Academic Promotion Procedure
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- Academic Promotions
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- Email: academicpromotions@cardiff.ac.uk
1. Eligibility
1.1. Academic promotion enables advancement to Senior Lecturer, Reader and Personal Chair (Professor) for staff on the Teaching and Research and Teaching and Scholarship career pathways and to Senior Research Fellow, Principal Research Fellow and Professorial Research Fellow for staff on the Research career pathway.
1.2. All academic staff on the Teaching and Research, Teaching and Scholarship and Research career pathways (including clinical equivalents) are eligible to apply.
1.3. Clinical staff are eligible to apply for academic promotion. Clinical staff will be assessed on their academic contribution to the University at the same quality threshold as non-clinical staff. This may be informed by the translation of clinical practice to academic activity. Adjustments for sessional commitments will be made in assessing the volume of outputs. Details of sessional commitments to both the University and the relevant Trust should be outlined in the application. Clinical duties will be considered only when undertaken for the University and connected to academic work.
1.4. Applicants are only eligible for promotion within their existing career pathway. Staff wishing to move between career pathways should refer to the Procedure for a Change of Career Pathway. Occasionally, it may be appropriate for a member of professional services staff to move to an academic career pathway. The titles awarded through academic promotion are recognition of the holder’s academic standing. Professional services staff applying for a change of career pathway must also demonstrate their academic standing through the academic promotions process for these titles to be awarded.
1.5. Staff who have moved career pathways for a time-limited period (e.g. to take up a research fellowship) should apply on the basis of their substantive role and career pathway. In assessing the application, consideration will be given to the impact of the temporary career pathway change on the profile of evidence presented. Any award will be applied to both the substantive and time-limited posts.
1.6. Staff subject to probation are eligible to apply for academic promotion. To be successful, applicants will need to meet the criteria at the level applied for.
1.7. Staff are encouraged to apply for academic promotion when they meet the criteria for each level. It is expected that staff will progress sequentially through each career stage (e.g. from Lecturer to Senior Lecturer). Promotion to a level higher than the next career stage (e.g. from Lecturer to Reader) may be awarded where applicants clearly demonstrate significant evidence of the appropriate level of performance which is likely to be sustained.
1.8. A member of staff subject to a formal warning is not eligible to apply for academic promotion in the 12 months from the date of that warning. If at any time during the promotion process a member of staff is subject to a disciplinary investigation, the promotion process will be paused pending the outcome of the investigation.
2. Equity, Diversity, Inclusion and Anti-racism
2.1. Cardiff University is committed to supporting, developing and promoting equity, diversity, inclusion and anti-racism in all its practices and activities and aims to establish an inclusive culture free from discrimination and based upon the values of dignity, courtesy and respect. We are committed to eliminating discrimination and advancing equity on the grounds of age, disability, gender, gender identity, marriage and civil partnership, pregnancy and maternity, race, religion or belief (including lack of belief), sexual orientation and Welsh language and to fostering good relations between different groups. The University values diversity and recognises that the institution is greatly enhanced by the disparate range of backgrounds, experiences, views, beliefs and cultures represented within its staff and student populations. The institution aims to embrace diversity in all its activities and proudly acknowledges that variety and difference are intrinsic to the wellbeing and future development of our University.
2.2. In Higher Education, staff who are female, from an ethnic minority background or who have a disability are underrepresented in senior academic roles. Underrepresentation is often greatest among staff who share more than one of these protected characteristics (intersectionality). Staff who identify with these groups are particularly encouraged to apply. The composition of Academic Promotions Committee, School and College Promotion Panels will, wherever practicable, be representative of the wider academic community in respect of career pathways and protected characteristics. Equity, diversity and inclusion data will be anonymously reported to Academic Promotions Committee on the conclusion of each promotions round, and to other bodies as appropriate. This will be used to monitor the fairness of the scheme and inform future developments.
