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Appendix A6.4

Page contents

1. Role of the Individual Excellence Board (IEB)
2. Membership of the IEB
3. Initial review and appointment of Promotion Interview Panel
4. Reports from referees for the Promotion Interview Panel
5. Guidance for operation of Promotion Interview Panel
6. Guidance and timetable for meetings of the IEB: decision meeting
7. IEB Reporting

1. Role of the Individual Excellence Board (IEB)

1.1 A single IEB will be convened to consider all promotions to science roles at band G and above across BBSRC. The Board will be provided with secretarial support by the People and Development Group.

1.2 Senior science roles will be those that fulfil the requirements of a research leader, and involve a significant proportion of science,innovation and measures of esteem, which are vital to the establishment's remit. They will also have additional responsibilities in leadership, funding, outputs and contribution.

1.3 The purpose of the IEB is to:

  • Recognise excellence in the scientific area
  • Ensure maintenance of high standards across BBSRC, benchmarked to external criteria
  • Ensure consistency across BBSRC

1.4 The IEB will determine which referees to approach and the composition of the Promotion Interview Panel (PIP).

1.5 The IEB will consider the recommendations made by the PIP and make a decision on each candidate's suitability for promotion.

1.6 The IEB will normally meet twice per year. In exceptional circumstances, the chair of the IEB may accept a Personal Promotion nomination outside of the normal timetable.

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2. Membership of Individual Excellence Board

2.1 The IEB will comprise of an independent chair, two external members from outside BBSRC with relevant expertise/knowledge, and a minimum of two senior scientists (normally PC2 or equivalent in terms of role and experience) representing institutes. Secretariat will be provided by People and Development Group.

2.2 Membership of the IEB is through the BBSRC Appointments Board, which will bear in mind the need to achieve a balance of genders (as well as the importance of other diversity in the membership) and representation of both basic and strategic activities.

2.3 All members of the IEB are required to have undertaken relevant diversity and unconscious bias awareness briefing within the last three years. This briefing will be provided by the People and Development Group.

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3. Initial review and appointment of Promotion Interview Panel (PIP)

3.1 The IEB will review all nominations received via the Personal Promotion Panels and should agree the composition of each interview panel.

3.2 The IEB will consider candidates against the criteria for promotion (appendix A6.1) and decide whether or not the individual should progress to interview. A member of the IEB will chair the PIP. The IEB will determine the composition of the PIP ensuring that membership is appropriate to the role of the candidate. The IEB may liaise with the relevant institute regarding membership of the PIP. Where possible the PIP should have a balance of genders. However, the key is to have individuals who are best able to assess nominations.

3.3 The IEB should also identify suitable referees who will be asked to provide a written appraisal of the candidates work.

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4. Reports from referees for Promotion Interview Panel

4.1 For candidates nominated for promotion the IEB will agree appropriate referees who are familiar with the area of expertise of the candidate (the Board will take into account referees suggested by the candidate).

4.2 The IEB Secretariat will take up referee reports using the template at appendix A6.5.

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5. Guidance for the Operation of Promotion Interview Panels (PIP)

5.1 The PIP will consist of at least three people (two of whom will be external with skills/knowledge/experience as appropriate to the role) plus a chair from the IEB.

5.2 The PIP will be provided with the candidate's nomination and copies of the referee reports.

5.3 The purpose of the PIP is to examine in greater detail the candidates work, their personal contribution and their intended future work. Candidates for promotion to band G and above in science roles are expected to demonstrate substantial and significant contributions to the development of their area of work and to have established a reputation within their field of work that is commensurate with the grade to which the promotion is being considered.

5.4 Candidates will be required to give a brief presentation on their work.

5.5 The PIP will take into account any information provided by the candidate about any personal circumstances which may have had an impact on their performance or achievements, for example, periods of maternity leave, part time working, etc. The secretariat should also provide any relevant information regarding the candidate's circumstances.

5.7 The Chair of the PIP will complete the promotion panel feedback form.

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6. Guidance and timetable for meetings of the IEB: decision meeting

6.1 After all of the Promotion Interview Panels have been held, the feedback and recommendations will be considered by the IEB and a decision will be made on each candidate's suitability for promotion.

6.2 The Chair of the IEB will also sign the promotion panel feedback form, adding any additional comments from the IEB as appropriate.

6.3 The IEB will also agree feedback to be provided to both successful and unsuccessful candidates. Candidates will receive a copy of the promotion panel feedback form, which will be copied to the nominating line manager, institute Director and Chair of the local PPP.

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7. IEB reporting

7.1 The summary report from the IEB will be shared with the PPB, who may comment on the process but not the outcomes.

7.2 The IEB will report its findings annually in a joint report with the outcomes of the PPB to the Chief Executive of BBSRC and Institute Directors.

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Last updated 19/06/2015
Amendment 183 - June 2015