necessary additional funds being provided by the external funding body. There is no limitation on the number of times or the frequency with which an individual member of staff may submit for promotion.

1.3 The criteria specify that all staff on the maximum point of Administrative, and Computer Grade 1 should normally expect to be promoted to Grade 2, subject to satisfactory performance. Likewise, progression beyond the bar on the Other Related Grade 1 scale will be automatic unless the Head of Department deems that this is not warranted on grounds of performance. Human Resources will notify Heads of Department annually of the names of staff to whom these principles apply and Heads of Department should then confirm whether or not progression is warranted. Senior Library staff who reach the top of Grade 1 having passed the probationary period satisfactorily will progress automatically to Grade 2 at the next incremental date.

1.4 Promotion to Grade III/5 continues to be limited and high standards are necessary to achieve promotion to Grade III (for Research Staff) and Grade 5 (for other academic-related staff). Proposals for promotion to this level are considered with the same rigour as that applied by the Committee on Senior Lectureships to promotions to senior lectureships.

2. Procedure

2.1 Submissions consist of

(a) Form A - R: a description of activities, responsibilities and changes in role. In the case of candidates for whom a publications and/or grant application record is relevant to the promotion sought, details of such publications and grant applications should be attached to Form A-R as appendices and should be prepared in the format indicated in Sections C.I 3.2 and 3.3 (pp 9 and 10) of this document.

 

(b) Form HOD-2: a confidential assessment and evaluation of the candidate's performance and achievement prepared by the Head of Department after consulting the Departmental Promotions Committee. This assessment must reflect the views of the Departmental Promotions Committee.

In completing Form HOD-2, the Head of Department must refer specifically to the criteria for promotion to the Grade being sought.

2.2 Form A - R should be completed in its entirety and passed to the Head of Department by a date to be set by the Head of Department. Candidates are strongly advised to ascertain this date at an early stage and to ensure that they submit their applications to their Head of Department in good time. At the same time, the candidate should return a pro forma (notification of submission for promotion) to Human Resources, in order to indicate that a firm submission has been made. A completed Equal Opportunities monitoring form should be sent in a separate sealed envelope marked 'Equal Opportunities' to the Equal Opportunities Officer, c/o Human Resources at the same time as the pro forma is returned.

3. Completing the forms

3.1 Form A-R should be typed or completed legibly in black ink. It is essential that you provide all the details required in Section I besides completing the other sections. Where applicable, a chronological list of publications, works submitted or accepted for publication, compositions, exhibitions, commissions, working/discussion papers, project reports, contributions to seminars here or elsewhere and to conferences, as appropriate, should be attached. Where publications involve joint authorship, some indication of the contribution made by the candidate should be given. Those of which the candidate is a principal author should be marked *; those where the authors are equal in status should be marked = (please refer to Section I 3.2 of this document for the format for the presentation of publications). Where appropriate, information on grant applications should also be appended. These should be listed in chronological order and should be presented in three sections: successful, unsuccessful and pending. Where there are other named collaborators on the grant application, this should be indicated, with the name of the Principal Investigator/Project Manager shown first.

3.2 Submission of external evidence is not normally expected and may only be provided by candidates seeking promotion to Research Grade III if the criterion of 'exceptional circumstances' (as described on page 29) is met.

4. Outcome of the exercise

4.1 Human Resources will write to all candidates for promotion by 30 June 2000 to inform them of the outcome of their applications. Unsuccessful candidates for promotion to Administrative, Senior Library, Computing and Other-Related Grade 2 and 3 and Research Grade II must arrange to see their Head of Department to discuss in detail the reasons for which promotion has not been recommended and what will be necessary to improve their prospects for the future. A brief written record should be kept of this discussion between the Head of Department and the candidate, and a copy given to the candidate. Candidates within academic departments may then discuss the outcome of their application with the Teaching and Learning Dean of their Faculty if they so wish.

 

 

Unsuccessful candidates for promotion to Administrative, Senior Library, Computing and Other-Related Grades 4 and 5 and Research Grade III will be provided with a brief statement in writing of the reasons for which promotion has not been approved and what will be necessary to improve their prospect for promotion. A copy of this information will be sent to the candidate's Head of Department who is required to discuss it with the candidate. Unsuccessful candidates seeking promotion to Grades 4/5/III may also discuss the information with the Pro-Vice-Chancellor.

5. Appeals

5.1 An appeals procedure may be invoked by unsuccessful candidates. Candidates seeking promotion (other than those on the maximum point of Administrative or Computer Grade 1 for whom advancement to Grade 2 is the normal expectation, those at the bar of Other Related Grade 1 for whom progression beyond the bar is also a normal expectation and Senior Library staff who have passed probation and are at the maximum of Grade 1, and can also thereby expect to progress to Grade 2) may, if unsuccessful in their application, appeal only against the decision on the grounds of a defect in the application of the current procedure. Details of the appeals procedure are set out in section D of this booklet.

6. Criteria

6.1 The criteria for the promotion of academic-related staff are set out on the following pages.

NB: Scarce skills

In completing form HOD-2, Heads of Department are asked to state clearly, if applicable, whether the candidate in question has skills which are in short supply and which have therefore been taken into account in considering the case for promotion. Any such skills must be clearly identified, and Heads of Department should give a clear indication of the weight attached to retaining these skills.

