Update in relation to upcoming calls for Progression and Promotion

The prohibition on the progression of academic staff at lecturer level across the merit bar has been lifted by the Higher Education Authority [HEA]. The HEA has advised that progression from the highest point below the bar to the first point above the bar is now permissible subject to the performance criteria specified in the relevant scheme. 

As a result, a restricted call for applications to Progress Across the Merit Bar for the 2011/12 Session will now invited from eligible candidates i.e. all staff at lecturer level who meet the criteria outlined in the Scheme and in addition have reached or will reach the maximum point of the Lecturer Below the Bar Scale on or before the closing date of Friday, 4th November 2011. Provisions of the scheme with regard to accelerated progression will not apply as the HEA approval to progress applications applies only to those lecturer staff at the highest point below the Bar and accelerated progression is not permitted. Progression if approved will be to the first point above the Bar only. Please note these restrictions when considering the contents of the Policy specified below.

Progression Across the Merit Bar

INTRODUCTION

1. This document sets out the structure and general procedures of the Academic Promotions Scheme for progression from Lecturer below the bar to Lecturer above the bar. Progression across the Merit Bar is not competitive and will be based on individual performance assessed against the criteria and benchmarks set out below and in Appendix One, relative to disciplinary norms and cogniscent of the size and structure of the relevant academic unit.

2. The Scheme is part of the University's academic staff development process and is administered in the context of the policy on equality of opportunity.

3. The overall objectives of the Scheme are as follows:

• to promote on the basis of individual performance, achievement and merit;
• to operate procedures that are fair and thorough and are perceived to be such;
• to ensure equity as far as possible whilst recognizing the different opportunities and norms pertaining to different disciplines;
• to operate procedures expeditiously.

ELIGIBILITY

 4. All Lecturers holding an appointment at UCC are eligible to apply for Progression across the Merit Bar providing they have completed at least three years continuous service in post and have reached the maximum point of the Lecturer Below the Bar Scale on or before the closing date of Friday, 4th November 2011. Applications from part-time members of staff and full-time members of staff with split clinical/academic contracts will be assessed on the basis of the quality of the individual’s performance proportionate to the nature of the post.

In considering applications, account will be taken of three broad areas of activity, viz., Teaching & Examining, Research & Scholarly Standing, Contributions to School/Department, College/Faculty and University and Community. Progression Across the Merit Bar is not competitive and will be based on individual performance assessed against the criteria and benchmarks set out in the scheme.

 

THE LECTURER PROMOTIONS AND ESTABLISHMENT BOARD

5. The Lecturer Promotions and Establishment Board (LPEB) deals with applications for Progression Across the Merit Bar. The role of the Board is to assess applications associated with the benchmarking criteria set out below and in Appendix One and to make recommendations on progression to the Academic Council of the University. The authority to appoint a staff member to a promotion post rests with the President, following approval of the report of the LPEB by the Academic Council. The terms of reference, period of office, and the current membership of the LPEB are set out in Appendix Two.

BENCHMARKING

6. All applicants for Progression Across the Merit Bar will be assessed against benchmarking criteria grouped under three broad areas:

• Teaching and Examining
• Research and Scholarly Activity
• Contribution to School/Department, College/Faculty and University, and Community

The detailed benchmarking criteria are set out in Appendix One.  Each criterion is assessed and applicants should note that in assessing applications, both qualitative and quantitative measures will be applied. A set of indicative activities and achievements is given under each criterion; these are indicative rather than prescriptive and further disciplinary-specific activities relevant to that benchmark criterion may be considered by the Board.

7.   In order to progress, successful candidates will be expected to achieve at least a good level of performance under both the Teaching and Research criteria and a satisfactory level of performance under the contribution criteria. Candidates for accelerated progression across the Merit Bar will be expected to achieve an excellent level of performance under the Teaching and Research criteria and a satisfactory level of performance under the Contribution criteria.

APPLICATION PROCEDURE

8. Applications for promotion to Progression Across the Merit Bar will normally be invited on an annual basis.

9. The call for applications will normally be made during the summer and the closing date will be no sooner than two months thereafter. Application is made by completing Form P1 (Prog), available from the Department of Human Resources.

Candidates are required to submit 15 copies of the application form, including appendices (to be compiled as one document).

NB. No supplementary materials will be accepted after the closing date unless specifically requested by the Board.

10. A copy of the completed application Form P1 (Prog) will be forwarded to the relevant Head of Department/School, who will be asked to complete a Form P3 (Prog). In completing Form P3 (Prog), the Head of School/Department is required to consult with any Professors, including Associate Professors, in the School/Department.

