Academic Pathways and Promotion Process – December 2025 Update
The University has concluded Phase 1 of the Academic Pathways and Promotions Review. This phase has defined the three academic pathways; Teaching and Research, Teaching and Learning, and Professional Practice, as well as the underlying criteria and profiles that will support future promotions planning.
This work has been progressed following extensive consultation with staff and UCU between March and May 2025, including open forums, formal meetings, and opportunities for written feedback. The consultation outcomes have informed key revisions to the pathways and criteria, resulting in a more elective and flexible model, enabling colleagues to demonstrate their contributions across multiple areas where appropriate.
An overview of the process so far can be found on Promotion Review - Staff Update Report December 2025
Promotion Criteria - Following Consultation
Transition to Academic Pathways
From January 2026, all academic staff will transition to one of the three pathways. This transition is developmental and non-disruptive, with no changes to daily duties, responsibilities, workload, or SAM allocations.
Default pathway alignment will be as follows:
- Professional Tutors / Senior Professional Tutors → Teaching and Learning, transitioning to job title Lecturer or Senior Lecturer
- Clinical Tutors / Senior Clinical Tutors → Professional Practice, transitioning to job title Lecturer or Senior Lecturer
- Principal Lecturers → Teaching and Research, transitioning to job title Associate Professor
Colleagues will have a one month grace period to request an alternative pathway were supported by evidence and following discussion with their Head of School.
Impact on Job Titles
Some job titles will change to align with pathways (e.g., Professional Tutors becoming Lecturer/Senior Lecturer). From 2026 onward, job titles will no longer include specific subject specialisms, except at Professor level following established approval processes.
A workflow of expected titles and pathways can be found on Promotion Review - Workflow - Role Transition .
Phase 2 – Development of Promotion Processes
Phase 2 will now focus on developing the detailed promotion routes and process documentation, including evidence requirements, application forms, decision-making structures, and timelines. A proposal will be submitted to UEB in January, followed by UCU and staff consultation throughout January - February 2026. Final approval is anticipated in March subject to agreement.
Support for Staff
Individual discussions will be offered with Heads of School, with support from the Faculty Executive Deans and People Services where required. Guidance, FAQs, and further materials will continue to be updated on this webpage.
The transition will take effect from January 2026 and is designed to be developmental and non-disruptive. Importantly, day-to-day duties, workload expectations, and SAM allocations will not change as a result of this alignment.
Pathway Alignment
Based on the new framework, default pathway alignment will be as follows:
- Professional Tutors and Senior Professional Tutors → Teaching and Learning (transitioning to Lecturer or Senior Lecturer)
- Clinical Tutors and Senior Clinical Tutors → Professional Practice (transitioning to Lecturer or Senior Lecturer)
- Principal Lecturers → Teaching and Research (transitioning to Associate Professor)
All current Lecturers, Senior Lecturers, Associate Professors, and Professors will remain aligned to the Teaching and Research pathway, unless on a Teaching and Scholarship contract where alignment will continue to be Teaching and Learning.
Grace Period
Colleagues who believe their academic activity aligns more closely with a different pathway will have a one-month grace period to request an alternative. Such requests must be supported by evidence and discussed with your Head of School. If you would like your pathway to be reviewed please complete the pathway change request form by Wednesday 7 January 2026.
Promotion Review - Pathway Change Request Form
Job Titles
Some colleagues will see a change to their substantive job title from January 2026 to ensure alignment with the new pathways. Individual letters will be issued separately to those affected.
Support and Guidance
Faculty Executive Deans and Heads of School will be available for individual discussions, with support from People Services where required. Updated guidance and FAQs have also been developed to support understanding of the transition and confirm that this change does not alter existing duties, expectations, or scholarship arrangements.
Thank you for your cooperation and engagement throughout this process. This transition provides a clear and consistent framework for academic identity and future progression and supports the next stage of work as we move into Phase 2 of the promotions review.
Phase 2 – Development of Promotion Processes
Phase 2 will focus on developing the detailed promotion routes and process documentation, including evidence requirements, application forms, decision-making structures, and timelines. A proposal will be submitted to UEB in January, followed by UCU and staff consultation throughout January - February 2026. Final approval is anticipated in March subject to agreement.