3. Individual circumstances
3.1. The Academic Promotion Procedure applies equally to all eligible staff. This includes staff on both open-ended, open-ended with relevant factor and fixed-term contracts. An applicant’s contractual arrangements (e.g. full-time, part-time, job-sharing, clinical responsibilities) and any personal, familial or non-academic circumstances that may have impacted an applicant's professional career will be taken into account in assessing the volume of activity. While there shall be no dilution in quality, account will be taken of the quantity of work.
3.2. Applicants are encouraged to disclose in their application any factors that have affected their career profile. These factors may include, but are not limited to:
- flexible working arrangements (e.g. part-time working, career breaks, semester/ term-time working, job-sharing)
- pregnancy, maternity leave, paternity/ partner leave, shared parental leave, adoption and surrogacy, special guardianship, caring responsibilities
- disability, ill health or injury
- mental health circumstances
- impact of transition for the trans and non-binary community
- personal, familial, or other non-academic circumstances that have restricted or delayed the applicant's professional career
3.3. Applicants preferring to keep specific details of such factors confidential should focus on their impact. Retrospective disclosures will not be considered, unless circumstances come to light which were not known by the applicant at the time of submission. This information will be used to inform the academic promotions process only and will not be used for any other purpose including as a disclosure to inform or update staff records.
4. Responsible research assessment
4.1. Cardiff University is a signatory to the San Francisco Declaration on Research Assessment (DORA), which means that in recruitment and promotion decisions we evaluate applicants on the quality of their research, not journal-based metrics or the identity of the journal/ output in which the research is published. More information is available on the University’s webpages on responsible research assessment.
4.2. In assessing research outputs, while there will be a balance between quality and quantity, priority will be given to the quality of outputs. We will assess research outputs primarily through peer review. The scientific content of a paper is more important than publication metrics or the reputation of the journal. We will consider the value and impact of all research outputs (including datasets and software) and be attentive to a broad range of impact measures, including qualitative indicators of research impact, such as influence on policy and practice. Similarly, collaboration, partnership and interdisciplinary working is encouraged as an integral part of building a positive research culture.
5. Application process
Appendix 2 illustrates the main stages of the academic promotions process. These are described in more detail below.
5.1. Discussion with Head of School
.1. Applicants are encouraged to discuss their application with their line manager and Head of School (if different) prior to submission.
.2. Academic promotion exists within a wider framework of support for personal and professional development. Wider support for academic and career development is encouraged prior to submission as part of an ongoing, supportive working environment and it is expected that colleagues will have a formal opportunity to discuss their academic and career development as part of their annual Performance Development Review (PDR).
5.2. Application submission
.1. Applications must be submitted to academicpromotions@cardiff.ac.uk by Friday 30 January 2026. Applications will be accepted after the deadline only in exceptional circumstances and with prior agreement from the Chair of the Academic Promotions Committee. Achievements that post-date the application deadline cannot subsequently be taken into account.
.2. Applications must be submitted using the application form and accompanied by an academic CV. CVs must be no more than 5 A4 pages. Applications are welcome in Welsh or English.
.3. Academic careers take many forms and prior roles will inevitably provide a wealth of diverse knowledge, skills and experience that shape your current practice. The assessment of applications will be based primarily on your contributions since appointment to your current role (or since submission of your last successful promotion application). You are therefore encouraged to focus on your most recent achievements. Industry, professional practice and other experience gained beyond academia are valued and recognised in terms of how this experience is applied within your current role.
5.3. School Promotions Panel
.1. School Promotions Panel will review each application against the criteria and decide whether to recommend promotion. Head of School or nominee to write a report summarising the School Promotions Panel’s evidence-based assessment of the case. School Promotions Panel may recommend promotion to a level either above or below the level applied for where they consider it appropriate to do so based on their evidence-based assessment against the criteria.
.2. Applicants will be given the opportunity to amend their application where this is necessary to ensure technical compliance with the procedure.
.3. Head of School or nominee will share their report with the applicant. Where an application is believed to be premature, in addition to sharing the report, the Head of School or nominee will meet with the applicant for a future-focused discussion to provide advice and guidance on future development. Applicants can request their case be considered by their College Promotions Panel or Academic Promotions Committee (as appropriate) irrespective of whether the School Promotions Panel is supportive of the case.
