(1) Nil. (2) Nil. (3) The University acknowledges through internal promotion to Professor the contribution of academic staff who demonstrate outstanding achievement at a level normally expected of a Professor in Australian universities. (4) The opportunity of promotion to Professor on the basis of personal merit illustrates that the University values excellence, innovation and achievement in teaching, educational development, research, scholarship, and the advancement of knowledge, and leadership within the University, the region and the wider community, nationally and internationally. (5) The University also expects that all staff promoted to Professor will have, and be able to demonstrate, a high personal standing in terms of ethical behaviour, a collegial approach, and support for the University's values and strategic directions. Unless a successful applicant is exceptionally talented in other ways, significant academic leadership ability will be regarded as an essential attribute. The policy enables recognition of academic staff members' diverse achievements and talents, and supports different pathways for academic excellence. (6) Promotion to Professor is exceptional and is reserved only for those demonstrating outstanding achievement. Promotion to Professor should therefore not be seen as the usual career progression expectation for all academic staff. (7) The University accordingly has adopted the following principles, which will govern actions taken to promote academic staff: (8) Any full-time or part-time member of the academic staff of UWS with a continuing appointment may apply for promotion, provided that the staff member has served at least two academic years as an academic staff member at UWS prior to the date on which applications for promotion are invited. 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 University Promotions Committee, to whom a case must be put prior to the close of applications. (9) Academic staff who take more than a period of 6 months leave without pay are not 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, Promotions Committee via the Promotions Coordinator. (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 whose employment is externally funded are not eligible to apply for promotion unless the funds include provision for an increase to support the promotion. (12) Academic staff employed on a casual basis are not eligible to apply for promotion. (13) An academic staff member may not normally apply for promotion in consecutive years. This provision may only be varied if the Chair of the University Promotions Committee considers a case to be exceptional. (14) An applicant may make only one application in a promotion round at any level and applications for promotion to Professor will only be considered for that level. (15) 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. (16) Applications for promotion to Professor will be assessed against the University's general standard for appointment to an advertised Chair, which reflects the Position Classification Standard for Level E in the UWS Academic Staff Agreement 2009 - 2012 and reads as follows: (17) It is expected that successful applicants will normally be able to demonstrate "distinguished" activity in at least two fields of attainment and a minimum of meritorious in the third. (18) Allowance will be made for those (e.g. research only staff) who have not had an opportunity to engage in all three fields; however their performance in designated areas would be expected to be of an accordingly high level of distinction. (19) Where an applicant is of the view that a field of attainment does not apply, the reason must be stated and justified under the relevant criterion in the application template. (20) In the case of the requirement of "distinguished activity in at least two fields", the Promotions Committee will consider exceptions, as, for example, in a case where the applicant's outstandingly distinguished work in one field may make it unreasonable to expect a distinguished contribution in another. (21) When assessing candidates for promotion to Professor, the Promotions Committee will give regard to the specific fields of attainment in Clause 24. Information relating to the levels of attainment appears in Appendix 1 and examples of evidence appear in the guidelines for completing the application template. (22) Applications for promotion to Professor will be assessed on and should be on an all-of-career basis, but with delineation of achievements since the applicant's last promotion at UWS or since the applicant's appointment to UWS, whichever is the shorter period. (23) Applications should include: (24) The fields of attainment are: (25) Each of the Fields of Attainment will be assessed by the Promotions Committee at Satisfactory, Meritorious or Distinguished. (26) Evidence of the initiation, or undertaking, of successful entrepreneurial activities on behalf of the University is admissible to support a case for promotion. While such activities may not fall clearly into any one of the fields of attainment listed above, candidates should include any relevant evidence under the field to which it seems, in the light of the activity involved, most appropriate. (27) The Office of Research Services Researchers Portal data should be utilised by all UWS researchers for registration of their outcomes and in cases where other sources are utilised in applications for promotion applicants should explain why alternative sources have been selected. The Promotions Committee may, at its discretion, seek validation of claims relating to research achievements