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Charles Sturt University
Charles Sturt University

Academic Promotions

Latest News

Expression of interest for the 2018 Academic Promotion round has now closed.

Two applicant information sessions are scheduled for 2018. The sessions are a valuable source of information on the academic promotion process. The sessions are open to all academic staff who are intending to apply for academic promotion in 2018 or considering a future application. 2018 applicants are strongly encouraged to attend.

Applicants should ensure they are referencing the 2018 Policy, Procedure and Guidelines and updated CSU Academic. Documents available here.

Applicants should now be considering potential referees for recommendation to their supervisor.  It is expected that your recommended referees meet the eligibility criteria outlined in the Referee Section (Part B) of the Procedure.   Recommendations should be provided to your supervisor on the Applicant Referee Recommendation Form.

Historical Data

Academic promotion performance overview 2013 - 2016

Academic Staff Promotion

Academic staff promotion recognises the achievements and professional development of academic staff and their demonstrated capacity to contribute to CSU's mission through performance at a higher level than their current appointment.



Applications for academic promotion must be considered on the basis of merit, unbiased by personal opinion or prejudice.   Recognising that academic staff today may have a range of responsibilities and/or circumstances outside of work that can impact on their academic achievements merit needs to be considered on the basis of achievement relative to opportunity.

Caring responsibilities, disability, ill-health and parental leave for example may impact academic achievement and lead to a non-linear academic career.

Long breaks in careers either due to caring responsibilities, illness or other reasons have effects that are multifaceted and of longer duration than the actual leave time.

These breaks typically reduce opportunities for collaboration, student supervision and delay publication and grant success beyond the return to work date.

Ongoing caring responsibilities of children or other dependents can impact future academic achievement for example reducing research output or restricting opportunity for conference presentations.

Examples of merit on the basis of achievement relative to opportunity.

Example 1 Part Time Work

A staff member who has had several part-time appointments in the promotion period under consideration could calculate their total number years pro rata in their promotion application and demonstrate how the research output is comparable to researchers who have had the same effective years of service.

Example 2 Primary Caring Responsibilities

A staff member with primary caring responsibilities for their child has a low number of international conference papers but has a high citation rate for their papers in prestigious journals.

Example 3 Career Breaks

A parent has had three career breaks for parental leave and on all three occasions returned part-time with a full teaching load. Opportunity for research was delayed for 12 months until increasing their work arrangements to full-time. The panel should take into account not only the loss of time, but also momentum loss when considering the track record of the candidate.

Example 4 – Significant Illness

A staff member experienced a significant illness for two of the seven years they spent at senior lecturer level.  In their application for promotion to associate professor level, the academic promotions committee should take a ‘whole of career' approach, and acknowledge that the candidate has demonstrated performance of a requisite quality although output during the two years of ill-health had been reduced.