Staff Development Procedure - Academic Promotion for Candidates Levels C-E (under review)

Parent Policy

Staff Development Policy

Preamble

Promotion at Monash University is based on merit following a thorough and fair process which applies to this procedure and the Staff Development Procedure - Academic Promotion Committees Levels C-E. The University is committed to the principle of equal opportunity in promotion and recognises that staff contribute to its vision and goals in diverse ways. The achievements of candidates for promotion are assessed relative to the particular circumstances of their career progression and the opportunities which have been available to them.

Candidates who satisfy the relevant promotion committee that they meet the criteria for promotion are to be promoted irrespective of considerations such as the increased cost of staffing.

Unless a candidate has been offered a conditional promotion, all promotions will take effect from 1 January of the year following the promotion decision. All Professorial positions are subject to the statutes and regulations of the University.

A candidate may withdraw an application at any time prior to its consideration by the faculty committee.

This procedure applies to staff who:

• are appointed to undertake research, education and service activities (including those appointed to undertake education-focused roles);
• have a current performance development plan which complies with the requirements of the Performance Development Process: Academic Staff; and
• are seeking promotion to senior lecturer, associate professor/reader or professor.

Academic staff appointed to undertake primarily research and research related activities (‘research-only’ staff) should refer to the Staff Development Procedure -Research-Only Academic Staff - Advancement to a Higher Research Level.

This procedure should be read in conjunction with the Staff Development Procedure - Academic Promotion Committees  Levels C-E

Definitions

Academic performance standards: faculty or discipline-specific performance standards for all academic staff against which academic performance will be measured, particularly for the purpose of probation, promotion and performance management. The standards are qualitative, quantitative or a mixture of both across the three key areas of academic activity - research, education and service. They include identified ‘minimum’ performance standards, below which the staff member would be managed for unsatisfactory performance, and ‘faculty expectation’ standards, above which the staff member may be eligible for promotion, in accordance with the requirements outlined in this procedure.

Achievement(s) relative to opportunity: is an evaluative framework in which the overall quality and impact of achievements is given more weight than the quantity, rate or breadth of particular achievements. Assessing achievements relative to opportunity involves giving consideration to circumstances, arrangements, career histories and overall time available to the staff member. This in turn allows appropriate evaluation of achievements in relation to:

• the quantum or rate of productivity,
• the opportunity to participate in certain types of activities, and
• the consistency of activities or output over the period of consideration.

Achievement relative to opportunity is a positive acknowledgement of what a staff member can and has achieved given the opportunities available and is not about providing “special consideration” or expecting lesser standards of performance.

Assessor: An expert in the field able to offer a balanced and confidential assessment of the candidate’s standing in the field and of the merits of the application based on stated criteria. Assessors may or may not be known personally to the candidate and should be selected by the Dean.

CAPA: Committee for Academic Promotions and Appointments Levels B-D (CAPA). In accordance with the Staff Development Procedure - Academic Promotion Committees Levels C-E, CAPA is responsible for receiving and considering applications for academic promotion to lecturer, senior lecturer or associate professor from staff members not located in a faculty. CAPA is chaired by the Deputy Vice-Chancellor (Education).

Conditional promotion: A conditional promotion means that the committee authorises the chairperson of the committee to approve the promotion if certain specific criteria are met before 1 May in the following year. A conditional promotion will come into effect on the date that the chairperson approves the promotion or 1 January in the year following the candidate’s application, whichever is the later.

Education- focused candidate: A candidate for promotion who is an education-focused academic (ie. his or her role primary role is to provide a high standard of learning and teaching, educational design and delivery and educational leadership).

Faculty promotion coordinator: is a HR Business Partner within the relevant HR Service Hub (or nominee).

Head of Unit: head of an academic or organisational work unit, for example Head of School, Head of Department or where applicable, a person acting as his or her nominee. If there are no heads of unit within the faculty, a deputy dean or equivalent may be delegated the head of unit’s responsibilities for the academic promotion process.

