This policy enables RMIT to offer promotion opportunities to academic staff.
|Policy category||Talent & Culture|
|Effective date||12 January 2005|
|Review date||1 December 2019|
|Owner||Chief Operating Officer|
|Author||Executive Director, Human Resources|
The intent of this policy is 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
- enable academics to make an application for promotion by providing clear information responding to the criteria against which promotion applications are considered
- recognise a broad definition of academic contribution that allows for flexibility in career paths
- enable academic staff to apply for promotion by providing clear information responding to the criteria against which promotion applications are considered
- provide an avenue for staff to have promotion decisions reviewed.
This policy covers continuing or fixed term academic staff who have had 12 months continuous service at RMIT and who meet the prescribed eligibility requirements for academic promotion.
Vocational education teachers and professional staff cannot be promoted to an academic position through this process.
4.1. RMIT values a fair and transparent academic staff promotion process that is based on merit and equity.
4.2. All materials and deliberations relating to academic promotion applications will be treated in the strictest confidence by all participants in the promotions process.
4.3. Panel members shall not discuss applications, recommendations and deliberations outside of panel meetings.
4.4. Academic Promotion Panels will strive for gender balance and diversity in their composition.
4.5. Opportunities for academic promotion will be available to staff that are on parental and carer leave (paid and unpaid), long service leave, other long-term leave arrangements or career breaks.
5.1. The Academic Staff Promotion round 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.
5.2. 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.
5.3. Applicants may apply for promotion only to the level immediately above their substantive classification.
5.4. Except with the approval of the relevant PVC/DVC/President (or nominee), academic staff are excluded from applying for promotion in the year immediately following an unsuccessful application.
5.5. 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.
6.1. The criteria for promotion are provided in the Academic Promotion Criteria Instruction.
6.2. Promotion panels will be trained in equal employment principles.
6.3. Level A to B
a) The process for staff at level A eligible for promotion to level B is detailed in the Promotion of Academic Staff from Level A to Level B Procedure.
6.4. Level C and above
a) 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 domains selected and evidence of the applicant’s record of academic achievement
• referee reports
• any applicable reports
• a report from the relevant HoS/Dean or, if there is no HoS/Dean, the Manager
• the applicant's response to the HoS/Dean/Manager report (optional)
• external assessor reports (reports provided to panel ‘in confidence’ for applicants applying for promotion to level D or E only)
b) Following the assessment, Promotion Panels will make recommendations through the University Academic Promotion Committee (UAPC) and will be approved by the Deputy Vice-Chancellor Education.
c) Successful applicants will be titled according to RMIT Position Title Instruction.
d) Applicants to level C and above are advised of the outcome of their application in a letter. PVC/DVC/President (or nominee) and HoS/Deans or, if there is no HoS/Dean, the Manager will be notified of outcomes within their areas.
e) 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.
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.
- Academic Promotion from Level A to Level B Procedure
- Academic Promotion from Level A to B Instruction
- Academic Promotion from Level C – E Procedure
- Academic Promotion Appeal Procedure
- Academic Promotion Criteria Instruction
- Composition of Promotion Panels Instruction
- Out-of-round Academic Promotion Procedure
- UAPC Terms of Reference
Staff login is required for all procedures and resources.
|Version||Approval date||Effective date||Summary of changes||Approval authority|
|1.10||15 May 2018||7 June 2018||Minor amendment||COO|
|1.11||28 April 2019||29 April 2019||Minor amendment and alignment to Policy Governance Framework||COO|
- RMIT Position Title Instruction (PDF 132 KB) [staff login]