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Faculty Promotions


As set out in our strategy, UCD values excellence and understands that excellent performance requires excellent people working in a supportive environment.  The strategy states that:

“UCD will continue to attract excellent and diverse students, faculty and staff from around Ireland and around the world, and will put in place appropriate support measures to develop and retain the members of our community”.

The strategy commits to working to ensure that the University’s faculty and staff are enabled to achieve their full potential and are appropriately rewarded for their contribution. 

The Faculty Promotions Policy has been developed in line with the Terms of Reference for the Faculty Development, Reward and Recognition Working Group. 

Applications are now welcome from eligible candidates.

Before beginning the application for promotion process, candidates should read the following documents:

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A number of workshops will be held throughout the year, commencing in June 2016, to provide advice on the process to potential candidates who are considering applying for promotion. Briefing sessions will also be held for Heads of Schools and College Principals. It is highly recommended that candidates attend a workshop prior to commencing the faculty promotion process.  Heads of Schools and College Principals are also expected to attend a workshop session. The dates for the first workshops are now confirmed and booking is available via the UCD HR Learning and Development online booking system at under the Section “HR – Faculty & Staff Development”. Future meetings will be confirmed shortly via this website. 

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Normally a period of continuous employment of three years at UCD is expected prior to applying for promotion. Simultaneous applications for promotion to different levels are not permitted. Candidates will not have reached the normal retirement age prior to the effective date of promotion.

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Equality and Diversity

The University is committed to advancing equality of opportunity and in sustaining an environment that values and celebrates the diversity of its faculty and is steadfastly committed to non-discrimination on the grounds of age, civil status, disability, family status, gender, race (which includes nationality or ethnic origin), sexual orientation, religion, and membership of the Traveller community.

The mechanism and process for determining academic excellence in promotions shall uphold the University’s commitment to Equality, Diversity and Inclusion.

Consideration will be given to any personal, family or non-academic circumstances since the candidate’s last promotion or appointment, which may have impacted on performance for a limited period.

The University welcomes applications from both full-time and part-time faculty.

Recognising the objective of the University Strategy 2015-2020 to promote gender balance and equality of opportunity among students and employees of the University, the University acknowledges that females are under-represented at Professor and Full Professor level and encourages female academics to apply for promotion, at their discretion.

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Method of Application

Applications may be submitted on a rolling basis at the candidate’s discretion.

Candidates who wish to apply for promotion will be required to submit their application through UCD’s InfoHub. Applications should be effectively presented; thorough yet concise, and comply with the word or length limits where indicated. Where a candidate has previously applied unsuccessfully for promotion, a statement detailing how the feedback from that application has been addressed must be provided.

Candidates must provide details of their employment history. A template document, for this purpose can be found here (Employment History Template). The completed document is to be uploaded through InfoHub.

Re-application within one year of an unsuccessful application will only be permitted in cases where there have been substantial new achievements since the previous application. 

The Head of School and College Principal will provide a commentary,  via InfoHub on the candidate’s application. Each candidate should  submit a response to these commentaries.

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Development Framework for Faculty

The UCD Development Framework for Faculty is a tool that should be used by faculty to reflect both personally and within the context of a development conversation on their strengths and opportunities for growth.  This framework identifies a number of dimensions under each of the categories of Faculty achievement:

  • Research, Scholarship and Innovation
    • Qualifications
    • Publication and Profile
    • Research Funding
    • Research Supervision and Management
    • Innovation and Impact
  • Teaching and Learning
    • Engagement with Student Learning
    • Enhancement of Practice: Personal and Professional Development
    • Module / Programme Design and Enhancement
    • Scholarship Dissemination and Esteem
  • Leadership and Contribution
    • Administration and Leadership
    • Recruitment and Outreach
    • Building Community
    • Building Support
    • Professional Service

Faculty can assess their current position on the framework across the various dimensions. The framework has been developed on the basis that all Faculty including Lecturers are expected to be working, at a minimum, at the level of satisfactory achievement across each of the dimensions listed.  Taken in the round, with due consideration for discipline differences, Associate Professors are expected to be working at the level of substantial achievement, Professors at the level of outstanding achievement and Full Professors at the level of exceptional achievement. It is not expected that faculty at higher grades would necessarily be working at levels of substantial, outstanding or exceptional achievement across all dimensions but that activity at a higher level in one area would balance against less activity in another dimension. 

Faculty seeking Promotion

The UCD Development Framework for Faculty should be used as a guide for faculty seeking promotion.  Faculty members applying for promotion are expected to demonstrate that they meet the standard for promotion on the basis of their performance during their period of appointment at UCD.  While the Faculty Promotions Committee will have regard to a candidate’s full career record, particular emphasis will be placed on the body of work and achievement since their last promotion or appointment.

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Assessment of Applications

All candidates for promotion will be assessed under the following 3 criteria:

  • Research, Scholarship and Innovation
  • Teaching and Learning
  • Leadership and Contribution

Candidates will be assessed against the UCD Development Framework for Faculty. Candidates are expected to make a clear and unequivocal case that they are currently performing at the level to which they are applying, and that they have the drive and capacity to continue performing at that level. Candidates should refer to the Development Framework for Faculty when making this case.

On receipt of an application for promotion, the Faculty Promotions Committee will determine if there is a prima facie case to assess the application. If the Faculty Promotions Committee determines that:

  • a prima facie case does not exist, feedback will be provided to the candidate
  • a prima facie case exists, the application will be advanced to External Assessors.

External Assessors are required to give an assessment of the applications for promotion sent to them for review and not provide a reference for the candidate.

