Grade M Movement Procedure

1. Purpose

The procedure for Grade M Movement describes how professors move within and between the three professorial ranges:

All movement is based on demonstrating increasing levels of achievement and excellence as determined by the range and set out in the appropriate Academic Promotions Framework (APF). The version for promotion to professor includes examples of activity expected for a Range 1 professor - Academic Promotions Framework (PDF, 317kB). The version for Grade M Movement includes examples of activity expected for Range 2 and Range 3 professors - Academic Promotions Framework for Grade M Movement (PDF, 308kB). The Grade M APF also includes requirements for movement to Range 2 and Range 3. Requirements for movement within a range are included below.

2. Timing

There is one annual round for Grade M Movement in each academic year. It starts in January with outcomes ready for late June / early July to ensure they take effect from 1 August. Please refer to the timetable in Appendix A for further details.

The process is supported by regular dialogue between professors and their managers (see Section 4) before preparing a case and applying (see Section 5). The Head of School will then consider the case and add their comments before passing it to the Dean to make a recommendation to the Pro Vice-Chancellor for the faculty before it goes to the Professorial and Associate Professor Salary Committee (PAPSC) (see Section 6).

For those newly appointed or promoted to Range 1, the normal expectation is that they will start on the first pay point of the range and movement thereafter will be from incremental point 1 to 2, and incremental point 2 to 3 at two-yearly intervals. Movement is not automatic and depends on continued development. It is expected that after six years on Range 1 most professors would be ready for movement to Range 2, although that isn’t a requirement.

3. Scope and eligibility

The process covers all professors on the three professorial ranges: Range 1, Range 2 and Range 3. It is the same for each Academic Career Pathway and enables movement within and between the ranges subject to the expectations set out in the APF - Academic Promotions Framework for Grade M Movement (PDF, 308kB).

Those eligible for movement in the 2022 round will include anyone promoted to professor on 1 January 2021 and professors who would have received normal movement in 2020 but were delayed to 2021 due to the financial impact of the pandemic.

Movement within the ranges is typically one increment point on the Grade M Professorial Salary Ranges, but can be more for exceptionally strong cases. There is no limit to the number of people moving normally within Range 1, which is one increment point every two years. For accelerated movement within Range 1 (i.e. quicker than normal movement) and for movement within Ranges 2 and 3, there are a limited number of increments available. This has been set and agreed based on an overall cost constraint. Note that the shaded increment points on Range 1 and 2 are restricted and not used as part of the Grade M Movement process.

Movement between ranges is from Range 1 to Range 2 and from Range 2 to Range 3. There is no limit to the number of people that can make these moves.

4. Deciding when to apply

The Grade M Movement process is supported by regular dialogue between professors and their line managers or anyone that is supporting their career and development, e.g. as part of their Development Review. It is intended to be an ongoing formative process, with the APF - Academic Promotions Framework for Grade M Movement (PDF, 308kB) setting the standard for movement and providing a resource to help determine whether there are any development or opportunity gaps well ahead of making an application. In addition, there might also be formally agreed faculty expectations to consider.

It is especially important for Heads of School to have regular discussions regarding career development and movement with all professors on Range 1 so that they can meet expectations. As mentioned already, there are various options for movement for those on Range 1, which includes an expectation to move up one increment point every two years. For some that are developing more rapidly, there is the opportunity for accelerated movement within Range 1 or to Range 2. In all cases, regular dialogue with the Head of School is essential.

5. Preparing a case

Before the formal launch to professors in early February, Human Resources will communicate with all Deans and Heads of School to support a review of their professors, which includes referring to their Grade M salary movement history. Human Resources will then initiate the formal launch of the procedure for Grade M Movement within and between ranges by communicating with all professors. In addition, Heads of School will also inform professors on Range 1 whether they are due a normal increment in the coming round or the next. They will also inform those who have been on Range 1 for six years, and who additionally are on increment point 3 (or higher) on or before the coming August, that they may submit a case for movement to Range 2.

Professors making an application for any Grade M Movement must submit a case for movement using the case-form - Case for Movement within grade M form (Professorial roles) (Office document, 57kB), along with an up-to-date CV, to their Head of School by the deadline and in the required format. Please refer to Appendix B for an outline of the case-form and Appendix C for the required CV format.

The form asks candidates to select which type of movement they are requesting, which could include both movement within a range and movement to a higher range:

In all cases, also refer to any formally agreed faculty expectations.

The form also includes space for any individual circumstances that should be considered with the case, including any Covid-19 related impact. Note that professors can be recommended by their Head of School using the same form. Finally, please note that all information will be treated with an appropriate level of confidentiality in accordance with data-protection legislation.

