Academic staff promotions policy
Intent and objectives
To retain and motivate academic staff by offering timely opportunity for promotion.
The objectives of this policy are:
- To ensure an effective and efficient process which is fair, equitable, professional and timely enabling RMIT to attract retain and motivate academic staff.
- To enable academics to make an application for promotion by providing clear information about the criteria against which promotion applications are considered.
This policy covers continuing or fixed term academic staff levels A-D, internal to RMIT, including academic staff employed primarily for research, who have had 12 months continuous service at RMIT and who meet the prescribed eligibility requirements. Continuous service may be full time or part time service. The period of service is calculated as 12 months continuous service prior to 1 June of the year of the application, unless applying for promotion from level A to level B.
Applicants may apply for promotion only to the level immediately above their substantive classification.
TAFE teachers and HEW staff cannot be promoted to an academic position through this process.
Except with the approval of the relevant PVC, academic staff levels A through to D, are not permitted to re-apply for promotion in the year immediately following an unsuccessful application.
RMIT values a fair and transparent academic staff promotion process that is based on merit and equity.
All materials and deliberations relating to academic promotion applications will be treated in the strictest confidence by all participants in the promotions process.
Panel members shall not discuss applications, recommendations and deliberations outside of panel meetings.
The Academic Staff Promotion Scheme will run annually. The promotion round schedule will be structured to enable the announcement of promotions effective as of 1 January of the following year.
Eligible staff at level A may apply for promotion at any time during the academic year. Where the promotion is endorsed in the first six months of the year, the promotion will take effect from 1 July of that year; where it is endorsed in the second six months of the year, it will take effect from 1 January in the following year.
3. Framework for Promotion
3.1 Promotion of Academic Staff from level A to Level B
The procedure for staff at level A eligible for promotion to level B is an attachment to this policy.
3.2 Skill base and formal qualification
All applicants for promotion must, at a minimum, meet the University-wide skill base and formal qualification requirements specified for the level to which they are applying for promotion. The University-wide skill base and formal qualification requirements are an attachment to this policy.
3.3 Promotion Criteria
The criteria for promotion are an attachment to this policy.
Eligible applicants’ suitability for promotion to level C and above will be assessed against the following criteria:
- Research and Scholarship
Research-only staff may apply for promotion solely against the Research and Scholarship and Leadership criteria, with endorsement by the relevant HOS/Dean and approval by the Pro Vice Chancellor. Under these circumstances, a copy of the official position description must accompany the application.
Promotion Panels, considering applications to level C and above, will assess the merit of each applicant based on the following:
- applicant's written application, demonstrating standards of performance in the areas of Teaching, Leadership, and Research and Scholarship
- applicant’s record of academic achievement
- requested support material
- a report from the relevant HOS/Dean
- the applicant's response to the HOS/Dean report (optional)
- referee and external assessor reports (reports provided to panel ‘in confidence’)
Following the assessment, Promotion Panels will make recommendations through the University Academic Promotion Committee (UAPC) to the VC for final approval regarding each applicant’s readiness for promotion.
Successful applicants will be titled according to RMIT position title guidelines.
5. Promotion decision
Applicants to level C and above are advised of the outcome of their application in a letter from the VC. PVCs and HOS/Deans will be notified of outcomes within their areas.
6. Feedback to applicants
The Chair of the panel (or nominee) ensures that all unsuccessful applicants who participated in the process receive feedback and, if appropriate, counselling on the outcome of their application within a prescribed timeframe. A written report summarising the panel’s views will be provided to unsuccessful applicants to assist in obtaining promotion in the future.
An applicant can appeal in writing to the University Academic Promotions Appeals Committee (UAPAC) on the grounds of eligibility and procedure only. The procedure for appeals is an attachment to this policy.[Next: Supporting documents and information]