 

 

 

(i) Administrative staff

This category covers staff whose main function is to manage processes which support the governance and administration of the University so that it can fulfil its main functions of teaching and research. Posts in this category are to be distinguished from secretarial or personal assistant posts (which in many other organisations may well be categorised as 'administrative') by the degree of independence and initiative required in discharging complex management tasks.

The normal career grade for posts in this category is Grade 3, though staff who meet the criteria for higher grades may apply for promotion beyond Grade 3.

Grade 1

New recruits may be appointed to Grade 1 for which the normal requirement is graduate or equivalent status or experience at an appropriate level.

Promotion to Grade 2

Criteria: Advancement to Grade 2 is dependent solely upon individual performance. Administrative staff reaching the maximum of Grade 1 will normally expect to progress to Grade 2, although a member of staff on the lower grade may be advanced to the higher grade before reaching the maximum point on Grade 1. In these circumstances, the member of staff must have demonstrated progress, competence and initiative in the achievement of assigned tasks which is comparable with that of others on Grade 2 and, where there has been the opportunity, potential to undertake more demanding tasks.

In particular, the candidate should have demonstrated:

competence and progress in the areas of work concerned since appointment to the present grade;

the ability to communicate and present the results of his/her work;

efficiency in the organisation of his/her work, including the capacity to prioritise appropriately;

the capacity to discharge tasks in a timely way;

the potential to undertake more demanding tasks and extra responsibility;

the capacity to exercise initiative within assigned tasks.

Heads of Department must address the criteria itemised above in completing form HOD-2 for all candidates wishing to advance from Grade 1 to Grade 2.

 

 

 

 

 

 

Promotion to Grade 3

Criteria: Promotion to Grade 3 will be made only in cases where a candidate has proved his/her capacity to carry out the tasks assigned to him/her in Grade 2, has demonstrated a high level of personal merit and performance, has exercised developmental initiatives in the performance of duties and has taken on increased responsibilities, the range and complexity of which are beyond those associated with a post at Grade 2.

In particular, the candidate should have demonstrated:

a capacity to organise and plan his/her work independently and effectively;

a capacity to undertake developmental initiatives and to locate his/her efforts within a strategic framework;

an ability to relate to others as a member of a team;

good communication and presentation skills;

a capacity to manage projects with limited guidance;

a capacity to delegate and to manage the work of others (where appropriate) in a creative way;

a capacity to direct his/her efforts towards providing an effective and responsive service.

Heads of Department must address the criteria itemised above in completing form HOD-2 for all candidates applying for promotion to Grade 3.

 

Promotion to Grade 4

Criteria: Promotion to Grade 4 will depend upon the candidate having displayed his/her capacity to carry out to a high standard the tasks assigned to him/her in Grade 3, such that his/her personal merit and capacity to exercise initiative within a clearly defined but demanding area, capacity to manage resources (including staff) and to discern sensitively the needs of those for whom professional services are provided warrant recognition at the higher grade.

Heads of Department must address the following in completing form HOD-2 for all candidates applying for promotion to Grade 4:

the significance of the candidate's contribution to the relevant areas of the department/service;

the candidate's sensitivity to the needs of those for whom services are being provided;

the degree of complexity or specialisation involved in the candidate's role;

the candidate's capacity to exercise significant developmental initiatives within a clearly defined area;

the candidate's personal merit in the performance of his/her duties;

the effectiveness of the candidate's management of resources (including staff) associated with the defined area.

It is emphasised that promotion beyond Grade 4 will be possible where the criteria for promotion to Grade 5 are met, i.e. by the individual taking on a wider range of responsibilities.

 

Promotion to Grade 5

Criteria: Promotion to Grade 5 can be from either Grade 3 or Grade 4. Applications for promotion to this level are considered with the same rigour as that applied to applications for higher level promotions in the academic category. A candidate for promotion to Grade 5 must:

(a) have demonstrated his/her capacity to carry out to an exceptionally high standard, the tasks assigned to him/her in Grade 3 or Grade 4; and

(b) have shown evidence of a capacity to exercise initiative in a versatile and strategic way over a wider range of responsibilities and have demonstrated the ability to direct the work of others effectively and sensitively so as to motivate them and/or the ability to manage significant resources (where applicable).

Heads of Department must address the following in completing form HOD-2 for all candidates applying for promotion to Grade 5:

the full range of responsibilities undertaken by the candidate;

the significance of the candidate's contribution to the work of the department/service;

the candidate's capacity to exercise initiative in a versatile and strategic way;

the candidate's ability to undertake to an exceptionally high standard the responsibilities of the post;

the candidate's ability to manage creatively the work of others and/or to manage significant resources (where appropriate);

the candidate's capacity to take the lead role in team projects.

It must be evident to the relevant University committee that the range of duties and responsibilities consequent upon promotion are sufficiently comprehensive and demanding to justify this grading.

 

 

(ii) Senior Library Staff

This category covers library staff at senior professional level whose main function is the development, management and provision of library and information services in support of the academic activities of the University.

The normal career grade for posts in this category is Grade 3, although staff who meet the criteria for higher grades may apply for promotion beyond Grade 3.

