Develop new Athena SWAN webpages to include e.g. career development information targeted specifically at female postdoctoral researchers and links to information about OPdA (from mid 2016) 4.14 Support Head of Department, or a Department appraisal agenda Promotion discussed routinely HoD, DS-AS (U) women at key senior academic colleague, form to include a section on at 100% of appraisal (from ASWG career will continue to provide promotion. 2016). 4.15 transition advice, mentoring, coaching Support from (U) Develop session for appraisers to Workload data collection points: and feedback to female Admin give guidance on the SAP process embedded as part of appraisal lecturer/ academic staff applying for 4.16 and to facilitate discussions of process (from 2016). senior lecturer promotion. (U) promotion at appraisals (run progression to Analysis of workload data Department will continue to annually in May). Reader and 4.17 enables further development of support grant writing group Professor (U) Head of Department to undertake workload (2017/18). for early and mid-career annual review of workload analysis Support academics. 4.18 Current Lecturers/Senior data to ensure that female Lecturers at key career (O) Lecturers make successful and Senior Lecturers are not transition applications for Readerships or overburdened with teaching and points: Professorships within next 5 administrative responsibilities at the lecturer/ years expense of undertaking other senior lecturer activities important for promotion. progression to Reader and Professor (continued) Career Development
Develop new Athena SWAN webpages to include e.g. career development information targeted specifically at female postdoctoral researchers and links to information about OPdA (from mid 2016) 4.14 (U) 4.15 (U) 4.16 (U) 4.17 (U) 4.18 (O) Support women at key career transition points: lecturer/ senior lecturer progression to Reader and Professor Support at key career transition points: lecturer/ senior lecturer progression to Reader and Professor (continued) Head of Department, or a senior academic colleague, will continue to provide advice, mentoring, coaching and feedback to female academic staff applying for promotion. Department will continue to support grant writing group for early and mid-career academics. Department appraisal agenda form to include a section on promotion. Develop session for appraisers to give guidance on the SAP process and to facilitate discussions of promotion at appraisals (run annually in May). Head of Department to undertake annual review of workload analysis data to ensure that female Lecturers and Senior Lecturers are not overburdened with teaching and administrative responsibilities at the expense of undertaking other activities important for promotion. Promotion discussed routinely at 100% of appraisal (from 2016). Workload data collection embedded as part of appraisal process (from 2016). Analysis of workload data enables further development of workload (2017/18). Current Lecturers/Senior Lecturers make successful applications for Readerships or Professorships within next 5 years HoD, DS-AS ASWG Support from Admin Career Development