PROCEDURES FOR THE APPOINTMENT OF READERS

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1 PROCEDURES FOR THE APPOINTMENT OF READERS Contents 1. Introduction Definitions and Nomenclature Professorial Board Procedures for the Appointment of Readers Procedures for accelerated incremental progression and discretionary progression Appointment of visiting Readers/Visiting Fellows/Honorary Readers Appointment of Emeritus Readers...9 Appendix - Examples and Indicators of work commensurate with the title of Reader Introduction 1.1 Readers are an integral part of the research and scholarship of the University. Academic role profiles have been agreed for which the title of Reader is used for some posts at Grade 9 (Ac4). It is not the intention of these procedures to place a value on research greater than teaching. All elements of the academic contract are of the same intrinsic value being Teaching, Research and Scholarly activity, Managerial and Administrative duties, and Other Academic duties 1. The national library of academic role profiles for the three job families defines the demand level at each grade The purpose of these procedures is three-fold: (a) to provide a process for testing candidates against the academic role profiles and demand levels for appointment to the title of Reader for internal and external candidates; 1 See Section 1.7 Determination of the Duties of Academic Staff (Lecturers, Researchers and Managers) in the Staff Policies & Procedures (Personnel Handbook). 2 See Section 1.17, Part A, Academic Roles Profiles and Special Role Arrangements in the Staff Policies & Procedures (Personnel Handbook). Effective date: April of 11

2 (b) (c) to provide a process for testing internal applications for regrading, accelerated progression to the contribution threshold or discretionary progression above the contribution threshold. to provide guidance on the appointment of visiting/honorary/emeritus Readers and visiting/honorary Fellows. The testing is no more rigorous than that required to be appointed to Principal Lecturer (which is the same Grade), or to achieve accelerated progression within the grade, or to other posts at this grade level regardless of contract type. 2. Definitions and Nomenclature Readers are envisaged primarily as appointments to take a leading and developmental role in one or several of the areas outlined in section 4.1 below. Job descriptions for Readers may, however, vary depending on the nature of the workload allocation for particular posts and circumstances. They will also normally include significant teaching responsibilities. It is possible that the applicant is not seeking a regrading but a change of post title as he/she is already appointed to a Principal Lecturer position. It is also possible that the applicant is seeking a change of allocation of job family (with or without regrading). For individuals seeking a redefinition of job title and/or family, but already at Grade 9 (Ac4) or above there is no grade or salary change. The title of Reader is that defined at the University of Gloucestershire and cannot be accepted as an inherited use from an external institution. 3. Professorial Board 3.1 These procedures are the responsibility of the Professorial Board which reports to the Academic Board. Where appropriate they are required to follow general University policy related to the employment of staff. 3.2 The Professorial Board comprises, the Vice-Chancellor (Chair), the Deputy Vice- Chancellor (Academic) (Vice-Chair), the Dean of Research, the Dean of Teaching and Learning Innovation, one appropriate nominee at professorial level from each Faculty Dean, one Professor elected from within the University, and one external Professor appointed by the Vice-Chancellor on the advice of the Board. The Faculty nominees, the elected Professor and the external member will be appointed for a 2 of 11 Effective date: April 2014

3 three-year term. Where necessary, and in the absence of any member of the Board, a substitute may be nominated by the Vice-Chancellor. 3.3 The Professorial Board will meet three times per year. The quorum for the Board will be at least three members, including either the Chair or Vice-Chair. 4. Procedures for the Appointment of Readers 4.1 Criteria Individuals who make an application for appointment to the title of Reader will be assessed against the appropriate role profile (there are three job families) for Grade 9 (Ac4), and in particular on the quality and significance of their contribution. All such appointments will be considered against the strategic priorities of the University and any individual application will be assessed against the plans and priorities within the applicant s Faculty/Area, which may differently emphasise the strategic importance of research, research degrees, knowledge exchange, the advancement of teaching, and/or practice. All claims will need to be evidenced against recognised indicators of work commensurate with the title sought that can be assessed by external peers (see addendum). For a member of staff appointed as a Reader the grade level on the extended single pay spine will be assessed against the academic role profiles at Level 4 of the defined academic job families. The spine point within the grade will be determined following the principles agreed for all staff Procedures for Internal Candidates A candidate will submit to the Professorial Board a written application of not more than 2,000 words, indicating clearly the areas of activity specified in paragraph 4.1 above against which he/she wishes his/her application to be judged. This should be cross referenced with the academic role profile definitions and should address the candidate s intended contribution to achieving the University s strategic plan and priorities, as well as the relevant Faculty/Area Business Plan, give sufficient specific examples of work commensurate with the title sought, and outline the candidate s future development plans. 3 See Section 2.9 Placement on Salary Scales and Spine Points in the Staff Policies & Procedures (Personnel Handbook). Effective date: April of 11