HR Business Partner: is a member of the Monash HR community who operates as a strategic partner responsible for providing a range of human resources services for an assigned Faculty or administrative Division. HR Business Partners are located within a HR Service Hub.

HR Service Hub: is the centre for human resources services and activities within a Faculty or Divisional Cluster.

Procedural irregularity:  refers to where the University has not followed a process that is articulated in this procedure or the Staff Development Procedure - Academic Promotion Committees  Levels C-E.

Referee: An expert in the field that is familiar with the candidate's work and able to offer a balanced assessment of the candidate's standing in the field and of the merits of the application based on stated criteria. Referees are selected by the candidate.

Eligibility for promotion

A successful application for promotion requires candidates to plan ahead as it takes time to assemble the case for promotion and supporting evidence, prepare the documents, choose referees and ensure their availability.
Promotion candidates must satisfy the promotion committee that he or she has:

• been a sustained high performer at the present level of appointment, at or above the ‘faculty expectation’ level of academic performance for the candidate’s current level according to the academic performance standards; and
• the capacity to perform satisfactorily at the level to which promotion is sought, at least at the ‘minimum’ level of academic performance for that level according to the academic performance standards.

It may take several years to develop a track record of research, education and service which demonstrates that the above criteria are met. For this reason, candidates who are at the top salary step at the time of their application are more likely to be successful.

A candidate who moved to Monash from the same level of appointment or higher and who has not since been promoted pursuant to this procedure may apply for promotion and refer in her or his application to achievements at that level of appointment at the previous university or universities.

Overview of academic promotion process

1. Academic promotion round opens

The promotion round normally opens in May and closes in June each year.

Approximately two months prior to the commencement of the academic promotion round information sessions will be held for prospective candidates.

It is highly recommended that candidates:

• intending to apply for promotion, should flag this intention at least one year ahead with their performance supervisor and record it in their performance development plan;
• check the academic promotions website for promotion round dates;
• attend the information sessions in the year prior to applying and in the year that their application will be submitted;
• discuss their proposed application with their performance supervisor and head of unit; and
• confirm their intention to apply prior to the opening round with their performance supervisor, head of unit and faculty promotion coordinator.

In addition to discussions with their performance supervisor and head of unit, candidates for promotion to professor (level E) should discuss their proposed application with the dean of their faculty. It is expected that candidates for level E promotion will have the support of the dean, the head of unit and their performance supervisor in making an application.

Candidates who decide to proceed with the application for promotion are required to complete their applications in accordance with this procedure.

Candidates should be mindful of the need to consult early in the round with their:

• faculty promotion coordinator to be clear of any faculty-specific requirements or key dates;
• performance supervisor and head of unit to negotiate timely completion of reports; and
• referees to determine their willingness to support the application.

2. Candidates complete application forms

The Academic Promotion Application Form Levels C-E is available from the academic promotion website. It comprises four sections, namely:

• part 1 - candidate details, weightings, referees and assessors, statement of ‘relevant personal circumstances’ and curriculum vitae;
• part 2 - the case for promotion - achievements in research, education and service;
• part 3 - sign-off (by performance supervisor, head of unit, candidate); and
• part 4 - associate dean reports.

In addition, candidates may attach a maximum of five pages of supporting evidence.

Candidates applying for promotion must:

• complete all relevant sections in parts 1 - 4 of the application form; and
• ensure that the completed application form is signed and submitted with relevant attachments by the promotion round closing date.

The promotion committees will only accept applications that comply with the instructions on the application form. The committee may call for further information about the summarised material.

Part 1 - Candidate details and weightings, referees and assessors, statement of ‘relevant personal circumstances’ and curriculum vitae

1A Candidate details and weightings

Candidates must enter their work details including personnel number, classification level, current fraction and promotion level sought. Candidates should contact HR Enquiries via phone (03) 9902 0400 if they need assistance in completing any of these details. In addition to this, candidates should enter their contact details including preferred address for correspondence.

