Appointment of Distinguished Professors Procedure

1. Purpose

1.1 The Appointment of Distinguished Professors Procedure (the procedure) outlines the mandatory processes for the appointment of distinguished professors by invitation (external) and promotion (internal). 

1.2 This procedure should be read in conjunction with the Recruitment and Appointment Policy and the Academic Promotion Policy.

2. Scope

2.1 This procedure applies to:

1. all external academics (Australian and overseas), and
2. UTS academic staff currently employed on a continuing Level E appointment.

2.2 Appointments of distinguished professors by promotion or invitation may be considered in line with the Recruitment and Appointment Policy:

1. where the proposed appointment is required in a short timeframe to secure or retain an outstanding candidate or to meet urgent or critical operational needs
2. where the proposed appointment would provide a major competitive advantage aligned with a specific strategic or values driven initiative
3. in a situation where any breach of confidentiality would place the appointee and the appointment at risk (making competitive recruitment impossible)
4. where the potential appointee would not normally seek an appointment or promotion or, because of their profile, would not wish to be seen to seek an appointment or promotion
5. as recommended by the Deputy Vice-Chancellor (Research) for approval by the Provost to meet the requirements and timeline of a fixed-term externally funded project or research grant (up to 3 years) where appointment conditions have been determined by the funding body, or
6. in other exceptional circumstances or for other strategic reasons as determined by the Provost in consultation with the Vice-Chancellor.

3. Principles

3.1 UTS values excellence in teaching, research and engagement and recognises the contributions of individual academics towards achieving the UTS 2030 strategy. The principles outlined in this procedure are in addition to those in the Recruitment and Appointment Policy (for appointments by invitation) and the Academic Promotion Policy (for appointments by promotion).

3.2 UTS values workforce diversity and is committed to ensuring that practical and measurable steps are taken to achieve equal opportunities for current and future staff. This is outlined in our commitment to gender diversity (refer Gender equity at UTS) and to overcoming Indigenous disadvantage in employment (refer Wingara Indigenous Employment Strategy).

3.3 The appointment of distinguished professors enables UTS to enhance its academic profile, either by appointing eminent external people or recognising and rewarding eminence and sustained academic excellence within UTS.

3.4 Appointments by invitation must also, in line with the Recruitment and Appointment Policy and the Academic Promotion Policy, consider the university’s commitment to excellence, social justice and equity (and achievement of equity targets).

4. Procedure statements

Criteria for appointment by invitation and promotion

4.1 Eminent external academics or professional practitioners may be invited to join UTS as either a distinguished professor or distinguished industry professor (hereafter distinguished professor) in line with this procedure.

4.2 Promotion to distinguished professor is available to eminent academic professorial staff with sustained academic excellence who:

1. are on a full-time, continuing academic appointment at Level E
2. have been employed by UTS for a minimum of 2 years, and
3. meet the eligibility criteria outlined in this procedure.

4.3 The number of distinguished professors will not be fixed, however the promotion committee will recognise and preserve the distinction of these appointments, providing a ratio of total appointments to the UTS professoriate as part of the approval documentation to the Vice-Chancellor.

4.4 Distinguished professorships should recognise achievement at the highest level in line with the criteria and evidence outlined below, taking into consideration workforce diversity and equal opportunity commitments. Staff who do not meet these requirements will require the approval of the Provost before lodging an application.

Table 4.4: Table of criteria and evidence

Appointment duration, remuneration and reappointment

4.5 Distinguished professorships will be up to 5 years duration as a fixed-term member of the university’s academic staff with normal conditions and rights.

4.6 Additional special conditions or expectations may be determined by the Vice-Chancellor.

4.7 The source of funding for appointments will be negotiated between the Vice-Chancellor and relevant faculties.

4.8 On the conclusion of their fixed-term appointment, distinguished professors appointed by promotion from the UTS professoriate will return to their original level of continuing academic appointment and remuneration.

4.9 A distinguished professor whose fixed-term appointment is due to expire may be renominated and reappointed in accordance with this procedure.

4.10 Remuneration for distinguished professor appointments will be equivalent to the current UTS pay rate assigned for professors. Any supplementary remuneration may be determined by the Vice-Chancellor as appropriate and, in the case of internal promotions, may take account of any existing loadings and salary supplementation.

4.11 UTS will assess the matter of superannuation contributions individually.

Appointing a distinguished professor by invitation

4.12 Procedures for the appointment of a distinguished professor by invitation (that is external candidates) are considered and selected in line with the Recruitment and Appointment Policy.

Appointing a distinguished professor by promotion

4.13 Each year, the Provost will invite deans to submit nominations for distinguished professor by promotion from within the professoriate of their faculty. The Provost may decide not to seek nominations in any scheduled year.

4.14 Deans are asked to submit nominations, via the Executive Director, People and Culture, to the Provost.

4.15 In the event that a pro vice-chancellor, assistant deputy vice-chancellor or member of the University Leadership Team is proposed for appointment, the nomination should be made by the relevant supervisor.