 

Grade 1

Grade 1 is the usual starting grade for entrants to the profession and is treated as a training grade. The normal requirement is a good honours degree and either a postgraduate qualification in librarianship or information science, or a research degree, or relevant experience at an appropriate level.

 

Promotion to Grade 2

Criteria: Advancement to Grade 2 is dependent solely on satisfactory performance in Grade 1, normally indicated by the successful completion of a probationary period. Senior Library staff reaching the maximum of Grade 1 and having passed the probationary period satisfactorily will progress automatically to Grade 2 at the next incremental date. No formal application for promotion will be required in such cases.

A member of staff on the lower grade may be advanced to the higher grade

either having passed the probationary period satisfactorily but not having reached the maximum point on Grade 1;

or having reached the maximum point on Grade 1 before completion of probation.

In either case promotion will be on the grounds of special professional merit, and the member of staff must make formal application for promotion to Grade 2, demonstrating:

his/her growing competence, relevant scholarly ability, professional standing, and expertise (actual or potential) in the areas of work concerned;

the effective organisation of his/her work and any staff or resources for which he/she is responsible;

a capacity to undertake more demanding tasks and extra responsibilities.

The Library Departmental Promotions Committee or Heads of any relevant departments must address the criteria itemised above in completing form HOD-2 for all candidates who apply to advance to Grade 2 before passing probation or, having passed probation, before reaching the maximum point of Grade 1.

 

 

 

 

Promotion to Grade 3

Criteria: Promotion to Grade 3 will be made only in cases where a candidate has proved his/her capacity to carry out the tasks assigned to him/her in Grade 2 and has achieved a level of professional expertise and competence which justifies promotion to the higher level.

In particular, the candidate should have demonstrated the following:

a capacity to organise and plan his/her work effectively;

developmental initiatives through particular projects or widening the scope or improving the effectiveness of a service;

the potential to take on increased responsibilities;

evidence of professional and/or scholarly standing;

growing professional expertise as evidenced by specialist knowledge or skills;

potential to make a successful career in academic librarianship.

The Library Departmental Promotions Committee or Heads of any relevant departments must address the criteria itemised above in completing form HOD-2 for all candidates applying for promotion to Grade 3.

 

Promotion to Grade 4

Criteria: Promotion to Grade 4 will depend upon:

(a) a clear increase in the degree and range of responsibilities such that these exceed those set out in a description of the post at Grade 3, but are not at the level of responsibility and seniority of posts in Grade 5; or

(b) the candidate having displayed his/her capacity to carry out to a high standard the tasks assigned to him/her in Grade 3, and having exhibited a high level of professional and/or scholarly achievement, such that his/her personal merit and capacity to exercise initiative within a clearly defined area, possibly involving specialist knowledge or particular expertise, capacity to manage resources (including staff) and to discern sensitively the needs of users, warrant recognition at a higher grade; or

(a) plus (b).

A candidate should state clearly in his/her application form the criteria on which his/her application for promotion is based, i.e. (a) or (b) or (a) plus (b).

 

 

 

 

 

 

The Library Departmental Promotions Committee or Heads of any relevant departments must address the following in completing form HOD-2 for all candidates applying for promotion to Grade 4:

the significance of the candidate's contribution to the relevant areas of the Library;

the candidate's personal merit and capacity to exercise initiative;

the evidence for a high level of professional and/or scholarly merit in the candidate's performance;

the candidate's management of resources (including staff);

the candidate's sensitivity to the needs of users;

the candidate's specialist knowledge and scarce skills (if applicable);

the evidence for a clear increase in the degree and range of the candidate's responsibilities (criterion (a) only).

It is emphasised that promotion beyond Grade 4 will be possible where the criteria for promotion to Grade 5 are met.

 

Promotion to Grade 5

Criteria: Promotion to Grade 5 can be from either Grade 3 or Grade 4. Applications for promotion to this level are considered with the same rigour as that applied to applications for higher level promotions in the academic category. A candidate for promotion to Grade 5 must have:

(a) made a substantial contribution to the work of the Library by holding and discharging with credit a post of major responsibility, exercising initiative in a creative way; demonstrating the ability to work independently in major matters, directing the work of others and/or managing significant resources (where appropriate), and exhibiting a high level of professional and/or scholarly achievement appropriate to the responsibilities held; and

(b) shown evidence of ability to carry a much greater degree of responsibility appropriate to the post at the senior level.

 

The Library Departmental Promotions Committee or Heads of relevant departments must address the following points in completing form HOD-2 for all candidate applying for promotion to Grade 5:

the candidate's contribution to the work of the Library;

the candidate's ability to show initiative and creativity in the work;

the evidence for the candidate's ability to work independently and to discharge with credit a post of major responsibility;

the evidence for a high level of professional competence and/or scholarly achievement on the part of the candidate;

the candidate's ability to direct or supervise the work of others and/or to manage resources (where appropriate);

the evidence that the level of duties and responsibilities on promotion will be sufficiently senior to justify the candidate's promotion to Grade 5.

It must be evident to the relevant University committee that the level of duties and responsibilities consequent upon promotion will be sufficiently senior to justify this grading.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

(iii) Computer Staff

This category covers staff whose main function is the development, maintenance or application of IT programs or systems or the provision of a service through these facilities.

