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Performance & Salary Review

Many Academic staff participate in the Performance and Salary review process which, following a positive review, may result in progression within the salary scale.

Professors and Associate Professors participate in a biennial review of performance in alternate years. All Senior Lecturers, Senior Research Fellows, Senior Lecturers (COE) on Teacher Education Fellow salary scales and Principal Lecturers (COE) on Teacher Education Fellow salary scales participate in an annual performance and salary review.

The Review & Progression process is dependent on your position:

Professorial Salary Scale

- Professors
- Research Professors
- Clinical Professors

Frequency: Biennial, Next review in 2013

The following documents were used in the 2011 review and are available here:

Documents: Professorial Guidelines and the Professorial Review Form.

The guidelines and forms for the 2013 review may vary from those used in 2011.

Timeline
September	Human Resources Division mails out guidelines and documentation to Professors, Heads of Departments, Deans and Pro-Vice-Chancellors.
October	Health Sciences Professors’ documents with comments by Heads of Departments sent to Deans.
November	Professors' documents with comments by Heads of Departments and Deans (for Health Sciences) sent to Pro-Vice-Chancellors for decision.
December	Papers with decisions by Pro-Vice-Chancellors sent to the Manager, Promotions and Remuneration, Human Resources Division.
January	Vice-Chancellor reviews decisions in discussion with Pro-Vice-Chancellors, as appropriate.
February	Effective date for any approved progressions.

Associate Professorial Salary Scale

- Associate Professors
- Research Associate Professors
- Professorial Research Fellows
- Clinical Associate Professors

Frequency: Biennial, Next review in 2014

For your information, here are the 2012 documents: Associate Professorial Guidelines and Associate Professorial Review Form.

The guidelines and forms for the 2014 review may vary from those used in 2012.

Timeline
September	Human Resources Division e-mails out guidelines and documentation to Professors, Heads of Departments, Deans and Pro-Vice-Chancellors.
October	Associate Professors’ documents with comments by Heads of Departments to Deans (Health Sciences only).
November	Associate Professors’ documents with comments by Heads of Departments and Deans (for Health Sciences) sent to Pro-Vice-Chancellors for decision.
December	Papers with decisions by Pro-Vice-Chancellors sent to the Manager, Remuneration and Promotions, Human Resources Division.
January	Vice-Chancellor reviews decisions in discussion with Pro-Vice-Chancellors, as appropriate.
1 February	Effective date for any approved progressions.

Senior Lecturer Salary Scale beyond the bar

- Senior Lectures beyond the bar
- Senior Research Fellow beyond the bar

Frequency: Biennial, Next review in 2014

For your information, here are the 2012 documents: Senior Lecturer beyond the bar guidelines and the
Senior Lecturer beyond the bar Review Form.

The guidelines and forms for the 2014 review may vary from those used in 2012.

Timeline
September	Human Resources Division e-mails out guidelines and documentation to Senior Lecturers and Senior Research Fellows beyond the bar, Heads of Departments, Deans and Pro-Vice-Chancellors.
October	Documents prepared by Senior Lecturers and Senior Research Fellows beyond the bar, with comments by Heads of Departments, to Deans (Health Sciences only).
November	Documents prepared by Senior Lecturers and Senior Research Fellows beyond the bar, with comments by Heads of Departments and Deans (for Health Sciences) sent to Pro-Vice-Chancellors for decision.
December	Papers with decisions by Pro-Vice-Chancellors sent to the Manager, Remuneration and Promotions, Human Resources Division.
January	The Manager, Remuneration and Promotions, Human Resources Division advises Senior Lecturers and Senior Research Fellows beyond the bar of the outcome of the review.
1 February	Effective date for any approved progressions.

College of Education School/Childhood Education Support Service Academic Staff

Applications for promotion from Support Service Advisers covered by the NZEI agreement will be sought if they are eligible to apply for promotion to go over a bar or move up one step on the salary scale after attestation.

The deadline for applications for 2013 has not yet been set but is likely to be in October.

The following 2012 documents are available here for your information:

Policy for promotions and salary progressions. This document outlines the process.
The booklet:Criteria for Appointment and Promotion (October 2009);
Application Form for promotion across a salary bar to advisor steps 8 or 10 or Senior advisor steps 1 or 2;
Application Form to apply to progress to advisor steps 2 to 7 or to steps 9, 11 and 12 (by attestation).

Timeline
July	Notification of promotion round
October	Applications to supervisor for attestation An application using evidence is submitted to Human Resources by the closing date (towards the end of the month).
November	Applications for movement by attestation are considered by an Assessment Committee and, subject to meeting criteria, will be recommended for promotion of one step. Applications to cross a salary (or review bar) will be considered by an Assessment Committee following the agreed professional criteria. The Committee, under its chair, will write up its recommendations and send them to the Dean of the College of Education for consideration.
December	Applicants will be advised of the decision of the Dean.
February	Effective date for new pay rates

If you are considering applying to cross a bar, you are encouraged to contact Ian Stevens who can advise you on what is required for this rigorous promotional process.

Senior Lecturer/Senior Research Fellow Annual Performance and Salary Review

- Senior Lecturers
- Senior Research Fellows

Frequency: Annual

All Senior Lecturers or Senior Research Fellows appointed on or before 1 March 2013 are required to participate in an annual performance and salary review.

