1. Purpose

1.1 This policy demonstrates the University’s commitment to academic excellence by setting out the principles for recognising and rewarding sustained academic performance and achievement through promotion.

1.2 This policy must be read in conjunction with the linked Academic Promotion – Procedures.

2. Scope and application

2.1 This policy applies to full-time and fractional academic staff.

3. Definitions

3.1 Refer to the University’s Glossary of Terms for definitions as they specifically relate to policy documents.

4. Policy Statement

4.1 The University aims to be recognised, nationally and internationally, for excellence in teaching, research and engagement. To achieve such excellence, it is essential that the performance and achievements of the University’s academic staff are of high quality. To attract, develop, motivate and retain high quality staff, it is important to recognise and reward their academic performance and achievements. Promotion is a very significant way of recognising and rewarding sustained academic excellence.

4.2 Access to promotion also:

(a) provides a positive framework within which academic staff can systematically reflect on their careers and development and achieve their professional aspirations;

(b) ensures all academic staff are clear about what the University values in relation to academic work and the standards of performance expected at each classification level;

(c) encourages alignment between the work of individual academic staff and the University strategy and work area priorities; and

(d) ensures that performance and other achievements, developed in accordance with the Academic Performance Standards Framework and through discussions with staff, and articulated through the Performance and Development Planning process, are recognised, rewarded and contribute to the achievement of the University’s strategic priorities.

5. Principles

5.1 Principles of Academic Promotion

5.1.1 The University commits to a fair and consistent academic promotion process based on the principles of equal opportunity, merit-based determinations and assessment of achievement relative to opportunity, acknowledging the diversity of contexts across different academic disciplines and individual career paths.

5.1.2 Applicants are assessed individually against the merit criteria and not on a comparative basis with other individuals.

5.1.3 The University does not set quotas on the number of staff approved for academic promotion.

5.1.4 There is a call for applications for promotion each year.

5.1.5 Academic staff can be promoted from Levels A to B (Associate Lecturer to Lecturer), B to C (Lecturer to Senior Lecturer), C to D (Senior Lecturer to Associate Professor), and D to E (Associate Professor to Professor).

5.1.6 There are three areas of performance and achievement in academic work – teaching, research, and engagement, and each area is reviewed in light of the percentage agreed work allocation.

5.2 Merit

5.2.1 Academic promotion is based on the merit of the case presented, in accordance with the Academic Performance Standards Framework. To be promoted, an applicant must demonstrate sustained academic performance and achievement, commensurate with the level to which they are applying in the two highest weighted work allocations and at a satisfactory level in other areas if applicable.

5.2.2 For an application to Level E (Professor), the quality and impact of an applicant’s academic work throughout their career are considered, however, significant contributions to the development and standing of the University must also be evident.

5.3 Eligibility

5.3.1 To be eligible to apply for promotion, an academic staff member must have:

(a) a current academic appointment, including staff on fixed-term contracts and probation; and

(b) been employed by the University in an ongoing or fixed-term academic position continuously from March in the year prior to application.

5.3.2 When an academic staff member has applied unsuccessfully for promotion, they are not eligible to apply again in the year following the unsuccessful application.

6. Authorities and responsibilities

6.1 As the Approval Authority, Vice-Chancellor and President approves this policy in accordance with the University of the Sunshine Coast Act 1998 (Qld).

6.2 As the Responsible Executive Member the Vice-Chancellor and President can approve procedures and guidelines to operationalise this policy. All procedures and guidelines must be compatible with the provisions of this policy.

6.3 As the Designated Officer the Deputy Vice-Chancellor (Academic) can approve associated documents to support the application of this policy. All associated documents must be compatible with the provisions of the policy.

6.4 This policy operates from the last amended date, with all previous iterations of policy on academic promotion are replaced and no longer operating from this date.

6.5 All records relating to academic promotion must be stored and managed in accordance with the Records Management - Procedures.

6.6 This policy must be maintained in accordance with the University Policy Documents – Procedures and reviewed on shortened annual policy review cycle.

6.7 Any exception to this policy to enable a more appropriate result must be approved in accordance with the University Policy Documents – Procedures prior to deviation from the policy.

6.8 Refer to Schedule C of the Delegations Manual in relation to the approved delegations detailed within this policy.

6.9 The following authorities are delegated under this policy and associated procedures:

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