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Definition
Definitions and Roles
1.1 Academic Staff
Academic staff at the School are individuals involved in teaching, research, or a combination of both. Their roles reflect our mission to harness AI as a catalyst for innovative solutions and impactful change. This involves:
1.2 Career Pathways
The School recognises two primary career pathways for academic staff, supporting our goal to provide expansive, tech-powered study experiences:
Each staff member’s pathway is specified in their job description upon appointment, and this will be reflected inside the annual workload calculator. Staff members can transition between pathways during their careers, subject to a formal approval process. This flexibility reflects our commitment to Lifelong Learning and adaptability.
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Definition
Academic Titles and Roles
2.1 Academic Titles
Academic titles within each pathway are structured into the following grades:
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Professor:
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A senior-level academic position focused on leadership in teaching, research, and programme development. Professors typically lead strategic initiatives and have significant responsibilities in shaping the academic direction of the School. They may also bring specialised niche knowledge or general competencies to their role. Professors are the only members who may use the title "Professor" on official communications such as emails, letterheads, or business cards.
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Associate Professor:
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A mid-level academic position with enhanced responsibilities in teaching, research, or both. Associate Professors often take on leadership roles within programmes or modules and may possess specialised niche knowledge or general competencies. Only the title "Associate Professor" may be used for this role in any official communications. Associate Professors are not part of the Professoriate.
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Assistant Professor:
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An entry-level academic position responsible for teaching, curriculum development, and, for those in the Teaching and Research Pathway, engaging in research activities. Assistant Professors may have a combination of general competencies and specialised niche knowledge. They must use the title "Assistant Professor" in all communications and are also not considered members of the Professoriate.
2.2 Adjunct Professor, Adjunct Associate Professor, and Adjunct Assistant Professor
The School recognises the role of adjunct professors, who are not full-time employees of the School but are hired based on their niche expertise in fields of technology. These adjunct professors serve as specialist trainers, contributing to teaching specific modules or programmes, particularly where their advanced technical knowledge is invaluable. Their involvement allows the School to provide cutting-edge education, driven by professionals active in the industry:
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These titles refer to professionals who, while not employed full-time by the School, contribute due to their specific expertise in technology or AI. Their role is typically focused on offering specialist training and education. Adjunct Professors can use the title "Adjunct Professor" or "Adjunct Associate Professor" in communications but are not considered part of the Professoriate, and their use of the title reflects their adjunct status.
2.3 Rationale for School Titles
The School has adopted the titles Professor, Associate Professor, Assistant Professor, and Adjunct Professor, instead of traditional titles such as Reader or Lecturer, because it recognises that the School does not operate with lecturers in the conventional sense. Rather, all academic staff engage in high-level teaching and research, or advanced specialist teaching, aligning with global practices, especially in the field of technology and AI.
2.4 Benchmarking of ‘Professor’ Role
Furthermore, the School recognises that the title ‘Professor’ holds significant prestige and denotes an individual who has achieved high-quality research, academic leadership, and substantial contributions to their field. To maintain the integrity of this title, the School regularly benchmarks its criteria for professorial positions against those used in leading English universities, ensuring standards in research excellence, strategic leadership, and impactful academic work are met.
2.5 Use of Titles
Only Professors may use the title ‘Professor’ on emails, letterheads, business cards, and official correspondence. Associate Professors must use Associate Professor, and Assistant Professors must use Assistant Professor.
Associate and Assistant Professors are not considered members of the Professoriate, as the title of Professor is reserved for those at the highest academic rank in alignment with English university standards.
Adjunct Professors, being part-time specialists, should be referred to as Adjunct Professor in official communication.
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Director of Education |
Rule
Programmes and Modules: Academic Roles
3.1 Definition of Programmes and Modules
At the School, the following definitions apply:
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Programme:
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Module:
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A distinct unit of learning with specific subject matter, credit volume, defined learning outcomes, and summative assessments. Modules contribute to earning the necessary credits for a qualification within the School’s programmes.
3.2 Academic Roles within Programmes and Modules
Staff members across all pathways and grades may assume the following roles within programmes and modules:
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Programme Leaders:
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Responsible for the overall management and strategic direction of programmes. They ensure that programmes are coherent, current, and aligned with the School’s objectives.
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Eligibility: Typically, Programme Leaders are Professors or Associate Professors with extensive experience in programme management and leadership.
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Module Leaders:
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Oversee individual modules, ensuring effective delivery and alignment with programme outcomes.
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Eligibility: Module Leaders are generally Associate Professors, Assistant Professors, or Adjunct Professors with relevant expertise and experience in the subject matter of the module.
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Human Resources Team |
Rule
Diverse Experience and Backgrounds
4.1 Recognition of Varied Expertise
The School values diverse professional backgrounds, acknowledging that excellence in teaching, research, and programme management can stem from a range of experiences. Recruitment and promotion are open to individuals with substantial relevant industry experience, not solely academic backgrounds. Industry skills and achievements are highly valued and can be the primary basis for recruitment and promotion.
Examples of Relevant Industry Experience:
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Technological Innovation: Experience in leading or contributing to the development of cutting-edge technologies, such as AI systems, digital platforms, or advanced software.
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Corporate Leadership: Leadership roles in major technology firms, startups, or multinational corporations, demonstrating strategic vision and management capabilities.
