Applicant Process


Step 1
All staff are strongly encouraged to seek advice and guidance from their Head of School before submitting an application for promotion. This should also be discussed as part of any ongoing appraisals, or performance feedback.
Step 2
All staff are also strongly encouraged to attend one of the Academic Promotions Clinics offered to eligible staff prior to submitting an application.  These clinics are delivered prior to the closing date of the Scheme and eligible applicants will be notified of the relevant dates.
 Step 3
Applicants must show clearly and unambiguously in the Applicant Statement and Academic CV how they exceed the School’s academic standards for their current grade (or where under performance in one area can be compensated for through exceptionality in another) and meet the Academic Profile for which they are applying. Both completed documents must be submitted. 

Key Points to note

Where the opportunity for teaching or research/scholarly activity is limited by reason of circumstance or the mission of the applicant’s unit, the Committee will expect evidence of an appropriately higher profile in other areas.  If the award of a prestigious research or teaching fellowship limits the opportunity to contribute to all areas of work, then the Committee will expect evidence of an appropriately higher profile in the area of the award.

Applicants are asked to include a clear summary of developments and achievements since appointment, previous promotion, or application.  They should also draw attention to any personal circumstances that have impacted on their performance and complete Section 1 in the Applicant Statement. This statement should make reference to the relevant issue(s), make specific reference to the criteria for promotion that have been impacted and also provide evidence of this impact wherever possible.

Specific issues that might have an impact on the application could include:

-      absences for maternity, paternity, parental or adoption leave and arrangements on return to work following these periods;

-      part-time or other flexible working arrangements;

-      periods of absence or flexible working arrangements or limitations arising from a disability, ill-health or injury;

-      career breaks;

-      personal, family, or other non-academic circumstances that have restricted or delayed the applicant’s professional career;

-      secondments and previous employment.

The effective date for promotion is 1st August 2018.  Promoted staff will be expected to assume leadership roles within their Schools appropriate to their new grade at the earliest opportunity following the effective date of their promotion.

Promotion involving a substantive grade change will result in financial advancement except for Clinical Academics whose promotion will result in a change in title.

Equality and Diversity

In accordance with the University’s Equality and Diversity Policy, the University is committed to the promotion of equality of opportunity and to creating and sustaining an environment that values and celebrates the diversity of its staff.  The procedures used by the University for Promotion are intended to be open, fair, equitable and based on merit.

This Scheme applies equally to full-time and part-time staff.  The University recognises that there may be individual circumstances which have impacted on an individual’s performance as judged against the promotion criteria. Each Committee will give due consideration to any of the above individual circumstances when making their evaluation of an individual promotion application.  Whilst all staff are required to meet the University’s quality criteria, a reduction in the quantity will be considered in light of individual circumstances assessed on an appropriate basis having regard to the quality of outcomes and the nature and duration of the absence. 

Specific issues that might have an impact on the application could include:

-       absences for maternity, paternity, parental or adoption leave;

-       part-time working;

-       periods of absence  arising from  ill-health or injury;

-       career breaks;

-       personal, family, or other non-academic circumstances that have impacted on work for a sustained period;

-       secondments and previous employment.

Applicants must outline clearly in their Applicant Statement the impact of those particular factors on their performance. 

Each case will be considered on its own merit and without precedent, as any single equality issue could impact individuals in a variety of ways depending on their particular circumstances.

The University recognises that females are under-represented at Professor and Readership grade and therefore aims to encourage female academics to apply for promotion.

The process will be treated in the strictest confidence and outcomes will be provided to all applicants as soon as possible following the Central Promotions Committee.

There are no financial constraints or quotas for the numbers promoted in any given exercise.


For promotion to Professorship or Readership, applicants will be required to:

(i)     Provide the names and addresses (this must include the email address) of three external referees capable of commenting on their academic profile.  In order to
        assess the international reputation of an applicant it would normally be expected that one referee should be from outside UK institutions.  However it is recognised
        that this may not be appropriate for all disciplines.
(ii)    Normally no more than one of the applicant’s collaborative researchers may be named as a referee.
(iii)   Applicants must secure permission for the provision of reports from referees and that they will be able to do so within the timeframe of the exercise.
(iv)   Referees drawn from outside UK Institutions must indicate their precise rank i.e. Assistant, Associate or full Professor.  For non-academic institutions a clear
        description of their status must be provided.

Heads of School are required to nominate three further external referees with relevant subject expertise and inform the applicant of those nominated. The Head of School must prioritise the referees’ lists and the top two ranked references from each list will be called for consideration by the appropriate Faculty Promotions Committee. The Central Promotions Committee may take up the two remaining references, via Human Resources, if the Faculty Committee has not already done so.

Review Process

At this stage, if an unsuccessful applicant considers a procedural defect exists or can offer some other substantive reason, he/she may submit a request for a review.  This request should be made, in writing, by Monday 11 June 2018 at 4.00 pm to the Director of Human Resources and should set out in detail the specific and substantive reasons for a review. 

The Director of Human Resources will ensure the matter is brought before the Central Promotions Review Committee.  Information which was not provided in the original application will not be considered and it is the responsibility, therefore, of every member of staff to ensure that the original submission is complete.