Candidates must allocate weightings to each of the categories of research, education and service within the parameters relevant to their academic focus. The total weightings should add up to 100% and meet the minimum requirements for each category.

Candidates (except education-focused candidates) must ensure that they have allocated a minimum weighting of:

• 20% for ‘research’ and 30% for ‘education’; or
• 30% for ‘research and 20% education’; and
• 10% for the category of ‘service’.

Education-focused candidates are required to allocate weightings of:

• a maximum of 85% for education, with a particular emphasis on educational design and delivery and educational leadership;
• a minimum of 5% for research; and
• a set 10% for service.

Education-focused candidates are encouraged to consult the Academic Promotion Guidelines for Education-focused Candidates Levels B - E for specific information relating to their application.

Candidates wishing to apply for promotion from senior lecturer to reader are required to allocate weightings of:

• 70% weighting to research, with a particular emphasis on research leadership;
• 20% for education; and
• 10% for service.

Senior lecturers or associate professors who are currently in a leadership role or have been in such a role within the University for a substantial period may apply under a special case for promotion to associate professor or professor based on outstanding service. An application under this provision must make a case that justifies a weighting of:

• 60% for service with a significant emphasis on the impact that leadership has had on the University, community/discipline; and
• 40% for research and education combined, with a minimum of 10% for each, if it reflects the agreed performance development plan of the candidate.

All candidates should:

• consider the weighting of their case carefully and seek advice from their performance supervisor, associate deans and head of unit before finally determining the balance;
• choose weightings that strengthen their case in relation to achievements and reflect the assessments made annually as part of the Performance Development Process: Academic Staff and also the faculty’s expectations as set out in the academic performance standards for the level to which promotion is sought;
• ensure that they provide a thorough description and supporting evidence of the relevant achievements in all areas of academic activity regardless of the weighting attached;
• make the final decision regarding the allocation of weightings; and
• be aware that promotion committees will focus on the quality and impact of achievement in the three areas of academic activity rather than the relative time spent on each.

1B Referees and Assessors

Candidates should be careful when choosing referees and take into account the prospective referees’ seniority, standing, familiarity with the candidate’s work and capacity to make an objective evaluation. Candidates may wish to take advice from their performance supervisor or head of unit.

Candidates applying for promotion must have the following referee and assessor reports:

• for senior lecturer (level C), four referee reports;
• for associate professor/reader (level D), two referee reports and four assessor reports (maximum of one referee report from Monash and minimum of one assessor report from outside Australia*); and
• for professor (level E), three referee reports and four assessor reports (maximum of one referee report from Monash and a minimum of three assessor reports from outside Australia*).

*Assessors should be from outside Australia except where the most eminent scholars in a particular discipline are based in Australia, as determined by the relevant dean.

Referees and assessors will be asked to:

• provide an opinion drawn from their understanding of the achievements expected of an academic at the relevant level in their particular field, including whether the candidate’s work aligns with internationally recognised academic standards in that field;
• comment on the application submitted (in its entirety) and make an assessment of the candidate's achievements in a specific area of activity in the particular circumstances of the case;
• indicate the extent of their support for the candidate’s application; and
• for assessors, indicate whether the candidate would be promoted at their university or institution

Prior to completing the referee section of the application form, candidates should:

• contact referees to ascertain their willingness to provide a confidential written report;
• provide referees with a copy of their application for promotion and a copy of this procedure; and
• establish that the referees will be available to provide a written report prior to the promotion committee meeting.

Candidates must include in their application the name, postal address, fax number and business or institution email address of all referees. In addition, candidates must comment on each referee’s qualification to provide a report and the reason why each has been nominated.

The head of unit will write a comment on each of the referees selected by the candidate in the relevant sections of part 1B of the application form.

