Academic, Academic-Related and Professional Services Staff
Following a review of our promotions procedures, some key changes have been introduced that apply in cases of promotion to Academic, Academic-Related and Professional Services staff. These changes take effect immediately and are summarised below.
Applications to posts at Grade 7 – 9 (Academic, Academic-Related, Technical)
An annual Promotions procedure continues to apply. Employees applying for promotion in this year’s exercise should take time to study the criteria, and particularly the Guidance Notes for Applicants, to assist in completing documentation. Some key changes have been introduced, namely the requirement to include statements from personal referees as part of applications (for promotion to grades 8 and 9) and an indication from heads of school/section about completion of an annual review (all posts). Additionally, the composition of sub-committees have been updated to reflect our new academic structures. More information can be found at the Grade 7-9 (Academic, Academic-Related, Technical) tab below.
Anonymised applications for promotions remain in place; further information can be found at the Blind Review tab below.
Word limits in the applications also remain in place.
Applications to posts at Grade 5 & 6 (Academic, Academic-Related, Technical)
A new procedure has been introduced whereby applications can be received at any time in the year. A minimum of 12 months’ service is required and only one application can be made in any rolling 12 month period. More information can be found at the Grade 5&6 (Academic, Academic-Related, Technical) tab below.
Contributions
The process for applying for a contribution has been removed from the annual promotions exercise. Contribution applications going forward should be submitted in line with the Contributions procedure which now applies to all University staff. More information can be found at the Contributions tab below.
Support Staff
The procedure for Support Staff has not been changed and can be accessed at the Support Staff tab below. Applications for promotion may be submitted at any time in the year, but a minimum of 12 months of service is required before staff are eligible for consideration for promotion
- Promotion Timetable
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2018 Promotions Exercise Timetable
Event Date Formal Launch
26 January 2018
Information Sessions
(Applications to Academic, Teaching and Research posts Grades 5-9)
- 12pm, Tuesday 30th January 2018
IMS Building Level 7 Conference Room, Foresterhill - 12pm, Tuesday 30th January 2018
Sir Duncan Rice Library Level 7 Meeting Room - 12pm, Thursday 1st February 2018
KCF7, Old Aberdeen Campus
Information Sessions
(Applications to Academic Related or Technical Posts Grades 5-9)
- 12:45pm, Tuesday 30th January 2018
IMS Building Level 7 Conference Room, Foresterhill - 1pm, Tuesday 30th January 2018
Sir Duncan Rice Library Level 7 Meeting Room - 1pm, Thursday 1st February 2018
KCF7, Old Aberdeen Campus
Information Sessions
(Applications to posts at Grades 1-5 - Support Staff)
Drop-in sessions for staff looking to apply for promotion:
- 12-2pm, Tuesday 20th February 2018
University Office, Room 100 - 1-3pm, Wednesday 21st February 2018
Polwarth Building Room 0.054, Foresterhill
Closing date for applications to be submitted to Head of School/Section
16 March 2018
Closing date for Head of School/Section to submit paperwork to HR
26 March 2018
First meeting of Sub-Committee
April 2018
Final meeting of Sub-Committee
July 2018
Staff Promotion Committee
Late August 2018
Appeals
Concluded by the end of December 2018
- 12pm, Tuesday 30th January 2018
- Academic Staff Grades 7-9
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Guidance The University runs an annual Promotions Exercise for Academic Staff members seeking promotion (Grades 7-9). The following document has been developed to provide further information about the process:
If you are interested in applying for a promotion, it may be beneficial to review the following guidance documents before submitting your application:
Forms If you wish to apply for a promotion, please complete the relevant Application Form and Standard CV Form from the list below:
Teaching and Scholarship
- Level 5 (Personal Chair, Grade 9)
- Level 4 (Senior Lecturer (Scholarship), Grade 8)
- Level 3 (Lecturer (Scholarship), Grade 7)
Teaching and Research
- Level 5 (Personal Chair, Grade 9)
- Reader (Grade 8)
- Level 4 (Senior Lecturer, Grade 8)
- Level 3 (Lecturer, Grade 7)
Research
- Level 5 (Personal Chair, Grade 9)
- Reader (Grade 8)
- Level 4 (Senior Research Fellow, Grade 8)
- Level 3 (Research Fellow, Grade 7)
Standard CV Form
- Academic-Related Grades 7-9
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Guidance The University runs an annual Promotions Exercise for Academic Related and Professional staff members seeking promotion (Grades 7-9). The following documents has been developed to provide further information about the process:
If you are interested in applying for a promotion, it may be beneficial to review the following guidance documents before submitting your application:
Forms If you wish to apply for a promotion, please complete the Application Form and Standard CV Form:
- Teaching & Research Grades 5-6
