Process to Change R&T Career Pathway

Introduction

Staff within the R&T Job Family will be following a career path:

• where the focus of the role is a combination of research and teaching
• where the focus of the role is mainly carrying out research
• where the focus of the role is mainly carrying out teaching and curriculum leadership
• where the focus of the role is mainly supporting research and/or teaching

Scope

The University values the diversity of its people and is committed to promoting equal opportunities and eliminating discrimination. Therefore, staff will apply and operate this process fairly and in doing so ensure that there is no discrimination on the grounds of gender, race, disability, age, religious or political belief, sexual orientation, trade union membership/activity or marital status.

There will be circumstances where the focus of a role changes which requires either a change to the job title and/or a transfer from one career pathway to another within the R&T Job Family.

For staff seeking to change their R&T career pathway as well as apply for promotion, it is important for this process to be followed prior to a promotion application.

How to change R&T job title and/or main R&T career path within the same level

This process can be used when giving consideration to the following:

• a change in job title only,
• a change in job title and/or career path

Change in R&T job title only

Where it is considered appropriate to change the job title, but not the career path of a member of staff in the R&T Job Family, the Head of School/Department should discuss this with their HR Business Partner, who should complete the pro forma. If the suggested new job title is anything other than the core job title for that appropriate level (as detailed) then this should be detailed on the pro forma. The HR Business Partner should confirm with the Head of School/Department that the requested change in job title has been discussed and agreed by the Faculty Pro-Vice-Chancellor. The suggested job title change should not impact the main focus of the role significantly enough to require a change of employment contract.

Once agreed by the HR Business Partner, they will forward the details to the HR Employment Services team where a letter confirming the change will be sent to the individual member of staff (with a copy sent to the Head of School/Department), and the details will be changed on the individual’s HR record and HR system.

Should the HR Business Partner not agree with the reasons from the Head of School/Department for requesting a change in job title or the actual suggested change of job title itself, then the pro forma will be sent, by the HR Business Partner to the Pro-Vice-Chancellors for Research and Knowledge Exchange/Education and Student Experience for consideration. The HR Business Partner may also, if needed, consult with the Pro-Vice-Chancellors for Research and Knowledge Exchange/Education and Student Experience (or any other appropriate person) with regard to the change of job title. The Pro-Vice-Chancellors for Research and Knowledge Exchange/Education and Student Experience may consult as appropriate on whether the recommended change of title is appropriate and will inform the HR Business Partner of the decision. The HR Business Partner will then inform the Head of School/Department of the outcome accordingly.

Change in R&T career path, with or without a change in job title

The Head of School should consider how the proposed change of career path fits and benefits the academic area and the area’s objectives, to include:

• the strategic/operational need for this role
• impact on students and/or research
• any budget and/or funding implications
• potential impact on REF, HESA, HEFCE

Advice and information may be sought from the Human Resources, Strategy, Performance and Planning and Research, Graduate Services and Finance to help develop the career track change case.

Having considered the above, and if it is considered appropriate, the Head of School/Department should discuss this with the roleholder.

If the roleholder is in agreement, the Head of School/Department should contact their HR Business Partner for advice, who will discuss the documentation required and arrange for the case to be considered by the relevant Faculty approval process.

If agreed by the Faculty; HR and the Head of School/Department will agree an effective change date. HR will send the appropriate change of contract to the individual and will make the relevant HR records and system changes.

The Head of School/Department should ensure that the individual’s ADC goals and targets are reviewed in light of the change of career path and that a revised role profile form is agreed with the roleholder, along with any applicable adjustments being made to the work load allocation distribution.