Faculty Promotions Supports
Page updated 9th September 2022
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:
Development Framework for Faculty (1st September 2022 onwards)
- Research, Scholarship and Innovation
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- Qualifications
- Publication, Outputs and Profile
- Research Funding
- Research Supervision and Management
- Research Culture
- Innovation and Impact
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- Teaching and Learning
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- Facilitating Student Learning
- Curriculum Design, Assessment and Development
- Scholarship Dissemination and Esteem
- Enhancement of Practice: Personal and Professional Development
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- Leadership and Contribution
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- Administration and Leadership
- Recruitment and Outreach
- Building Community
- Building Support
- Professional/Clinical Service
- Public and Professional Engagement
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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
- 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.
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.
Please note that this revised version of the Development Framework for Faculty came into effect on 1st September 2022. Further information can be found in our FAQs section.
Candidate Workshops
Sample Applications
In line with the Gender Equality Action Plan, sample applications from consenting former candidates are available to candidates preparing applications for promotion. A list of former candidates is available from (opens in a new window)promotions@ucd.ie. Faculty who have consented to be on the list can be contacted directly by candidates preparing their applications for promotion and may share part or all of their applications directly when contacted.
Please note that faculty on the list may redact sensitive information that they do not wish to share as part of this process.
Mentoring
Information regarding the mentoring available at UCD for faculty at various transition points in their career, for example, preparing for promotion is available on the People and Organisation Development website.
Please contact (opens in a new window)peopledevelopment@ucd.
Equality, Diversity & Inclusion
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.
You can learn more about this topic on the Equality, Diversity & Inclusion site.