.4. Applications for promotion to Senior Lecturer or Senior Research Fellow will be referred to the College Promotions Panel (see section 5.4). Applications for promotion to Reader, Personal Chair, Principal Research Fellow or Professorial Research Fellow will be referred to the University Academic Promotions Committee (see section 5.5).
5.4. College Promotions Panel (for applications for promotion to Senior Lecturer or Senior Research Fellow)
.1. College Promotions Panel will review all applications for Senior Lecturer and Senior Research Fellow and decide final outcomes.
.2. Unsuccessful applicants will be provided with written feedback as outlined in section 7. Unsuccessful applicants are entitled to appeal as outlined in section 8.
.3. College Promotions Panels will refer a case to Academic Promotions Committee where it considers promotion to a level higher than Senior Lecturer or Senior Research Fellow is appropriate. College Promotion Panels will not consider applications for promotion to Reader, Personal Chair (Professor), Principal Research Fellow and Professorial Research Fellow.
5.5. Academic Promotions Committee (for applications for promotion to Reader, Personal Chair (Professor), Principal Research Fellow and Professorial Research Fellow
.1. Academic Promotions Committee will review all applications for Reader, Personal Chair (Professor), Principal Research Fellow and Professorial Research Fellow and decide whether a prima facie case has been made.
.2. Where the Academic Promotions Committee decide a prima facie case has been made, external assessments to be invited as outlined in section 6.
.3. On receipt of external assessments, Academic Promotions Committee will review cases in light of all the evidence and decide final outcomes.
.4. Where the Academic Promotions Committee decide a prima facie case has not been made, applicants will be informed that their case has been unsuccessful.
.5. Unsuccessful applicants will be provided with feedback as outlined in section 7. Unsuccessful applicants are entitled to appeal as outlined in section 8.
.6. Academic Promotions Committee may award promotion to a level below or above the level applied for where it considers it appropriate to do so based on their evidence-based assessment against the criteria.
.7. Academic Promotions Committee will monitor decisions made by College Promotions Panels to ensure consistency and equity of outcomes by career pathways and also equity, diversity and inclusion protected characteristics.
6. External assessment
6.1. External assessment is invited for applications for promotion to Reader, Personal Chair (Professor), Principal Research Fellow and Professorial Research Fellow where the Academic Promotions Committee decide that a prima facie case has been made.
6.2. External assessment will be invited as follows:
| Level | Assessors | Referees |
|---|---|---|
| Reader/ Principal Research Fellow | 1 | 1 |
| Professor/ Professorial Research Fellow | 2 | 1 |
6.3. External assessment is undertaken by assessors and referees. Assessors and referees should be professors, or of professorial standing, familiar with the general standards for promotion within UK universities. Exceptionally, assessors and referees may be chosen from other types of institution. Assessors and referees must not be currently employed by Cardiff University.
6.4. Assessors
.1. Assessors are nominated by the University. Assessors should not be directly associated with the applicant or their work (e.g. a co-author, co-editor, co-grant holder, former supervisor, external examiner, personal friend).
6.5. Referees
.2. Referees are nominated by the applicant. Referees may include, but are not limited to, co-grant holders, co-authors, supervisors and academic collaborators.
6.6. All applicants for promotion to Reader, Personal Chair (Professor), Principal Research Fellow and Professorial Research Fellow must nominate one referee to be contacted should Academic Promotions Committee decide a prima facie case has been made.
7. Feedback
7.1. The Head of School will share their report with the applicant. Where the School Promotions Panel believes an application to be premature, in addition to sharing the report, the Head of School or nominee will meet with the applicant for a future-focused discussion to provide advice and guidance on future development.
7.2. Unsuccessful applicants will be provided with written feedback outlining the reasons for the decision, including those criteria deemed not to have been met. Unsuccessful applicants will also be offered the opportunity to attend a meeting with a member of their College Promotions Panel or a member of the Academic Promotions Committee. This will be a future-focused discussion to provide advice and guidance on future development.
7.3. Unfortunately, it is not practicable to provide successful applicants with feedback from the College Promotions Panel or Academic Promotions Committee due to the number of applications. Conversations regarding future career development are encouraged with your line manager.
