1. Academic Promotion
Information session, 22 March 2018

2. Overview
Overview of the new promotion scheme – why we changed and to what
Evaluations of the 1st round and what it means for 2018
Role of HoDs in academic promotion
Promotion criteria
Promotion process:
Writing HoD report
Referee process
Promotion committee process
Managing exceptional circumstances
Today’s presentations are video recorded and will be made available on our website
ACADEMIC PROMOTION

3. Faculty Promotion Committee University Promotion Committee
New promotion scheme
Aim: to provide strengths-based and flexible promotion pathways, acknowledging diversity of academic work.
New criteria: based on Boyer’s four areas of scholarship and an additional Leadership & Citizenship criterion
New promotion committees model:
Improved application process: including streamlined forms and standard interview for all applicants
Faculty Promotion Committee
University Promotion Committee
Level B Y
Level C
Level D
Level E
ACADEMIC PROMOTION

4. New promotion criteria
The scholarship of Discovery
The scholarship of Integration
The scholarship of Teaching
The scholarship of Application
Leadership & Citizenship
Promotion to B/C – 8 points (min 1 point from Leadership/Citizenship)
Promotion to D/E – 9 points (min 2 points from Leadership/Citizenship)
Outstanding in at least one category
0 = No achievement or n/a
1 = Achieved
2 = Superior
3 = Outstanding
ACADEMIC PROMOTION

5. New promotion scheme WHY BOYER?
Academics have been doing more than research, teaching and service for some time
A better recognition of the complexity and diversity of scholarship
Concern that other approaches (e.g. different promotion streams) limit career pathways
Scholarship at the core
Ernest L. Boyer: Scholarship Reconsidered, The Priorities of the Professoriate 1990
ACADEMIC PROMOTION

6. New promotion scheme KEY OBJECTIVES Strengths-based
Greater alignment between promotion and recruitment
Merit-based
Acknowledges the diversity of academic work
Flexible career pathways
Fair and transparent
Better experience and less cumbersome process
Greater involvement from faculty
ACADEMIC PROMOTION

7. Outcomes of the first promotion round

8. Applications Spike in applications
Higher application rates for women overall
Higher rates of women applying for promotion to Level E
ACADEMIC PROMOTION

9. Success rates
Level F M
All
Level B
95%
60%
88%
Level C
90%
70%
81%
Level D
50%
76%
67%
Level E
78%
73%
75%
TOTAL
84%
71%
Available benchmark data indicates current overall success rate is comparable to the sector (e.g. University of Sydney – 77%, Monash University – 70%)
ACADEMIC PROMOTION

10. Evaluation KEY FINDINGS
The new model and criteria were received positively
The new process was found to be clear and more streamlined
Interviews were received positively by applicants, committee members and Executive Deans
Several areas were identified for improvement and clarification, including:
More guidance on Application, Integration and Leadership & Citizenship criteria
Link between promotion criteria and Faculty and Department performance expectations
Interview – what to expect and how to prepare
Outcome notification
Selection of referees
More guidance on how to assess levels of achievement
Timing
ACADEMIC PROMOTION

11. Evaluation No changes to the Policy, Procedure and Criteria in 2018
WHAT DOES THIS MEAN FOR 2018 ROUND?
No changes to the Policy, Procedure and Criteria in 2018
No changes to forms, templates, referee requirements and application process
Information sessions to provide more guidance to applicants and training for committees
Committee process improvements
Timeframes have been adjusted
ACADEMIC PROMOTION

12. 2018 key dates
3 April 2018
Draft applications submitted to HoDs for preparation of HoD reports
1 May 2018
Executive Deans receive applications and HoD reports for review and sign off
25 May 2018
Signed HoD reports returned to applicants
1 June 2018
Applications due date
Submit by to HR:
September – December 2018
Applicant interviews
1 January 2019
Promotion effective date
ACADEMIC PROMOTION

13. Your role in academic promotion

14. Academic promotion Setting clear performance expectations
YOUR ROLE AS ACADEMIC LEADERS
Setting clear performance expectations
Having meaningful and honest conversations about performance and readiness for promotion during PDR conversations and beyond
Proactively coaching and guiding your staff
Being prepared to have difficult conversations and let staff know when they are not ready
Being part of feedback process after promotions round
ACADEMIC PROMOTION