External Assessors will:

  • be required to assess the overall academic performance of the candidate.
  • be invited to provide an independent, unbiased assessment of the level of the candidate’s achievements in Research, Scholarship and Innovation, Teaching & Learning and Academic Leadership and Contribution, with reference to the UCD Development Framework for Faculty, taking into account the norms for the discipline.

In addition, External Assessors will be invited to comment on:

  • Whether there is clear evidence of an upward trajectory and forward-looking agenda
  • Whether the case meets international standards for promotion to the relevant level.
  • How the application compares with recent successful applications for promotion to the equivalent level within the assessor’s own institution

The Faculty Promotions Committee will:

  • Select and approve the final list of potential External Assessors submitted by the candidate and Head of School/College Principal.
  • Assess all applications for promotion to Full Professor, Professor, and Associate Professor. In its assessment, the Faculty Promotions Committee will consider all evidence provided by the candidate and will be informed by, but not bound by, the comments of the Head of School and College Principal and the reports of External Assessors.
  • Forward to the President the names of candidates recommended for promotion for final approval.

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Accurate notes will be taken as part of the process that reflect the basis of the decision made. In the interests of transparency, best practice and staff development, at the conclusion of the process, all candidates will be given written feedback on their application, together with the opportunity for oral feedback by the Chairperson, or nominee, and one other member of the Faculty Promotions Committee.

These notes will support the communication of the promotion decision so that the applicant has sufficient clarity and a link will be developed between the feedback received and the Performance for Growth process, when established, so that feedback can be incorporated into an individual’s development plan.

Candidates attending a feedback meeting may be accompanied by either a UCD colleague or a representative from their union, if applicable. The name of the colleague/representative, and their relationship to the candidate, must be forwarded to the HR Promotions and Grading Office 3 working days prior to the feedback meeting.

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Faculty Promotion Committee Membership


NameCollege / Unit
 Professor Mark Rogers Registrar and Deputy President
 Professor Geraldine Butler Science
 Professor Robert Gerwarth Arts and Humanities
 Professor Michael Gilchrist Engineering & Architecture
 Professor Alun Jones Social Sciences and Law
 Professor Margaret Kelleher Arts & Humanities
 Professor Grace Mulcahy Health and Agricultural Sciences
 Professor Ian O'Donnell Social Sciences and Law
 Professor Tadhg O'Keeffe Social Sciences and Law
 Professor Andrea Prothero Business

 The Faculty Promotions Committee has participated in Unconscious Bias Training.

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Dates of meetings


Dates of Faculty Promotions Meetings 2016/2017Deadline for Receipt of Applications to HR 
Monday, 5th December 2016 Thursday, 24th November 2016
Tuesday, 24th January 2017 Thursday, 12th January 2017
Monday, 20th February 2017 Thursday, 9th February 2017
Wednesday, 29th March 2017 Friday, 10th March 2017
Monday, 24th April 2017 (rescheduled to 11th May 2017) Monday, 10th April 2017
Monday, 22nd May 2017 Monday, 8th May 2017
Monday, 19th June 2017 Tuesday, 6th June 2017


Dates of Faculty Promotions Meetings 2017/2018Deadline for Receipt of Applications to HR 
Monday, 28th August 2017 Thursday, 17th August 2017
Monday, 25th September 2017 Thursday, 14th September 2017
Friday, 3rd November 2017 Tuesday, 24th October 2017
Monday, 4th December 2017 Thursday, 23rd November 2017
Monday, 19th February 2018 Thursday, 8th February 2018
Friday, 23rd March 2018 Tuesday, 13th March 2018
Monday, 23rd April 2018 Thursday, 12th April 2018
Monday, 21st May 2018 Thursday, 10th May 2018
Friday, 29th June 2018 Wednesday, 20th June 2018


Dates of Faculty Promotions Meetings 2018/2019Deadline for Receipt of Applications to HR
Monday, 27th August 2018 Thursday, 16th August 2018
Monday, 24th September 2018 Thursday, 13th September 2018
Friday, 2nd November 2018 Tuesday, 23rd October 2018
Monday, 3rd December 2018 Thursday, 22nd November 2018
Monday, 18th February 2019 Thursday, 7th February 2019
Monday, 25th March 2019 Wednesday, 13th March 2019
Friday, 26th April 2019 Monday, 15th April 2019
Monday, 27th May 2019 Thursday, 16th May 2019
Friday, 28th June 2019 Wednesday, 19th June 2019

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Relevant Forms

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Supporting documentation


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Ask HR

  • Will the new promotions system and the Development Framework for Faculty make it more difficult for me to be promoted?
  • Do I need to address all the indicators specified in the Development Framework for Faculty at the level appropriate for my promotion?
  • Does the new promotions system give the Head of School more power in determining the outcome of my application?
  • Do I nominate all the External Assessors?
  • What type of evidence do I need to supply to demonstrate achievement under the dimensions?
  • How long will the assessment process take?
  • What is UCD doing to address gender bias?
  • Will the Faculty Promotions Committee take account periods of leave taken by me when assessing my application for promotion
  • How do I withdraw an application for promotion?
  • What is the purpose of the Head of School commentary?
  • As a Head of School, what steps should I take if I identify a potential conflict of interest in relation to an application that I have received for commentary?
  • What is the purpose of College Principal’s commentary?
  • As a College Principal, what steps should I take if I identify a potential conflict of interest in relation to an application that I have received for commentary?
  • What constitutes a conflict of interest in a Head of School or a College Principal?

If you cannot find the information you are looking for please 'Ask HR' by completing this form below.

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