The Professorial Appraisal Review process.
- UCL uses four professorial bands with broad ranges for professors on academic contracts. Salary progression within the applicable band is subject to individual performance and specifically, the achievement of stretching objectives agreed through the appraisal process. Appraisal for professors takes place annually and via the Professorial Appraisal Review (PAR) form which automatically draws data from other UCL databases regarding an individual's publications, research grants, research students, honours, awards and training and development activity during the appraisal period. Please refer to the toolkits section for the relevant Quickstart guide to the system. The appraisal process is important and performance and future career development should be discussed as part of it.
- The PAR system must be used by professors and their appraisers. It is the responsibility of Heads of Department to ensure that all professorial appraisals due are completed on time.
- Each year, the performance of professors scheduled to be appraised in the previous period 1 August - 31 July, will be reviewed by the Head of Department and the Dean and rated as either
Group A - those who have demonstrated sustained outstanding performance against a stretching set of objectives. Individuals will be considered for a pay award1, depending on UCL-wide budgetary constraints, in addition to receiving any nationally negotiated cost of living award.
Group B - those who meet stretching objectives and expectations. These individuals will receive any nationally negotiated cost of living award.
Group C – anyone 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 who is C rated.
- Following the completion of performance ratings, those who are deemed by the Head of Department and the Dean to have 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. HR can provide relevant salary information to Heads of Department and/or Deans to allow a consideration of relativities and support the consideration of awards. 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 A-rated professors. This decision will take account of UCL budgetary and equal pay considerations.
- Faculties should send completed lists of performance ratings to Mark Rice in the HR Division email@example.com, including details of any pay awards. This will allow any payments to be actioned.
1 There is no guarantee that awards will be paid in any year to all or any A-rated professors. This decision will take account of UCL budgetary and equal pay considerations.