CHINHOYI UNIVERSITY OF TECHNOLOGY
ACADEMIC STAFF GRADING, TENURE AND PROMOTIONS ORDINANCE
ORDINANCE NO 3
Arrangement of Sections
1.Title and date of commencement.
2. Objectives.
3. Structure of Academic Staff Grades.
4. Grading and Notching on Initial Appointment.
5. Professional Supplement.
6.Promotion.
7.Tenure.
8.Interpretation
1. This Ordinance may be cited as the Academic Staff Grading,
Tenure and Promotions Ordinance 2002, and shall take effect from
1 January 2002.
2. OBJECTIVES
In making this Ordinance, the Council has as its objective the establishment within the University of an equitable and workable system of appointments and promotions which satisfy the legitimate career aspirations of academic staff and which will ensure the achievement of the University’s academic aims whist maintaining the high quality of its academic staff.
3. STRUCTURE OF ACADEMIC STAFF GRADES
3.1 The following structure of grades and notches for Academic Staff shall
apply within the University:
GradeNumber of Notches
Professor/ Research Professor1
Associate Professor/ Associate Research Professor11
Senior Lecturer/ Senior Research Fellow11
Lecturer/ Research Fellow11
3.2 The salary scales applicable to each grade and the salary step
applicable to each notch within a scale shall be such as may be approved by the University Council from time to time, and published as a part of the University’s Salary Scales.
3.3 The University Council or its authorised committees shall have sole
discretion to determine the academic staff establishment in each Academic Department and Faculty in the University, and in so doing, may designate that posts be established at any of the grades listed in section 3.1 above, but normally:
3.3.1Each of the other academic posts on a Department’s or Faculty’s or school’s establishment may be filled up to professorial level only by the promotion of existing staff.
4 GRADING AND NOTCHING ON INITIAL APPOINTMENT
4.1 On initial appointment to the University’s Academic Staff, a successful
candidate shall be graded and notched according to his or her qualifications, experience and published research, and in so doing, the following criteria will apply:-
4.2 Qualifications
4.2.1The basic qualification for appointment to the University’s Academic Staff is normally a post-graduate Masters’ degree.
4.2.2An appointee with a good first degree or an approved equivalent in the appropriate discipline, but without any relevant post-graduate experience, shall only be placed at the first notch of the Lecturer/ Research Fellow scale.
4.2.3An appointee with approved research or non-research post-graduate qualifications which have been the subject of an examination process, shall be granted additional notches within a grade according to the following guidelines:
4.2.3.1A post-graduate Diploma or Post-graduate
Master’s degree extending over less than 2 years of study or equivalent 1 notch.
4.2.3.2A post-graduate Masters Degree extending over 2 years of study or equivalent 2 notches.
4.2.3.3A Dphil or PhD Degree or equivalent 3 notches.
4.2.4 The qualifications which are accepted by the University as approved
equivalents to the three basic levels recognised are set out in the
First Schedule to this Ordinance.
4.2.5 A serving member of the University’s Academic Staff who obtains a
further qualification as described in Section 4.2.3 above, shall be awarded the appropriate additional notches with effect from the 1st of the month after the additional qualification is finally awarded, provided that such additional notches do not result in the member of staff being effectively promoted to a higher grade.
4.3 Experience
4.3.1 New appointees to the University’s Academic Staff will be awarded,
on initial appointment, one notch on the salary scales for each year of relevant post- graduate experience, provided that such recognition of experience does not result in the appointee being appointed at a grade higher than that of Lecturer/ Research Fellow, unless the appointee also satisfies the criteria for promotion to such higher grade as specified in Section 6.5 of this Ordinance.
4.3.2 In granting recognition to relevant post-graduate experience the
University shall:
4.3.2.1make no distinction between professional and non-professional experience;
4.3.2.2recognise in full, the time spent as a full-time member of the academic (teaching and/ or research) staff of a reputable university;
4.3.2.3not grant credit in notching on the salary scales for the time an appointee has spent in full-time study for a post-graduate qualification.
4.3.3 In all disciplines, any post-graduate experience in the appropriate
discipline will be recognised as relevant, and in particular the
internship year following graduation or equivalent will be recognised
as post-graduate experience.
4.3.4 In general, the University will not provide any credit in notching an
appointee, on initial appointment, for pre-graduate experience, but from time to time the University may recognise such experience and, in so doing, shall specify the type of experience and the extent of its recognition by the University, by including such information in the Second Schedule to this Ordinance.