ASSESMENT CRITERIA

11.  The applicant’s performance will be assessed by the Board on the relevant documentation submitted under each of the criteria of Teaching and Examining, Research and Scholarship and Contributions to the School/Department, University and Community as Unsatisfactory; Satisfactory, Good or Excellent. Detailed criteria and benchmarks are set out in Appendix One. Account may be taken of the following indicative activities and achievements in judging performance under the three criteria:

12.  Teaching and Examining contribution

Indicative activities and achievements:

• Evidence of good teaching, as demonstrated through the results of consistent and regular course evaluation and feedback
• A teaching contribution that normally includes a minimum of 150 hours (including but not limited to lectures, formally supervised laboratory practice/laboratories/field trips/field courses/projects/seminars/tutorials and clinical work), subject to departmental and disciplinary norms, and associated examining responsibilities
• Teaching across a variety of different levels and situations
•  Contribution to the planning, design and development of courses
• Development or adoption of novel approaches to teaching and learning
• Supervision of postgraduate minor theses and undergraduate literature and research projects
• Evidence of the application of research and scholarship to teaching
• Participation in courses and seminars organised by Teaching and Learning Support Services
• Other indicative activities which the candidate presents for consideration under the teaching and examining contribution

13.  Research and Scholarship

Indicative activities and achievements:

• Regular and continuing output of research and scholarly publications in peer-reviewed journals, peer reviewed proceedings or other publications of national or international standing, or their equivalent, including recognised professional practice or creative output, or the publication of recognised works of scholarship.
• Contribution to the scholarly and professional community, including the presentation of papers at national and international conferences and publication in peer-reviewed proceedingsEvidence of initiative in seeking and attracting research funding and support
• Evidence of research impact in the form of reviews, citations and/or professional recognition
• Participation in collaborative research Supervision of research masters and PhDs, where available
• Evidence of strategic plans for future research activity
• Other indicative activities which the candidate presents for consideration under the research and scholarship contribution

14.  Contribution to School/Department, University and Community

Indicative activities and achievements

• Participation in school/departmental administration, and evidence of a capacity to contribute constructively to the management of departmental/school business
•  Active membership of school/departmental committees
• Participation in administrative activities outside of the School/Department e.g. College/Faculty Contribution to the community, profession, industry and public service at local, national and international level, including representation of School/Department on external bodies, developing links with external organisations 
• Other indicative activities which the candidate presents for consideration under the teaching and examining contribution to their School/Department, University and Community

THE ASSESSMENT PROCESS

15. Using all the available documentation provided, candidates will be assessed under the three criteria against the benchmarks set out in Appendix 1.

16. The Board reserves the right to verify any information submitted by the candidate.

 

17. Candidates that meet the benchmark criteria will be recommended for Progression across the Merit Bar and will determine the list of qualified candidates to be reported to the Academic Council.

 

18. The Secretary will inform each candidate of the Board's recommendation in his or her case.

 

19. Successful candidates will receive formal notification regarding their progression after the adoption by the Academic Council of the LPEB’s report. A progression takes effect from the 1st October of the year following the date of application. Once approved by Academic Council and appointments made by the President, the outcome of the promotion round will be reported to the Colleges.

 

20. Unsuccessful candidates will be provided with feedback including the details of their overall benchmark criteria assessment.

 

APPEALS

 

21. A staff member may submit an appeal to the Appeals Board if he/she has a complaint relating to the observance by the Lecturer Promotions and Establishment Board of the agreed procedures for dealing with applications.

 

22. Candidates wishing to appeal must do so within a period of no longer than four months following notification of the outcome of their application. There may be only one appeal in respect of any one application (i.e. no re-appeal).

 

23. The Appeals Board is a "permanent" committee (rather than being set up on an ad hoc basis) appointed by the Governing Body and its term of office is four years.  The Appeals Board will hear appeals in relation to the work of the Lecturer Promotions and Establishment Board and that of the Associate Professor Promotion Board. The membership of the Board will comprise three persons, at least two of whom will be senior academics (Professor or Associate Professor).  Members of the Lecturer Promotions and Establishment Board, or of the Associate Professor Promotions Board, will not be eligible for membership of the Appeals Board.  The Academic Council will nominate one of the academic members.  The Governing Body will nominate the other two members and will determine which of the three members will act as chairperson.  Membership of the Appeal Board shall comprise members of both genders.  Composition of the Board will be published.

 

24. One of the three members of the Board will be appointed as Secretary and will be charged with the responsibility of receiving appeals, recording the decisions of the Board and preparing the annual report for the Governing Body and Academic Council.

 

25. The Appeals Board may consult with the LEPB as it deems appropriate before finally adjudicating on appeals.

 

26. Following their receipt, appeals will be considered and decided upon within as short a time as practicable, in relation to the amount of further investigation that may be required.

 

27. The Appeals Board’s decisions and/or recommendations will be notified the Governing Body and as appropriate to the LPEB.

 

Appendix One

 

 

Requirements for Progression Across the Merit Bar

 

The following criteria are weighted equally and will be used to guide the Board in its assessment of each application:

 

 

TEACHING and EXAMINING

 

Satisfactory should normally include a minimum teaching contribution of 150 hours (as defined above), associated examining responsibilities, supervision of minor theses and undergraduate projects and evidence of satisfactory teaching quality.

