Professors will normally be members of the academic staff but other members of staff may be considered for a professorial appointment if they satisfy the promotions criteria.
Professorial levels
Professorial advancement
There are four professorial grades:
Grade S1 (spine points 51 - 54) At this level, professorial staff are expected to satisfy the criteria for one of the five pathways and to be achieving at a nationally-recognised level of excellence. They will be expected to demonstrate a national level of recognition by their peer community as a significant contributor to their field of work, and to have an emerging international reputation.
Grade S2 (spine points 54 - 57) At grade 2, Professors are expected to demonstrate a significantly higher level of recognition and achievement than at grade 1. In particular, they are expected to be able to demonstrate international reputation and recognition as well as status as a leading national figure in their field. They will also be expected to have achieved awards or fulfilled roles within or outside the University which are consistent with the level of recognition by their peer community.
Grade S3 (spine points 58 - 61) At grade 3, Professors are expected to demonstrate output and peer esteem which clearly identify them as a leading international contributor to their field of work. They will be making an outstanding and pre-eminent contribution to the reputation of the University through gaining major awards and honours, and achieving a level of proven international “leading-edge” excellence in research, teaching, professional practice, enterprise, knowledge exchange or academic leadership.
Grade S4 (spine point 62 minimum) At this level, Professors will be truly world-leading, recognised as leading their field internationally and be able to demonstrate an outstanding level of peer esteem. In order to be promoted to level 4, applicants must be able to demonstrate excellence against all of the criteria in their chosen pathway. The Vice-Chancellor has the authority to determine the level of remuneration that is appropriate for professors appointed to this grade.
Established and personal professorships may be permanent or for fixed, renewable terms. Unless a professor already holds a higher salary in a senior management post, internally-promoted professors will be appointed to the Professor grade S1 scale. In the case of promotion to higher professorial grades, candidates will be appointed at the base salary of the new grade, or at the next higher spine point to the point at which they are currently being paid. Professors who are subsequently appointed to a higher graded management post will transfer to the substantive scale for that post.
Criteria and responsibilities
Applications for promotion to Professor must be made against the criteria for one of the five pathways. The pathways to professorial promotion all recognise achievement of the highest distinction and are based on achievements and on an expectation of a continuing contribution in the area for which the title is awarded.
The five pathways are:
- Research
- Student experience (previously teaching, learning and assessment)
- Enterprise and knowledge exchange
- Professional achievement
- Academic leadership
Successful candidates are expected to exercise the following generic responsibilities in the professorial role:
To teach students using appropriate instruction methods such as lectures, tutorials, seminars and other formal pedagogic work, and to contribute to the enhancement of the student experience.
To supervise student projects and dissertations at UG and PGT levels.
To supervise students engaged in higher degree work by research.
To mentor and support the development of less experienced colleagues in pursuing their own research careers.
To mark and assess student work.
To undertake curriculum development work including identification of consumer requirements, planning, development and evaluation of courses and course materials, and supervise course provision.
To care for the pastoral needs of students including counselling, welfare and guidance.
To manage and administer education processes including the administration and management of education and training programmes and publicity and public relations work.
To participate in the administrative processes of the University including committee membership, quality assurance procedures, recruitment and admissions.
To represent the University on or to appropriate external bodies.
To undertake research and to publish high quality articles or other appropriate outputs in recognised academic and professional journals or other relevant media, to write and/or contribute to books and monographs.
To contribute to their discipline nationally and internationally through participation in conferences,seminars, peer review and editorial processes.
To participate in staff development and appraisal processes and in-service training.
To contribute to income generation activities, for example through successful bidding for research grants or knowledge exchange activities.
To provide academic leadership in the discipline and/or the teaching of a discipline or the related professional practice.
Professorships are not automatically associated with specific managerial and/or administrative responsibilities. By virtue of their status, Professors are expected to make a major contribution to the development and implementation of the Department/School’s and University’s academic activities. Their specific contribution will be defined by, and agreed with, the Dean of Faculty in consultation with the Pro Vice-Chancellor (Research and Global Partnerships) through the personal development and review procedure.