6. Making a decision

On receiving the applications, Heads of School will consider cases for movement, which will include consulting as appropriate with senior professorial staff within the school. The Head of School must then complete the appropriate section of the case-form by the deadline, providing their comments on the strength of the case. They will also rank all cases before submission to the Dean.

Once all cases have been submitted, the Dean and Head of HR Business Partnering will convene a meeting to review them with all Heads of School in the faculty. It is to ensure consistency and equity, and so will also include data on the distribution of professorial staff throughout the ranges, by gender and will include any additional pay allowances.

Following this review, the Dean will put forward recommendations for consideration to the Pro Vice-Chancellor for the faculty, including any recommendations for professorial Heads of School and any other cases that should be considered. Final recommendations will then be formulated for consideration by the PAPSC, which comprises the Deputy Vice-Chancellor and Provost, Pro Vice-Chancellors for the faculties and the Chief People Officer (as an adviser). PAPSC also considers additional data such as diversity and inclusion statistics, e.g. Grade M case success rates by gender. The Remuneration Committee monitors the outcomes from PAPSC, including from an Equality and Diversity perspective.

Where there is a concern by a Head of School and/or Dean for expected movement for any professors on Range 1, i.e. the recommendation is for no movement, this will also be discussed by PAPSC and a final decision reached.

The overall approach follows the University inclusive decision-making guidance.

7. Confirming outcomes and providing feedback

Once the cases have been agreed, Human Resources will write to all applicants to confirm the outcome. For those that are successful, their salary will be increased to the new increment point effective from 1 August (or the anniversary of their start date for those appointed to Range 1).

Alongside the formal confirmation process, feedback will also be provided. For professors on Range 1 where it has been agreed that no movement will occur, the Dean and/or their Head of School will meet with the professor. They will discuss career progression and what might be needed to ensure movement in the following year. Human Resources will be advised of the outcome of that discussion. The same applies for a Range 1 professor who is unsuccessful in moving to Range 2 to discuss their career and ongoing development.

In general, feedback discussions can be requested by all those that applied and will be provided by the most appropriate person.

Appendix A – Timetable for Grade M Movement

There is one annual round with the following approximate timings:

  1. The month of February for candidates to prepare applications for Heads of School
  2. The month of March for Heads of School to make recommendations to the Dean and Head of HRBP
  3. April/May for the Dean and Head HRBP to make recommendations to the Professorial and Associate Professor Salary Committee (PAPSC)
  4. May/June for PAPSC to meet
  5. June/July for notifications and feedback
  6. 1 August for the outcomes to take effect

Actual dates will vary each year and will be confirmed in the launch communications.

Appendix B – Case-form outline

There are three sections to the case-form - Case for Movement within grade M form (Professorial roles) (Office document, 57kB):

A. Application by the candidate (or exceptionally by the Head of School):

B. Comments from the Head of School:

C. Recommendation by the Dean:

    • Select ‘Recommended’ or ‘Not recommended’
    • Provide additional comments
    • If applicable, outline what will happen to any Recruitment and Retention payments if the case is agreed

Appendix C – CV format

Note that this has not changed.

The CV should be as concise as possible, focussing on activity and achievements since appointment/ promotion to Professor/ Associate Professor at the University of Bristol and on activity and achievements during previous Professorial appointments (if any). The CV must include the following:

PERSONAL INFORMATION – This should include full name, address and any other personal details that you feel are appropriate.

PRESENT APPOINTMENT – This should set out your formal title, together with the date on which you were appointed to this position.

PREVIOUS APPOINTMENTS – Set out the details of all previous appointments (title, employer, dates) in order, with the most recent appointment first.

ACADEMIC QUALIFICATIONS – List in date order all degrees, diplomas, certificates and professional qualifications, with dates and name of the awarding body, with the most recent qualification first. The titles of theses forming part of a qualification should be given in this section.

SPECIAL AWARDS, HONOURS AND DISTINCTIONS – This section should include honorary awards and special membership of learned bodies.

RESEARCH – Please provide a summary of your major achievements in this area and explaining their importance and significance (not exceeding one page of A4 in 12 point type). The rest of the section should be descriptive and summarise your research output. You should set out your activities in the following order:

TEACHING (and related administration) – Please provide a summary of your major achievements in this area and explaining their importance and significance (not exceeding 1 page of A4 in 12 point type). The rest of the section should be descriptive and summarise your contribution in the following areas:

ACADEMIC LEADERSHIP & CITIZENSHIP – This section should start with a single paragraph summarising the major achievements in these areas and explaining their importance and significance. You should list your activities in the following order (though not all will be appropriate in every case):

 

1 This is for analysis and reporting to PAPSC only to help monitor the way that the APF is being used. It is not used as part of the decision making for a case and the data will be made anonymous and aggregated with other cases.


This policy was last reviewed and updated: Jan 2022