4.4 Published Research
The University recognises published research, other than that
forming part of a post-graduate qualification, for the purposes of
determining the grade on initial appointment. The University does
not prescribe specific mechanism or guidelines for such recognition,
and relies on the appropriate Appointment Board to make
recommendations in each appointee’s case. In making such
recommendations, Appointments Boards shall take cognisance of
the quality of the published work and whether it had been referred
by persons expert in the particular field. Appointments Boards shall
ensure that the assessment and weighting of published research is
consistent with standards implemented by the Promotions
Committee.
5. PROFESSIONAL SUPPLEMENT
5.1. There shall be only one academic (Teaching and Research) grading
salary structure, and the same salary scales shall apply to all posts in
all Faculties/ schools within the University.
5.2. In certain fields a pensionable, professional supplement in addition to
the basic salary shall be paid to staff, unless it is provided for in some other scheme. These fields and the conditions governing the payment of the supplement are set out in the Third Schedule to this Ordinance.
6.PROMOTION
6.1Criteria for Promotion
In assessing the suitability of members of academic staff for promotion to a higher grade the University shall take into account the following broad criteria:
6.1.1 Teaching;
6.1.2 Research, Scholarship and Creative Work and;
6.1.3 Service within the University and within one’s profession.
6.2Assessment of Teaching
In making an assessment of a candidate’s teaching, the University
regards the following assessable areas as being of importance and will award maximum points for each item as indicated:
6.2.1 Teaching method (20);
6.2.2 Course content (15);
6.2.3 Management of attachments/internships/teaching practice at
undergraduate level or similar responsibility as approved by the department concerned (20);
6.2.4Supervision of research projects/dissertation at various levels as
follows:
6.2.4.1undergraduate students (10);
6.2.4.2taught Masters degree students (12);
6.2.4.3Master of Philosophy degree students (15);
6.2.4.4Doctor of Philosophy degree students (20);
6.2.5 Development of new and effective techniques of instruction including the production of teaching material (30).
6.3Assessment of Research, Scholarship and Creative Work
6.3.1 In making an assessment of a candidate’s research, scholarship and
creative work (hereinafter referred to as “research”), the University recognizes that research has a number of dimensions and is expected to cover the following areas of importance:
6.3.1.1the accumulation of data that confirms an existing theory;
6.3.1.2the application of existing theory to facts specific to given contexts;
6.3.1.3the generation of new theory and its empirical testing;
6.3.1.4the generation of new methodologies for dealing with problems in the discipline or in practice;
6.3.1.5originality and innovation in contributions to issues of culture, creative arts, writing, architectural design etc.
6.3.2 Normally the University would take into account for promotion purposes only research and other scholarly works which have been published, been accepted for publication or is in a written up form which can be assessed. The latter may include professional reports or similar relevant material that however, would be differentially weighted against journal articles and books, with a bias towards the latter.
6.3.3 In addition to making an assessment of a candidate’s research from
the point of view of its quality, the University would also make an
assessment in terms of the quantity of research output. In this regard,
the University emphasizes that all academic staff are expected, as an
essential part of their responsibilities, to be active and productive in research.
6.3.4 Consequent to 6.3.2 and 6.3.3 above, the University shall adopt the
following point scoring system for each published work:-
6.3.4.1Book authored/co-authored (10 points);
6.3.4.2Article in a referred journal (7 points);
6.3.4.3Chapter in a book (6 points);
6.3.4.4Book edited/co-edited (5 points);
6.3.4.5Refereed conference paper (3 points);
6.3.4.6Article in a non-refereed journal (2 points up to a maximum of 5
points);
6.3.4.7Book review article (2 points up to maximum of 5 points);
6.3.4.8Refereed conference abstract (3 points);
6.3.4.9Non-refereed conference paper (3 points);
6.3.4.10Article in a newspaper/newsletter, magazine etc. (3 points) and;
6.3.5 In assessing the research record of candidates for promotion, the
University will take into account the contractual responsibilities of members of staff from various faculties or schools.
6.4Assessment of University Service and Service within one’s
Profession
6.4.1 In assessing a candidate’s service, the University is conscious of the
fact that every member of the academic staff should be a good
University citizen, performing his/her duties conscientiously and well,
attending meetings and participating on committees to which he/she is
assigned. Also, by virtue of being specialized in one’s profession, a
candidate is expected to be active within the profession thereby
benefiting the external and larger community. The University considers
such activities as adequate service. In assessing a candidate’s service,
the University shall consider documented evidence in the form of
references from approved sources as well as written information relating
to research or teaching grants awarded. Overall, service shall be
assessed cumulatively over a period of three (3) years.