Application procedure
Candidates are required to provide:
1. A full annotated CV, demonstrating how the above criteria are met (maximum of 15 pages long in minimum of 11pt font with normal margins and no web links). The CV should be in the format:
Section A
Name
Current appointment
Level applied for
Education and professional qualifications
Previous appointments
Membership of professional bodies
Section B - Student experience (Teaching, Learning and Experience)
Section C - Research
Section D - Professional achievement
Section E - Academic leadership
Section F - Enterprise and knowledge exchange
- Applicants should provide the main evidence under the section that corresponds with their chosen pathway but may provide evidence under the other sections if relevant to their application.
- Applicants who have made a previous application for promotion, should highlight the developments since that date. For example, an applicant who was previously promoted to Reader should make clear the additional research grants or publications produced since that date.
- Research grant income should be presented in the following format:
| Date | Funder | Project title | Value of bid | Value of award to Brookes | Status (PI or CI) | Co-researcher |
- Publications should be listed in groups, e.g. books, major articles, reviews; and each group should be shown in reverse chronological order (i.e. most recent publication first), giving the title and year of publication. Refereed journals should be clearly indicated.
- Where joint publications are included, it is essential that a clear indication is given of the extent of the candidate's contribution.
- A clear indication should be given of those books written as author or co-author, and those in which the work has been editorial or as a contributor.
- Publications that are "in press" should be listed separately; publications that are "forthcoming" should not be listed at all but may be referred to in the candidate's statement of his/her own case.
2. A supporting statement which sets out the case for promotion in a summary form (maximum of one side A4 in minimum of 11pt font with normal margins and no web links).
3. A critical appraisal from the Pro Vice-Chancellor Dean or Director.
4. The names and addresses of three external referees. The referees should be individuals who can make an objective and well-informed assessment of the candidate’s contribution to enhancing the student experience. The promotions committee will have discretion to approach any of the suggested referees, or to identify others if appropriate.
5. These documents should be emailed to hrcommittees@brookes.ac.uk
| Application timetable | Date |
| Annual call for applications in the staff newsletter | September/October |
| Closing date for receipt of applications | November |
| The Senior Academic Promotions Committee meets to review applications and to decide whether to proceed to go to referees. | December |
| The Senior Academic Promotions Committee makes promotion decisions based on the applications and referees' reports. | March |
| Promotions take effect (backdated) from 1 September. | |
Normally, unsuccessful applicants may not submit an application for a further two years. When re-applying candidates must submit a full application and not just address how they have responded to the feedback offered.
Appointment to professorial posts through external or internal competition
Appointment panels for professorial posts involving external or internal advertisement will normally be chaired by the Vice-Chancellor but, with the Vice-Chancellor’s agreement, may be chaired by the Pro Vice-Chancellor (Education) or Pro Vice-Chancellor (Research). A second member of the SAPC should normally also be a member of the appointment panel. Panels must include a professor (or someone of equivalent status) with widely recognised expertise in the academic field of the appointment from outside the University. The panel will also include the PVC/Dean of Faculty.
Professorial promotions pathways
a) Research pathway
Promotion to Professor via the Research pathway is based on an outstanding contribution to the research profile of their discipline or across disciplines, and through a wide ranging body of evidence and external activities. Candidates are expected to have demonstrated substantial achievement in original research, either pure or applied, and be recognised at national and international levels. Candidates should be able to demonstrate the ability to influence, stimulate and inspire others and have a strong record of recognition for impact in terms of reach and significance beyond the University at national or sector-wide levels. They should also be able to demonstrate commitment to the future development of their research and the capacity, and acceptance of the responsibility, for contributing to the leadership of research development within their discipline and more widely within the University.
Promotion to Professor (Research Pathway): Key Criteria
[The criteria should form sub-headings in your annotated CV under which you provide evidence which demonstrates how you meet that criteria.]
- Substantial and sustained achievement in original research, either pure or applied, recognised at national and increasingly at international levels.
- Active and inspiring leadership in research and related activities that influences, stimulates and develops others - including early career researchers and research students
- A substantial record of recognition for research impact in terms of reach and significance beyond the University
- An outstanding contribution to the research profile of the discipline or across disciplines evidenced through peer reviewed publications, other outputs appropriate to the discipline, externally funded research projects, collaborative projects and external research activities relevant to the discipline
- A clear and sustainable commitment to the future development of research and the capacity, and acceptance of the responsibility, for contributing to the leadership of research development within the discipline and more widely within the University.
