• Section 1 - Purpose and Context
• Section 2 - Definitions
• Section 3 - Policy Statement
• Part A - Principles
• Part B - Eligibility
• Part C - Requirements for Promotion
• Part D - Criteria for Promotion
• Fields of Achievement
• Section 4 - Procedures
• Section 5 - Guidelines

The Promotion to Associate Professor Policy expired with effect from 31 December 2016. This policy has been subsumed by the Academic Promotion Policy and Academic Promotion Procedures.

Section 1 - Purpose and Context

(1) This document establishes the policy and criteria for promotion to Associate Professor, providing recognition and reward for excellence in staff achievement, and encouraging a dynamic and innovative University culture.

Section 2 - Definitions

(2) Nil.

Section 3 - Policy Statement

(3) The University seeks to attract, retain and develop very high quality staff to put into effect it's educational and research plans and achieve its goals. As part of this commitment it seeks to encourage by way of promotion those members of academic staff who show outstanding qualities in the performance of their functions.

(4) This policy applies to promotion to Associate Professor, Level D.

Part A - Principles

(5) The University regards its policy and procedures governing the appointment and promotion of its academic staff as an instrument for achieving its mission.

(6) The University does not impose any quotas regarding the number of staff approved for academic promotion within any one round.

(7) In particular, the University values excellence and innovation in teaching, educational development, research and development, scholarship and the advancement of knowledge. It also acknowledges, in promotion, the contribution made by staff within the University and the wider community. A high level of commitment from the staff will be critical in achieving the University mission.

(8) The University accordingly has adopted the following principles, which will govern actions taken to promote academic staff:

1. the University is committed to equal employment opportunity , diversity and inclusion. Consistent with state and federal legislation, staff should not be treated less favourable due to their sex, relationship status, pregnancy, parental status, breastfeeding, age, race, impairment, religious belief or religious activity, political belief or activity, trade union activity, lawful sexual activity, gender identity, sexuality, family responsibilities, or association with, or relation to, a person identified on the basis of any of the above attributes. Some of these attributes may impact on a staff member's capacity to work uninterrupted and/or on a full-time basis;
2. the University will promote staff on merit relative to opportunity, based on the promotion criteria and the descriptors attached to those criteria. The quality of the staff member's performance will be assessed against these criteria. In terms of expectations for activity and output, consideration will be given to the fraction at which they are employed and/or personal circumstances;
3. the University will establish a Promotions Committee to consider applications lodged by staff for promotion to Level D.

Part B - Eligibility

(9) Any full-time or part-time member of the academic staff of the University with a continuing appointment may apply for promotion**, provided that the staff member has served at least 24 months, as at the application closing date, as an academic staff member at the University. Any period of leave without pay* or secondment to another institution cannot be included in the two-year period. Exemptions from the two-year rule will only be considered in exceptional circumstances and will be at the discretion of the Chair of the Promotions Committee, to whom a case must be put, via the Promotions Coordinator, prior to the close of applications.

(10) Academic staff employed on the basis of a fixed-term contract are also eligible to apply, but promotion of a person who is employed on a non-renewable contract does not vary the length of the contract.

(11) Academic staff who take a period of more than six months leave without pay are not normally eligible to apply for promotion in the calendar year (January - December) that the leave commences. Applicants wishing to do so will be required to make a case to the Chair of the Promotions Committee via the Promotions Coordinator.

(12) Academic staff whose employment is externally funded are not eligible to apply for promotion unless the funds include provision for an increase to support the promotion.

(13) Academic staff employed on a casual basis are not eligible to apply for promotion.

(14) An academic staff member may not normally apply for promotion in consecutive years. This provision may only be varied if the Chair of the Promotions Committee considers a case to be exceptional. This case must be submitted in writing to the Promotions Coordinator.

(15) An applicant may make only one application in a promotion round to the level immediately above their current level. Before a promotion can be confirmed, the applicant must have a current, signed workload agreement and have participated constructively and in good faith in the Academic Performance Planning and Review process.

Part C - Requirements for Promotion

(16) The minimum requirement for promotion is that applicants meet the general standard for the level sought for promotion as specified in Appendix 1 of this policy, and that they demonstrate superior achievement at their current level of appointment. In particular applicants must:

1. demonstrate satisfactory performance in all of the fields of attainment listed below; and
2. demonstrate an outstanding level of achievement in one field of attainment and meritorious achievement in at least one other field.

(17) The exception to the above is when the applicant is a research or teaching focused academic. In this case the benchmark for the requirement to demonstrate an outstanding level of achievement in research for example, or teaching for example, will be higher than the benchmark required for an academic holding a teaching and research position.

Part D - Criteria for Promotion

Fields of Achievement

(18) When assessing candidates for promotion, the Promotions Committee will give regard to the specific fields of achievement listed below. Appendix 1 and the Expanded Descriptors (see the Associated Information page) outline each of the achievement fields.

1. Achievement in Research and Development, including engaged research, and /or research leadership and/or research-based professional consultancy activities.
2. Achievement in Teaching and Learning, including engaged teaching, and/or curriculum development, and /or educational leadership, and/or student learning development.
3. Achievement in Leadership, Service and Engagement, including institutional leadership at this University, and contributions to higher education and other sectors, the relevant profession or academic discipline, and communities in Australia or overseas.

(19) Each of the Fields of Achievement will be assessed by the Promotions Committee at Unsatisfactory, Satisfactory, Meritorious or Outstanding.

(20) Applications for promotion will be assessed on an all-of-career basis, taking into account the applicant's career trajectory, with an emphasis on the achievements in the last five years, since the applicant's last promotion at the University, or since the applicant's appointment at the University, whichever is the shorter period.

(21) Only consulting projects that have been approved, conducted and recorded in accordance with University policies are eligible to be considered in support of an application for promotion.

Section 4 - Procedures

(22) Please refer to the Promotions - Academic Promotion Procedures.

Section 5 - Guidelines

(23) Nil.