1. Department of Human Resources HR BRIEFING SESSION FOR ELIGIBLE CANDIDATES Promotion to Senior Lecturer 2012/13

2. Department of Human Resources CONTRIBUTORS Ms Angela O’Donovan, HR Manager HR Strategy and Organisational Development Ms Anne O’Sullivan HR Strategy and Organisational Development Dr Liam Marnane, Dept of Electrical & Electronic Engineering, Past member of Lecturer Promotions and Establishment Board (LPEB)

3. Department of Human Resources Introduction This one hour session will cover all aspects in relation to the administrative process of the scheme. The session will also provide guidance to assist candidates to ensure that the information supplied in the application form addresses the criteria as outlined. 3

4. Department of Human Resources ELIGIBILITY All Lecturers holding an appointment at UCC and with a Doctorate from a recognised institution (or in exceptional circumstances equivalent evidence of high-level research achievement), providing they have completed at least four years continuous service at UCC. Lecturers holding an appointment at UCC who have a combined total of four years continuous service when their service at UCC is added to service as a Lecturer (or equivalent) at another third-level institution, provided that they would have completed the probationary and establishment period in post at the closing date for applications. In the case of fixed term contract academic staff, applicants must have completed at least two of the four years at UCC at the closing date for applications. Allowances can be made for applicants who have been on sabbatical, maternity or extended medical leave provided they have completed academic service in UCC in at least two of the previous three years. 4

5. Department of Human Resources APPLICATION PROCEDURE Application is made by completing and submitting one hard copy and one PDF version of the following which is to be compiled as one document: Form P1 (SL), available from the Department of Human Resources which shall contain a summary of the two portfolios described below plus full details of the Contributions area A Teaching Portfolio (which should include student feedback) of no more than 20 pages inclusive of all supporting documentation A Research Portfolio of no more than 20 pages, inclusive of all supporting documentation, but excluding the publication list No individual documents will be accepted as part of the application e.g. additional references, grant applications etc. NB Page limit cited is not to be exceeded Please note that onus is on candidate to ensure that all documentation referred to in the application is included in the overall document. Candidates are required to submit two sets of their top five peer-reviewed publications (for assessment by External Reviewers). 5

6. Department of Human Resources APPLICATION PROCEDURE Note that Student Evaluation Questionnaires may be conducted by the Quality Promotion Unit, or another independent body and the questionnaire results analysed and presented to the Board. Candidates are free to supply other evidence of teaching performance. References – 1 internal Reference and 1 external Reference Onus on candidate to ensure that References are submitted to the Department of Human Resources before the closing date. No follow-up on this by HR. External Expert (2 national/international): Onus on candidate to ensure That they have not identified the same External Expert and Referee in their application. That they have sought the permission of the External Expert in advance of submitting their application. Note: Any connections of the nominated External Experts to UCC, or to the candidate, must be specified on the applicant’s P1(SL) form in accordance with the Code of Conflict of Interest in relation to Recruitment and Promotions. 6

7. Department of Human Resources APPLICATION PROCEDURE Closing date for receipt of applications is strictly 26 February 2013. No applications will be accepted after this closing date. Applications should be submitted to the Secretary, Lecturer Promotions & Establishment Board, Department of Human Resources, First Floor, Food Science Building Promotion to Senior Lecturer is a competitive process. There are approx 18 posts available in this current Round – but this figure may be subject to change with any additional recruitment or retention activity at these grades No interview – decisions are made on the basis of the evidence provided in the documentation submitted. Expected timeframe for processing of applications – September 2013 7

8. Department of Human Resources Benchmarking Applications for Promotion to Senior Lecturer will be assessed and scored against benchmarking criteria grouped under the following broad areas: 1.TEACHING and EXAMING 2. RESEARCH and SCHOLARLY ACTIVITY 3. CONTRIBUTION to Department/School, College/Faculty and University, and Community 4. CLINICAL PRACTICE (for applicants in clinical areas in the College of Medicine and Health) 8

9. Department of Human Resources Benchmarking Continued Assessment under the Benchmarks will take place as follows: Candidates must score at least 60 of the 100 marks allocated to both Teaching and Examining and Research and Scholarly Activity, and 40 of the 100 marks allocated for Contribution. In addition, applicants must achieve an overall aggregate benchmark score of at least 200/300 to be eligible for promotion. A fourth criterion, Clinical Practice, shall apply to applicants in clinical areas in the College of Medicine and Health which shall also be scored out of 100. Candidates assessed under this set of benchmark criteria must score at least 60 of the 100 marks allocated for Clinical Practice, and an overall benchmark score of at least 267/400 to be eligible for promotion. Scores achieved under each set of benchmark criteria will be combined and the aggregate scores achieved (out of 300 or, in the case of relevant candidates from the College of Medical and Health, out of 400) shall determine the ranking list of qualified candidates. 9