The normal career grade for posts in this category is Grade 3, although staff who meet the criteria for higher grades may apply for promotion beyond Grade 3.

Grade 1

New recruits may be appointed to Grade 1, for which the normal requirement is a degree or other equivalent qualification.

Promotion to Grade 2

Criteria: Advancement to Grade 2 is dependent solely upon individual performance. Computer staff reaching the maximum of Grade 1 will normally expect to progress to Grade 2, although a member of staff on the lower grade may be advanced to the higher grade before reaching the maximum point on Grade 1. In these circumstances, the member of staff must have demonstrated progress and competence in the achievement of assigned tasks or service duties which is comparable with that of others on Grade 2 and, where there has been the opportunity, potential to undertake more demanding tasks or service duties.

In particular, the candidate should have demonstrated:

growing competence in his/her own area of work;

a growing awareness of developments in the external IT environment;

that the organisation and prioritisation of his/her work and management of any resources for which he/she is responsible is effective and service-oriented;

a potential to undertake more demanding tasks and extra responsibilities.

Heads of Department must address the criteria itemised above in completing form HOD-2 for all candidates wishing to advance from Grade 1 to Grade 2.

 

Promotion to Grade 3

Criteria: Promotion to Grade 3 will be made only in cases where a candidate has proved his/her capacity to carry out the tasks assigned to him/her in Grade 2, has exercised developmental initiatives in the performance of duties and has taken on increased responsibilities, the range and complexity of which are beyond those normally associated with a Grade 2 and has achieved a level of professional standing which justifies promotion to the higher level.

 

 

 

 

In particular, the candidate should have demonstrated:

a wide awareness of developments in the external IT environment;

a capacity to organise and plan his/her work effectively including the ability to define and run projects;

the ability to contribute to policy discussions where there has been an opportunity;

as appropriate, developmental initiatives through the initiation of particular projects or areas of work and/or widening the scope or improving the effectiveness of a service;

the ability to take on additional responsibilities;

particular achievements in his/her own area;

sensitivity to the needs of end-users;

experience of involvement in some resource management;

professional competence and standing.

Heads of Department must address the criteria itemised above in completing form HOD-2 for all candidates applying for promotion to Grade 3.

 

Promotion to Grade 4

Criteria: Promotion to Grade 4 will depend upon the candidate having displayed his/her capacity to carry out to a high standard the tasks assigned to him/her in Grade 3, such that his/her personal merit and capacity to exercise initiative within a clearly defined area, possibly involving specialist knowledge or particular expertise, his/her sensitivity to the needs of end-users and his/her capacity to manage resources (including staff, where appropriate), warrant recognition at the higher grade.

The following points must be addressed in completing form HOD-2 for all candidates applying for promotion to Grade 4:

the significance of the candidate's contribution to the relevant areas of the service/area/department;

the evidence for a wide awareness on the part of the candidate of developments in the external IT environment;

the evidence in the candidate's performance of his/her personal merit and capacity to exercise initiative within a clearly defined area;

the candidate's achievement as exemplified by specialist knowledge or particular expertise, where appropriate, and by a substantial record in service delivery and/or project management;

the candidate's management of resources (including staff where appropriate), associated with the defined area;

the candidate's sensitivity to the needs of end-users;

 

Promotion to Grade 5

Criteria: Promotion to Grade 5 can be from either Grade 3 or Grade 4. Applications for promotion to this level are considered with the same rigour as that applied to applications for higher level promotions in the academic category. Candidates for promotion to Grade 5 must have made a substantial contribution to the work of the service/area/department by holding and discharging with credit a post of major responsibility; exercising initiative in a creative and strategic way; demonstrating the ability to work independently in major matters; directing the work of others effectively and sensitively and/or managing significant resources; negotiating effectively internally and/or externally major contracts and agreements on levels of service; and exhibiting a high level of professional achievement appropriate to the responsibilities held.

The following points must be addressed in completing form HOD-2 for all candidates applying for promotion to Grade 5:

the significance of the candidate's contribution to the work of the service/area/department;

the extent to which the candidate's work has a creative and strategic dimension;

the candidate's ability to work independently and to discharge with credit a post with major responsibility;

the evidence for a high level of professional achievement by the candidate;

the candidate's ability to manage effectively the work of others, deal with users or external suppliers and/or manage significant resources (where appropriate).

 

 

It must be evident to the relevant University committee that the range of duties and responsibilities consequent upon promotion will be sufficiently comprehensive and demanding to justify this grading.

 

 

 

 

 

 

 

 

 

 

 

 

 

(iv) Other-Related Staff

This academic-related category covers a range of roles which have either a strong academic component (such as teaching) but without the variety of duties associated with a lectureship, or which provide professional support for mainstream academic activities (e.g. project management, the work of experimental officers). The normal career grade for posts in this category is Grade 3, although staff who meet the criteria for higher grades may apply for promotion beyond Grade 3.

 

Promotions beyond the bar in Grade 1

There is a bar in Grade 1 at point 3 (spinal point 6). In circumstances where, because of the qualifications or experience of the appointee, an appointment is made below the bar, progression beyond the bar will be automatic unless the head of department deems this not to be warranted on grounds of performance.