8. Appeals
8.1. An appeal against a decision not to award promotion may be made only on the grounds of a procedural defect where this had a material impact on the outcome. An appeal cannot be made on the grounds of a disagreement in academic judgement.
8.2. Applicants wishing to appeal must notify the Director of People and Culture in writing, detailing the grounds for appeal, within 15 working days of receiving written feedback.
8.3. The Director of People and Culture will confirm whether the grounds for appeal constitute a potential procedural defect. Should this be determined, an appeal panel will be convened.
8.4. Membership of the appeal panel will comprise two Professors who have not previously been involved in the assessment of the application.
8.5. The appeal panel may:
i.uphold the appeal and refer the case to Academic Promotions Committee for reassessment following the correct procedure.
ii.not uphold the appeal.
8.6. The appeal panel may not award promotion. The decision of the appeal panel is final.
9. Criteria
9.1. Applications will be assessed against criteria within five categories that correspond to the mission and strategic priorities outlined in Our future, together. These categories are:
.1. Excellent educational experience
We will ensure an excellent educational experience for students of all backgrounds and experiences. We will develop and teach a distinctive ‘change makers’ curriculum, underpinned by future-focused delivery modes and pedagogies, that sees more students in internships, placements, work experience and skill-share in employers and communities. We will offer flexible, tailored, lifelong learning to our students that gives them choices, agency and a voice, and provide future-focused knowledge and skills that they can apply in the real world to fulfil their aspirations. We will teach our students in ways that develop them further into resilient, critical, problem-solving change makers who know how to work together in an uncertain, interdisciplinary, cross-sectoral, digitised world. We will help people from all backgrounds transform their lives, place, and society. Our educational provision will embrace our multilingual and multicultural heritage with a global outlook.
.2. Generating new knowledge
We will generate and disseminate new knowledge that tackles the big challenges, co-creating solutions with global and local communities. We will be pioneers of research and innovation, bold and brave in our approaches to the future, helping to solve the grand challenges such as climate change, biodiversity, health, security, sustainability and social justice. We will continuously advance our understanding of scholarship, developing and disseminating innovative educational practices. We will work collaboratively with others to create insights and solutions far beyond those that can be achieved alone. Research and innovation activities that celebrate the Welsh language or are focused on our Welsh language, our Cardiff city-region or Wales are valued equally alongside those with a global impact.
.3. Anchor institution
An anchor institution in our city-region, we will deliver cultural, social, economic and environmental benefit for Cardiff, Wales and the world. We will deliver a better world for future generations. We will be pioneers, coming together to forge partnerships in the right places. We will foster a thriving innovation culture, connecting with industry, business, charities and government, nurturing student entrepreneurship and championing grass-roots business development to help organisations to grow. We will be visible and present in diverse communities, allowing knowledge to flow in both directions, sharing our spaces and resources. We will be a valued and active anchor partner in our city-region, driving significant economic and social impact. Our global civic activities are an integral part of what we do, of and for our education, research and scholarship.
.4. Co-creating futures
Co-creating Futures is about co-defining our challenges and working together to co-create solutions. Our approach to leadership will be participatory and collective. It is about pursuing shared priorities. Participatory leadership is exhibited by us all, in all roles and at all levels of our organisation. Participatory leadership includes formal leadership roles, but goes well beyond this to include positively engaging in decision making processes, open communication, encouraging and valuing the input of others, promoting mutual understanding and collaboration and promoting diversity and inclusivity. For many of us, this will be embedded within and be a key enabler of our education and scholarship, research and innovation and engagement activities. For some with significant academic leadership and management responsibilities, this may be the primary focus of our role. In relation to formal leadership roles, the focus is on our achievements and impact within these roles and the values and behaviours we embody
.5. Culture, cynefin and community
Culture, cynefin (belonging) and community is about creating the conditions to make our university an amazing place to research, teach, learn, study and create to support all members of our community to thrive. We will be proactive about creating community and celebrate diversity. We will welcome and accept people for who they are: a community where we know and value each other and understand what matters to us. We value diversity and will take the necessary steps to be a genuinely inclusive, positively bilingual and anti-racist university. We will work together, leaving no-one behind, clear on our expectations of each other and pursuing shared priorities. All our people will feel they belong (cynefin). Our actions and behaviours will engender trust and respect from others, and will inspire students and staff to be lifelong champions.