In determining whether the above criteria are met, the panel will look for evidence of the impact of your contribution, which could include:
Key Criterion 1: Evidence of sustained reputation and achievement in research excellence, including but not limited to: Brookes Research Excellence Award, external awards or prizes, invited workshops/seminars/practitioner events, consultancy, key-note lecture invitations, organisation of conferences, seminars, exhibitions, networks and/or workshops as relevant to the discipline, membership of national or international or sector-wide advisory boards or review panels, funding body committees or panels, editorial work for national/internationally recognised journals.
Key Criterion 2: Evidence of active and inspiring research leadership, including but not limited to acting as PI or CI on grants or work packages on major collaborative awards, leadership of a research group, team, centre or thematic area, leadership of major internal/external collaborative projects; Research Lead, RIKE Network Lead, Postgraduate Tutor, coordinating major collaborative grant applications or external networks or events. Evidence of research leadership that stimulates and develops others could include positive impact from mentoring and developing less experienced colleagues and/or early career researchers (e.g., grants, promotion, awards, jobs), successful supervision of research students as primary supervisor, contributing to the delivery of the EXPLORE programme, research student training activities, sitting on committees/groups to support researcher development.
Key Criterion 3: Evidence of how your research is having a positive impact within your discipline or related areas; evidence of how your research is having a positive impact in terms of reach and significance outside of the university, for example, in its contribution to societal challenges on a local, national or global scale; evidence of engagement with the public and/or local community and/or policy makers and/or end-users/beneficiaries of research.
Key Criterion 4: A substantial body of outputs (which may vary according to discipline) including but not limited to peer reviewed journal articles, invited reviews, book chapters, books and monographs, major reports, exhibitions or performances; evidence of a leading contribution to selected outputs; evidence of being able to attract significant and sustained external funding to support your research as PI, or CI on larger, collaborative awards (as appropriate to the discipline); evidence of collaborative research with local, national or global partners which could be other HEIs, industry, business, third sector, health or social care sectors.
Key Criterion 5: A outline development plan for the next three years which outlines your intended leadership of, and contribution to, the enhancement of your research area.
b) Student Experience (previously Teaching, Learning and Assessment)
Promotion to Professor via the Student Experience pathway is based on an outstanding and innovative contribution to teaching, learning and/or assessment. Candidates are expected to have led excellent or innovative practices that have made a substantial and sustained contribution to the student learning experience within their field of work or professional practice. They will have an established recognition for impact in terms of the reach and significance of their activities at a national or sector-wide level.
Promotion to Professor (Student Experience): Key Criteria
- Sustained excellence in teaching at undergraduate or postgraduate level, which is leading edge and relevant to contemporary contexts.
- Outstanding and sustained contribution to leading successful innovations in teaching, learning, assessment and/or other aspects of the student experience, recognised at national or international levels.
- Significant and sustained contribution to the advancement of knowledge and understanding in the field of learning, teaching, assessment and/or other aspects of the student experience at the highest level beyond the University.
- Outstanding contribution to the profile of their discipline/department through publications, scholarship and research in aspects of higher education teaching and learning and the student experience.
- Active and inspiring leadership in activities for enhancing the student experience, which influences, stimulates and develops others.
- A clear and sustainable commitment to the future development of pedagogy or enhancement of the student experience and the capacity, and acceptance of the responsibility, for contribution to the leadership of the student experience within their discipline and more widely within the University.
- Candidates are expected to enable the development of teaching practice and scholarship of others at Oxford Brookes by contributing to the EXPLORE CPD framework and the work of the Brookes teaching and learning community.
- National or international recognition of contribution to the academic community and a Principal Fellowship of the Higher Education Academy.
In determining whether the above criteria are met, the panel will look for evidence of the impact of your contribution, which could include:
Key Criterion 1: Sustained reputation as an excellent teacher e.g. National Teaching Fellowship, Principal Fellow of the Higher Education Academy, Brookes Teaching Fellowship Excellence and Innovation Award, Student Led Teaching Award, advising for other universities, external examining, external validation panel member, invited workshops/course, consultancy, key-note lecture invitations, organisation of conferences, seminars and workshops on topics related to the student experience, contribution to policy, procedures or practice for sector bodies or university committees.