6.4.2 Pursuant to 6.4.1, the University shall adopt the following point scoring
system or service within the University and service within one’s
profession respectively:
6.4.2.1 In assessing University Service, the following assessable areas are
considered being of importance and maximum points shall be
awarded for each item as indicated:
6.4.2.1.1Serving as Vice-Chancellor as approved by the Academic Staff
Promotion Committee (25);
6.4.2.1.2Serving as Pro-Vice Chancellor or equivalent status as approved by
the Academic Staff Promotions Committee (20);
6.4.2.1.3Serving as Dean or equivalent status as approved by the Academic Staff Promotions Committee (15);
6.4.2.1.4Serving as Chairperson of Department/Director of a Unit or equivalent status as approved by the Academic Staff Promotions Committee (12);
6.4.2.1.5Serving as Chairperson of a University Committee (10);
6.4.2.1.6Fund-raising for research/development of teaching material and
equipment (12);
6.4.2.1.7Membership of University Committee (6);
6.4.2.1.8Serving as Proctor (10);
6.4.2.1.9Serving as Coordinator of Vacation School (6);
6.4.2.1.10 Serving as Coordinator of a project (6) and;
6.4.2.1.11 Serving as Coordinator of student attachment/internship/teaching practice or similar responsibility as approved by the department concerned (10);
6.4.2.2In assessing Service within one’s Profession, the following
assessable areas shall apply and maximum points shall be awarded for each item as indicated:
6.4.2.2.1 Serving as Chairperson of a Board of Directors or equivalent (6)
6.4.2.2.2 Involvement in extra-circular training (10)
6.4.2.2.3 Membership of a Board or equivalent (5)
6.4.2.2.4 Serving as Chairperson of a Committee (5)
6.4.2.2.5 Serving as a member of a Committee (5)
6.4.2.2.6 Participation in professional activities (5)
6.5Criteria for Promotion to Specific Grades
6.5.1Criteria for Promotion to the Senior Lecture/Senior Research
Fellow Grade
The criteria for promotion to the Senior Lecturer grade are as follows:
EITHER
6.5.1.1 an assessment at the level of outstanding research, satisfactory teaching and, satisfactory service within the University and within one’s profession where:
6.5.1.1.1outstanding research shall normally mean a score of 42 to 139 points
based on the point scoring system in clauses 6.3.2 and 6.3.4;
6.5.1.1.2satisfactory teaching shall normally mean scoring at seventy-one – (50%) to one hundred and six – points (74%) in line with clause 6.2;
6.5.1.1.3satisfactory service within the University and within one’s profession shall normally mean a score of seventy-one (50%) to one hundred and six points (74%) in line with clause 6.4
OR
6.5.1.2an assessment at the level of outstanding teaching, satisfactory research and satisfactory service within the University and within one’s profession where:
6.5.1.2.1outstanding teaching shall normally mean scoring at one hundred and seven (75%) to one hundred and forty two points (100) in line with clause 6.2;
6.5.1.2.2satisfactory research shall normally mean scoring at twenty – (20) to forty-one (41) points in line with clause 6.3.4;
6.5.1.2.3satisfactory service within the University and within one’s profession shall normally mean scoring seventy-one (50%) to one hundred and six points (74%) in line with the provisions of clause 6.4;
OR
6.5.1.3an assessment at the level of outstanding service within the University and within the one’s profession, satisfactory research and satisfactory teaching where:
6.5.1.3.1outstanding service within the University and one’s profession shall normally mean a score of one hundred and seven (75%) to one hundred and forty two points (100%) in line with clause 6.4;
6.5.1.3.2satisfactory teaching shall normally mean a score of seventy-one (50%) to one hundred and six – (74%) points in line with clause 6.2.
6.5.1.3.3satisfactory research shall normally mean a score of twenty – (20) to forty one – (41) points in line with clause 6.3.4;
6.5.1.4The criteria for promotion to the Senior Research Fellow Grade shall be principally based on research output where a minimum score of ninety-one (91) to one hundred and seventy-four (174) points is required, and a minimum score of seventy-one – (50%) points in research oriented activities: namely consultancies (maximum of 11 points), student supervision (maximum of 60 points), part-time teaching (maximum of 60 points) and commissioned research (maximum of 11 points).