 

Promotion to Grade 2

Criteria: Promotion to Grade 2 will normally be determined on the basis of a clear increase in the range of duties and responsibilities beyond those set out in the original job description and on the merits of the individual's performance. The member of staff must have demonstrated progress, competence and initiative in the achievement of assigned tasks which is comparable with that of others on Grade 2.

In particular, the candidate should have demonstrated:

competence and progress in the areas of work concerned;

a capacity to exercise initiative within assigned tasks;

effective organisation of his/her work including the capacity to prioritise appropriately;

the capacity to discharge tasks in a timely way;

the potential to undertake more demanding responsibilities.

Heads of Department must address the criteria itemised above in completing form HOD-2 for all candidates wishing to apply for promotion from Grade 1 to Grade 2.

 

 

 

 

 

 

 

 

 

 

 

Promotion to Grade 3

Criteria: Promotion to Grade 3 will be made only in cases where the range and complexity of duties and responsibilities of the post have increased significantly beyond those associated with the post at Grade 2, such that, in order to discharge his/her duties satisfactorily, the member of staff is required to demonstrate professional expertise and a capacity for independent initiative. The personal level of performance and professional competence brought to the duties of the post, the potential for undertaking increased responsibilities and developmental initiatives and/or the supervisory work undertaken by the candidate, must have been such as to justify promotion to the higher level.

In particular, the candidate should have demonstrated:

effective and independent organisation and planning of his/her work;

a capacity to undertake development initiatives within a defined area and to demonstrate an appreciation of strategic objectives;

an increase in the range of his/her duties and responsibilities;

growing professional expertise as evidenced by specialist knowledge or skills;

competence in the management of resources (including staff), where appropriate;

for those in predominantly teaching posts: a capacity to teach at the different levels appropriate to the post and evidence of contribution to the planning and development of modules within the relevant subject area, together with a significant contribution to administration.

 

Heads of Department must address the criteria itemised above for all candidates applying for promotion to Grade 3.

Promotion to Grade 4

Criteria: Promotion to Grade 4 will depend upon the candidate having displayed his/her capacity to carry out to a high standard the tasks assigned to him/her in Grade 3, such that his/her personal merit and capacity to exercise initiative within a clearly defined demanding area warrant recognition at the higher grade.

Heads of Department must address the following in completing form HOD-2 for all candidates applying for promotion to Grade 4:

the significance of the candidate's contribution to the relevant areas of the department/service;

the evidence for the candidate's personal merit and capacity to exercise initiative within a defined but demanding area;

the degree of complexity or specialisation involved in the candidate's role;

the candidate's management of any resources (including staff) associated with the defined area.

for those in predominantly teaching posts: the evidence for the candidate's proven track record of successful teaching at the levels appropriate to the post, his/her record of development of new modules/groups of modules or significant components of schemes of study or CPE courses, evidence of the candidate's strong contribution to subject leadership, together with the evidence of his/her ability to demonstrate that major administrative tasks have been carried out to the required standard.

 

It is emphasised that promotion beyond Grade 4 will be possible where the criteria for promotion to Grade 5 are met.

 

Promotion to Grade 5

Criteria: Promotion to Grade 5 can be from either Grade 3 or Grade 4. Applications for promotion at this level are considered with the same rigour as that applied to applications for higher level promotions in the academic category. A candidate must:

have demonstrated his/her ability to carry out to an exceptionally high standard the tasks assigned to him/her in Grade 3 or Grade 4;

have shown evidence of a capacity to exercise initiative in a versatile and strategic way over a wider range of responsibilities and the capacity to make a substantial contribution to the relevant department/service and/or, where appropriate, the ability to direct the work of others effectively and sensitively so as to motivate them, and/or manage significant resources and/or the ability to deploy specialist knowledge or skills effectively;

for those in predominantly teaching posts: have shown evidence of contributions to departmental policy and practice in teaching, including a role in fostering the development of teaching skills or teaching methods of more junior staff; evidence of a national reputation, as manifested by, for example, a very high level of skill in teaching, invitations to teach elsewhere, teaching contributions for professional bodies, a contribution to national curriculum debate in the subject area, membership of education or training committees of professional institutions or publication of a widely used textbook; have demonstrated the ability to carry out major administrative tasks to the required standard, evidence of carrying out work with a high level of initiative and independence.

 

Heads of Department must address the following in completing form HOD-2 for all candidates applying for promotion to Grade 5:

the significance of the contribution to the work of the department/service;

the candidate's capacity to exercise initiative in a versatile and strategic way;

the evidence for the candidate's ability to carry out to an exceptionally high standard the responsibilities of the post;

the evidence for the candidate's ability to deploy specialist knowledge or skills effectively (where appropriate);

the candidate's ability to manage creatively the work of others and/or to manage significant resources (where appropriate);

the evidence for the candidate's ability to carry out their teaching role and major administrative tasks to a high standard.

It must be evident to the relevant University committee that the range of duties and responsibilities consequent upon promotion will be sufficiently comprehensive and demanding to justify this grading.

 

(v) Research Staff

This category is reserved for staff whose main role is research.

Grade IB

Grade IB is a training grade and no individual may remain on this grade for longer than six years.