from the Office of Research Services. (28) Only engagement projects that have been approved conducted and recorded in TICE and within UWS policies are eligible to be considered in support of an application for promotion. (29) Only consulting projects that have been approved by, and conducted through, UWS are eligible to be considered in support of an application for promotion. (30) All applicants are required to submit hard evidence of their teaching and are required to submit SFT's for the past 3 years of all teaching at UWS. (31) The Vice-Chancellor will invite applications for promotion annually at least two months in advance of the closing date for applications. This invitation will include a timetable for completion of the promotion process. (32) Works accepted for publication but not published before the closing date for applications may be included in the publications list if they are marked as such. Applicants are required to demonstrate the quality and significance of any such publications and evidence of acceptance by the journal or publisher will need to be provided to the Dean or Director for endorsement and submission to the Promotions Coordinator three weeks before the time the Promotions Committee meets. (33) Applications should include a complete list of achievements, publications, etc. Each application will be assessed on an all-of-career basis, taking account of the candidate's career trajectory, with an emphasis on the achievements (grants, supervision, publications, etc.) in the last five years and/or since the last promotion and/or since appointment. (34) The applicant must provide evidence of information in the application (e.g. publications, research grants, consultancies, etc.) to the Dean /Director who must verify that the information has been sighted. This information must be provided at the time of submitting the application to the Dean or Director. (35) Applicants must clearly state the percentage of their contribution to publications, must include numbers of pages in books, page numbers of articles or chapters in books and must use the referencing system recognised as appropriate for their discipline. Publications in alternative media must include an explanation of their content. (36) For fields of "distinguished" activity, the template includes provision for a short comment about the five best, or most significant, publications, or, where appropriate, about major achievements or other outputs, one in each field. (37) Three copies each of these five cited works (for fields of "distinguished" activity) must be provided to the Promotions Coordinator within one week of application submission. (38) All material cited in the application must be available to the Promotions Committee if requested. (39) Applications must be made on the template provided, which consists of a cover sheet (including personal details, academic qualifications and employment history), the written case for promotion, which should not exceed 10 pages, and evidence of achievements, including details of qualifications, appointments, honours and awards, publications, grants, courses developed and taught, supervision of research students, scholarly activities, governance participation, etc., in tabular form. Publications should be listed under the standard DIISRTE categories. (40) Applicants are required to address all the requirements for promotion as outlined in Parts B and C (i.e. all three fields of attainment), except where not applicable, in which case, the requirements of Clause 17 above will apply; and to specify for each promotion criterion whether their level of attainment is to be considered by the Promotions Committee as distinguished or meritorious. Definitions of these terms can be found in Appendix 1. (41) Although applicants may refer to achievements across the criteria, they must ensure that they do not duplicate their case in more than one criterion. (42) Guidelines to assist in completing the application are also available. Applicants are strongly encouraged to use the guidelines when preparing their application for promotion. (43) Applicants are invited to provide a brief personal statement on any relevant personal considerations that will facilitate an assessment of their achievements relative to opportunity relevant to their application. Relevant personal circumstances or arrangements can include: (44) Applicants may provide a one-page supplementary statement where relevant information which was not available at the date of close of applications subsequently becomes available. Supplementary statements must be provided to the Promotions Coordinator no later than one month prior to the scheduled Promotions Committee meeting. (45) Applicants are required to submit an electronic version of the application to the Promotions Coordinator (email: promotions@uws.edu.au) by the closing date specified in the notice calling for applications. At the same time, applicants should also submit a copy of their application to their Dean or Director (if not located in a School) and Academic Supervisor. Applicants must provide evidence of their publications, research grants and consultancies, etc., referred to in the application to their Dean for sighting. (46) Applicants and Deans /Directors should to meet to discuss applications before they are submitted. (47) All applications for promotion will be acknowledged by the Promotions Coordinator within one week of receipt of the application. (48) The Promotions Coordinator will request a recommendation report from the relevant Dean or Director within seven working days of the closing date for applications. The