9.2. These categories should not be considered in isolation, but are instead interconnected elements of a coherent academic profile. Our education will be informed by, and will inform, our research and scholarship as well as our anchor institution activities. We will bring a spirit of co-creation to how we approach this mission and foster a positive culture and thriving community where everyone feels they belong (cynefin). The same examples may therefore be used across multiple categories, however, care should be taken to highlight how each example addresses the criteria being claimed.
9.3. Across these categories there are 14 criteria.
| Excellent educational experience | Generating new knowledge | Anchor institution | Co-creating futures | Culture, cynefin and community |
|---|---|---|---|---|
E1 – Education practice E2 – Student experience E3 – Education development E4 – Scholarship and professional practice | K1 – Generation of knowledge K2 – External funding K3 – People, culture and environment | A1 – Innovation and impact A2 – Global-civic A3 – External engagement | L1 – Co-creating futures L2 – Leadership within the University L3 – Leadership beyond the University | C1 – Culture, cynefin and community |
9.4. Within each category are a number of essential and additional criteria. You are expected to meet 9 out of the 14 criteria according to your career pathway, including all of the essential criteria (highlighted bold) and your choice of additional criteria.
| Career pathway | Essential/ Additional | Excellent educational experience | Generating new knowledge | Anchor institution | Co-creating futures | Culture, cynefin and community |
|---|---|---|---|---|---|---|
| Teaching and Research | Essential Additional | E1, E2 E3, E4 | K1, K2, K3 | One of A1, A2, A3 A1, A2, A3 | One of L1, L2, L3 L1, L2, L3 | C1 |
| Teaching and Scholarship | Essential Additional | E1, E2, E3, E4 | One of K1, K2, K3 K1, K2, K3 | One of A1, A2, A3 A1, A2, A3 | One of L1, L2, L3 L1, L2, L3 | C1 |
| Research | Essential Additional | E1, E2, E3, E4 | K1, K2, K3 | One of A1, A2, A3 A1, A2, A3 | One of L1, L2, L3 L1, L2, L3 | C1 |
9.5. The criteria are outlined in detail in appendix 1. Applicants are not expected to demonstrate excellence against all of the criteria. Evidence against each criterion need not be equal. Each criterion is supported by a range of examples to illustrate the typical range of contributions that could be expected at each level. These examples are neither exhaustive nor prescriptive. There is not a hierarchy of examples. Some examples may be more applicable to some disciplines than others. The career pathway will be taken into account when considering the proportion of evidence provided by the applicant against the breadth of criteria. For example, staff on the Research career pathway may naturally have a higher proportion of outputs under the Generating new knowledge category.
9.6. College Promotion Panels and the Academic Promotions Committee will take disciplinary factors and individual circumstances into account when considering applications. Differences in wording between levels are highlighted bold. While many examples are the same, it is expected that as colleagues progress to more senior levels, they will demonstrate an increasingly sustained impact. Sustained refers to a consistent and ongoing record of contributions that demonstrate a long-term commitment and impact. This will likely be built on previous career stages.
