Guide to Grading and progression/promotion for staff in the Education and Scholarship job family
Appointment at Grade F: Lecturer (Education and Scholarship)
New appointments may be as Lecturer (Education and Scholarship) (grade F) subject to:
- an assessment by the College of the requirements of the role; and
- funding approval and the approval of the line managing Deputy Vice-Chancellor via the SR1 process.
The expectations of staff at these levels are summarised in the role profile for Lecturer (Education and Scholarship). The preferred applicant must satisfy the requirements of the Education and Scholarship Career Path for appointment to Lecturer - including HEA recognition at the appropriate level – for this post and will be evidenced by an application and interview process as part of the University’s agreed recruitment and selection procedure.
Progression to Grade G Senior Lecturer (Education and Scholarship)
There is no provision for the automatic progression of Lecturers to Senior Lecturer, but there may be circumstances where such progression is appropriate. Colleges are advised to seek advice from the Human Resources Business Partner for the College before making a submission.
Note: while the Education and Scholarship Career Path is comparable to the Professional Development Programme (PDP) for Lecturers in the Education and Research job family, there are some significant differences. Lecturers (Education and Research) have a period of up to 5 years to satisfy the PDP requirements leading to promotion to Senior Lecturer (Education and Research). Some Lecturers (Education and Scholarship) achieve these targets in less than five years and it is anticipated that an ambitious, well motivated Lecturer (Education and Scholarship) could do likewise. However such promotion will not occur automatically after successful completion of probation (ie after one year) for Lecturers in the Education and Scholarship job family.
The Associate Dean for Education should carry out an initial assessment, supported by the Academic Lead and the HRBP for the College, of whether
(a) there is an ongoing need in the College for work at Senior Lecturer level (as summarise in the Role Profile for Senior Lecturer (Education and Scholarship); and
(b) the member of staff is ready for progression and that their skills and competences can be evidenced against the appropriate promotion criteria for staff in the Education and Scholarship Job Family, including the requirement for HEA recognition at the relevant level.
If the Associate Dean for Education is satisfied then a written submission should be made using form PD127b to include evidence against the listed criteria. Lecturers should use the right hand column to give appropriate evidence of their achievements against the criteria listed. The form will then be submitted to the College Dean.
If the College Dean is satisfied that there is a case for considering promotion the form should then be submitted to the HR Business Partner for the College for consideration by the Vice-Chancellor’s Executive Group.
If the Dean is unable to support the application, they should explain their reasons to the member of staff who has the right to make a personal submission.
The HR Business Partner for the College will arrange for the form to be considered by the Vice-Chancellor’s Executive Group.
If the Vice-Chancellor’s Executive Group is satisfied that the member of staff should progress to grade G, the employee will be promoted with effect from the 1st of the month following the date on which the Dean has submitted the case to the Human Resources Business Partner.
The University’s equality and diversity standards requires that appointment and promotion decisions be made on merit and free from discrimination, as required by the Equality Act. Consequently, the agreed assessment criteria should be fully and fairly applied when considering promotion applications (the University may be challenged to justify that selection/promotion decisions were made on objective criteria.)
As part of its equality and diversity programme, the University has committed to a number of employment targets to increase the percentage of women in senior academic roles and to increase the percentage of Black Minority Ethnic staff in academic roles. In addition, the University has adopted the Athena SWAN commitment to establish excellent employment practices for women, through appropriate recruitment (at all levels of seniority) and career development strategies, in science, technology, engineering, mathematics and medicine and across the entire University.