When we speak about academic progression, we are referring to progression from Lecturer below the bar( entry-level academic staff) to Lecturer above the bar, also known as progression across the merit bar.
Progression is not competitive and is based on individual performance.
Progression may be granted to Lecturers below the bar who demonstrate the following levels of performance for this stage of career:
- Excellent scholarship and research output;
- Excellent teaching and curriculum development;
- Satisfactory service to the University and the wider community.
Each criterion must be met or exceeded to be considered for progression; you cannot progress based on excellence in one area alone. In assessing applications, both qualitative and quantitative measures are applied. It is important that you manage your time and effort in all three areas. These are the building blocks for your long term career.
The evaluation process for progression happens annually and there are no barriers to applying each year. However, you are strongly encouraged not to apply too early.
Use your own judgement; be objective when considering your progress against each of the progression criteria. Consult with your mentors, colleagues and Head of Department/School and take their feedback on board.
You should start building your portofolio straight away, don't wait for the call. Keep records and document your work.
Have your teaching evaluated and demonstrate how you are acting on this evaluation.
Develop your research plan and demonstrate your research output trajectory.
Review your service to the department, faculty, university, profession and the wider community and consider how your can make a greater contribution to these.
There are many supports and development opportunities available to you. Examples of these are:
- The Career Development workshop for LBBs will help you to identify your goals and develop your career strategy.
- The Annual Voluntary Interim Dev review meeting provides Lecturers Below the Bar with feedback on their progress, including identification of areas that need further attention and focus. All Lecturers Below the Bar are invited to submit a draft portfolio for a Voluntary Interim Development Review.
- The Researcher Development Programme offers development opportunities to support your Research Career.
- The Center for Transformative Learning offers many supports to achieve excellence in your teaching.
Staff progressing to lecturer above the bar will progress on the basis of their current contract and terms and conditions of employment, e.g. multi-annual, specific purpose or fixed-term contracts. Staff on specific purpose or fixed-term contracts will not have an entitlement to a contract of indefinite duration or multiannual contract on the basis of progressing across the merit bar. Please refer to Policy and Procedures for Progression Across the Merit Bar and Policy and Procedures for Granting Multi-annual Status to Tenure Track Academic Staff, as appropriate to you.
1. Prior to application, familiarise yourself with the policies, forms and procedures relating to the Progression of Academic Staff.
2. Complete your Portfolio, which includes:
- Evidence of scholarship and research output
- Evidence of high quality teaching
- Evidence of service to the University and the wider community
3. Applications must be supported by an academic reference from a referee who is familiar with your work and an external assessor report.
4. Applications and required supporting documentation (with the exception of a softcopy Reference and External Assessor Report) must be submitted through the e-recruitment system by the closing date/time.
Please refer to Policy and Procedures for Progression Across the Merit Bar and Policy and Procedures for Granting Multi-annual Status to Tenure Track Academic Staff, as appropriate to you.
The call opens each year and is advertised by eRecruitment. It is important to note the closing date for the call when applying, as no late applications will be accepted.
Applications must be submitted through the e-recruitment system by the closing date/time.
Yes. Details on timelines within which respective historic leave must be used and how to book historic leave are available under Section 3: Timelines of the Historic Annual Leave Procedure. Information about the verification process is included under Section 2: Verification of the Historic Annual Leave Procedure.
Yes, as a retired member of staff (RMOS), you are still entitled to University of Limerick Retired Staff ID Card, a University Parking Permit and you are entitled to retain your UL email account. Retired Members of Staff are entitled to use the Library on campus. A valid Retired Staff ID Card is required for any library loans.