15. Promotion criteria explained

16. Promotion criteria
The scholarship of Discovery
The scholarship of Integration
The scholarship of Teaching
The scholarship of Application
Leadership & Citizenship
Promotion to B/C – 8 points (min 1 point from Leadership/Citizenship)
Promotion to D/E – 9 points (min 2 points from Leadership/Citizenship)
Outstanding in at least one category
0 = No achievement or n/a
1 = Achieved
2 = Superior
3 = Outstanding
ACADEMIC PROMOTION

17. Promotion criteria
Applicants self-assess in each category for which they claim achievement. Promotion Committee assesses whether the applicant’s case is justified, based on the evidence provided.
The scoring system is flexible: applicants do not need to score across all 5 categories (except mandatory points in Leadership & Citizenship).
The indicators/examples of evidence are indicative only and not a checklist – the focus is on quality of achievement, not on the number of indicators/examples covered by an applicant.
Assessing levels of achievement (achieved/ superior/ outstanding) is discipline-specific and should take into account quality and quantity of output
ACADEMIC PROMOTION

18. Leadership & citizenship
Modelling the University values and leadership qualities; active contribution to the University and broader academic community
Demonstration and modelling of University values of scholarship, integrity and empowerment through everyday behaviour and conduct
Active service and contribution to University strategy and business through administrative and leadership roles, and to the broader academic and non-academic community
Mentoring and development of others and self
Reflective practice
ACADEMIC PROMOTION

19. Promotion process

20. What is assessed PROMOTION PORTFOLIO Application CV
Head of Department Report
Applicant nominated referee reports x4
Interview
Levels D & E:
Independent references x2
ACADEMIC PROMOTION

21. HoD Report Report about: nature of discipline
expectations within department
applicant’s performance
Aligned to the 5 criteria categories
Clear statement on whether or not applicant meets criteria for promotion
HoD report must be endorsed by the Executive Dean
Applicant also signs HoD report and can provide a response to the report
ACADEMIC PROMOTION

22. Referee process Applicant nominated referees
2 referees who are either peers or junior colleagues/students
2 senior academics or esteemed members of the community with relevant knowledge of the applicant’s work
Independent referees (for D & E) nominated by HoD
HoD nominates 4-5 referees external to Macquarie (HoD can consult with applicant)
HoD submits nominations to Executive Dean for endorsement
Executive Dean ranks nominations and submits ranked list to HR
HR contacts 2 referees based on availability. Final selection of external referees will be confidential to applicant.
ACADEMIC PROMOTION

23. Committee process FPC UPC Level B September - November n/a Level C
Level D
September - October
November
Level E
All applicants will be interviewed by their FPC
HoDs may be contacted by the FPC to answer questions about specific applications
For levels B & C, FPC will determine outcomes
For levels D & E, FPC will make recommendations to UPC. All applications will proceed to UPC, who will determine outcomes
ACADEMIC PROMOTION

24. Committee composition
FPC - all levels
Executive Dean – Chair
Associate Dean or Head of Department from the faculty
External academic member from another faculty
Member of Academic Senate
Academic member from the faculty x 3
UPC - Level D
DVC (Academic) – Chair
DVC (Research)
DVC (Corporate Engagement and Advancement)
Chair, Academic Senate
External academic member from another university
Academic member from each faculty x 5
UPC – Level E
Vice-Chancellor – Chair
DVC (Academic)

25. Exceptional circumstances
As a general rule, applicants cannot:
apply for a promotion with less than two years of service at Macquarie University, since commencement or last promotion;
apply for a promotion to a level that is more than one level higher than their current level (e.g. seek promotion from Level B to Level D);
apply for promotion to several levels at the same time (e.g. seek promotion from Level B to Level C and to Level D in the same round).
The University will consider exemptions to these rules in exceptional circumstances only, as per the process outlined in the Academic Promotion Procedure.
ACADEMIC PROMOTION

26. For more information: Academic Promotion Policy, Procedure and Criteria Academic Promotion webpage and FAQs Contact: Catherine L.R. McDonald, Academic Promotions Coordinator on

27. Level B indicators

28. Level C indicators

29. Level D indicators

30. Level E indicators