The faculty promotion coordinator and/or a representative of the promotion committee will make all reasonable efforts to contact the referees listed. Referee reports will be provided in English, unless prior arrangements are made with the faculty promotion coordinator.

If a candidate who is unsuccessful one year applies for promotion again the following year, he or she may use the referee report from the previous application. In this situation, the faculty promotion coordinator will contact the referee to provide her or him with the opportunity to update the original report.

Assessors (only for candidates applying for promotion to levels D and E)

Candidates applying for promotion to associate professor/ reader (level D) and professor (level E) should remind the head of unit and/or the dean of the requirement for the dean to nominate four assessors at the point where they confirm their intention to apply within two weeks of the opening round (refer to section 1).

In consultation with the head of unit, the dean will nominate four assessors for applications to associate professor/reader and professor.

The head of unit will then:

• contact each assessor to determine her or his willingness and availability to provide an assessment of the candidate;
• provide details to the faculty promotion coordinator; and
• record the details of the assessors on the candidates application form where indicated.

The faculty promotion coordinator will:

• be the contact point for communication with the assessor;
• provide assessors with a copy of the candidate’s application for promotion;
• provide assessors with relevant academic performance standards and promotion criteria;
• inform the assessor of their role and ensure that they understand they have been nominated by the University (as distinct from the candidate);
• send an assessor’s report form to the assessor to complete; and
• ask the assessor for their considered opinion on whether the candidate has met the criteria for promotion.

A candidate may object to the choice of any of the assessors by notifying the dean within seven working days of being notified of the assessors. Faculty promotion coordinators are to be copied into the notification to the dean. The dean, in consultation with the head of unit, will provide the names of one or more replacement assessors within seven working days. The dean or head of unit may discuss the proposed replacements with the candidate but the candidate may make no further objections to the selection.

1C Relevant personal circumstances

Candidates should ensure that their application for promotion clearly specifies any relevant circumstances that will facilitate an assessment of his or her achievements relative to opportunity. The promotion committee will evaluate relevant circumstances based on what the candidate has achieved given the opportunities available whilst ensuring that the indicators of quality and impact of achievements have been demonstrated. Candidates are not required to describe specific details about sensitive issues such as a medical illness. If it is important for specific details to be shared, a short and private discussion with the Chair of the committee will suffice.

Relevant personal circumstances may include:

• family responsibilities (for example child rearing, elder-care, illness of a partner or dependant);
• a temporary or permanent disability;
• relevant cultural expectations or circumstances;
• periods of part-time working; and/or
• absences due to ill-health or injury

Candidates who would like a promotion committee to take into account relevant personal circumstances should:

• indicate which relevant circumstance applies in the relevant section of the promotion application form; and
• emphasise the impact that these circumstances have had on their ability to achieve during the time period that is being considered in the application i.e. since the last promotion or appointment.

1D Curriculum vitae

Candidates must provide a summary of their curriculum vitae in no more than three pages in length using the template provided.

Part 2 - The case for promotion - achievements in research, education and service

A candidate’s case for promotion must include evidence of his or her achievements in the three academic areas of activity - research, education and service. The case for promotion must explain the quality and impact of the achievements claimed and must reference the academic performance standards both at the candidate’s current level (expected to be at or above “faculty expectation” level) and the level to which promotion is sought (expected to be at least at the minimum level).

Candidates who moved to Monash from the same level of appointment or higher, and who have not since been promoted pursuant to this procedure may include evidence of achievements from that level of appointment at the previous university or universities. Candidates may include achievements that pre-date their last appointment or promotion if they are still having a significant impact (for example a publication in a top journal that continues to be cited frequently).

Candidates must:

• record research, education and service achievements in the cells and tables provided in Part 2 of the Academic Promotion Application Form: Levels C-E;
• outline their plans for sustained high performance into the future (attaching their most recent performance development plan - optional).

