Determining the progressability of a role

It is important that, for roles at level b and c on Pathways 2 and 3, a decision is taken at the recruitment stage as to whether the role will be progressable, and the maximum level to which it is expected to progress.  This information will need to be clearly stated in the further particulars and the contract of employment for the individual.

It is important to remember that, having defined a role as progressable, individuals appointed to that role will be expected to develop and progress to the defined level.  At the same time, the University has committed to allow the role-holder to progress to the specified level, subject to satisfactory performance. 

A role can only be defined as progressable where it is anticipated that there will be a future opportunity for work to be undertaken at the next level (although this may be contingent upon the procurement of future external funding in the case of Pathway 2 roles).  The Head of School, PI, Subject Leader, etc., should review the role profiles when drawing up the job description for the vacancy in order to determine whether this is the case.

In some cases, it may be that there is an ongoing need for work only at the level to which the role will be appointed - in which case it should be made clear that there will be no “progressability” in the role.

In other cases it may be appropriate to initially limit the expected progressability of a Pathway 2 role to, say, a maximum of level c, and then review the availability of a higher level role at a future date (e.g. once the individual has obtained their own independent research funding as a PI).

In yet other cases it may be possible to consider appointing at the equivalent of either of two role profile levels, in which case progressability may be built in for those appointed at the lower level(s).