Academic Promotions

An academic promotion round is conducted annually and is the means by which academic staff are able to apply for;

  • movement to a higher academic grading; or
  • movement over a salary bar, or
  • accelerated progression within current grade and salary range.

The full timetable can be viewed here.

Instructions on how to apply for promotion are available on the following pages:

Specific advice on preparing applications for the different levels of the promotion round can be found on the following page:

Eligibility

All academic staff with ongoing (permanent) employment agreements are eligible to apply, except in the case of promotion to Professor, where applicants also have to have achieved a senior academic rank, normally at Associate Professor level. Staff who are on fixed-term agreements are not eligible.

New Levels of promotion

To introduce a set of redeveloped criteria and process, across all Levels of promotion, that is relevant, transparent, clear, and streamlined, while retaining the integrity of the existing academic career structure, the levels of promotion are now simplified to five Levels as follows:

Level 1 promotions are defined as:

accelerated increments within the following grades:

  • English Language Teacher
  • Senior English Language Teacher
  • Tutor
  • Senior Tutor

movement over a salary bar in the following grades:

  • English Language Teacher to Senior English Language Teacher
  • Tutor to Senior Tutor

Level 2 promotions are defined as:

accelerated increments and movement within in the following grades:

  • Practising Veterinarian/Professional Clinician
  • Lecturer/Research Officer
  • Senior Lecturer/Senior Research Officer (Range 1)
  • Senior Practising Veterinarian/Senior Professional Clinician (Range 1)

movement over a salary bar into the following grades:

  • Practising Veterinarian/Professional Clinician to Senior Practising Veterinarian/Senior Professional Clinician (Range 1)
  • Lecturer/Research Officer to Senior Lecturer/Research Officer (Range 1)

Level 3 promotions are defined as:

movement over a salary bar into the following grades:

  • Senior Practising Veterinarian/Professional Clinician (Range 2)
  • Senior Lecturer/Senior Research Officer (Range 2)

Level 4 promotions are defined as:

movement over a salary bar into the following grade:

  • Associate Professor

Level 5 promotions are defined as:

movement over a salary bar into the following grade:

  • Professor

Levels 1 – 4 promotions criteria and process, and Level 5 promotion criteria and process are covered by separate guidelines.

Movement within salary ranges for existing Professors, Associate Professors, and all Range 2 levels are detailed in the salary review process for academic staff.

Performance level expectations

Historically an issue which has led to some confusion amongst both applicants and those assessing applications, has been the lack of defined performance level expectations. In the recently revised Level 1 and 2 reforms, sustained was clarified as:

“Sustained” will normally be regarded as performance over three or more full academic years (part time staff will have applications considered on a prorated basis) for             movement across a bar; or two full academic years for movement within a grade. Please note that the definition of sustained refers to performance since appointment or last promotion at Massey University only, and not in previous employment for promotions in levels 1, 2, and 3 (up to and including Senior Lecturer Range 2).

It is proposed that this definition of sustained be applied across all new relevant levels, but be applied differently to each level as follows:

a) Level 1 - Applicants will need to demonstrate - Sustained Competence: demonstration of continued achievement of the advancement to their capabilities and to the academic activities in which the applicant is engaged as part of their academic role.

b) Level 2 - Applicants will need to demonstrate - Sustained Merit: demonstration of a significant achievement to the advancement of their capabilities, and to the academic activities in which the applicant is engaged as part of their academic role.

c) Level 3 - Applicants will need to demonstrate - Sustained Excellence: Advanced capabilities, and demonstration of leadership in the academic activities in which the applicant is engaged as part of their academic role.

d) Level 4 - Applicants will need to demonstrate - Sustained Distinction: demonstration of significant, international or national contributions demonstrating excellence, and leadership in the academic activities which the applicant is engaged and the significant advance of their capabilities.

e) Level 5 - Applicants will need to evidence World Class performance and leadership: demonstration of world-class standard activity that evidences distinctive levels of peer recognition and esteem, indicates a significant contribution to New Zealand and/or international fields and other significant demonstrable impact. All applicants applying for promotion to professor must be able to evidence strong leadership and high performance in key areas of expertise and will have attained recognition (normally at the international level) as a renowned authority in the discipline.
Consideration will be based on “whole of career” – which is an assessment of an applicant’s entire academic career spanning before their appointment at Massey University or their last promotion.

Application processes

Consideration of Associate Professor applications will now be undertaken by the College committees.

Under special circumstances applications for promotion may be submitted by a manager on behalf of an applicant during the application timeframes each year. A further option is under special circumstances applications for promotion may be submitted by a Pro Vice-Chancellor “out of cycle” of the yearly promotions timeframes under the following guidelines.

Manager on behalf:

Applications for promotion may be submitted during the application timeframes. In the absence of a staff member or in special circumstances, a manager with the delegated authority may submit an application of behalf of the staff member. Applications must be submitted through the online systems. Those submitting application on behalf must ensure they complete all the required sections of the relevant application, and provide the necessary information in support of the case submitted.

Out of cycle:

Out of cycle promotions should be forwarded to the Pro-Vice Chancellor for consideration and approved by the Assistant Vice-Chancellor Research, Academic and Enterprise. Decisions will “normally” be guided by the academic promotions criteria. Those submitting the case must ensure they complete all the required sections of the relevant application, and provide the necessary information in support of the case submitted.

Recruitment:

When a vacancy arises or when funding is allocated. Normally the candidate applies to an advertised position and the appointment is made by a committee that is established for the purpose; it is chaired by the delegated manager and normally includes an external specialist in the field. Candidates for these positions are interviewed. The term of appointment and other employment conditions will be determined by the requirements of the specific position being filled. Decisions may be guided by the promotions criteria.

To date, supervision at Postgraduate level has not been defined. The following definitions have been introduced:

“Supervision” is normally expected to be at postgraduate level.

“Clinical and professional supervision” is a broad category of work. In some areas it will include a developmental relationship which is intended to mature clinical/professional skills delivered as part of real life situational education through facilitated learning environments. This will include a variety of contact time including mentoring and coaching. Supervision of clinical/professional students will guide and feedback to students so that real world experience can be gained and practical knowledge is disseminated and acquired. It is acknowledged that supervision in this sphere is normally more time consuming and should be considered when assessing an application for promotion.

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