 

Promotion to Grade IA

Criteria: There will be automatic promotion to at least the minimum of Grade IA on the award of the degree of PhD. If the member of staff concerned is aged 27 or over, the salary will be not less than the third point on the scale (spinal point 6).

These criteria will be translated into subject-specific criteria for individual disciplines and applicants should obtain details of the latter from their Head of Department. This is mandatory for the 1999/2000 exercise.

Promotion on other grounds: promotion to Grade IA will depend upon a judgement that the level of professional responsibility and range of duties in research and/or development work within the research group/department/centre concerned is appropriate to the more senior grade.

A candidate should show evidence of sound academic initiative and ability, proven or potential, and should in particular be able to demonstrate:

an ability to generate and pursue independent and original research ideas in the appropriate subject area;

an ability to design a successful programme of investigation;

a capacity to evaluate methods and techniques used and results obtained by other researchers and to relate appropriately such evaluations to his/her own work;

evidence of a capacity to communicate or present research results within his/her research group (where appropriate) and through publication or other recognised forms of output (full details of any publications including any reports prepared for sponsoring bodies should be attached to the candidate's application in the format set out in Sections CI, 3.2 & 3.3, pp 9 & 10, of this document).

a capacity to understand broader issues relating to the management of research.

Heads of Department must address the criteria itemised above in completing form HOD-2 for all candidates applying for promotion to Grade IA. Heads of Department should state also whether the candidate's first degree is relevant to the discipline in which he/she is now working and, if so, assess the extent to which he/she has demonstrated the ability to acquire deeper and wider knowledge of this and related fields. If not, assess the extent to which the candidate has demonstrated the ability to acquire a comprehensive understanding of his/her present field of work.

 

 

Promotion to Grade II

Criteria: The level of responsibility and duties should be appropriate to a person with substantial experience and achievement in research or development, exemplified by a creditable publications record or other forms of research output, and an appropriate contribution to research management, or the development of professional knowledge or expertise within the research group/centre/department to which the duties of the post relate.

In particular, candidates should be able to demonstrate:

a capacity to initiate, successfully, proposals for research projects and, where appropriate, play a constructive role in obtaining research funding;

a capacity to plan and direct, on a long-term basis, a successful independent research project or to play a significant part in the planning and direction of a major group research project;

a capacity to supervise, successfully, the work of more junior research and support staff (where appropriate);

a creditable record of sustained research output (full details of publications or of any reports prepared for sponsoring bodies, participation in seminars, conferences etc. and details of grants should be attached to the candidate's application following the format for information on publications and grants shown in Sections C.I, 3.2 and 3.3, pp 9 and 10, of this document).

Heads of Department must address the criteria itemised above when completing form HOD-2 for all candidates applying for promotion to Grade II and must state whether the candidate has shown special competence in the form of specialised knowledge of the area concerned (if so, give details), and comment on the candidate's potential to make a successful career in research.

 

Promotion to Grade III

Criteria: Promotion may be achieved on the grounds of demonstration of distinction as a researcher, and will require an established reputation in the area concerned through an outstanding record of publications, or other forms of recognised output; and/or a capacity to provide wholly competent management and leadership in research; and/or a capacity to make successful applications for research funding, where appropriate. Applications for promotion to this level are considered with the same rigour as that applied to applications for higher level promotions in the academic category, and the attention of candidates is drawn to the matters on which the Heads of Department, on behalf of the Departmental Promotions Committee, is asked to comment.

 

 

 

 

Heads of Department must address the following in completing form HOD-2 for all candidates applying for promotion to Grade III:

the significance of the candidate's total contribution to research and scholarship in the area concerned;

the candidate's capacity to manage a research programme or substantial research project;

the candidate's own contribution to the publications or other forms of research output arising from the work of the research programme or unit (full details of publications or of any reports presented for sponsoring bodies, participation in seminars, conferences etc and details of grants should be attached to the candidate`s application following the format for information on publications and grants set out in Section C.I, 3.2 and 3.3, pp 9 and 10 of this document);

the candidate's qualities as a research leader, intellectually and in terms of mentoring and supervising others;

the candidate's capacity to make a leading contribution to successful applications for research funding (where appropriate);

any highly specialised knowledge and/or particular expertise which the candidate possesses;

the evidence of an established reputation e.g. through citations, any academic distinctions (e.g. editorship of, or refereeing for, journals, grant reviewer for awarding bodies, services for learned societies); any industrial collaboration; external PhD examining; invitations to speak at national and international meetings.

Submission of external evidence is not normally expected and should only be provided in exceptional circumstances, e.g. if a candidate is working in an unusually small specialised field, or if a candidate's previous employment or industrial or professional expertise can only reasonably be commented on by external referees. The initiative for identifying the need for external evidence can lie either with the candidate or with the Head of Department and each is then expected to consult with the other. If either is in any doubt as to whether external evidence should be sought, the matter should be referred to the relevant Dean of Research. In cases when, in the view of the Committee on Senior Academic-related Staff Salaries, the criterion of 'exceptional circumstances' is not met, the committee will disregard any external evidence submitted.

 

7. Schemes of titles for Academic-Related Staff

Set out below are schemes of titles for academic-related staff.