4 The application should include: (a) (b) the names of three external referees of at least equal status to that being sought, nominated by the Faculty Dean/Deputy Vice-Chancellor (Academic) in consultation with the candidate. The Faculty Dean/Deputy Vice-Chancellor (Academic) will ensure that the nominated referees have been approached in advance and have agreed to supply the reference. the proposed title of the Readership. The application should be accompanied by: (i) a Curriculum Vitae of no more than five pages to include:: - employment history; - major publications or equivalent outputs; - professional activities/consultancy; - awards/exhibitions/commissions etc. - evidence of appropriate work relevant to activities in 4.1 above. (ii) a statement of support from the candidate s Dean of Faculty (or, for candidates not within a faculty, the Deputy Vice-Chancellor (Academic). This statement will remain confidential to the Board and will normally be written after consultation with the Faculty nominee on Professorial Board (or with the Dean of Research if written by the Deputy Vice-Chancellor). It will provide a summary of the candidate s existing and potential contribution as well as explain the significance of the application in relation to the University s strategic priorities. If a statement of support to accompany the application is refused, the Dean (or, for candidates not within a faculty, the Deputy Vice- Chancellor (Academic)) will supply full reasons in writing to the applicant. A candidate s productivity will be judged in the light of his/her career history and opportunities. The Professorial Board will consider all applications and references and will decide whether to confirm appointment as a Reader. The decision will include the appropriate grade and job family for the appointment against the library of academic role profiles. Appointments agreed by the Board will be reported to the Academic Board for information. The Professorial Board will monitor appointments against compliance with all equality and diversity legislation and policy. 4 of 11 Effective date: April 2014

5 4.3 Procedures for External Candidates Individuals applying for a post in the University, where the opportunity to be considered for appointment as a Reader has been advertised, will be sent the guidelines (including the academic role profile definitions) for the appointment of Readers and advised to take cognisance of them when applying, in particular with regard to the nomination of referees. In establishing the interview panel for the advertised post, Faculties/ Departments/Schools/Research Units will have regard for the guidelines for the appointment of Readers within the University, and will ensure that the interview panel includes a member of the Professorial Board who is external to the Faculty. If the interview panel for the post considers that an appointment as a Reader should be made, it will make a recommendation to the Vice-Chancellor who will make the final decision. Appointments agreed by the Vice-Chancellor will be reported to the Academic Board for information. 4.4 Right of Appeal An internal candidate has the right of appeal against a decision of the Professorial Board in relation to his/her application. The grounds of appeal must be either or both of the following: 1) that additional information relating to the candidate s application exists, which for the most exceptional reasons, he/she was unable to supply to the Board before it reached its decision; 2) that there was a procedural irregularity in the processing of the candidate s application of such a significant nature that it was likely to have affected the final decision. An appeal should be in writing and state the grounds of the appeal and should be sent to the Director of Human Resources. An appeal must be made within fifteen working days from the date that the decision was communicated in writing. In extenuating and exceptional circumstances and having regard to the merits of the case, an extension of time to submit an appeal may be granted by the Chair of the Professorial Board, whose decision will be final. The Director of Human Resources will arrange for the Professorial Board to consider the appeal at a special meeting of the Board which will normally be convened within twenty working days. The Board s decision will be final and will normally be communicated, in writing, to the member of staff within fifteen working days. If the appeal is successful the effective date will be the date which would have applied had the original application been successful. If the application is rejected the reason(s) will be communicated to the member of staff. Effective date: April of 11

