1. Prof John O’Halloran Deputy President & Registrar
Promotions to Senior Lecturer- Summary of Major Changes Briefing Sessions January 2019
Prof John O’Halloran
Deputy President & Registrar

2. Introduction
Committee to Review Academic Promotions established to revise academic promotion schemes in UCC
Reviewed procedure, process and outcomes
National and international benchmarking exercise undertaken by Committee
Consultation with various stakeholders
Committee drafted a detailed Report containing its recommendations
Recommendations informed the Regulations
Regulations on academic promotions approved by UMTO, AC and GB in December 2018
Up to 40 promotional posts are available for the 2018/2019 call for promotion to Senior Lecturer

3. Two-step online application procedure
Introduction of a two stage process with shortlisting and provision for feedback
Identification of essential criteria at Expression of Interest/ Shortlisting stage also for Full Application stage
Alignment with the criteria for appointment, and greater consistency and clarity of processes from initial appointment to the University through to progression and promotion
Easing of the burden on an applicant and facilitates career planning for unsuccessful applicants

4. Equality, Diversity, Inclusion
Commitment to Equality, Diversity, Inclusion
Athena SWAN Action Plan recommendations incorporated:
4.1-1 Gender monitoring - In progression, promotion and retention processes
Gender audit of criteria for key recruitment and progression/promotion processes
Require minimum 40% representation of underrepresented gender on promotions boards (UCC has 60% female representation on the Senior Lecturer Promotions Board and uses inclusive language when describing promotions boards.)
Mandatory gender equality training for all promotions board members (LPEB, P(S2)B), and for Heads of Schools managing promotions applications
Revised guidelines on how leave and part-time working is taken into account in progression/ promotion and recruitment decisions

5. Equality, Diversity, Inclusion
Auditing and revision of the promotional criteria with consideration of Athena Swan best practice
Provision to allow for inclusion of Statutory Leave using the Promotion Scheme Leave Form
Promotions Boards to reflect diversity within the academic community
Gender Taskforce Equality Action Plan recommendations:
Measures in place to encourage female academics to apply for promotion ( it is recognised that they are underrepresented)
Gender equality and unconscious bias training for Heads of School and promotions boards
Briefing sessions for all academics
Commitment to monitor and report outcomes of each round to UMTO

6. Enhanced Criteria
Enhanced and expanded criteria under each heading- benchmarked against national and international HEIs
Criteria reflect the breadth and diversity within and across disciplines and variety in outputs
Significance of impact which is now provided for and assessed under both Research and Innovation, and Teaching and Learning
A broader conception of Contribution to Academic Citizenship and Engagement (previously Contribution), reflects both the changing nature and role of the academic mission and the strategic importance of engagement for the University and community, both nationally and internationally
UCC’s commitment to Internationalisation and other strategic goals are reflected in criteria

7. Enhanced criteria- Clinical and Practice Academics
Separate criteria and complex marking scheme for Clinical Academics in old schemes has been eliminated from the new scheme
Criteria to facilitate Clinical Academics are now embedded in the revised scheme
Following an extensive consultation process throughout the University, all Practice Academics are now provided for through inclusion of criteria developed and embedded under all headings, facilitating a promotional pathway to Senior Lecturer for these ‘non-traditional’ academics

8. Portfolios required for all 3 headings of criteria
Three portfolios at Full Application stage, to document achievements and to provide supporting evidence for the claims made in the application. These should be submitted as ONE PDF document (no more than 50 pages in total)
These portfolios are;
1. Research and Innovation (maximum 20 pages)
2. Teaching and Learning (maximum 20 pages)
3. Contribution to Academic Citizenship and Engagement (maximum 10 pages)

9. Promotion in Exceptional Circumstances
Enables the University to respond to strategic needs and exceptional opportunity through retaining staff and avoiding loss of talent through robust provision within all the schemes for promotion in exceptional circumstances (in accordance with normal criteria).
Subject to assessment by the relevant Board and is without prejudice to places to be made available for the next promotion round
Normal criteria and promotions process will apply

10. Other Changes
Change in composition of the promotions boards, e.g. GB appointed members replaced by one nominee (internal or external) of the President
Change in selection process for External Experts/ Reviewers -Less complex to shorten process and make more efficient
Promotion now to take effect one month after approval and signing of recommendation by President
Calls to issue every two years, with the exception of frontloaded calls in 2018/19 and 2019/20
Enhanced role for Head of School
Competitive process solely- removal of combined benchmarks and marking system
Up to 50% of promotional posts to be allocated equally across the 4 Colleges
Appeals process clarified

11. THANK YOU!