Staff members on the top of the salary scale are required to participate in a performance review even though there can be no salary review associated with it.

Staff members on fixed term positions are required to participate in a performance and salary review unless it is unlikely that their employment agreement will extend beyond 1 February 2014.

Senior Lecturers and Senior Research Fellows on the range beyond the bar are not part of this process.

Progression is limited to one step on the salary scale. Staff seeking more than a single step increase may apply for promotion under Schedule 1 of the Academic Staff Promotions Policy.

All Senior Lecturers/Senior Research Fellows are required to prepare a statement (not more than one page long) noting any particular contributions to teaching, research (and/or professional practice) and service to the University and the community since their last performance review, promotion or progression. Heads of Departments may require further supporting evidence such as a University of Otago CV, student evaluations of teaching or other forms of evidence relating to teaching.

Documents:

Senior Lecturer/Senior Research Fellow Annual Performance and Salary Review Guidelines.

Senior Lecturer/Senior Research Fellow Annual Performance and Salary Review Application Form

All eligible Senior Lecturers and Senior Research Fellows will be emailed a form in late March. Some fields in the form will be filled in.

Timeline
March	The Manager, Promotions and Remuneration, Human Resources, advises all eligible staff of the annual performance and salary review and provides them with the appropriate documentation. The Human Resources Division advises Heads of Departments of the guidelines and eligible Senior Lecturers and Senior Research Fellows.
May	Heads of Departments submit recommendations to Pro-Vice-Chancellors/Deans as appropriate.
June	Decisions to Manager, Promotions and Remuneration, Human Resources Division
July	HR Promotions and Remuneration Manager writes to Senior Lecturers and Senior Research Fellows, and advises them of the decision.
February	Effective date for any approved progressions

Senior Lecturers (COE) and Principal Lecturers (COE) on Teacher Education Fellow Salary Scales Annual Performance and Salary Review

- Senior Lecturers (COE)
- Principal Lecturers (COE)

Frequency: Annual

All Senior Lecturers (COE) and Principal Lecturers (COE) on Band 2 of the Teacher Education Fellow salary scale appointed on or before 1 March 2013 are required to participate in an annual performance and salary review.

Staff members on the top of the salary scale are required to participate in a performance review even though there can be no salary review associated with it.

Staff members in fixed term positions are required to participate in a performance and salary review unless it is unlikely that their employment agreement will extend beyond 1 February 2014.

All Senior Lecturers (COE) or Principal Lecturers (COE) on band 2 of the Teacher Education Fellow salary scale are required to prepare a statement (not more than one page long) noting any particular contributions by the staff member to teaching, research (and/or advances in knowledge and professional practice) and service to the University and the community since their last performance review, promotion or progression.

Documents:

Senior Lecturer (COE) and Principal Lecturers (COE) Annual Performance and Salary Review Guidelines

All eligible Senior Lecturers and Senior Research Fellows will be emailed a form in late March. Some fields in the form will be filled in.

Senior Lecturer (COE) and Principal Lecturers (COE) Annual Performance and Salary Review Application Form

Timeline
March	The Manager, Promotions and Remuneration, Human Resources, advises all eligible staff of the annual performance and salary review and provides them with the appropriate documentation. The Human Resources Division mails out to the Dean the Guidelines and lists of Senior Lecturers (COE) and Principal Lecturers (COE) eligible for a salary review.
May	The Dean submits recommendations to the Pro-Vice-Chancellor.
June	Decisions to Manager, Promotions and Remuneration, Human Resources Division
July	Manager, Promotions and Remuneration, Human Resources Division, writes to Senior Lecturers (COE) and Principal Lecturers (COE) advising them of the decision.
February	Effective date for any approved progressions

Lecturers / Research Fellows / Senior Teaching Fellows

- Lecturers
- Research Fellows
- Senior Teaching Fellows

Frequency: Annual

Progression through the designated steps on the Lecturer/Research Fellow salary scale is, subject to satisfactory performance, by annual increment (except for Senior Teaching Fellows where progression by annual increment shall cease at LG03). Movement above this level is from a successful application for promotion under the Academic Staff Promotions HR Policy.

For staff appointed on or before 1 September in any year, their first annual increment will apply from 1 February of the very next year whilst for those appointed between 2 September and 31 January, their first annual increment will apply from 1 February of the following year. Increments thereafter become annual on 1 February.

Teacher Education Fellows

Teacher Education Fellows’ salary movement within TEF1 will be by automatic progression, subject to satisfactory performance.

Promotion from the TEF1 salary scale to the TEF2 salary scale is through the academic promotions process.

Teacher Education Fellows’ salary movement within TEF2 will be through participation in an annual performance and salary review (see Senior Lecturers (COE) and Principal Lecturers (COE) on Teacher Education Fellow Salary Scales Annual Performance and Salary Review above).

Professional Practice Fellows and Teaching Fellows

For information on the procedures for progression please refer to the Guidelines for Teaching Fellows and Professional Practice Fellows

Assistant Research Fellows/Assistant Lecturers

Progression through the designated steps in the Assistant Research Fellow – Steps 1 to 6 and Steps 7 to 10, and the Assistant Lecturer grades is, subject to satisfactory performance, by annual increment.