10. Roles and Responsibilities
| Role | Responsibilities |
|---|---|
| Provost and Deputy Vice-Chancellor | UEB sponsor; Chair of the University Academic Promotions Committee |
| Head of Leadership and Staff Development | Academic Promotions Procedure owner; Secretary to Academic Promotions Committee |
| Head of School (or nominee) | Chair School Promotions Panel meetings and produce a report summarising the views of the Panel. To provide feedback to applicants (see section 7.1 above). |
| School Promotion Panels | To review each application in line with the Academic Promotion Procedure and decide whether to recommend promotion. |
| College Promotion Panels | To review applications for Senior Lecturer and Senior Research Fellow in line with the Academic Promotion Procedure and decide whether to award promotion (see section 5.4 above). To provide feedback to unsuccessful applicants. |
| Academic Promotions Committee | To review applications for Reader, Personal Chair (Professor), Principal Research Fellow and Professorial Research Fellow in line with the Academic Promotion Procedure and decide whether to award promotion (see section 5.5 above). To provide feedback to unsuccessful applicants. To monitor the operation of the scheme and review the Academic Promotion Procedure as appropriate. |
| Human Resources | To advise on the application of the Academic Promotion Procedure and provide administrative support. |
Academic Promotions
Appendix 1: Criteria
The criteria for each of the 5 categories are outlined below. Applicants are not expected to demonstrate excellence against all of the criteria and evidence against each criterion need not be equal. The examples outlined under each of the criterion are to illustrate the potential range of contributions that may be used to demonstrate the type of contributions that may be expected at each level. These are neither exhaustive nor prescriptive. There is not a hierarchy of examples. Some examples may be more applicable to some disciplines than others. Differences in wording between levels are highlighted bold.
Excellent educational experience
| Senior Lecturer/ Senior Research Fellow | Reader/ Principal Research Fellow | Personal Chair/ Professorial Research Fellow | |
|---|---|---|---|
E1 - Education practice Educational practice that is inclusive of students of all ages and backgrounds, learning in a variety of ways, taught using the most effective pedagogy, enabled by flexible delivery and digital innovation. |
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E2 - Student experience Offering an excellent educational experience for students of all backgrounds and experiences. |
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E3 - Education development Developing and delivering a distinctive ‘change makers’ curriculum, underpinned by future-focused pedagogies, that sees more students in internships, placements, work experience and developing opportunities for skill-share with employers and communities. |
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E4 – Scholarship and professional practice Creating and sharing knowledge of future-focused delivery modes and pedagogies that are inclusive of students of all ages and backgrounds to inform our educational practice. |
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Generating new knowledge
| Senior Lecturer/ Senior Research Fellow | Reader/ Principal Research Fellow | Personal Chair (Professor)/ Professorial Research Fellow | |
|---|---|---|---|
K1 - Generation of knowledge Generation and dissemination of knowledge to produce high-quality research, scholarship or development of educational practices. This can be either at a disciplinary or interdisciplinary level. (Evidenced by excellent and important outputs in peer-reviewed journals and/ or other research outputs (e.g. books, design portfolios, creative compositions) as relevant to the discipline(s). Conducted in accordance with high standards of ethics and integrity and outputs published in accordance with the University’s Open Access Publications Policy. Scholarship evidenced by high-impact dissemination activities. For staff with an innovation- and impact-focused contribution, the emphasis concerns the quality of outputs combined with the significance of their impact. Outputs underpinning these activities may differ in their contribution as compared to research/ scholarship outputs that do not lead to impact. Such characteristics will be taken into account in considering your particular academic profile. Applications with an innovation and impact focus should substantiate the evidence of impact from outputs under A1 – Innovation and impact.) | Research and scholarship outputs
OR Outputs underpinning innovation and impact beyond academia
| Research and scholarship outputs
OR Outputs underpinning innovation and impact beyond academia
| Research and scholarship outputs
OR Outputs underpinning innovation and impact beyond academia
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K2 - External funding External funding to support pioneering research, scholarship and innovation. Ambitious in seeking funding from a diverse range of sources, including commercial revenue.1 |
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K3 - People, culture and environment Building a positive culture that is supportive, collaborative, creative, open, inclusive, respectful, fair and built on integrity. Creating an environment where everyone can thrive. |
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1. It is recognised that opportunities for external funding vary considerably between disciplines and also for scholarship/ educational projects. These factors will be taken into account in the assessment of applications. Applicants should contextualise these factors in their application. Where applications have been reviewed as fundable, but were not awarded, this will also be taken into account.
