SUPERVISORS INFORMATION SESSION ACADEMIC PROMOTIONS 2017 SUPERVISORS INFORMATION SESSION Professor Toni Downes – DVC (Academic)

Session Objectives Overview of academic promotion process Key changes to Policy, Procedure and Guidelines Roles & responsibilities of Supervisors The CSU Academic Key dates

Overview of Academic Promotion Process Purpose To recognise the achievements and professional development of Academic staff For staff to demonstrate their capacity to contribute to CSU’s mission by performing /leading  at a higher level than their current appointment Equal Employment Opportunity and the principles of merit employment policies and practices must be based on the principle of merit. applications for promotion must be considered on the basis of the applicant's merit, unbiased by personal opinion or prejudice and cognisant of opportunity and stage of career  

Eligibility Fixed-term or continuing academics (full or part time) at level A, B, C or D are eligible for promotion if they : Have completed probation (levels A, B, C and D) Had a satisfactory Employee Development and Review report from the primary supervisor (eg Head of School/Director) Did not apply for promotion the year before or has a waiver from the Deputy Vice Chancellor (Academic/RDI) or Executive Dean Meet Qualification Standards or demonstrate equivalence Demonstrate they meet the level required for promotion Adhere to academic promotion timeframes

Statement of case for promotion An applicant must establish a case for promotion and provide the supporting evidence. demonstrate they are performing consistently at the level promotion is sought. understand what constitutes excellent performance in their discipline and build the case for promotion by providing context to their achievements An applicant should assume that no member of an Academic Staff Promotion Committee will be familiar with their work and issues of discipline norms*. Therefore, ALL INFORMATION in the application must be contextualised. *(eg publication venues, quality measures, teaching approaches and measures, research outputs, and service / engagement expectations and standards).

Key Changes in 2017 Minimum Standards Academic Reputation and Leadership Level C – must to demonstrate impact external to the institution Level D - must demonstrate national and/or international standing Level E - must demonstrate national and international standing Effective date of promotion New titles and salary increases will take effect from the first pay period commencing on or after the formal notification in writing to the applicant of the successful outcome of their application. Applicant feedback Supervisors required to attend applicant feedback sessions for Levels B , C, D and E Appeals Applicant has 20 days to lodge an appeal. Application form Part 3 - If a domain weighting is low applicant’s need not use all five dot points Part 4 - A separate form for request of Learning and Teaching Data

Minimum Standards for Academic level sought Minimum Standards of Academic Performance and Leadership Level A Work with the support and guidance from more senior academic staff and is expected to develop academic expertise with an increasing degree of autonomy; normally contribute to academic activities at the University, at a level appropriate to the skills and experience of the staff member; engage in academic activity appropriate to profession or discipline, whilst gaining increased autonomy, and undertake administration primarily relating to activities at the University; contribution to teaching primarily at undergraduate and graduate diploma level. Level B Undertake independent academic activity in a discipline or related area; in academic activity make an independent contribution through professional practice and expertise and coordinate and/or lead the activities of other staff, as appropriate to the discipline; normally contribute to teaching at undergraduate, honours and postgraduate level; engage in independent academic activities appropriate to profession or discipline with increasing independence and initiative; normally undertake administration primarily relating to activities at the University and may be required to perform the full academic responsibilities of and related administration for the coordination of an award program of the University. Level C In academic activities make original contributions, which expand knowledge or practice in the discipline; normally make a significant contribution to academic activities of an organisational unit or an interdisciplinary area at undergraduate, honours and postgraduate level; normally have responsibility for, and play a major role or provide a significant degree of leadership in academic activities relevant to the profession, discipline and/or community; and may be required to perform the full academic responsibilities of and related administration for the coordination of a large award program or a number of smaller award programs of the University or functional unit such as a research team in a priority area, a significant research facility or a teaching facility. Level D Undertake independent academic activity in discipline or related area; in academic activity make an independent contribution through professional practice and expertise and coordinate and/or lead the activities of other staff, as appropriate to the discipline; normally contribute to teaching at undergraduate, honours and postgraduate level; engage in independent academic activities appropriate to profession or discipline with increasing independence and initiative; normally undertake administration primarily relating to activities at the University; and may be required to perform the full academic responsibilities of and related administration for the coordination of an award program of the University. Level E Provide strong leadership and foster excellence in their academic discipline within the University and within the community, professional, commercial or industrial sectors; make original, innovative and distinguished contributions to scholarship, researching and teaching in the discipline; make a commensurate contribution to the work of the University; expected to be able to evidence a contribution to the inclusive development of staff as agreed with the individual's line manager. Minimum Standards of Academic Reputation and Leadership Level A Capacity to undertake, under supervision, teaching and/or research / creative works and/or professional activity; and the capacity to work as part of a team of academic staff Level B Record of research / creative works or professional activity relevant to the discipline area, which demonstrates a capacity to make an autonomous contribution Level C Record of significant achievement and outputs relevant to the discipline area, and with recognition of impact external to the institution Level D Record of academic achievement and outputs of national and/or international standing through outstanding contributions, including academic leadership Level E Record of academic achievement and outputs of national and international standing through distinguished contributions, including academic leadership recognition as an eminent authority in the discipline, including academic leadership. Qualifications and/or Equivalent Status Level A An honours degree or higher qualification; an extended professional degree; a postgraduate diploma appropriate to the relevant discipline area; or equivalent accreditation and standing  Level B A doctoral or research masters qualification appropriate to the relevant discipline area or equivalent accreditation and standing Level C A doctoral qualification relevant to the discipline area; or equivalent accreditation and standing  Level D A doctoral qualification relevant to the discipline area; or equivalent accreditation and standing Level E   Now fully listed in Procedures Document Eligibility

Any Questions?