The promotion committee will use this information to assess whether the candidate has met the criteria for promotion, taking into account the weighting allocated by the candidate for each of the areas.

A. Research

• list research outputs in chronological order (starting with the most recent), numbered and cited appropriately, including all authors and journal page numbers, where applicable, highlighting the top five research outputs;
• provide clear evidence of their contribution to the research output when they are not the single author, for example by indicating their contribution with a percentage figure;
• highlight the top five research outputs in terms of most significant impact in the area of research;
• list their achievements and publications only since appointment to Monash University or since their most recent successful application for promotion at Monash University;
• highlight any significant achievements of Higher Degree by Research students, e.g. prestigious appointments, major awards; and
• avoid unnecessary duplication but draw out particular facets or dimensions of their achievements under the relevant headings, for example as research supervision may also be regarded as a form of education, candidates may elect to include achievements in research supervision in either the research or education category but not in both.

B. Education

• summarise MonQueST and unit evaluations and provide a full set to the faculty promotion coordinator;
• outline teaching and unit improvement and innovation; and
• explain the impact of the teaching innovation or improvement.

C. Service

• summarise service achievements; and
• explain the impact of their service to the discipline, faculty / University or the community.

The candidate’s performance supervisor must write a report on the achievements recorded in each area of research, education and service, including a comment on the allocation of weighting given to each area and the candidate’s performance relative to the academic performance standards.
If the performance supervisor and head of unit is the same person, a statement to this effect should be included in the performance supervisor’s report.
The promotion committees will use this information to assess whether the candidate has met the criteria for promotion, taking into account the weighting allocated by the candidate for each of the areas.

Part 3 - Sign off

The candidate’s performance supervisor and head of unit must each indicate whether they feel that:

• the research, education and service weightings chosen by the candidate are appropriate; and
• there is a prima facie case for the application to be considered by the faculty promotion committee.

The head of unit may also provide comments on the case for promotion.

The candidate must:

• countersign this section of the application form to indicate that he or she has read the contents of the performance supervisor’s report and head of unit’s comments; and
• in the case of associate professor/reader and professor, indicate his or her intention to object to the assessors nominated by the dean.

Part 4 - Associate dean reports

All applications for promotion require the inclusion of the associate deans’ reports before they are submitted to a promotion committee. Candidates are required to submit their application to the faculty promotion coordinator by the promotion round closing date.

Candidates who are not located in a faculty should contact the Senior Adviser, Policy and Academic Promotion, Monash HR prior to submitting their application for assistance in obtaining the associate deans' reports.

Associate deans responsible for research and education in a faculty must provide a report on each candidate’s case for promotion that includes:

• an overview and assessment of the candidate's achievements in the relevant areas of academic activity;
• an assessment of the candidate’s achievements against the academic performance standards for both the candidate’s current level (expected to be at or above ‘faculty expectation’ level) and the level to which promotion is sought (expected to be at least at ‘minimum’ level); and
• faculty and University metrics or promotion case studies, where available.

The associate deans will complete the report after the academic promotion round has closed.

All candidates will have the opportunity to sight these reports before they are submitted with their application to the relevant promotion committee.

3. Academic promotion round closes

All promotion candidates must send their completed and signed application form and attachments to the faculty promotion coordinator by close of business on the promotion round closing date.

Alternatively, candidates who are not faculty based must send their applications for promotion to senior lecturer, associate professor or reader to the Deputy Vice-Chancellor (Education) or in the case of professor to the Vice-Chancellor.
Applications must be received by the close of business, on the round closing date.

Refer to the List of Faculty Promotion Coordinators for contact details.

