Information on conducting Departmental Promotion Panels

This document provides Heads of Departments with information on conducting departmental promotion panels.

Heads of Departments should ensure that all staff are considered as to whether they are suitable for promotion. All staff should be given equal opportunities to develop their careers and be given encouragement to advance.

At each stage throughout the promotion procedure, those involved in recommending, assessing and confirming promotions should take particular note of the special circumstances of those members of staff who are on part-time or fixed-term contracts or who are on externally funded contracts. In addition, they are reminded that, as an equal opportunity employer, the University aims to treat all people equally irrespective of race, ethnic origin, gender, marital or parental status, sexual orientation, creed, disability, age or political belief.

Before submitting a recommendation for promotion, the Head of Department must convene a promotion panel meeting(s) to include colleagues with knowledge reflecting a range of areas and expertise.

The promotion panel should consult and consider all staff in the Department to determine whether their jobs have grown sufficiently to be considered for promotion. This should be done with reference to the Grade Profiles which give the main factors differentiating one grade from another and may be informed by SRDS discussions to identify if it is the right time for promotion.

Heads of Departments should ensure staff are aware of the date of the departmental promotion panel meeting(s) and provide a deadline by which staff should submit their CV, if required, for consideration by the promotion panel.