Academic Promotions - October 2013

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ACADEMIC PROMOTIONS 2013 Introduction It is with great pleasure that I introduce to you our colleagues who have been promoted recently: their achievements are a cause for celebration. The promotions process is a rigorous one, and I thank all those who took part. The work of the University Promotions Committee is not easy, as we recognise and reward contributions across a broad range of activity which makes up academic life. The University works hard to support staff development through formal and informal means. In the past year, we have

improved the support we provide for mentoring, launched the Reflect, Plan, Develop (RPD) scheme to supersede appraisal, and I have led a working group on the experience of female academics. We will continue to invest in nurturing the career development of our academics and our professional services staff members. I congratulate all those who have been promoted this year, and look forward to hearing more about our colleagues’ achievements in the future. Professor Dame Julia Goodfellow Vice-Chancellor

This year has been our best yet for promotion: we saw a 50% year-on-year increase in applications and it was wonderful to see the diversity of work, and the quality of cases that people provided. The high volume of applications was matched by a high success rate for applicants, which is a good indicator that the promotions procedures are working well in being able to recognise the excellent work that our staff members do across a range of activities. It was particularly good to see staff recognised for contributions to teaching and learning: this is something that we hope will continue. The new appraisal scheme, RPD, provides a further opportunity for staff to talk about their future career plans, which may include applications for promotion. We have asked each school to ensure that appraisers meet with their heads of school after all the RPD meetings have taken place to ensure that all colleagues are properly encouraged in their career development, and that where appropriate such career plans are discussed and supported. Margaret Ayers Director of Human Resources

Promotion and Reward The University has a number of ways of recognising the outstanding performance and contribution of its staff, whether this is through promotion, re-grading when jobs change or through additional increments, one-off payments and team awards. Through these processes, the University aims to encourage staff to improve their own performance while meeting nationally and internationally recognised standards of excellence. Details of the various schemes which operate for all groups of staff are available on the HR webpages: www.kent.ac.uk/hr-staffinformation/


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