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Consulting and Advisory Roles: Expertise gained from providing strategic advice to high-profile companies or government agencies on technology integration, digital transformation, or innovation strategies.
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Entrepreneurship: Founding and scaling successful tech ventures or innovative projects, showing practical application of knowledge, entrepreneurial skills, and leadership.
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Research and Development: Significant contributions to R&D projects in industry settings, resulting in patented technologies, influential papers, or breakthrough innovations.
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Human Resources Team |
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Pathways and Career Progression Criteria
The criteria for promotion are also designed to reflect the diverse backgrounds of our academic staff, whether they come from academia, industry, or both. We recognise and reward excellence in every areas of expertise, ensuring parity between academic and industry experiences. The criteria for research leadership, teaching and curriculum leadership, and industry experience are distinct but complementary, allowing for a well-rounded evaluation of everyone’s contributions.
5.1 Teaching Pathway
Assistant Professor (Teaching-Only):
Associate Professor (Teaching-Only):
Professor (Teaching-Only):
5.2 Teaching and Research Pathway
Assistant Professor (Teaching and Research):
Associate Professor (Teaching and Research):
Professor (Teaching and Research):
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Human Resources Team |
Rule
Academic Remuneration Policy
The School is also committed to ensuring fair and competitive remuneration for all academic staff. Our remuneration policy is designed to attract, retain, and motivate high-quality staff from both academic and industry backgrounds, recognising the diverse contributions each brings to our mission.
6.1 Salary Bands
Remuneration is organised into salary bands corresponding to the academic titles and roles within the School. These bands are regularly benchmarked against industry and academic standards to ensure competitiveness in the global market.
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Assistant Professor:
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Associate Professor:
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Professor:
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Adjunct Professors:
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Adjunct staff are typically compensated on a per-module or per-hour basis, with rates depending on their level of expertise, industry profile, and the technical depth of the module they are teaching.
6.2 Performance-Based Pay Increments
The School recognises that exceptional performance should be rewarded. Annual pay reviews consider the following factors for pay increments within the salary bands:
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Teaching Excellence: Measured by student feedback, peer reviews, and contributions to curriculum development.
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Research Contributions: Measured by publications, research impact, and successful grant applications.
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Industry Engagement: Contributions to forging meaningful partnerships with industry, such as collaborative research projects, industry advisory roles, and securing internships or employment opportunities for students.
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Leadership and Service: Contributions to the broader academic and administrative functions of the School, including leadership in strategic initiatives, committees, and programme development.
6.3 Research and Industry Collaboration Incentives
To encourage collaboration between academia and industry, the School provides financial incentives for staff who:
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Secure significant industry-funded research projects or partnerships.
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Develop industry-relevant research with real-world impact.
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Establish long-term, strategic relationships with industry partners that enhance the School’s reputation and student opportunities.
These incentives may include bonus payments, additional research funding, or enhanced remuneration for staff who exceed expectations in forging industry links and driving impactful research.
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Human Resources Team |
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Switching Pathways
7.1 Process for Switching Pathways:
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Application: Staff wishing to switch pathways must submit a formal request detailing their reasons and how they meet the criteria of the new pathway.
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Review: The request is reviewed by a panel, convened and headed by the Director of Education annually in February, considering the individual's achievements, career goals, and the alignment with the School’s strategic objectives.
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Approval: Final approval is granted by the Executive Committee based on the review panel's recommendations.
7.2 Considerations:
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Career Development: Switching pathways should reflect a commitment to career development and alignment with the School’s mission and values.
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Flexibility: The School supports staff in making transitions that enhance their career satisfaction and contributions to the School.
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Human Resources Team |
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Promotion Process and Evaluation Criteria
8.1 Promotion Process:
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Application: Promotion applications are considered annually in February. Staff members seeking promotion must submit an application that includes evidence of their contributions and achievements relevant to the promotion criteria.
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Evaluation: Applications are evaluated by a promotion panel convened and headed by the Director of Education. The panel must have at least one external academic expert.
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Decision: Recommendations are reviewed by the Executive Committee for final decision and approval.
8.2 Evaluation Criteria:
Please see section 5 above.
9.1 Appeals Procedure:
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Submission: Staff members may appeal decisions regarding promotions or pathway changes by submitting a formal appeal to the President outlining their concerns and supporting evidence.
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Review: Appeals are reviewed by an appeals committee headed by the President and at least two external academic experts to ensure fair and objective evaluation.
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Outcome: The committee’s decision is final and communicated to the staff member in writing.
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Human Resources Team |
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Monitoring, Evaluation, and Reporting
10.1 Monitoring and Evaluation:
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Ongoing Monitoring: Regular monitoring of staff performance and career progression is conducted through line management to ensure alignment with the policy and strategic goals.
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Annual Reports: Comprehensive reports on staff performance, promotion outcomes, and pathway transitions are prepared annually.
10.2 Reporting:
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Internal Reporting: Regular updates on policy implementation and effectiveness are provided to senior management.
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Transparency: The School maintains transparency in reporting procedures and outcomes to all stakeholders.
11.1 Legal Compliance:
11.2 Ethical Standards:
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Integrity: All processes and decisions are conducted with integrity, fairness, and transparency, upholding the School’s ethical standards.
12.1 Communication:
12.2 Training:
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Workshops and Seminars: Further to the Teaching and Learning Policy, regular training sessions for staff on policy details, pathways, and promotion criteria are conducted.
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