Report is to be completed by the Dean or Director in consultation with the Academic Supervisor. The recommendation must be co-signed and submitted to the Promotions Coordinator on the required template within 21 calendar days of the request. The template contains provision for addition or qualification by the Academic Supervisor. (49) Prior to submission of the recommendation report, the Dean or Director and Academic Supervisor are required to read the application in full. On completion of the recommendation report, the Dean must give a copy of his or her recommendation report to the applicant at the same time as the report is submitted to the Promotions Coordinator. (50) If an applicant disagrees with any aspect of the Dean's or Director's recommendation report, he or she has a right of reply. The applicant must send a response (no more than one page) to the Promotions Coordinator within seven working days of the receipt of the copy of the Dean's or Director's report. The Promotions Coordinator will send a copy of the response to the Dean or Director. The Dean or Director may not delegate the submission of a recommendation report. (51) Once the Promotions Committee has met, an applicant cannot normally withdraw his or her application except in the following circumstances: if the applicant has accepted an offer of redundancy, a position in another institution, or has resigned from the University. (52) All referees' reports will be requested by the Promotions Coordinator immediately following receipt of applications. Applicants should try to avoid nominating members of the Promotions Committee as referees. (53) Applicants are required to provide the names, addresses (email and postal) and facsimile numbers of three referees of appropriate standing, who have agreed to act in this capacity. Normally, two of the referees should be external to the University and, except where referees of international standing are unobtainable or not relevant because of the nature of the applicant's work, of international standing. At least one referee must be internal. See further under Guidelines. (54) While applicants may provide their nominated referees with relevant supporting documentation the University will make the formal request for written reports from the nominated referees and provide those referees with copies of the application for promotion. Referee reports are confidential once received and will not be forwarded to the applicant at any stage of the process nor after the outcome of the application is known. (55) The relevant Dean or Director and the Academic Supervisor will confer, without reference to the applicant, to nominate a panel of ten experts to act as independent assessors. The independent assessors must be experts within the relevant discipline at full professorial level and with a significant publication level, or if this is not appropriate they should be readily identified as distinguished industry leaders. The list of independent assessors must be completed within 1 week of receiving the applicant's application and forward to the promotions coordinator. (56) The Deputy Vice-Chancellor, Academic Planning will evaluate those listed to determine suitability or otherwise and submit the approved list to the Promotion Coordinator who will invite three of the nominees to assess the various works. The identity of the three nominees is to be treated with the utmost confidentiality. (57) The selected assessors will review the significant works nominated by the applicant, in addition to providing information on the standing of the applicant in the particular discipline. (58) The applicant may inform the relevant Dean or Director, via their application, of those people who the applicant would not wish the University to approach. Applicants electing to exercise this option will be required to provide a written case to justify any such request. (59) The Promotions Committee will recommend an applicant to be promoted or not promoted. (60) Applicants must not contact a member of the Promotions Committee to discuss their application, except to receive official feedback from the Vice-Chancellor after results have been notified. (61) Recommendations of the Promotions Committee to the Vice-Chancellor to promote must be supported by a minimum of the full complement of the Committee members, excluding the Vice-Chancellor, less two. (62) Having considered the recommendations of the Promotions Committee, the Vice-Chancellor will determine which applicants are to be promoted. (63) Each applicant will be notified in writing of the outcome of their application within 14 working days of the Vice-Chancellor's decision. For unsuccessful applicants, written notifications will indicate the Committee's assessment of each criterion. (64) All successful applicants will be promoted with effect from 1 January of the year following application, unless the Vice-Chancellor determines an earlier date for all successful applicants. (65) At the completion of the annual promotions process, the Vice-Chancellor will report to the Academic Senate about the following: (66) The composition of the Promotions Committee will have regard to gender balance, in accordance with University policy, and disciplinary balance. While the Committee should be broadly-based, there is no requirement that all disciplines are represented. The Director, Equity and Diversity may provide advice on the composition of the Committee. (67) Membership of the Promotions Committee will comprise at least: (68) Where a member of the Promotions Committee is also a Dean or Director, or an Academic Supervisor of any of the