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Guidance Applications for Research or Teaching staff seeking promotion to Grades 5 and 6 may be submitted at any time in the year, but a minimum of 12 months service is required before staff are eligible for consideration for promotion. The following procedure has been developed to provide further information:
If you are interested in applying for a promotion, it may be beneficial to review the following guidance documents before submitting your application:
Forms If you wish to apply for a promotion, please complete the relevant application form from the list below:
Research
Teaching
- Academic-Related Grades 5-6
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Guidance Applications for staff seeking promotion to Academic Related Grades 5 and 6 may be submitted at any time in the year, but a minimum of 12 months service is required before staff are eligible for consideration for promotion. The following procedure has been developed to provide further information:
If you are interested in applying for promotion, it may be beneficial to review the following guidance documents before submitting your application:
Forms If you wish to apply for a promotion, please complete the relevant application form from the list below (to be uploaded as soon as possible):
Grade 5
Grade 6
- Support Staff
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Guidance Applications for support staff seeking promotion may be submitted at any time in the year, but a minimum of 12 months service is required before staff are eligible for consideration for promotion. The following procedure has been developed to provide further information:
If you are interested in applying for promotion, it may be beneficial to review the following guidance documents before submitting your application:
Forms If you wish to apply for a promotion, please complete the relevant application form from the list below:
Grade 3
Grade 4
- Contribution Awards
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The process for applying for a contribution award has been removed from the annual Promotions exercise. Contribution applications going forward should be submitted in line with the Contributions procedure which now applies to all University staff.
This form should be submitted by an individual's line manager (following discussion with the individual) to apply for a Contribution Pay Award. Line managers are expected to regularly consider the contribution of all members of their team and submit applications which meet the criteria as appropriate. Recommendations that an application be submitted can also be drawn to the line manager’s attention by:
- Individual members of staff
- Colleagues wishing to nominate an individual to receive an award
Please note, an application for a contribution award will still be considered should the Head of School/Section not support this. Please read the Contributions Procedure prior to completing the Contribution Form.
Recommendations for in-year salary increases for members of Professorial/Grade 9 staff are considered through the Professorial and Senior Staff Salary Review process. Recommendations for Heads of School/Section are submitted for consideration by the Remuneration Committee.
- Job Evaluation
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Overview The University of Aberdeen uses a job evaluation system (HERA) which measures the different elements of each non-clinical role within the institution. This information is used to grade roles in a fair and consistent manner.
The job evaluation process aims to:
- Establish the relative value or size of jobs or roles
- Produce the information required to design and maintain equitable grade and pay structures
- Provide as objective as possible a basis for placing jobs within a grade structure
- Enable consistent decisions to be made about grading jobs or roles
- Ensure that the organisation meets legal and ethical equal pay for work or equal value requirements and that the legal and ethical requirements do not discriminate
Grade Structure
View the University's grade structure and salary scales.
For further information please contact your HR Partner.
Higher Education Role Analysis (HERA) The University uses HERA as its job evaluation tool. HERA is a tool used to evaluate roles found in higher education - this process is also sometimes referred to as job analysis. Job evaluation is the process of measuring different elements of a job in order to grade it in a fair and consistent manner.
HERA involves fourteen 'elements':
- Communication (oral and written)
- Teamwork and motivation
- Liaison and networking
- Service delivery
- Decision making processes and outcomes
- Planning and organising resources
- Initiative and problem solving
- Analysis and research
- Sensory and physical demands
- Work environment
- Pastoral care and welfare
- Team development
- Teaching and learning support
- Knowledge and experience.
These elements have been designed so that roles can be analysed in such a way as to reflect the values of higher education and the aspects of those roles seen as most important.
What is HERA used for?
HERA is used to create a role description or profile and a total points score for a role. The profile is used to support recruitment, selection, training and career development. The total points score is then used to assign roles to grades or bands in the University salary structure.
Why do roles need to be analysed?