Key Criterion 2: Evidence of outstanding and sustained innovative teaching and learning practices e.g. integration of technology enhanced learning, successful activities which involve students as partners in their learning, contribution to student support. Successful leadership of a significant teaching, learning and assessment development project or team that positively impacted upon the student experience. Evaluations of the impact of innovations and recognition of their impact at national or international levels e.g. publications, citations, and adoption by other institutions/practitioners, etc.
Key Criterion 3: A significant and sustained contribution to the teaching, learning and assessment process e.g. curriculum development, innovation in teaching, learning and assessment approaches, and external assessments and evaluations of this contribution. Leadership of ensuring inclusive practice, programme redesign to improve assessment practices or the development employability, and assessment and evaluations of this contribution. Research inspired teaching or involving students in undergraduate research, and its impact on disciplinary or institutional practices. External experience of the evaluation of learning, teaching and assessment e.g. QAA reviewer, consistent involvement in external examining. Recognised external leadership roles in learning and teaching e.g. through membership or national bodies or contribution to policy that relates to the Student Experience.
Key Criterion 4: High level pedagogic scholarship/research, as demonstrated by publications and citations, editorial board membership, journal reviewing, conference presentations and key-note invitations. Success in securing funding for teaching and learning developments/innovations or pedagogic research. Details of how this research has been received and utilised.
Key Criterion 5: Mentoring and supporting less experienced staff in the development of their teaching and learning practice e.g. leading staff development workshops, developing and using coaching skills, supporting Associate Lecturers or colleagues in ACPs, leading and developing writing groups. Introducing procedures which support less experienced staff e.g. assessment calibrations, peer observation, etc.
Key Criterion 6: A development plan for the next three years which outlines your intended leadership of, and contribution to, the enhancement of the student experience.
Key Criterion 7: Details and evidence of contribution to the EXPLORE CPD framework and the work of the Brookes teaching and learning community.
Key Criterion 8: Details and evidence of completion and award of National Teaching Fellowship, Principal Fellowship of the Higher Education Academy, etc. Evidence of international standing e.g. membership of international committees concerned with the development of the teaching of their subject in Higher Education, international (preferably peer-reviews) publications, contribution to international conferences and evidence of adaptation of teaching or assessment methods by Higher Education institutions in other countries, etc.
c) Enterprise and knowledge transfer pathway
In awarding a chair, the committee will have regard to the following principles relating to the award:
- it should recognise enterprise and knowledge transfer achievements of the highest distinction;
- it should represent at least national recognition;
- it should be based on past achievement and the expectation of continuing appropriate contribution at that level, including the capacity, and acceptance of the responsibility, for leadership of enterprise and knowledge transfer within the University.
Criteria are:
- outstanding contribution to the University through enterprise and knowledge transfer activities;
- ability to influence, stimulate and inspire others;
- outstanding achievement in developing and sustaining links with external stakeholders e.g. industry, commerce;
- commitment to the future development of enterprise and knowledge transfer and a capacity and acceptance of responsibility for contributing to the leadership of these activities within their discipline and more widely within the University.
In determining whether the criteria are met, the panel will look for evidence of:
- an established reputation for research;
- major innovation in linking research (and scholarly activities) and knowledge transfer through e.g. consultancies, CPD, enterprise activities;
- outstanding and sustained success in developing networks and partnerships with internal and external stakeholders;
- significant sustained industrial/commercial collaboration(s); validation of collaboration;
- a leadership role within the University, e.g. leading a team in developing enterprise activities within the School;
- sustained success in securing major funding;
- external recognition, e.g. through membership of enterprise bodies, advisory/consulting roles for national/international agencies or bodies;
- external experience of evaluating enterprise projects or programmes;
- international contribution to developing the link between the discipline and its stakeholders through e.g. membership of international committees; publications, contribution to international conferences;
- commitment to the future development of enterprise and knowledge transfer activities;
- capacity and acceptance of responsibility for contributing to the leadership of enterprise and knowledge transfer within the University.
d) Professional achievement pathway
In awarding a chair, the committee will have regard to the following principles relating to the award:
- it should recognise outstanding professional achievement outside teaching and academic administration and the contribution made to the University’s external profile;
- it should represent national and international recognition of these achievements;
- it should be based on past achievement and the expectation of continuing appropriate contribution at that level, including the capacity, and acceptance of the responsibility, for the external promotion of the University through professional activities.
