1. Academic Promotions 2014 Briefing for committee members Friday 30 May 2014 Discussion on key issues Chair:Professor Stephen Garton Provost and Deputy Vice-Chancellor

2. Academic promotion policy ›Promotion is one strategy to reward and support retention of high performing staff – other options exist ›Applicants must provide current evidence of their ability to perform at the level for which promotion is sought (ie promotion is not a reward for lifetime achievement, or time served) ›Teaching and research are core activities ›Service – University, profession/discipline, community ›Relative to opportunity ›Assessment is by a committee of peers with ability to “benchmark” promotion across the University 2

3. Committee processes ›Assessment vs Advocacy ›Discussion with experts ›Voting process ›Confidentiality ›Central Committee at Levels D & E 3

4. Three Promotion streams ›Teaching and Research Staff ›Education-Focused Staff ›Research-Focused Staff 4 The University of Sydney recognises three streams for promotion:

5. Minimum Required Standards for Promotion 5 TEACHING AND RESEARCH STREAM – Minimum required standards Promotion sought Teaching standard Research standard Service standard Comment Level A to Level B; Level B to Level C; Level C to Level D Superior or Outstanding SuperiorAt least one Outstanding is required Level D to Level EOutstanding SuperiorN/A Promotion sought Teaching standard Research standard Service standard Comment AllExceptionalSuperior or Satisfactory Superior or Satisfactory At least one Superior is required, in either Research or Service EDUCATION FOCUSSED STREAM – Minimum required standards RESEARCH FOCUSSED STREAM – Minimum required standards Promotion sought Teaching standard Research standard Service standard Comment AllSuperior or Satisfactory ExceptionalSuperior or Satisfactory At least one Superior is required, in either Teaching or Service

6. 6 Regardless of Pathway Promotion does not change the type of role to which a candidate has been appointed – either teaching and research, research or teaching intensive

7. What to look for ›Overt incorporation of promotion criteria into the application. ›A focus on personal achievements and development since appointment or last promotion -Lifetime record a factor, but not as important ›Be inquisitive about seemingly overstated achievements, for example -Applicant’s part in shared activities should be clearly stated -Achievements should not be doubled up across sections -Independently verifiable evidence – USE information, grants, awards, publications… ›The case relative to opportunity 7

8. What do candidates get upset about ›Failure to follow procedure ›Poor and inconsistent recording of process, decisions and reasoning ›Inadequate feedback, especially to unsuccessful candidates 8