6 If the member of staff remains aggrieved any further appeal will be in accordance with Stage Three of the University s Grievance Procedures (Section 6.2 in the Staff Policies & Procedures (Personnel Handbook)) and timescales for those procedures. Candidates (internal or external) for an advertised post which requires the academic role profile of Reader (as outlined in paragraph 4.1) have the right to seek feedback from the interview panel as stated in the University publication Management and General Reference Guide Recruitment and Selection. 5. Procedures for accelerated incremental progression and discretionary progression 5.1 Introduction Progression within grades apply as defined in policy and procedures for all staff 4. Guidelines are available on discretionary progression (contribution-related pay) for all staff groups Criteria Individuals who make an application for accelerated incremental progression or discretionary progression will be assessed by review against the academic role profiles for Grade 9 (Ac4) in the library of academic role profiles 6. Below is a summary of key points: (a) (b) a consideration of their achievements since being appointed as a Reader in meeting the original criteria expressed in paragraph 4.1 above; a consideration of the evidence that they have operated at an exceptional level over a sustained period and that such exceptional achievement will be maintained in the future. 5.3 Procedures Individuals will submit to the Professorial Board a written application which provides evidence of their claim for accelerated incremental progression or discretionary progression. The application must be accompanied by a letter of support from the applicant s Head of Department/line manager. The individual may supply material to 4 See Section 2.5 Grading, Regrading and Progression Procedures in the Staff Policies & Procedures (Personnel Handbook). 5 See Appendices 4, 5 and 6 of Section 2.5 Grading, Regrading and Progression Procedures for guidelines on contribution-related pay. 6 See Section 1.17, Part A, Academic Role Profiles and Special Roles Arrangements in the Staff Policies & Procedures (Personnel Handbook). 6 of 11 Effective date: April 2014

7 demonstrate how the criteria in paragraph 5.2 above have been met. This may include, if appropriate, testimonials or other evidence from external peer academics. The Professorial Board will consider all applications and decide on those candidates which it considers to have met the criteria. In so doing, the Board may call upon advice from other expert sources to assist it in its decisions. The Appeal procedures stated in paragraph 4.4 above will apply. 6. Appointment of visiting Readers/Visiting Fellows/Honorary Readers 6.1 Titles and Eligibility The title of Visiting Reader is available to an individual who is a Reader at another institution, or who satisfies the criteria in paragraph 4.1, or who is regarded as being of equivalent standing by virtue of their achievements. The applicant will not be an employee of the University, but will normally be associated with the research of a Faculty, Department, School or Research Unit, and may be working in association with University staff on specific projects The title of Visiting Fellow is available to an individual who is an expert in his/her field from inside or outside the education sector, who is able to contribute to the work of the Faculty, Department, School or Research Unit in a variety of ways e.g. through occasional lectures, advice and information on current professional/industrial/ commercial practice, collaboration in research activities The title of Honorary Reader is available to a member of staff of the University who has retired without holding the title of Reader, but who can demonstrate that they now satisfy the relevant criteria, and who wishes to continue to work actively with the University. 6.2 Applications Applications for the award of titles of Visiting Reader/Visiting Fellow/Honorary Reader should be forwarded by the relevant Head of Faculty/Department/School/Research Unit to the Director of Human Resources The Director of Human Resources will arrange for the Professorial Board to consider whether the title can be conferred by the University, and make a decision. Appointments agreed by the Board will be reported to the Academic Board for information Applications should include a curriculum vitae, evidence of how the individual satisfies the criteria for the relevant title, the nature of the research/scholarship/professional activity to be undertaken, and how this will benefit the Faculty/Department/ School/Research Unit. An application for the title of Visiting Reader for an individual who does not hold the title of Reader at another university must include the names of Effective date: April of 11

