How to contact us

Documentation and queries should be directed to:

Human Resources
Sardinia House (2nd floor)
London School of Economics
Houghton Street
London, WC2A 2AE

Email: Hr.Reviewandpromotion@lse.ac.uk|

Phone: +44 (0)20 7955 6217
Fax: +44 (0)20 7242 3967

Academic Career Development Scheme

Dates and Deadlines for 2013-2014

Dates and Deadlines 2013-2014

Action

Deadline

Departments/Centres to update and return the spreadsheet provided by Human Resources| with: 

1) Details of Scheduled Meeting Dates for all Academic and Research Staff that are due a Meeting this session  

2) The full name of the nominated Reviewer

Friday 23 May

Departments/Centres to inform the Teaching and Learning Centre of names of Reviewers to be offered 1-2-1 assistance from TLC prior to Meetings should they require it (via email to Liz Barnett|)

Friday 23 May

Departments/Centres to send all Reports due this session to Human Resources|, and (where applicable) TLC|.

Friday 15 August

The Vice-Chair of the Appointments Committee (VCAC) to report the Departmental/Centre Meeting schedule for this session to the Appointments Committee|

Wednesday 18 June

Human Resources to send all Reports received from Departments/Centres by Friday 15 August 2014 to the VCAC  for review

Friday 22 August

VCAC to report any relevant trends in the Reports to Department Heads Forum|

MT 2014-2015

(Research Staff only) VCAC to report any relevant trends in the Reports of Research Staff to Research Staff Committee|

MT 2014-2015

(Academic Staff only) VCAC to report any relevant trends in the Reports of pre-Major Review staff to Promotions Committee|

MT 2014-2015

Academic Career Development and Performance Review  Guidance

Academic staff are expected to be pro-active in managing their own careers. However the School and senior staff also have a responsibility to ensure that the appropriate support is in place. The Academic Career Development and Performance Review (ACDPR) Scheme has been designed to reflect the School’s commitment to ensuring that staff receive the best possible advice in relation to their career and professional development, noting that the knowledge, skills and experience required to move successfully to the next career stage may not be the same as those required to achieve the current position. The scheme should serve the needs of individual academics. For junior staff, it enables Heads of Department to manage staff promotions and reviews, and in that context, flag at an early stage any issues of possible concern to the Promotions Committee|.

The Academic Career Development and Performance Review Meeting is intended to allow for an open and constructive exchange of views of both strengths and weaknesses, which as well as taking into account future plans enables a review of past performance, achievements and experience. It also provides a space for broad reflection on further development needs in relation to longer term career planning. This is also a time when plans for research leave and grant applications, but also personal issues such as parental leave and elder care, sickness and disability that may affect career planning can be discussed sensitively. Human Resources can provide support and guidance on such issues. The meeting is not intended to replace regular informal meetings between staff and their mentor or staff and Heads of Department.

The ACDPR Process
The process will involve the following stages: 

  1. The preparation by the member of staff of a self-evaluative statement on the ADCPR form
  2. A meeting with the Head of Department or his/her delegate.
  3. The co-production of an ACDPR report summarising agreed action points, signed off by the individual, the Head of Department/Reviewer and, where applicable, the Mentor.
  4. The report will be forwarded to Human Resources for monitoring by the Vice-Chair of the Appointments Committee (VCAC) and the back page to the Teaching and Learning Centre (TLC) to arrange developmental support.

In the following paragraphs, stages 1-4 are elaborated in more detail.

Stage 1
The statement will provide the member of staff with the opportunity to provide a rounded and self-evaluative statement of their activities, achievements and performance over the last review period and plans for the next.

Within the framework of headings for discussion, the scheme is deliberately non-prescriptive about the detail to be covered in the ACDPR meetings. Departments are free to tailor the discussion to suit the individual's career stage.

The use of a CV in the standard School template is recommended [Lecturers' CV|; NAC CV|], as staff will also use this format for Interim and Major Review and if applying for promotion. Use of the standard template is not, however, a prerequisite for completing the Report and the Meeting.

Stage 2
The meetings will be conducted by Heads of Department or by senior members of academic staff nominated by the Head of Department. 

For Heads of Department themselves, their Reviewer may usefully be their predecessor in role, another member of the Department who has had experience as a Head, the Head of another department or the Provost.

The meetings will normally be conducted across the Summer Term, and in the summer vacation if necessary. It is envisaged that there will normally be a single meeting.