6.5.2Criteria for Promotion to the Associate Professor/Associate Research Professor Grade. The criteria for promotion to the Associate Professor grade are as follows: EITHER
6.5.2.1 publications which merit international recognition in the candidate’s field
as testified by external as well as internal assessors, or reviewers of the candidate’s work, together with a general quality of research which is of a higher level than that expected for promotion to Senior Lecture, normally meaning a minimum score of one hundred and forty – (140) points in line with clause 6.3.2 and 6.3.3. In addition, the candidate should score a minimum of seventy-one (50%) points in teaching and seventy-one points (50%) in service in line with the provisions of clauses 6.2 and 6.4.
OR
6.5.2.2 outstanding in teaching, normally meaning a minimum score of one
hundred and seven points (75%) in line with clause 6.2 provided that the candidate obtains a minimum score of one hundred and five – (105) points in research in line with clauses 6.3.2 and 6.3.3 and also seventy-one points (50%) in service in line with clause 6.4.
OR
6.5.2.3outstanding in service within the University and within one’s profession, normally meaning a minimum score of one hundred and seven points (75%) as provided for under Section 6.4 of this ordinance provided the candidate obtains a minimum score of one hundred and five – (105%) points in research in line with clauses 6.3.2 and 6.3.3 and also seventy-one points (50%) in teaching in line with clause 6.2.
6.5.2.4The criteria for promotion to Associate Research Professor grade shall
be based principally on research where a minimum score of one hundred and seventy five points (175) is required in line with clauses 6.3.2 and 7.3.3 and a minimum score of seventy-one (50%) points obtained through research oriented activities: namely consultancies (maximum of 11 points), student supervision (maximum of 60 points), part-time teaching (maximum of 60 points) and commissioned research (maximum of 11 points)
6.5.3Criteria for Promotion to the Full Professorial Grade
The criteria for promotion to the Full Professorial grade are as follows:
6.5.3.1 Promotion to the grade of Full Professor shall be open to full-time
academics where international reputation for scholarship and a cumulative record of sustained research is recognised as testified by internal and external assessors, examiners or reviewers of the candidate’s publications, normally meaning a minimum score of 210 points in line with clauses 6.3.2. and 6.3.3. In addition, the candidate has to perform satisfactorily in teaching (minimum of 71 points) and service (minimum of 71 points).
6.6Promotion Procedures
6.6.1 Annually, in the early part of each calendar year, the Chairperson of a
Department shall place in the file of each academic member of that
Department a report concerning the member’s teaching, research and University service within one’s profession in the previous year. This report shall be filed by the appropriate members of the University Administration.
6.6.2Annual reports filed in terms of clause 6.6.1. shall form the basis of a
Chairperson of Department’s report to the Faculty Promotions Committee/Academic Staff Promotions Committee or appropriate Academic Appointments Board for the purpose of applications for promotion and consideration of the granting of tenure respectively.
6.6.3A member of staff wishing to apply for promotion shall be able to do so
at any time. In the first instance, such applications shall be submitted to the Chairperson of the member’s Department who shall submit to the Faculty Promotions Committee/Academic Staff Promotions Committee, through the Dean of the Faculty, a dossier containing the following documents:-
6.6.3.1the candidate’s complete, up-to-date curriculum vitae,
6.6.3.2the candidate’s application for promotion,
6.6.3.3copies of each of the Annual Reports on the member since initial appointment or since the date of the last promotion which ever is most recent;
6.6.3.4documented evidence of research output;
6.6.3.5documented evidence of teaching;
6.6.3.6documented evidence of sustained service within the University and within one’s profession;
6.6.3.7a summary of the Departmental Board’s views on the candidate’s application;
6.6.3.8a report containing the Chairperson’s recommendations on the candidate’s application, which shall first have been made available to the candidate for comment, but in all other respects should be regarded as confidential to the Faculty Promotions Committee/Academic Staff Promotions Committee and;
6.6.3.9Any comments on the Chairman’s report which the candidate may wish to submit to the Faculty Promotions Committee/Academic Staff Promotions Committee.
6.6.4In circumstances where the candidate expressly wishes the Departmental Board to consider any difference of opinion between himself/herself and the Departmental Chairperson he/she may request the Departmental Board to do so, in which event, the outcome of the Departmental Board’s deliberations would be included in the dossier submitted through the Dean to the Faculty Promotions Committee/ Academic Staff Promotions Committee.
6.6.5The dossier shall also include a list, in order of preference, of assessors to whom the Faculty Promotions Committee/Academic Staff Promotions Committee may refer. This list shall be prepared by the Departmental Board and shall be as follows in applications for promotion to:-