Supervisor’s Role & Responsibilities New supervisor (not familiar with the academics work) Multiple supervisors

Supervisor’s Role & Responsibilities Know the applicant and their work Provide advice and guidance to applicant Verify claims cited in the application Attest applicant’s readiness for promotion Make a recommendation regarding promotion Provide academic referees

EDRS An applicant is required to have a satisfactory Employee Development and Review report from their supervisor (e.g. HOS, Director etc.) The supervisor statement requires supporting information which confirms the date of the applicant’s most recent EDRS and the outcome

Disciplinary Statement x Is not a reference x Is not designed to provide advocacy RATHER  It is contextual information specific to the discipline which will assist the panel in assessing the application

Verifying Applicant Claims The supervisor is required to certify claims provided within the application have been verified. Methods of Verification Sighting of all relevant documents including emails, letters etc. which support applicant’s claims Verbal confirmation from key stakeholders, e.g. Committee chair First-hand knowledge of the applicant’s achievements and impact (with evidence – to ensure transparency (can’t solely rely on this one!) Gap in Supporting Evidence What do we want them to do? Select “no” and provide commentary in free text box “any other relevant comments” or discuss with applicant to rework that section of the application?

Referees Referee reports required for applications for promotion to Levels C, D and E Academic Staff Promotion Committee has the discretion to request referee reports for applications for promotion to Level B Provide a credible independent and objective assessment of the applicant’s application for promotion Assess only the content of the application presented to them Must be familiar with the applicant’s academic and professional work

Referee should be chosen To reflect local, national or global standing For professional expertise and standing within their industry or in government That hold an appointment higher than the level to which the applicant is seeking promotion (exception of Level E) Referees cannot be Members of the Academic Staff Promotion Committee The Applicant’s Executive Dean or other Senior member of the University Former Staff of CSU having left the University’s employment in the previous five years are NOT deemed to be external for the purpose of Academic Promotion. While expectations for Level C, D and E promotions are external referees – in some cases internal referees make sense. e.g. institutional leadership but all referees cannot be internal

Key Points about referee selection and confirmation Three referees are required for each applicant Supervisor must discuss potential referees with the applicant Applicant may indicate to their supervisor the names of up to four referees who they do not wish to assess their application and the reasons why Supervisor makes the final decision in relation to the referees selected and these should reflect the weighting within the application evidence portfolios Names of referees selected should remain confidential Supervisor contacts referees to confirm their agreement to assess an application and provide a report Supervisor provides the names and contact details of three selected referees to academicpromotions@csu.edu.au by the 30 June.

Supervisor Statement provides comments on Percentages assigned to domains and congruence with work function Evidence provided in each of the domains Standards for Academic levels sought EDRS outcome disciplinary context / expected qualifications or equivalents other relevant information

Work function, Workload, and Argument for Promotion/Percentages Activity x Work function Teaching and Research Teaching focused Research only Teaching and Professional Impact  Domains for promotion Influencing university, profession, community Promoting learning Creating knowledge 60/30/10 80/20 100 ALIGNMENT Where have I had most impact assign percentages using multiples of ten and with  a minimum percentage of ten in any one category  

Making a Recommendation The supervisor is required to make a recommendation of support regarding the applicant’s application for promotion; Yes/Borderline/No Where the supervisor supports the applicant but not the application this should be noted in the supervisor’s commentary. Note 1 - If the supervisor does not support the application for promotion the applicant retains the right to submit their application for consideration by the academic staff promotion committee Note 2 - Supervisors need to adhere to the words limits within the form

Any Questions?

Evidence Portfolios Promoting learning Influencing university, profession, community Creating knowledge

sources of evidence change across levels of academic progression sources of evidence change across levels of academic progression increasing focus on peer review and external recognition of teaching-related activities and research standing

sphere of influence

Scope of academic activity Personal & professional development Student engagement & learning Application & integration of scholarship Design & development Discovery & extension of new knowledge Leadership & collaboration

Note about Leadership & Collaboration Leadership can be evidenced in any or all of the domains e.g. Course Directors might provide leadership evidence under Promoting Learning not Influencing University e.g. Teaching Professionals might provide leadership evidence under Influencing University not Promoting Learning

Academic progression for promoting learning

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2017 Academic Promotion – Key Dates 30 May Last date to request teaching data from DSL 31 July Supervisor emails referees to academicpromotions@csu.edu.au Applicant submits Application to Supervisor/s 24 August Supervisor/s return application to applicant 5 pm, 31 August Applications close Email application to academicpromotions@csu.edu.au Late October/Early November Faculty & Professorial Promotion Committees meet Applicants advised of outcome November Successful applicants announced Early December Applicant feedback completed Effective Date of Promotion New titles and salary increases take effect from the first pay period commencing on or after the formal notification in writing to the applicant of the successful outcome.

Any Questions?