In framing the discussion, reference should be made as appropriate to the relevant Role Profile| for the current grade and prospectively for the next. In advance of a meeting with a junior member of staff the Reviewer should seek the views of the reviewee’s Mentor.

Pre-Major Review, the meeting should ensure that staff are aware of departmental and School priorities, that they have appropriate mentoring arrangements, and a workload that allows for their development towards MR and promotion, as well as a thorough understanding of what is required for successful career progression.

In mid-career (post-MR Lecturers and Associate Professors), the meeting may need to concentrate more on maintaining a clearly focused research strategy leading to high-quality outputs, on curriculum development and innovation, on improving teaching scores, on extending and developing service to the department and the School, and on building a stronger external profile. The next promotion step is also likely to feature at this stage.

For Professors, the meeting will provide an opportunity, in addition to those issues covered in mid-career, for discussion of the reviewee’s current and future contribution to leadership in the department and in the School. Guidance to and mentoring of staff may feature. The balance of workload and planning to enhance some activities relative to others may also be discussed, taking into account the pressures on the department. New initiatives are likely to be a significant topic at this stage, as well as future career planning at the School and/or beyond.

Stage 3
The Reviewer will produce a summary of action points arising from the meeting, which will be recorded on the ACDPR form. The Reviewer will also fill in the section evaluating the achievements and performance of the staff member with respect to teaching, research, administration and citizenship as well as external, professional and other activities. Where a member of staff being reviewed disagrees with the evaluation, they have the right for their disagreement to be noted in a supplementary document.

Stage 4
The complete record will be forwarded to Human Resources, signed off by the Head of Department/Reviewer, the Mentor (if applicable), and the member of staff. Where the agreed actions include development and training points, the final page will be copied in the Department and forwarded to TLC, who will then contact staff directly to make appropriate arrangements.

Training needs arising from the ACDPR
TLC has produced a checklist of training opportunities provided in the School to act as an aide-mémoire for discussion of training needs arising from the ACDPR. 

Research Division can also provide advice on support for grant applications and details of opportunities for involvement in professional bodies, particularly for senior members of staff seeking to enhance their external profile. 

It is assumed that members of staff and Heads of Department will be proactive in contacting TLC and Research Division in these matters.

Frequency of Meetings
Career-track faculty (including part-time)

  • For members of staff pre-Major Review and through the first five years post-Major Review, meetings should be held on an annual basis. 
  • After that time meetings should take place on a biennial basis (departments will be free to continue to hold meetings on an annual basis if they so wish). 
  • For Professors, meetings take place no less than every three years.

Temporary faculty/LSE Fellows
Regardless of the length of contract there should be an annual meeting.

Mentoring guidelines for newly appointed Academic Staff
The Promotions Committee considers the role of the Mentor to be of vital significance in ensuring that newly-appointed academic staff receive constructive advice on career development from senior academic colleagues. All career-track faculty, temporary faculty and LSE Fellows, regardless of length of contract, should be assigned a Mentor by their Head of Department.

For details on mentoring, see the Mentoring Guidelines for newly appointed Academic Staff|.

Embedding the new scheme
TLC will include briefing sessions on the Scheme at academic induction, and at the induction for new Heads of Department. TLC and Human Resources will work together to develop short support sessions to be delivered at departmental or group events, and to incorporate skills training for those less confident or experienced in this type of conversation.

Monitoring and relationship to review and promotion

  1. The VCAC, in conjunction with Human Resources, will keep the ACDPR Scheme under review and report annually on its implementation and effectiveness to the Appointments Committee
  2. The Form will normally be seen only by the member of staff, their Reviewer, their Mentor, the Head of Department as well as, for pre-MR and mid-career staff, the Professoriate, and the VCAC for monitoring purposes. The action points, if they include development and training recommendations, will be seen by TLC. 
  3. Where the VCAC is concerned about a particular academic's progress towards Interim/Major Review or promotion, the ACDPR forms or information derived from them may be presented to the Promotions Committee. The Committee may then advise the VCAC to discuss with the Head of Department the steps that should be taken to ensure successful progress towards Interim/Major Review or promotion. It is assumed that such action would be initiated only when in the interests of the staff member in question. This should be seen in the context of the School's commitment to ensure that all academic staff receive the best possible advice in relation to career development.

Human Resources March 2014

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