4.16 The nomination form (available at Academic promotion (SharePoint)) should include the following:

1. a detailed justification of the proposed appointment, addressing the criteria outlined in this procedure relevant to the nominee’s claim for exceptional distinction in scholarship and contribution to the UTS 2030 strategy. Emphasis should be placed on quality and impact, rather than quantity, and should reference performance against the UTS academic benchmarks for the areas of claim where appropriate
2. an outline of proactive and sustained leadership in, and contribution to, the achievement of the UTS 2030 strategy
3. a full curriculum vitae, and
4. an outline of the nominee’s proposed teaching/research/engagement program, as relevant to their current appointment and responsibilities, for the next 5 years to demonstrate the future potential of the appointee and the benefits to the UTS 2030 strategy and academic profile.

4.17 Where the Provost considers a nominee to be suitable for appointment, the Provost will seek reports from at least 4 advisors who are external to UTS and of international standing. The Provost will consult with the nominator on suitable advisors.

4.18 The Provost will then establish a promotion committee comprising:

1. the Provost (as Chair)
2. the Deputy Vice-Chancellor (Education and Students)
3. the Deputy Vice-Chancellor (Research)
4. 3 members of staff currently holding the title of distinguished professor
5. the Chair, Academic Board.

4.19 Where one of the above individuals is proposed for appointment, an alternative committee member will be selected by the Provost.

4.20 In line with the requirements of the Recruitment and Appointment Policy, promotion committee members must undertake unconscious bias training and cultural awareness training (as appropriate) before interviewing candidates, or obtain an exemption from the Provost (as outlined in the Recruitment and Appointment Policy).

4.21 The promotion committee (hereafter the committee) will consider each nomination and make recommendations for appointment through the Provost to the Vice-Chancellor.

4.22 The committee may ask for additional information on any nominee (for example, publications, teaching evaluations and workplans) and seek benchmarking data on performance relative to disciplinary or professional norms.

4.23 Further information may also be requested from the nominee or relevant dean, in this case, the dean and nominee will be provided with a copy for any comment relevant to the nomination.

4.24 The Vice-Chancellor has authority to approve promotions to distinguished professor based on the recommendation provided by the committee (including the relevant metrics as outlined in statement 4.3).

4.25 Unsuccessful nominees will be advised that they may be renominated in subsequent years, in accordance with this procedure, and will be offered feedback on their unsuccessful nomination.

Reappointment of distinguished professors

4.26 A distinguished professor whose term of appointment is due to expire may be renominated and reappointed for a further term.

4.27 The relevant dean will provide the following information for renomination:

1. justification for reappointment
2. a summary of the candidate’s achievements during the previous term of appointment, including any changes to the teaching/research/engagement program set out in the initial case for nomination, and
3. a description of the candidate’s proposed teaching/research/engagement program for the subsequent term.

4.28 Renominations will be considered by a sub-committee of the promotion committee comprising the:

1. Provost (Chair)
2. Deputy Vice-Chancellor (Education and Students)
3. Deputy Vice-Chancellor (Research), and
4. Chair, Academic Board.

4.29 The sub-committee will either recommend the reappointment to the Vice-Chancellor for approval or refer the renomination to be reviewed by:

1. the full promotion committee in line with the process outlined above (refer Appointing a distinguished professor by promotion), or
2. a selection panel as outlined in the Recruitment and Appointment Policy.

4.30 A candidate who has not been successful in reappointment may be renominated in subsequent years in accordance with this procedure or the Recruitment and Appointment Policy.

Appeals process for internal applicants

4.31 Unsuccessful appointment by promotion applicants may appeal a selection decision only on the grounds of lack of due process.

4.32 Appeals may only be made where the nominee has sought and received feedback from the Provost on the reasons for the unsuccessful application.

4.33 An internal applicant who wishes to make an appeal must lodge a written notification with the Vice-Chancellor within 7 days of receiving written notification of an unsuccessful application. Further supporting documentation must be lodged within 14 days of receiving written notification of an unsuccessful application.

4.34 The obligation to establish failure to follow the selection processes outlined in this procedure lies with the appellant.

4.35 The Vice-Chancellor will appoint a person(s) not involved in the original selection process to investigate the circumstances of the appeal and provide a report.

4.36 On consideration of the report’s findings, the Vice-Chancellor may:

1. reject the appeal
2. request further investigations
3. appoint a different selection committee to shortlist and/or interview all or some applicants
4. quash the original selection decision and initiate a completely new selection process.

4.37 The decision of the Vice-Chancellor is final.

5. Roles and responsibilities

5.1 Procedure owner: The Vice-Chancellor is responsible for the approval of this procedure and for approving appointments to distinguished professor, by invitation and promotion, in line with this procedure. The Provost is responsible for managing the process of appointment by promotion and appointment of the promotions committee.

The Vice-Chancellor is also responsible for investigating any appeals.

5.2 Procedure contact: The Client Services Manager coordinates activities and processes (including forms) under this procedure.

5.3 Implementation and governance roles: The promotions committee and sub-committee are responsible for:

1. assessing the merit of nominations in terms of the eligibility criteria outlined in this procedure
2. complying with the Equity, Inclusion and Respect Policy and the Wingara Indigenous Employment Strategy
3. maintaining confidentiality on the selection process and nominee information
4. undertaking unconscious bias training, and
5. advising the chair of the relevant committee of any actual or potential conflict of interest in relation to the selection process and/or any nominees.

6. Definitions

The definitions outlined in the Recruitment and Appointment Policy and the Academic Promotion Policy apply for this procedure.