4. Applications reviewed by promotion committees

Applications for promotion are assessed and decided by the following committees:

• for non-faculty based senior lecturer (level C) and associate professor/reader (level D) candidates, by the Committee for Academic Promotions and Appointments Levels B-E (CAPA), chaired by the Deputy Vice-Chancellor (Education);
• for faculty-based senior lecturer (level C) candidates, by the faculty’s Senior Lecturer Committee, chaired by the dean;
• for faculty-based associate professor or reader (level D) candidates, by the faculty’s Associate Professor Committee, chaired by the dean; and
• for all professor (level E) candidates, by the University’s Professorial Committee, chaired by the Vice-Chancellor.

The Committees have the power to co-opt additional staff members to the committee with expertise in the discipline area or academic focus of the applicant to provide additional context.

Candidates - New information

Candidates should be aware that the only new information which may be received by the promotion committees will be that which became available subsequent to the lodgement of their application. The nature of the new information is either to:

• clarify or update information alluded to in their application, for example the success of a grant application listed as ‘pending’; or
• provide new information about a fact or event that significantly strengthens their case for promotion, for example the receipt of an award or admission to a learned body or academy.

Candidates have an obligation to correct any information that may mislead the promotion committee if left uncorrected, for example informing the committee of the outcome of a grant application or manuscript submitted to a publisher or journal that has been accepted or rejected.

Promotion to professor

Interviews for promotion to professor

Candidates applying for promotion to professor may be interviewed by the University’s Professorial Promotion Committee at the Committee’s request. The purpose of the interview is to clarify information contained in the candidate’s application or statement of relevant personal circumstances and to allow candidates to present and defend their case for promotion. Candidates unable to attend an interview in person may be provided with an opportunity to be interviewed via an audio-conferencing or video-conferencing facility.

Report to the University Professorial Promotion Committee

Prior to the University Professorial Promotion Committee meeting, the dean must prepare a report addressing the candidate’s case in the three areas of academic activity. The report should also reference the relevant faculty’s academic performance standards. The dean will then discuss the report with the candidate and provide the candidate with a copy.

The candidate’s complete application and other documentation will be sent by the faculty promotion coordinator to the secretary of the University Professorial Promotion committee. The full documentation comprises:

• the completed application form with the head of unit report, performance supervisor’s report, associate deans of research and education reports and referee and assessor reports;
• the dean’s report addressing the candidate’s case for promotion; and
• a separate report prepared by the dean which ranks the candidates in terms of who has the best case for promotion.

The merit listing of recommended candidates does not bind the University Professorial Promotion Committee and is confidential. It is not provided at any stage to candidates, whether successful or unsuccessful.

Refer to the Staff Development Procedure - Academic Promotion Committees: Levels C-E for further information about the promotion committees and applicant assessment process.

5. Candidates notified of outcome

Promotion to senior lecturer or associate professor/reader

The chair of the relevant faculty committee or CAPA will inform candidates in writing of the decision of the promotion committee within seven working days of the final sitting day of the committee.

Copies of the letters are provided to the performance supervisor and head of unit. In cases where the candidate is from a campus with a pro vice-chancellor, a copy is provided to the pro vice-chancellor in addition to the performance supervisor and head of unit.

Promotion to professor

The chairperson of the University promotion committee will inform candidates in writing of the outcome of their applications within seven working days of the committee’s last sitting day. Copies of the letters are provided to the dean, the head of unit, the performance supervisor and the faculty promotion coordinator. In cases where the candidate is from a campus with a pro vice-chancellor, a copy is also provided to the pro vice-chancellor.

Unsuccessful candidates

Candidates not recommended for promotion will be provided with written advice outlining the areas that need strengthening before a future application is lodged. The chairperson of the committee or a representative appointed by the chairperson is encouraged to meet with the candidates individually to discuss this further.

It is suggested that candidates use this advice, in consultation with their performance supervisor, when revising their performance development plans. Unsuccessful candidates are unlikely to be successful in subsequent years unless they have addressed the recommendations outlined in the advice.

Conditional promotion

The promotion committee may make a conditional promotion decision where the committee believes that the candidate’s case for promotion is ‘borderline’ but that some specified achievements by the candidate before the next promotion round would lead to a clear case for promotion.