7.1 Administrative Staff+

 

Grade Titles

1 & 2 Administrative Officer

3 Senior Administrative Officer

Assistant Registrar

4 Assistant Registrar

5 Senior Assistant Registrar

 

Exceptionally, in all grades, other titles may be used to denote specific responsibilities.

 

7.2 Central Services

Specialist titles are used in the Careers Service and the University Media Services.

 

Scheme of Titles for Senior Library Staff

Grade Titles

1* Assistant Librarian

2* Assistant Librarian

3 Assistant Librarian

4 Assistant Librarian

Senior Assistant Librarian

5 Sub-Librarian

Senior Sub-Librarian**

Exceptionally, in all grades, other titles may be used to denote specific responsibilities.

 

 

 

 

 

 

 

Scheme of Titles for Computer Staff

Grade Titles

1 Computer Assistant

Assistant Computer Officer

2 Systems Analyst

Computing Officer

Software Officer/Engineer

3 Senior Computer Officer

Senior Software Officer/Engineer

Senior Systems Analyst

4 Principal Computer Officer

Senior Software Officer/Engineer

5 Normally a personal title agreed between

Committee and Director of Service/appropriate

University Officer

In all grades, other titles may be used to denote specific responsibilities.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Scheme of Titles for Other-Related Staff

Grade Titles (examples)*

1 Instructor

Experimental Officer

Instructor/Experimental Officer

Assistant

Demonstrator

Lector (etc.)

2 Officer

Superintendent

Fellow (eg Teaching Fellow)

3 Senior Instructor

Senior Experimental Officer

Senior Instructor/Experimental Officer

Senior (&) Superintendent

Senior (&) Fellow

Senior (&) Officer

Senior Project Officer

Senior Teaching Fellow

4 As Grade 3

5 Principal Teaching (&/or) Fellow (&/or special title)

 

Scheme of titles for Research Staff

Grade Titles

IB Research (&) Assistant

eg Research Assistant,

Assistant Research Mathematician, etc.

IA Research (&/or) Fellow

eg Research Engineer

II Senior Research (&/or) Fellow

eg Senior Research Engineer

Senior Research Fellow

III Principal Research (&/or) Fellow (&/or special title)

 

 

D. Information about appeals procedures

 

Appeals procedures will operate again this session, as follows:

1. Unsuccessful candidates for promotion to Lecturer Grade B

1.1 Lecturers on Grade A for whom advancement to Grade B on reaching the maximum of the scale is the normal expectation will be able to appeal against a decision not to recommend their promotion. Other candidates are permitted to appeal, but only on the grounds of a defect in the application of the current procedure.

1.2 Before activating the appeals procedure, the candidate will be required to discuss the outcome of the application, first with the Head of Department and then with the Pro-Vice-Chancellor. Candidates intending to use the appeals procedure must give notice of such intention by 14 July 2000 at the latest. The appeal itself must be lodged by 4 August 2000 at the latest. Late notification and late appeals will not be considered.

1.3 The appeal committee will be constituted as follows:

A previous Pro-Vice-Chancellor as Chairman, one professorial nominee and a Research or Teaching and Learning Dean, having regard to the provenance of the appellants. Two Heads of Resource Centres to be selected by the Chair, having regard to the provenance of the appellants.

Two nominees of the Joint Committee of the University and the AUT, of whom one shall be a lay member.

1.4 The Chairman will determine, in the light of the appellant's faculty affiliation, which appropriate Research or Teaching and Learning Dean and two Heads of Resource Centres will serve in any particular case. Appellants from the same faculty will all be considered by the same permutation of members.

1.5 The Committee will meet as soon as possible after 4 August 2000 to consider any appeals received and to decide whether to proceed further. In cases where it is decided that the appeal should be heard, the appeal will be copied to the Head of Department and to the Pro-Vice-Chancellor, if appropriate, and they will be permitted to respond in writing, with any such responses being made available to the candidate. The Committee will see the appellant (who may be accompanied by a colleague or a representative of the Leeds local AUT), the Head of Department and, where appropriate, the Pro-Vice-Chancellor. All will be present at the meeting simultaneously. The Committee will have before it all the relevant material available to the Departmental Promotions Committee. It will be for the Committee to decide whether this should be made available to the candidate. The Committee will be permitted to call on other persons to attend parts of its meetings or to submit written statements. Where however the Appeals Committee is in unanimous agreement at the initial meeting that there has clearly been a defect in the operation of the current procedure, it shall be empowered to refer the matter back to the relevant Promotions Committee without recourse to a further hearing.

 

The Committee will be empowered to act as follows:

Appeals against a defect in procedure

To resolve that the appeal be not upheld or to accept that the procedure has been defective and to recommend to Senate and Council that the case be referred back to the relevant promotions committee.

Appeals on other grounds

To resolve that the appeal be not upheld or to recommend to Senate and Council that the appeal be upheld and that the candidate be promoted.

In each case the Chairman will have a casting vote.