applicants they must remove themselves from the discussion relating to those candidates' applications. (69) The Director, Equity and Diversity will be invited to be in attendance, as a non-voting observer. If the Director has any concerns regarding procedural matters in a Committee session, it is expected that he or she will normally raise them with the Chair of the Committee either during the session or, in a written report, immediately afterwards. (70) Members of the academic staff who are appointed to the Promotions Committee will normally serve as members for a period of two years and are eligible for re-appointment or re-election. (71) All members are expected to be present for meetings of the Promotions Committee. The Vice-Chancellor will nominate an appropriate replacement if a committee member is unable to attend or continue to serve once the consideration of applications has commenced (e.g., owing to illness or other unforeseen and unavoidable circumstances). (72) The Promotions Coordinator will ensure that Committee members have received appropriate orientation in the procedures and practices of the promotions process. (73) Unsuccessful applicants for promotion who believe that they have been treated unfairly owing to a defect in the process followed during the promotion round, and who consider that defect has materially affected the decision of the Promotions Committee, may lodge a formal appeal. The grounds of any such appeal are limited to: (74) All appeals must be submitted in writing to the Executive Director, People and Culture within 20 working days of notification of the decision. (75) Appeals must refer to the Promotions process and cannot be based on advice received after notification of the result. (76) A Promotions Appeals Committee will be established on a needs basis to consider appeals from all levels. (77) The Promotions Appeals Committee will consist of three members approved by the Vice-Chancellor, being: (78) Any person, including staff, involved in any part of the decision-making process regarding an appellant's application should not be member of the Promotions Appeals Committee. (79) In the case of the staff members in clause 67, each nominee will be a UWS staff member, classified as full-time (being half-time or greater), who has accepted and entered upon duty in a position with duration of one year or more. (80) The appellant is to be notified of the membership of the Committee and be given the opportunity to present a case for the consideration of the Vice-Chancellor, where there is any perceived conflict of interest. Any case claiming perceived conflict of interest is to be made to the Vice-Chancellor within five working days of notification of the committee composition. (81) The Promotions Appeals Committee may accept written and oral statements from the appellant, the relevant Chairs of the Promotions Committee and any other person relevant to the conduct of the Promotions process. The Chair, Promotions Committee may be required to present an oral statement to the Promotions Appeals Committee. The Chair, Promotions Committee shall not receive or consider the Report of any Appeals Committee unless the appeal is upheld. All proceedings of the Promotions Appeals Committee shall be conducted in the strictest confidence. (82) Members of the Committee are entitled to examine all documents relevant to the appeal under consideration, including referees' reports that have been submitted in confidence to the University. The deliberations of the Committee are confidential. Control of documents available to the Committee is the responsibility of the Committee Secretary. (83) The Committee will advise the Vice-Chancellor in writing of its recommendation to uphold or reject the appeal. The Office of People and Culture will notify the appellant of the decision of the Vice-Chancellor to uphold or reject the appeal within five working days of the decision being made. (84) In the event of a successful appeal, the Committee will furnish an account of its reasons for upholding the appeal to the Promotions Committee. The University Promotions Committee will then reconvene to reconsider the application while taking every care to avoid the procedural defect that led to the successful appeal. The Chair of the original Promotions Committee will reconvene the committee and re-assess the application for promotion. The outcome will be forwarded to the Vice-Chancellor for approval. The applicant will be advised of the outcome of the reconsideration of their application within five working days of the Vice-Chancellor's decision. Following this decision, there is no further avenue for appeal open. (85) Refer to the following documents attached as associated information:Promotion to Professor Policy
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 Attainment
Section 4 - Procedures
Part E - Application Method
Part F - Submission of Applications
Part G - Referees
Part H - Independent Assessors
Part I - Determination and Notification
Part J - Promotions Committees
Part K - Appeals
Section 5 - Guidelines
View Current
This is not a current document. It has been repealed and is no longer in force.
"A Professor is expected to exercise a special responsibility in providing leadership and in fostering excellence in research, teaching, professional activities and policy development in the academic discipline within the department or other comparable organisational unit, within the institution and within the community, both scholarly and general."
Candidates are not required to describe specific details about sensitive issues such as a medical illness.