The National Framework Agreement (2006) required all higher education institutions to implement a new single spine and grading structure for all staff. To do this, a series of representative roles within each institution had to be identified and analysed to allow each institution to develop (in consultation with its recognised trade unions) an appropriate pay and grading structure.
HERA provides an analytical approach that reflects the values of the sector and provides transparency to the process. Also, using an analysis tool such as HERA ensures that roles within the University are receiving equal pay for work of equal value.
Job Descriptions The University has developed a job description template to gather accurate and up-to-date information about all non-clinical jobs in the University. Guidance on how to complete the form is available, including a number of worked examples (please see links below). If you experience any difficulties completing the template, please contact your HR Partner.
The template was developed and agreed in partnership with the local representatives of all the recognised campus trade unions as part of the Framework Agreement (2006). The template is laid out in such a way to allow Role Analysts to score each role and place this in the University's grade structure.
- Job description template (electronic): this document is designed to be completed on your PC.
- Job description template (hard copy): this document is designed to for completion by hand.
Completion/Guidance Notes
To help you complete the job description template, guidance notes are available to download by clicking the link below:
Worked Examples
A number of worked examples have been produced as guidance for completing job descriptions:
If you require further information or guidance regarding job descriptions, please contact your HR Partner.
National Academic Role Profiles The Joint Negotiating Committee for Higher Education Staff (JNCHES) have produced a paper providing guidance on the National Academic Role Profiles.
For more information regarding NARPs, please contact your HR Partner.
FAQs Has the Framework Agreement Affected All Staff?
The Framework Agreement included all staff with the exception of staff paid from clinical academic salary scales and a small number of staff whose terms and conditions are excluded from the JNCHES national negotiations. All new non-clinical posts under the University's terms and conditions following the Framework Agreement in 2006 have undergone a job evaluation process using HERA to grade it accordingly.
What is Job Evaluation?
Job evaluation is the process of measuring different elements of a role in order to grade it in a fair and consistent manner. HERA has been used by the University since 2006 to assist with this process.
What is HERA Used for?
HERA is used to create a role description or profile and a total points score for a role. The profile is then used to support recruitment, selection, training, performance and career development. The total points score can be used to assign roles to grades in the salary structure.
Why do Roles Need to be Analysed Using HERA?
The National Framework Agreement required all higher education institutions to implement a new single pay spine and grading structure for all staff by August 2006. To do this, a series of representative roles within each institution had to be identified and analysed before the remaining roles could be allocated into the grading structure as developed by the University (in consultation with the campus trade unions). All new non-clinical posts on the University's terms and conditions have been analysed to identify what grade this equates to. Roles are also analysed as part of the University's annual Promotions Exercise.
- Blind Review
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The anonymous review of promotion applications will continue within the University’s promotions exercises. In practice, this means that the first step within the promotions exercise will be a ‘blind review’ of applications by role analysts. Please read the Guide for Anonymising Applications/Blind Review.
- FAQs
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1. Which grades can apply for promotion throughout the year and which ones once a year?
Grades 2-4, 5 & 6 can apply for promotion throughout the year. Applications for promotion may be submitted at any time in the year, but a minimum of 12 months of service is required before staff are eligible for consideration for promotion. Individual applications for promotion will only be considered once in any 12 month period.
Grades 7, 8 & 9 can only apply once a year. Dates for the promotions exercise are announced to all staff on an annual basis. In general, promotion decisions will also follow an annual cycle.
2. When can I apply for a contribution award?
Applications for contribution can be submitted at any time throughout the year.
3. Which grades can apply for a contribution award?
Only posts within grades 2-8 can apply for a contribution award.
Grade 9 posts can only apply for a recognition award through the Remuneration Committee. Remuneration Committee applications are accepted once a year.
4. Will I be automatically considered for a contribution award if my application for promotion is unsuccessful?
No, if your promotion application was not successful you will be required to submit a separate contribution application.
5. Which grades require references supporting promotion application?
References are required for grades 8 & 9 only.
6. How many references are required?
The number of references depends on the grade and are as listed below:
Grade 8 – Promotion to Senior Lecturer (Scholarship), Senior Research Fellow, Senior Lecturer and Academic Related (Grade 8) roles
3 independent references + 2 statements of support
Grade 9 Reader (Grade 8), Personal Chair and Academic Related (Grade 9) roles
4 independent references + 2 statements of support
1 of 4 references (Teaching & Scholarship Track only) and 2 of 4 (Teaching & Research only) must be from individuals who can comment on the international standing of the applicant.