The committee must:

• precisely define the conditions to be met;
• communicate these clearly in writing to the candidate; and
• base the conditions on the appropriate metrics for the level of promotion (senior lecturer, associate professor/reader, professor).

If the candidate does not meet the specified promotion conditions before 1 May in the following year, and wishes to reapply for promotion, the candidate will be required to submit a new application for promotion.
If the candidate succeeds in meeting the specified conditions before 1 May in the following year, a written recommendation must be submitted to the chairperson of the committee that the candidate be promoted. The written recommendation must come from the:

• head of unit of a candidate applying for promotion to senior lecturer; or
• dean for candidates applying for promotion to associate professor/reader or professor.

The decision of the chairperson of the promotion committee is final and there is no appeal process.

Rehearing

Candidates not recommended for promotion may lodge an application for a rehearing on the basis that there has been a procedural irregularity resulting in material disadvantage. Candidates should seek the advice of the chairperson of the committee, the dean, or both before lodging an application for a rehearing. Candidates who choose to lodge an appeal for a rehearing must do so within seven days of being notified of the decision. Candidates may not appeal based on the following grounds:

• the academic merits of a case for promotion;
• judgment of the Committee; and
• feedback sessions with the chairperson or nominee after the candidate has been notified of the outcome.

For further information on the rehearing process refer to the Staff Development Procedure - Academic Promotion Rehearing Process Levels B-E

Responsibility

Vice-Chancellor: as the chairperson of the University Professorial Promotion Committee, the Vice-Chancellor is responsible for ensuring that the committee members carry out a fair, confidential and objective assessment of applications for promotion.

Deputy Vice-Chancellor (Education): responsible for educational activities and projects within the University including the oversight of the academic promotion process.  As the chairperson of CAPA, the Deputy-Vice-Chancellor (Education) is responsible for ensuring that the committee members carry out a fair, confidential and objective assessment of applications for promotion.

Dean: as the chairperson of the Faculty Senior Lecturer Promotion Committee and the Faculty Associate Professor Promotion Committee, the dean is responsible for ensuring that committee members carry out a fair, confidential and objective assessment of applications for promotion. The dean is also required to provide a written report to the University Professorial Promotion Committee addressing each professorial candidate's case for promotion.

Associate Deans: the associate deans responsible for education and research in a faculty are required to provide a report on the candidate's case for promotion in the relevant area of academic activity. Where the associate dean is not a voting member on a promotion committee, she or he may be invited to attend the committee to speak to that report.

Head of Unit and Performance Supervisor: the candidate's performance supervisor and head of unit are required to each provide a report that forms part of the academic promotion application form. If there are no heads of unit within the faculty, a deputy dean or equivalent may be delegated the head of unit's responsibilities for the academic promotion process.

Candidate: is responsible for complying with the requirements of this procedure and providing timely and accurate information to the performance supervisor, head of unit, faculty promotion coordinator and promotion committees.

Related procedures

• Staff Development Procedure - Academic Promotion for Candidates Level B
• Staff Development Procedure - Academic Promotion Committees Levels C-E
• Staff Development Procedure - Academic Promotion Rehearing Process Levels B-E
• Staff Development Procedure -Performance Development Process: Academic Staff
• Staff Development Procedure - Research-Only Academic Staff - Advancement to a Higher Research Level
• Recruitment, Selection and Appointment Procedure - Same-level appointment of existing staff to an Education-focused academic role
• Recruitment, Selection and Appointment Procedure - Recruitment of staff to an Education-focused academic role

Related documents

• Academic performance standards
• Academic promotions website
• How to prepare relevant personal circumstances
• Academic Promotion Guidelines for Education-focused Candidates Levels B - E
• Monash Quality Unit
• List of Faculty Promotion Coordinators

Forms

• Academic Promotion Application: Levels C-E form [Word]