Criteria are:
- outstanding contribution to the university through professional achievement outside teaching and academic administration;
- ability to influence, stimulate and inspire others;
- record of recognition for impact in terms of reach and significance beyond the University;
- outstanding and lasting contribution to their academic community and/or through links with industry, the professions, commerce, the public sector or voluntary organisations;
- commitment to the continuing development of these professional activities and the capacity and acceptance of responsibility for contributing through these activities to the external promotion of the University.
In determining whether the criteria are met, the panel will look for evidence of:
- outstanding and lasting contribution to their academic community and/or links with industry, the professions, commerce, the public sector or voluntary organisations in a way which distinguishes the candidate;
- service and leadership, in an executive role, on advisory or other boards or learned societies, national and international organisations and agencies;
- contribution to and significance of national/international role and leadership in government or corporate agencies at national/international level, professional institutes, research committees, community service, subject committees benchmarking panels;
- extensive acknowledgement as an intellectual leader in the field of activity;
- influence on national policy debates and professional advice;
- invitations to act as consultant or advisor to major national, intergovernmental and international agencies and/or major national or international professional bodies;
- ways in which the professional activities promote the University externally;
- leadership given to University colleagues in developing professional networks;
- commitment to future professional activities which benefit and promote the University externally;
- capacity and acceptance of responsibility for contributing to the promotion of the University through professional activities.
e) Academic leadership pathway
In awarding a chair, the committee will have regard to the following principles relating to the award:
- it should recognise outstanding academic leadership;
- it should represent at least national recognition in a minimum of two of the University’s core activities: i.e. teaching and learning, research, and knowledge transfer and enterprise;
- it should be based on past achievement and the expectation of continuing appropriate contribution at that level, including the capacity, and acceptance of the responsibility, for academic leadership within the University.
Criteria are:
- outstanding contribution to the University through academic leadership;
- ability to influence, stimulate and inspire others;
- outstanding contribution in at least two of the Universities core activities, i.e. teaching and learning, research, and knowledge transfer and enterprise;
- commitment to the future development of these core activities and a capacity to contribute to the leadership of these activities within their discipline and more widely within the University.
In determining whether the criteria are met, the panel will look for evidence of:
- outstanding and sustained leadership of a major academic function within the University in a way which distinguishes the candidate;
- developing or sustaining the faculty and the University’s prominence and profile at a national level, beyond its ‘core business’ and beyond the sum of its parts;
- leadership skills in designing and implementing substantial organisational change and/or building new institutional capacity within the School and University, e.g. new research centre, research culture, teaching quality;
- commitment to the future academic leadership within or across the core activities of the University;
- capacity and acceptance of responsibility for providing academic leadership within the University.
Additional requirements
In addition, evidence will be required of a distinctive record of achievement in at least two of the University’s core activities, as follows:
teaching and learning:
- an established reputation as an excellent teacher and scholar;
- outstanding achievement in contributing to the learning and assessment process through, e.g. leading the development of innovative courses, pedagogic innovation and contribution to the discipline, leadership roles in learning and teaching at national level;
- external experience in evaluating learning, teaching and assessment, e.g. QAA reviewer, a record of consistent involvement in external examining.
research:
- research profile of at least national excellence, as supported by evidence of membership of research councils and bodies, invitations to give keynote papers etc, editorial roles, external examination of PhD students, organisation of internal conferences, etc;
- significant list of publications and conference papers, where most of the published outputs have been subject to peer review;
- research income, including research grants and income generated from the exploitation of research;
- PhD supervision leading to successful completion;
- research leadership.
enterprise and knowledge transfer:
- significant innovation in linking research (and scholarly activities) and knowledge transfer through e.g. consultancies, CPD, enterprise activities;
- successful development of networks and partnerships with internal and external stakeholders;
- significant industrial/commercial collaboration;
- a leadership role in developing enterprise activities within the faculty;
- success in securing significant funding;
- external experience of the evaluation of enterprise projects or programmes.