Academic Staff Review & Development
The University expects that all academic staff members with agreements likely to last one year or more should benefit from having their performance reviewed regularly and appropriate staff development put in place.
Staff review and staff development of Academic staff may happen in a number of ways.
For information about Academic staff development and review for your position, go to the Guidelines for Academic Titles
Development, Review, and Salary Review Processes
The development processes for academic staff have different purposes.
An annual or biennial review of performance which, following a positive review, may result in progression within the salary scale. |
|
Academic Promotion generally refers to cases where your job title changes. It may also be used to consider applications for additional increments within the Lecturer and Senior Lecturer range, and to and within the Senior Lecturer/Senior Research Fellow range beyond the bar. |
|
All new academic staff hired on a confirmation path must meet clear performance objectives in three key areas over a 5-year confirmation period. |
|
Progression refers to a situation where someone moves up the salary scale but retains the same job title. Subject to satisfactory performance (to top of salary scale) |
|
A systematic approach to academic development as a scholar. Scholarship Development establishes expectations for scholarship activities at the University. |
|
Regular performance review and appropriate professional development put in place, for staff members who are not involved in the promotion, confirmation path, sholarship development, or annual/biennial review processes. The performance appraisal generally is not linked to a salary review and includes staff members at the top of a salary scale. |
