Proposed new promotions procedures

1
Proposed new promotions procedures

• University of Leeds LA
• General Meeting
• 11th March 2008

2
The Job Evaluation Legacy

• Situation following the 2006 implementation of
  new grading structures
• Successfully defended the position of almost 100
  red-circled staff in academic related grades
• Negotiated the acceptance of grade 8 as the
  career grade for academic related staff
• Acceptance of grade 6 as a training grade
• Normal progression is from 6-7 and 7-8

3
The remaining tasks

• A definitive move from HERA to job profiles as
  basis of the new grades
• Finalise the profiles on the basis of evidence
  gathered through job evaluation process including
  the appeals process
• Defend the positions we have negotiated and
  challenge any back-sliding

4
The promotions gap

• Existing promotions procedures left out of line
  with new structures our task
• Ensure that profiles and not HERA are basis of
  promotions
• Ensure that new system is transparent
• Ensure that management cannot manipulate the
  system to require more than would be required of
  the job profile for the promoted grade

5
Additional potential benefits of a new system

• Break down the culture of patronage clearer
  criteria that are understood on both sides
• Do away with the annual cycle
• A more responsive appeal system
• Links to SRDS and better and more timely advice
  on career development

6
Potential dangers of a new system

• The criteria could be harder to meet than under
  the old system
• Job growth could come to be seen as the only
  valid route to promotion and criteria based on
  demonstrated capacity to operate in the new grade
  could be lost

7
What approach is proposed?

• The basic shape of promotions procedures will be
  to look for the applicant to have met core
  requirements and generic requirements and then to
  show the entry level of the higher grade in a
  number of areas of job activity
• So far only promotion to SL has any detail and
  even here not all is agreed
• To be promoted to SL applicants would have to
  show entry level for grade 9 in 2 out of 4 areas
  of activity Teaching, Research, Academic
  leadership or EKT
• This should map on to the job profiles and be
  consistent with a HERA score at the bottom of
  grade 9

8
Example Promotion L to SL

• Core requirements set at fully-developed grade
  8. All three areas to be met
• Teaching Research and/or scholarship and Academic
  leadership
• Generic requirements to be met by all applicants
• Team working, pastoral care and HS
• Additionally Set at grade 9. Individual profiles
  built from a selection (2?) of these areas
• Teaching, Research and/or scholarship, Academic
  leadership and EKT

9
What is left to do?

• Agree the criteria and examples of activities
  that demonstrate this for this and all other
  generic grades
• See if the model works for other academic grades
  and particularly for academic related grades
• Agree Procedures including Appeals Procedures

10
Procedures

• Clear published criteria with local guidance on
  typical expectations
• Self application
• Verification Process - to agree the validity of
  material going to committee
• Committee to decide if the criteria are met
• Promotion agreed
• Promotion not recommended ? Feedback/Appeal

11
Supporting principles

• Career development and support - SRDS/Mentoring
• Advisor
• Feedback if unsuccessful
• No annual cycle apply when ready

12
Questions to be resolved

• Should role analysis be retained for one-off
  roles in the short to medium term?
• Should there be scope for management
  recommendation where there have been significant
  additions to a job description?
• Where is it necessary to take up external
  references?
• When is it appropriate for there to be an
  interview process?
• Composition of committees and appeal panels

13
Appeals Procedures

• Not yet agreed if appeal should be on
• Procedural grounds with defects returned to
  committee for reconsideration
• Substantive grounds with defects returned to
  committee for reconsideration
• Full merits appeal with the appeal committee
  empowered to make the decision

14
Timetable for completion

• February May Consultation with representatives
  of academic boards and other identified members
  of staff re criteria and Regular scheduled
  meetings with the three trades unions
• 27 March Presentation to Leadership Forum
• 10 April Presentation to Heads of Service Forum
• 14 April JCUU
• April June Consultation on academic titles
• End May Extraordinary Joint Committee meeting to
  sign off final criteria and procedures
• 4 June Senate - final approval to process and
  criteria

15
Timetable for Implementation

• June Finalisation of documentation
• June August Delivery of training
• July September Staff briefing sessions
• Beginning of 2008-09 Academic Session
  Implementation

16
Questions and Comments

• Copy of this on UCU website
• E-mail comments with Comment on promotions
  procedures in the header to s.j.redhead_at_leeds.ac.
  uk