 

2. Unsuccessful Academic-related candidates for promotion

2.1 Administrative and Computer candidates on Grade 1, for whom advancement to Grade 2 on reaching the maximum of the lower grade is the normal expectation, and Other Related Staff at the bar of Grade 1 for whom progression beyond the bar is also a normal expectation and Senior Library Staff who, having passed probation are at the top of Grade 1 and can expect to proceed to Grade 2, are permitted to appeal against a decision not to recommend their promotion. All other Academic-related candidates applying for promotion are permitted to appeal against a decision not to recommend their promotion only on the grounds of a defect in the application of the current procedure.

2.2 Before activating the appeals procedure the candidate will be required to discuss the outcome of the application first with the Head of Department and then, in the case of candidates seeking promotion to Grades 4/5, or Grade III for Research Staff with the Pro-Vice-Chancellor. Candidates intending to use the appeals procedure must give notice of such intention by 14 July 2000 at the latest. The appeal itself must be lodged by 4 August 2000 at the latest. Late notification and appeal will not be considered.

2.3 The appeals committee will be constituted as follows:

A previous Pro-Vice-Chancellor as Chairman. One professorial nominee, and a Research Dean or Teaching and Learning Dean, having regard to the provenance of the appellants. Two Heads of Resource Centres to be selected by the Chair, having regard to the provenance of the appellants. Two nominees of the Joint Committee of the University and the AUT, of whom one shall be a lay member.

2.4 The relevant Committee(s) will meet as soon as possible after 4 August 2000 to consider any appeals received and to decide whether to proceed further. In cases where it is decided that the appeal should be heard, the appeal will be copied to the Head of Department and, in the case of candidates seeking promotion to Grades 4/5/III, to the Pro-Vice-Chancellor, (as Chair of the appropriate promotions committee), these being permitted to respond in writing, any responses being made available to the candidate. The Committee will see the appellant (who may be accompanied by a colleague or a representative of the Leeds local AUT), the Head of Department and the Pro-Vice-Chancellor, if appropriate. All will be present at the meeting simultaneously. The Committee will have before it all the relevant material available to the promotions committee. It will be for the Committee to decide whether this should be made available to the candidate and the Head of Department. The Committee will be permitted to call on other persons to attend parts of its meetings or to submit written statements. Where however the Appeals Committee is in unanimous agreement at the initial meeting that there has clearly been a defect in the operation of the current procedure, it shall be empowered to refer the matter back to the relevant Promotions Committee without recourse to a further hearing.

2.5 The Committees will be empowered to act as follows:

Appeals against a defect in procedure

To resolve that the appeal be not upheld or to accept that the procedure has been defective and to recommend to Senate and Council that the case be referred back to the relevant promotions committee. Administrative and Computer candidates on Grade 1, for whom advancement to Grade 2 on reaching the maximum of the lower grade is the normal expectation, and Other Related Staff at the bar of Grade 1 for whom progression beyond the bar is also a normal expectation and Senior Library Staff who, having passed probation are at the top of Grade 1 and can expect to proceed to Grade 2, are permitted to appeal against a decision not to recommend their promotion. All other Academic-related candidates applying for promotion are permitted to appeal against a decision not to recommend their promotion only on the grounds of a defect in the application of the current procedure.

Appeals on other grounds

To resolve that the appeal be not upheld or to recommend to Senate and Council that the appeal be upheld and that the candidate be promoted.

In each case the Chairman will have a casting vote.

 

3. Redress of grievances following an appeal

3.1 If a member of staff believes that he or she has a grievance following determination by the relevant Appeals Committee of an appeal against non-promotion, he or she may apply in writing to the Vice-Chancellor for redress of the grievance under clause 7 of Ordinance XXVII made under Part VI of Statute XVI.

(A copy of the full text of the Ordinances made under Statute XVI is available from Human Resources , 4039, on request.)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

THIS PAGE IS BLANK INTENTIONALLY

E. Forms for use in the 1999-2000 exercises

 

Copies of the following forms for use in the 1999-2000 exercise are attached:

1. Form Lect-B - for completion by lecturers applying for promotion to Grade B.

2. Form A-R - for completion by academic-related candidates applying for promotion.

3. Form HOD-2 - for completion by Heads of Department in relation to all candidates applying for promotion.

4. Pro-forma - for return to Human Resources Division to indicate that a firm submission for promotion has been made.

5. An Equal Opportunities Monitoring Form.

 

All candidates and Heads of Department are asked to note:

a. Human Resources does not hold stocks of blank forms. You are strongly advised therefore to take a photocopy of the blank forms before attempting to complete them.

b. Form Lect B Form A-R and Form HOD-2 are also accessible via the World Wide Web, the URL being http://www.leeds.ac.uk/docs.

c. Candidates applying for promotion to Administrative/Senior Library/Computer/Other-Related Grades 4 or 5, and candidates applying for promotion to Research Grade III are not permitted to use a typeface smaller than 10-point, or to exceed the space given on Form A-R, save in listing publications, etc, where relevant, as an Appendix to Form A-R.

 

 

 

 

 

 

 

 

February 2000

Prom2000

+ A range of titles other than those shown above are currently in use to indicate specialist or departmental responsibilities.

* Grades 1 and 2 are the normal recruitment grades for posts of Assistant Librarian.

** To be available for very senior staff with special responsibilities

* A wide variety of titles is in use for Other Related Staff to reflect the wide range of responsibilities represented by the roles of this category of staff.

38