10. Department of Human Resources Benchmarking Continued The following criteria will be used to guide the Board in its assessment of each application: 1. TEACHING and EXAMINING (100 marks - 60 marks required to qualify) A.Teaching and Examining Contribution (0 – 25 marks) B.Quality of Teaching (0 – 30 marks) C.Leadership, Curriculum Design and Development (0 – 25 marks) D.Innovation and Personal Development in Teaching, Learning and Assessment Methodology (0 – 20 marks) NOTE: For detailed benchmarking criteria please see Appendix A : Benchmark Criteria for Promotion to Senior Lecturer at http://www.ucc.ie/en/hr/progression/academic/senior-lecturer/ 10

11. Department of Human Resources Benchmarking Continued 2. RESEARCH and SCHOLARLY ACTIVITY (100 marks – 60 marks needed to qualify) A.Publications (0 – 50 marks) B.Supervision of Research Students and Staff (0 – 20 marks) C.Research Leadership, Funding and Collaboration (0 – 20 marks) D.Other Scholarly Activity (0 – 10 marks) NOTE: For detailed benchmarking criteria please see Appendix A : Benchmark Criteria for Promotion to Senior Lecturer at http://www.ucc.ie/en/hr/progression/academic/senior-lecturer/ 11

12. Department of Human Resources Benchmarking Continued 3.CONTRIBUTION TO SCHOOL/DEPARTMENT/DISCIPLINE, UNIVERSITY AND COMMUNITY (100 marks – 40 marks needed to qualify) A.School/Department/Discipline (0 – 40 marks) B.College/Faculty and University (0 – 25 marks) C.Professional, Community, Industry and Public Service Contributions (0 – 35 marks) NOTE: For detailed benchmarking criteria please see Appendix A : Benchmark Criteria for Promotion to Senior Lecturer at http://www.ucc.ie/en/hr/progression/academic/senior-lecturer/ 12

13. Department of Human Resources Benchmarking Continued 4.CLINICAL PRACTICE (100 marks – 60 marks required to qualify) A.Contributing to local or national health care (0 – 40 marks) B.Contribution to clinical education (0 – 30 marks) C.Contributing to professional multidisciplinary team working and leadership (0 – 10 marks) D.Participation/leadership in clinical audit and evidence based health care (0 – 10 marks) E.Production of patient educational materials (0 – 10 marks) NOTE: For detailed benchmarking criteria please see Appendix A : Benchmark Criteria for Promotion to Senior Lecturer at http://www.ucc.ie/en/hr/progression/academic/senior-lecturer/ 13

14. Department of Human Resources Addressing the benchmarks Consider each benchmark Highlight the particular aspects of profile which is under review Clearly address the criteria using evidence based examples, providing relevant and, as far as possible, recent examples. Highlight actions and results. Organise the information in a clear and unambiguous manner using appropriate IT tools Ensure that application is complete and fully complies with guidelines re its submission 14

15. Department of Human Resources HR Checks: Is the candidate eligible to apply? Is the correct format of application received? Process: HR acknowledges receipt of Form P1 (SL) A copy of completed Form P1 (SL) forwarded to LPEB A copy of completed Form P1 (SL) forwarded to the relevant Head of School/Department who will be asked to complete and return a Form P3 (SL) which is co-signed by the candidate 15

16. Department of Human Resources Process Contd HR contacts 2 External Experts requesting 2 Expert Reviewer Nominations Full list of Expert Reviewer Nominations, returned by External Experts, are ranked by President 2 Expert Reviewers per candidate contacted by HR and requested to complete an Assessment Report Expert Reviewer Reports sent to LPEB Completed P3(SL)s sent to LPEB LPEB convene for a 2 day review to assess applications LPEB meet to formalise recommendations to Academic Board which are then submitted to Academic Board for its’ approval 16

17. Department of Human Resources Notification to Applicants Successful candidates will receive formal notification regarding their promotion after the adoption by Academic Board (as delegated by Academic Council) of the LPEB’s report. A promotion takes effect from the 1st October 2013. Once approved by Academic Board (as delegated by Academic Council), the outcome of the promotion round will be reported to the Colleges. Unsuccessful candidates will be provided with feedback. There is also an appeals mechanism in place 17

18. Department of Human Resources LECTURER PROMOTIONS AND ESTABLISHMENT BOARD The President Dr. M. Murphy Registrar and Senior Vice-President Academic Prof. P. Giller Appointed by Governing Body Dr Donncha Kavanagh Mr John O’Callaghan College of Arts, Celtic Studies & Social Sciences Dr C O’Connell Dr L P Ó Murchú College of Business & Law Dr Alan Collins Dr Mary Donnelly College of Medicine and Health Dr S Byrne Professor E Savage College of Science, Engineering & Food Science Professor A Borthwick Professor A Dobson Secretary: Director of Human Resources 18

19. Department of Human Resources Wrap Up Questions and Answers 19