The focus will turn to defining the supplementary evidence requirements, including expectations around outputs, references, and supporting materials for each route, alongside the development of all core documentation such as standard application forms, route specific guidance, templates, and manager and staff guidance notes.
An initial report on the proposed promotion process is expected to be completed and submitted to UEB in early January.
Phase two will include consultation with UCU and staff on certain aspect of the promotion routes. It is expected to take place from January 2026 into early February. We envisage that the consultation process will last around 4 weeks extend into early February. Once consultation closes the Promotion process will be finalised, subject to agreement by UCU and UEB the processes will be published. The final approval processes are expected to take place in March, with the provision that substantial changes are not required or requested.
FAQs
1. What has been completed so far?
Phase 1 has been completed. This phase defined the academic pathways, the associated criteria, and academic profiles. These can be found on the documents list on the left hand side of this webpage (please scroll to the bottom).
2. What is an academic pathway?
A pathway reflects the underlying academic contract, role expectations, and SAM allocation. The three pathways are:
- Teaching and Research
- Teaching and Learning
- Professional Practice
3. What is a promotion route?
A promotion route refers to progression through academic grades and job titles:
- Lecturer → Senior Lecturer
- Senior Lecturer → Associate Professor
- Associate Professor → Professor
Each route will have its own promotion process, which will be developed in Phase 2.
4. Will moving to a pathway change my daily duties or workload?
No. The transition is intended to be developmental and non-disruptive. Day-to-day duties, responsibilities, workload expectations, and SAM will not change.
5. Who will be transitioning to which pathway?
Default pathway alignment will be as follows:
- Professional Tutors & Senior Professional Tutors → Teaching and Learning
- Clinical Tutors & Senior Clinical Tutors → Professional Practice
- Principal Lecturers → Teaching and Research
Staff may request an alternative pathway if evidence supports this.
6. Can I request a different pathway than the default?
Yes. Staff will have a one-month grace period to request a different pathway. Requests must be supported by evidence and discussed with the Head of School.
7. Will my job title change?
Some job titles will change to align with pathways. For example, Professional Tutors transitioning to Teaching and Learning will become Lecturers/Senior Lecturers. Principal Lecturers will become Associate Professors.
Promotion Review - Workflow - Role Transition
Moving forward job titles will become generic without subject specialisms, unless approved at Professor level through established processes. This is only applicable to future changes.
8. Will subject specialisms still be recognised?
Yes. Staff can still present their specialism in personal academic profiles, email signatures, research outputs, and Faculty webpages. Specialisms will not form part of the substantive job title on the HR system or staff index, except for Professors following the standard approval and inauguration process.
9. Will the transition affect scholarship or research expectations?
Scholarship applies across all pathways, but as it is currently for each pathway focus will differ:
- Teaching & Research → research/publications
- Teaching & Learning → pedagogic scholarship and curriculum innovation
- Professional Practice → applied, enterprise, and external engagement scholarship
All staff will continue to receive 150 scholarship hours as per the SAM.
In all cases, scholarship serves to sustain academic currency, enhance teaching and professional practice, and / or contribute to the University’s research, enterprise, and educational objectives. Scholarship hours should be flexible and should be managed within the context of current SAM framework, in line with individual staff plans and priorities.
10. What role do unions play in this process?
The criteria and role profiles forming Phase 1 have been consulted with UCU, with final agreement pending. Phase 2 will also include UCU and staff consultation before final approval.
11. What will Phase 2 involve?
Phase 2 will define the promotion processes and governance structures, including:
- Decision-making and promotion panels
- Application requirements and evidence
- Forms, templates, and detailed guidance
- Route-specific expectations and timelines
A full proposal will be submitted in January, followed by consultation.
12. How will staff be supported during the transition of job titles?
- Individual meetings will be offered with Faculty Deans and Heads of School, supported by People Services where required.
- Written communication will be issued to all affected staff.
- Guidance and FAQs will be continuously developed and reviewed.
