This policy enables RMIT to offer promotion opportunities to academic staff.
This policy provides promotion pathways for RMIT University to recognise and reward the achievements of academic staff who demonstrate:
- sustained excellence in performance across the domains of academic activity outlined in the RMIT University Enterprise Agreement 2018
- ongoing and positive contribution to the achievement of RMIT’s vision and strategic goals
- workplace behaviours that reflect the RMIT values, equity principles and ethical standards
The policy provides the framework and principles underpinning the promotion of eligible academic staff by:
- ensuring an effective and efficient process which is fair and equitable
- providing a single, annual promotions cycle with the flexibility of out-of-round promotions when required
- recognising a broad definition of academic contribution that allows for diversity in talents and achievement, and flexibility in career paths
- providing clear information responding to the criteria against which promotion applications are considered
- providing an avenue for staff to have promotion decisions reviewed
- fostering a culture of performance excellence
This policy applies to full-time, part-time, continuing or fixed term academic staff employed by RMIT University in Melbourne and Vietnam who meet the prescribed eligibility requirements for academic promotion.
This policy does not apply to casual academic staff, vocational educational or professional staff.
4.1. RMIT commits to a fair, transparent and consistent promotions framework.
4.2. The promotions framework is based on:
a) objective determinations, with decisions based on evidence of merit and impact
b) equal promotion opportunity for all staff that does not discriminate on the grounds of gender, pregnancy, ethnicity, marital status, disability, sexual preference, transgender status, political or religious beliefs, or age
c) due recognition of the diversity of academic roles, practice and career trajectories
d) assessment of Achievement Relative to Opportunity through consideration of fractional appointments and other work circumstances, personal circumstances, or both
e) alignment with the RMIT strategy.
4.3. RMIT will ensure information to support applicants for academic promotion is clear, current and relevant.
5.1. Opportunity for academic promotion will be:
a) available for applicants to level B at any time
b) run annually for academic levels C, D and E and structured to enable the announcement of promotions effective as of 1 January of the following year
c) permitted outside of the scheduled promotion round only in exceptional circumstances.
5.2. Unless an exemption has been granted under the relevant procedure, academic staff will not be eligible to apply for promotion in the year immediately following an unsuccessful application.
5.3. Promotion determinations are made to the level immediately above the applicant’s substantive classification.
5.4. In exceptional circumstances the Vice-Chancellor may determine that it is in the best interests of RMIT for promotion to a higher level to be considered.
7.1. The Deputy Vice-Chancellor Education is responsible for:
a) constituting the membership of all Academic Promotion Committees
b) approving promotion recommendations put forward by the University Academic Promotion Committee.
7.2. The Chief People Officer is responsible for:
a) approving procedures for academic promotion to levels B, C, D and E
b) the provision of training in equal employment principles for all promotion committee members.
7.3. The University Academic Promotion Committee (UAPC) is responsible for:
a) monitoring the promotion process with a view to ensuring fairness and compliance with the application of the policy and procedures
b) analysing the promotion process with regard to academic quality standards and equal opportunity, including reviewing diversity of participation and achievement
c) reviewing the promotion recommendations from the promotion committees and moderators
d) reviewing this policy and related procedures as required and recommending any necessary changes to Academic Board.
7.4. Deputy Vice-Chancellors (or their nominated delegates) are responsible for reviewing and approving/denying requests from academic staff who wish to apply for promotion in the year immediately following an unsuccessful application.
|Version||Approval date||Effective date||Summary of changes||Approval authority|
|1.0||15 May 2020||18 May 2020||New policy||Academic Board|
|Effective period||Document title||Register reference|
|29/04/2019 to 17/05/2020||Academic Staff Promotion Policy||POL/2006/00007[V5]|
|07/06/2018 to 17/05/2020||Academic Promotion from Level A to Level B Procedure||POL/2008/00593[V3]|
|29/04/2019 to 17/05/2020||Academic Promotion to Level C - E Procedure||POL/2008/00022[V8]|
|29/04/2019 to 17/05/2020||Academic Promotion Appeal Procedure||POL/2008/00024[V5]|
|07/06/2018 to 17/05/2020||Out-of-Round Academic Promotion Procedure||POL/2012/00058[V4]|
|29/04/2019 to 17/05/2020||UAPC Terms of Reference||POL/2018/00016[V2]|
|29/04/2019 to 17/05/2020||Academic Promotion Criteria Instruction||POL/2008/00017[V6]|
|29/04/2019 to 17/05/2020||Composition of Promotion Panels Instruction||POL/2008/00021[V6]|
|15/01/2015 to 17/05/2020||Applicants for Academic Promotion from Level A to Level B Instruction||POL/2011/00016[V2]|