Human Resources Unit
Reference Authority: Pro Vice Chancellor: Organisational
Strategy and Change
Director: Human Resources
These procedures provide a framework:
These procedures apply to the recruitment and appointment of academic staff at Level B and above who do not hold a doctoral qualification.
Staff recruitment and selection policy HR - 27.0
Academic classification levels as outlined in the Academic Promotion Policy HR – 26.0 and associated documents
Minimum standards for academic levels (MSAL) as outlined in the applicable industrial instrument
Vice Chancellor’s Authorisations
1. Minimum standards for levels of academic staff, other than a casual, are set out in Schedule 4 Minimum standards for academic levels (MSAL) as in the University of South Australia Academic and Professional Staff Collective Agreement 2006, or other industrial agreement as applicable. The following standards from Schedule 4, are a guide to the minimum qualification for each academic level:
Level B Many cases will require doctoral or masters qualification or equivalent accreditation and standing.
Level C Normally advanced qualifications at doctoral level. Will demonstrate a record of scholarly and professional achievement in the relevant discipline area.
Level D Same skill base as Level C with addition of academic excellence with outstanding contribution to teaching and/or research and/or profession.
Level E Same skill base a level D but will be recognised as a leading authority in the relevant discipline area.
2. The requirement of a doctoral qualification for appointment at Level B and above may be varied as set out below.
2.1 For appointments relating to disciplines that have only recently introduced PhD qualifications, a postgraduate qualification combined with equivalent accreditation and standing and professional achievement, in lieu of a doctorate qualification is expected.
2.2 If the field of candidates is expected to be extremely limited due to the nature of the position or discipline, a doctoral qualification may not be required as an essential criterion. A decision to appoint a new academic staff member who does not hold a doctoral qualification should be assessed against the expected profile and standing the University and/or School would gain by appointing a highly renowned or recognised professional in the specialised field.
2.3 Consideration can be given to a candidate who is nearing completion of their PhD, who has submitted their thesis for examination and can provide documentation to prove this.
3. The following process is designed to assist in the consideration of applicants with and without doctoral qualifications:
3.1 All academic position descriptions should identify the preferred qualification requirement as the first essential criterion.
3.2 If it is deemed that a doctoral qualification for an academic position at Level B or above is not an essential criterion and/or that it may be difficult to recruit a person with doctoral qualifications, a case should be submitted by the relevant Pro Vice Chancellor to the Vice Chancellor for approval prior to commencing the recruitment process. All requests for appointment without doctoral qualification must include the candidate's curriculum vitae for the consideration of the Vice Chancellor.
3.3 Where the VC gives prior approval to appoint a candidate who does not have a doctoral qualification, the final report of the selection panel should include a statement detailing this information and written verification of VC approval.
3.4 VC approval after interviews and prior to a formal offer to the applicant who has been deemed appointable by the Panel.
3.4.1 Where the VC has not given prior approval to appoint a candidate who does not have a doctoral qualification, the Chair of the selection panel should make a submission to the VC, including the candidate's curriculum vitae and the final report of the Selection Panel stating a case for the appointment. If applicable, this should include sighted and verified evidence of progress of doctoral qualifications.
3.4.2 Once approval has been given to appoint a candidate who does not have doctoral qualifications, the formal offer can be made.
3.5 Following appointment, the Probation and Performance Management process should be utilised to manage the timely progress of doctoral studies.