Anchor institution
| Senior Lecturer/ Senior Research Fellow | Reader/ Principal Research Fellow | Personal Chair (Professor)/ Professorial Research Fellow | |
|---|---|---|---|
A1 – Innovation and impact Deploying original research, scholarship or educational practice to deliver new innovations in policy, practice, processes and other artifacts with social, health and economic impacts. |
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A2 – Global-civic Building a great global-civic university, co-creating cultural, economic, environmental and social value in Cardiff, Wales, UK and the world for current and future generations. |
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A3 - External engagement Active, collaborative and purpose-driven engagement with public, communities, and public, private and third sector partners that addresses societal challenges and delivers cultural, economic, environmental and social value. |
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Co-creating futures
| Senior Lecturer/ Senior Research Fellow | Reader/ Principal Research Fellow | Personal Chair (Professor)/ Professorial Research Fellow | |
|---|---|---|---|
L1 – Co-creating futures Working collaboratively with colleagues, students, alumni and partners; agile and innovative in adapting to a continually evolving world, preparing for and actively shaping the future. |
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L2 – Leadership within the University Leadership that is participatory and collective to co-define our challenges and work together to deliver effective solutions within the University. |
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L3 – Leadership beyond the University Leadership that is participatory and collective, working together with peers within and beyond academia, to harness our collective expertise in solving big challenges. |
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Culture, cynefin and community
| Senior Lecturer/ Senior Research Fellow | Reader/ Principal Research Fellow | Personal Chair (Professor)/ Professorial Research Fellow | |
|---|---|---|---|
C1 - Culture, cynefin and community Creating the conditions to make our university an amazing place to research, teach, learn and study to support all members of our community to thrive. |
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Appendix 2: Academic Promotion Process
Monitoring and Review
A minor ‘lessons learned’ review of the Academic Promotion Procedure will be conducted annually following the conclusion of each promotions round to allow for continuous improvement. A major review will be conducted every 5 years or more frequently as determined by the Academic Promotions Committee.
Policy Control Information
Document Name | Academic Promotion Procedure |
|---|---|
UEB Policy Sponsor | Professor Damian Walford Davies, Provost and Deputy Vice-Chancellor |
Policy Owner | Mrs Hayley Beckett, Head of Leadership and Staff Development, Human Resources |
Policy Author(s) | Professor Damian Walford Davies, Provost and Deputy Vice-Chancellor Mrs Hayley Beckett, Head of Leadership and Staff Development, Human Resources Mr Christopher Carey, Organisation and Staff Development Officer (Promotions), Human Resources Mr Michael Crippen, Administrative Assistant, Human Resources |
Version Number | 1.0 |
Equality and Welsh Language Impact Assessment Date | 25/09/2025 |
Privacy Impact Assessment Date | |
Approval Date | 25/09/2025 |
Approved By | Academic Promotions Committee |
Date of Implementation | 17/11/2025 |
Date of Last Review | 25/09/2025 |
Date for Next Review | 30/11/2026 |
For Office Use – Keywords for search function |
Change History Record
The table below should be completed by the Author each time a change is made to the policy
| Version amended and reviewer(s) | Description of Change | Version created |
|---|---|---|
| 0.1, Chris Carey | Refreshed criteria that align to our mission and strategic priorities outlined in Our future, together. | 1.0 |
| 0.1, Chris Carey | Introduction of specific examples to illustrate the distinction between levels, superseding previous criteria based on national or international reputation. This better recognises contributions to education, certain geographically-focused disciplines and to the Welsh language, culture and public life where an international reputation is less applicable. | 1.0 |
| 0.1, Chris Carey | More choice and flexibility for applicants to shape criteria to their personal career profile, superseding previous criteria based on excellence and ability and effectiveness. | 1.0 |
| 0.1, Chris Carey | Application deadline of late January, moving further from the Christmas closure period to support staff wellbeing and those with childcare and/ or caring responsibilities. | 1.0 |
| 0.1, Chris Carey | A more efficient process, to include the introduction of College Promotion Panels, with outcomes decided in a more timely and reliable manner. | 1.0 |
| 0.1, Chris Carey | A reduction in the volume of external assessment, with applications for Senior Lecturer and Senior Research Fellow decided entirely within the University. | 1.0 |
| 0.1, Chris Carey | Introduction of written feedback for unsuccessful applicants. | 1.0 |