Statements of support should come from individuals whom the applicants would normally list as a personal referee. Neither of these statements can be from the applicant’s Head of School or Section.
7. What is a Blind Review?
In a Blind Review the applicants do not indicate their names & protected characteristics – they should only use their surname and employee ID number within the application form, CV and statement of support. The initial stage of application assessment by the role analysts is anonymised.
The anonymity ceases once the Role Analysts have scored the application; the full promotions committees will see named applications. Further information can be accessed on Staff Net.
8. What is the difference between a reference and statement of support?
The statement of support is a personal reference which is subject to Blind Review and the individual submitting them should ensure that there is no reference to them by name /protected characteristics. It is the responsibility of the applicant to obtain statements of support and submit them with their application. Statements of support cannot be from your Head of School / Section.
The reference tends to be external, and in a lot of situations international to demonstrate the international impact of the applicant’s work, this is particularly the case for academics. References are not part of the Blind Review process and do not require to be gender neutral as they are requested by the University on behalf of the applicant after the Blind Review.
9. I have been asked to provide statements of support for individuals within my team(s). What a statement of support should cover/include?
As a guide, the areas that could be included within a Statement of Support are listed below:
- Views on attainments and merits in relation to this possible promotion.
- Contribution to research and scholarly activities
- Comment on ability relative to others in the field.
- Comment on contributions in recognised mediums such as scholarly publications, professional journals, invited contributions to conferences and work with relevant national and/or international bodies.
- Capacity as a teacher and general effectiveness in communicating with audiences who are not specialists in the field.
- Any comment on contributions to professional societies or policy forming bodies (nationally and internationally).
- Potential for a leadership abilities.
- Contribution to the management, development or quality enhancement of courses, programmes, people or policies.
10. How to make the statement of support gender neutral?
For the purpose of Blind Review, the statements of support (as well as the application form, CV, HoS Section) should not refer to any of the protected characteristics. This should also be reflected when referring to any groups / programmes or professional organisations, reference to protected characteristics such as gender or nationality should be removed.
11. Does the word count apply to references or statement of support?
No 12. Is refusal of references taken into account?
Panels are advised on the number of references which were requested and the reasons given for refusal. This information is not considered as part of the decision making process.
13. If I have passed probation on the Teaching & Scholarship track; will I be required to go through a 3 year probation process if I successfully apply to switch to the Teaching & Research track?
If you successfully apply to switch from Teaching & Scholarship to Teaching & Research, a period of probation may be stipulated as a supportive measure. Should the relevant Sub-Committee agree to the switch, the Convenor of the Sub-Committee will discuss with the relevant Head of School if a probation period would be appropriate, and if so, the length of the probation.
14. I am currently employed as a Senior Research Fellow but would like to switch career track to become a Senior Lecturer.
If, through discussion with your Line Manager, you decide that you have the right career profile to match the criteria at Level 4 on the Teaching & Research route, then you should submit an application through the promotion process.
15. What happens if I submit an application for example on the Teaching & Research track but the Role Analysts and Panel do not think that I match for promotion on this track? Is consideration given to whether I could have matched the criteria on a different track?
If the Committee believe that you may match the criteria on one of the alternative tracks then your Head of School as part of the Committee may discuss this with you whilst the process is ongoing so that you can consider if this is something which you would like to pursue.
16. Can I apply to switch tracks without applying for a change in grade?
Yes. For example you can apply to switch from Grade 7 Teaching & Scholarship to Grade 7 Teaching & Research.
17. Can I apply to switch tracks and a change in grade at the same time?
Yes. You can apply for promotion under a different career track from the one you are currently on.
18. Who to contact for support with application?
If you require any support with your application, please contact your HR Partner for your School.
19. Will I be informed on the progress of my application?
All applicants will receive an acknowledgment email following submission of the application. Applicants for promotion to Grade 7 – 9 will not be updated on the progress of their applications until the final decision is reached by the Staff Promotions Committee, all applicants will be advised on the outcome of their applications.
20. If I am unsuccessful, can I appeal?
Yes, however the appeal process is not intended to query the judgement reached on the application for promotion. Appeals are only taken forward on the grounds of alleged procedural irregularities.
For Grades 5 & 6, during the first year of operation of the new promotions procedures (2018), where an appeal is submitted, a full evaluation of the role will be undertaken.