8 three referees who are willing to comment on how the individual meets the criteria for appointment. The application should detail any practical privileges which will be granted to the applicant. 6.3 Procedures The title of Visiting Reader/Visiting Fellow/Honorary Reader may be held for a fixed term of normally up to three years duration on the recommendation of the nominator. Any individual appointed who is employed by another UK Higher Education Institution, or who holds other relevant positions, will be asked to confirm in writing that there will be no conflict of interest arising from their appointment at the University of Gloucestershire All appointees will be attached to a named member of staff within the appropriate Faculty/Department to ensure that there is a clear point of contact, duties are clearly defined, and regular monitoring of the individual s contribution can take place All appointments will be unsalaried although in appropriate cases an honorarium may be payable at the discretion of the relevant Faculty A request for renewal of the title after the initial period of appointment will need to be made by the relevant Head of Faculty/Department/School/Research Unit, in the form of a supporting statement, to the Director of Human Resources who will arrange for the Professorial Board to consider it. The statement should convey the work carried out by the individual over the period of appointment, the benefits of such activities for the Faculty/Department/School/Research Unit or the University, and plans for the next period of appointment If a renewal is not deemed appropriate, or the title holder requests to stand down at the end of the term of office, a formal letter will be sent from the Vice-Chancellor on behalf of the Professorial Board A title will normally only be terminated during any period of appointment if: (a) (b) (c) it is considered by the University Executive that the behaviour of the individual holding the title has demonstrably brought the University into disrepute or he/she has acted in such a way as to attempt to discredit the University or its employees. This sanction would only be applied after discussion with the title holder. the title holder becomes a member of staff at the University of Gloucestershire, or moves to a role that conflicts with his/her Visiting Reader/Visiting Fellow/Honorary Reader role. if the title holder wishes to resign from his/her position. 8 of 11 Effective date: April 2014

9 7. Appointment of Emeritus Readers 7.1 The title of Emeritus Reader can be conferred upon a member of staff of the University who retires holding the title of Reader and who is considered to have served the University with distinction. 7.2 Up to 12 months prior to the retirement of a Reader, or at any time thereafter, the relevant Head of Faculty/Department/School/Research Unit can submit a nomination for the title of Emeritus Reader to the Director of Human Resources. The nomination should include a statement outlining the nominee s contribution to the academic life and standing of the University, and details of the nature of a continuing relationship with the University. 7.3 The Director of Human Resources will arrange for the Professorial Board to consider whether the title can be conferred by the University, and make a decision. Appointments agreed by the Board will be reported to the Academic Board for information. 7.4 Once conferred, the title of Emeritus Reader is held for life. 7.5 Emeritus Readers will have access to the general facilities of the University subject to the continuing approval of the Vice-Chancellor, but will receive no remuneration. Effective date: April of 11

10 Appendix - Examples and Indicators of work commensurate with the title of Reader This list is not intended to be exhaustive 1 Evidence of claimed excellence will be expected to be explicitly aligned with indicators of success, such as the following: Publications in refereed journals and production of prestigious scholarly works Lectures, presentations and addresses at national and international conferences and meetings Election to learned societies, academies, and professional bodies Membership of expert bodies, professional committees and editorial boards Receipt of awards, prizes and honours Evidence of exceptional success in networking and collaboration An outstanding record in the supervision and examination, of postgraduate research students, or the design of research student programmes Development of educational standards and pedagogic strategy, policy or plans at national and international level Securing research grants and other forms of funding to support staff and students National Teaching Awards (or similar) Citations and other accolades recognising pedagogic innovation and development Outstanding contribution through research, practice, or consultancy to national and international policy and/or development in disciplinary subjects Exceptional external recognition of improvement and innovation in the delivery of teaching and learning Delivery of recognised high-quality external lectures, seminars, tutorials, and workshops Demonstration of recognition of high-profile external community, social or public engagement Generation of sustained research and consultancy income which contributes to the strategic objectives and funding available to the University Developing links with local, national and international businesses and commercial partners High achievement in knowledge exchange and research commercialization Research Impact outside of Higher Education 2 All applicants are expected to have a record in leadership and internal contribution: Representing their discipline, the School or University in appropriate fora Management and/or leadership of staff Acting as mentors, providing motivational leadership and/or promoting positive behaviours and attitudes among staff and students Demonstrating a commitment to continuing professional development and the qualities that exemplify leadership 10 of 11 Effective date: April 2014

11 Membership of (including chairing) and attendance at senior management and committee meetings at both School and University levels Contributing to the formulation of strategies, policies and plans relating to research, teaching and learning, management, administration, and enterprise activities. Effective date: April of 11

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