Professorial Appraisal and Pay Review Process

This page outlines the Professorial appraisal and pay review process.

Professorial Appraisal Process 

1. This process applies to Professors (Teaching), Professorial Research Fellows and Professors on academic contracts. Salary progression within the applicable band/grade is subject to individual performance and specifically, the achievement of stretching objectives agreed through the appraisal process.
2. Appraisals for professors take place annually (via MyAppraisal) and support a two-way discussion to reflect on current performance and plan for future development.
3. It is the responsibility of individual professors to use MyAppraisal and take ownership of their personal objectives. Heads of Department should ensure that all professorial appraisals are completed on time.
4. Please refer to the MyAppraisal SharePoint for user guides and FAQs. Information to support an appraisal (such as publications, research grants, and research degree student supervision) can be obtained via the Research Publications Service (RPS).
5. The appraisal process is important and performance and future career development should be discussed as part of it.

Professorial performance and pay review process

1. This section sets out the performance review and progression within the grade/band process for professors. This process applies to professors on academic, research or teaching contracts.  At professorial level there is no automatic incremental progression, which is different from the levels below. Instead, salary progression within the applicable band or grade is subject to individual contribution and specifically, the achievement of stretching objectives determined through the appraisal process (over and above agreed objectives reflecting high level performance in line with expectation of the relevant band). Appraisal for professors should take place annually following a consistent timetable. The appraisal process is crucial and performance and future career development should be discussed routinely as part of it.

2. Appraisals must be completed and is the responsibility of Directors/Heads of Departments (HoDs) to ensure that all professorial appraisals due are completed on time.

3. Each year, the contribution of professors the previous period will be reviewed by the Directors/HoDs and the Deans and to confirm that professors have performed to a high level and have met objectives and expectations. It is important that objectives focus on all aspects of academic work- education, research, enterprise and citizenship and take account of the relative seniority of the professors (as indicated by their banding).
4. Additionally, this will enable Directors/HoDs to indicate any professors who have made exceptional contributions in the previous period.  This group of professors will have performed above expectation and demonstrated sustained outstanding performance against a stretching set of objectives, as determined by the HOD. Achievement of stretching objectives will be indicative of professors consistently achieving significant milestones, aligned to Departmental/Faculty/UCL goals, beyond the normal high expectation of their band- while also demonstrating high performance across the breath of their academic work.  Individuals in this group will be considered for a pay award, depending on UCL-wide budgetary constraints, in addition to receiving any nationally negotiated cost of living award.
5. HoDs and Deans will also need to indicate any professors whose achievements do not meet expectations. These individuals will move to a more regular review cycle and will not receive the next nationally negotiated cost of living award. Consideration should also be given to whether the capability procedure for academic staff should be instigated for any professor in this category.
6. To enable this, following the completion of performance appraisals HoDs/Directors should forward a record of appraisal rating outcomes for all professors in their area (using the definitions below) to their Dean, with a rationale for the rating. This should normally occur by 1 June each year, but in 2024 it should be completed by 13 September. 
   
   Performing exceptionally - consistently exceeding stretching objectives and positively demonstrating UCL’s values. These professors can be considered for additional rewards relative to their contribution. 
   
   Performing to a high level, in line with expectation - performance is at a high level and meeting objectives and expectations whilst positively demonstrating UCL’s values. These professors will receive any nationally negotiated cost of living award.
   
   Performance is not satisfactory and has not met objectives and expectations - these individuals will move to a more regular review cycle and will not receive the next nationally negotiated cost of living award. Consideration should also be given to whether the capability procedure for academic staff should be instigated.
7. Those who are deemed by the HoDs to have made an exceptional contribution and exceeded a stretching set of expectations may be considered by the Dean for the award of a lump-sum payment or salary increase to recognise their outstanding contribution during the appraisal review period, taking into account also UCL budgetary and equal pay considerations. Cases put forward by HoDs for professors who have made an exceptional contribution must be evidence-based and robust.
8. To enable this, HR will provide relevant salary information to Deans in April-May each year to allow consideration of relativities and support the consideration of awards. Deans will normally consider cases in June-July each year (October in 2024) alongside decisions on senior promotions and professorial rebandings. This allows a more holistic review of professorial awards, - for example when considering professorial rebanding, Deans may decide that professors who do not meet the required criteria to be rebanded could instead be considered for a pay award in this process.
9. Any awards will normally be payable from 1 October each year. There is no guarantee that awards will be paid in any year to all or any professors rated as performing exceptionally. This decision will take into account UCL's budgetary and equal pay considerations.