Selection and Appointment of Heads of School

Appointment and re-appointment as Head of School is made by letter of appointment from the Senior Deputy Vice Chancellor, on the recommendation of the Dean, for a nominal specified period (up to five years). The Senior Deputy Vice Chancellor has the discretion to shorten or end the period of appointment of any Head of School and to appoint an alternate Head of School or to make no appointment, depending on the circumstances of the case.

Appointments of Deputy Heads or Acting Heads are made by the Dean

Deans are responsible for the selection process. Deans are required to identify, on the basis of selection criteria (see 3.2), and through a consultative process, appropriate individuals for the position.

It is preferable that a Head be identified at least six months prior to commencing their duties in order that they can participate in forward planning, and appropriate staff development.

The dimensions of leadership (1.2) provide an overview of the requirements of the role. The standard selection criteria will include evidence of:

• High academic standing in an academic discipline relevant to the School (normally a Professor or Associate Professor)
• High level academic and strategic leadership skills
• Excellent people management skills, and an ability to implement the University’s equity and diversity policies
• Organizational and resource management skills, including understanding of budget and financial management principles
• High level interpersonal and communication skills
• Knowledge of the University’s legislative, budgetary, policy and administrative frameworks

After negotiation between the Dean and members of the School, these selection criteria may be amended or supplemented to reflect the particular needs of individual schools at particular times. Additional criteria are particularly advisable where it is likely that the School will be going through a period of significant change that will require particular leadership skills.

Discussion about the selection criteria is part of the consultative process between the Dean and the staff, and has two particular benefits. It will assist

• Individual staff to think about whether they may be appropriate candidates for the Headship
• All staff to consider who best meets the needs of the School.

Eligibility

Deans will normally look first to professorial level staff as potential candidates for the position of Head.

Where a potential Head is not a professor, she/he should be a person of high academic standing, with relevant leadership experience. Such a person will be appointed as Head of School at Level D. Such a Head, should they not have been successful in applying for promotion, will revert to their substantive Level at the end of their Headship.

External advertising will be considered where all internal options have been exhausted, and must be approved by the Senior Deputy Vice-Chancellor.

Timing of the Selection Process

It is suggested that approximately twelve months prior to the commencement date for a new Head, the Dean visit the School and outline the process of selection. It is recommended that the new Head be identified six months before taking on the position. This will allow for a six month period during which the appointee can deputise for the current Head, if required, and attend relevant professional development.

Broad Consultation and Expressions of Interest

It is essential that the selected Head has the confidence of both the University and their colleagues. A selection process that involves broad consultation with all academic and general staff is a means by which confidence can be tested. Deans should seek advice across the School and approach individual staff they identify as suitable. They should seek feedback from all staff (academic and general) on potential Heads.

Consultation with cognate schools is also encouraged. Even where there is only one suitable candidate for the Headship, it is appropriate that the consultation process with staff be undertaken. Any staff who express interest in the position but who are not appointed should be given feedback by the Dean.

Resolving differences of opinion and conflicts of interest

There may be circumstances in which there is a difference of opinion between the Dean and the majority of the School over the merits of different individuals. In such cases, the Dean, as the accountable officer for the School, makes the final decision.

Occasionally there may be a perceived conflict of interest for the Dean. In these circumstances Deans are advised to delegate responsibility for the final decision to the Deputy Dean or another senior member of the University’s leadership team. Consulting the University’s policy on Close Personal Relationships may be helpful.