Good will require contributions and achievements of a higher quality and breadth in teaching and examining.

Excellent will require clear evidence of an outstanding quality and breadth of contributions and achievements in teaching and examining.

 

 

RESEARCH and SCHOLARSHIP

 

Satisfactory should normally include (as appropriate for the discipline) evidence of regular and continuing research output, evidence of scholarly activity and seeking of research support and supervision of research.

Good will require contributions and achievements of a higher quality and breadth in research and scholarship.

Excellent will require clear evidence of an outstanding quality and breadth of contributions and achievements in research and scholarship.

 

 

 

 

 

 

 

 

 

CONTRIBUTION TO DEPARTMENT, UNIVERSITY AND COMMUNITY

 

Satisfactory should normally include evidence of active participation in the administrative/academic management of the School/Department

Good will require more extensive activity and contributions within and outside of the School/Department.

Excellent will require clear evidence demonstrating outstanding contributions and activities within and outside of the School/Department including some leadership roles.

 

 

 

 

 

Benchmark for Progression Across the Merit Bar

 

In order to progress across the Merit Bar , successful candidates will be expected to achieve at least

• a good level of performance under both the Teaching and Research criteria and a satisfactory level of performance under the contribution criteria.

 

Candidates for accelerated progression across the Merit Bar will be expected to achieve

•  an excellent level of performance under the Teaching and Research criteria and a satisfactory level of performance under the Contribution criteria.

 

 

 

Appendix 2

 

 

THE LECTURER PROMOTIONS AND ESTABLISHMENT BOARD

 

 

a. Terms of Reference

 

1. To consider progress of Senior Lecturers and Lecturers who are serving a probationary period.

 

2. To consider the establishment of Senior Lecturers (excluding promoted staff) nearing the end of their probationary period and making recommendations thereon to relevant faculties and Academic Council.

 

3. To consider applications from Lecturers for Progression across the Merit Bar in the relevant salary scale and making recommendations thereon to the Academic Council.

 

4. To consider the establishment of Lecturers nearing the end of their probationary period and making recommendations thereon to the Academic Council.

 

5. To consider applications from Lecturers for promotion to Senior Lectureship grade and making recommendations thereon to the Academic Council.

 

6. To carry out the foregoing tasks in accordance with the terms of the relevant Schemes as adopted by the Governing Body.

 

7. To report from time to time, and at least once in every four years, on its operation of the Scheme.

 

b. Membership Structure

 

Two members ex officio - President and Registrar;

 

Two members appointed by the Governing Body;

 

Eight academic members (Professors, Associate Professor and Senior Lecturers) made up of representation from each of the four Colleges, the composition of which to be determined by the Academic Council.   The Secretary to the Board is the Director of Human Resources.  The membership of the Board shall have gender representation.

 

 

c. Appointment Procedures of the Board

 

The Board shall be appointed by the Academic Council following consultation  as to the academic membership with  the Colleges/Faculties.   Appointments shall be staggered, with four members being appointed every two years, to serve a 4-year term of office.

 

Casual vacancies shall be filled as above from within the relevant constituencies (i.e., College/Faculty groupings or non-academic members) following notification of the vacancy by the LPEB.

 

If vacancies arise on the Lecturers Promotions and Establishment Board they will be filled without delay.  A quorum (of at least 75% of the members of the Board) must be present when decisions are taken regarding ranking of candidates for promotion.

 

d. Code of Practice for Committee members of the LP&E and Appeals Boards.

 

A code of practice for the conduct and to overcome potential conflicts of interest of Board members will be drawn up by HR.

 

e. Term of Office

 

The term of office shall be four years; the terms of office of the current Board expire on 30 September, 2012.

 

 

e. Current Membership

 

 

LECTURER PROMOTIONS AND ESTABLISHMENT BOARD

 Full Membership and associated term of office (4 Years)

Nominated by Academic Council – 2 nominees per College

CACSSS

Dr. C. O’Connell (expires 30 Sept 2012)

**********************

B&L

Dr. J. Buckley (expires 30 Sept 2012)

Dr. M. Donnelly (expires 30 Sept 2012)

SEFS

Professor S. Fahy (Expires 30 Sept 2012)

Dr. L. Marnane (expires 30 Sept 2012)

M&H

Professor J. Hourihane (expires 30^th Nov 2013)

Professor E. Savage (expires 30^th Nov 2013)

 

Appointed by Governing Body

Mr. J. O'Callaghan (expires 30 Sept 2012)

Mr. D. Kelleher(expires 30 Sept 2012)

 

Ex Officio Members

The President Dr. M. Murphy
Registrar and Senior Vice President Academic Professor P. Giller

 

Secretary

Director of Human Resources

 

Administrative Support: Ms Rachel Long, HR.

 

  College-based Structure approved by AC 9/10/09

AF 8/12/09