• Section 1 - Purpose 
• Section 2 - Application and Scope
• Section 3 - Principles
• Section 4 - Criteria of Appointment
• Chair Professor
• Distinguished Professor
• Both Chair Professor and Distinguished Professor
• Appointment and Reappointment Process
• Current Professors at the University
• External Candidates
• Section 5 -  Reappointment Process
• Section 6 - Terms and Conditions of Appointment
• Section 7 - Right of Appeal
• Section 8 - Roles And Responsibilities
• Section 9 - Definitions

Section 1 - Purpose 

(1) This Procedure sets out the processes for appointment and reappointment to Chair Professor (P2) and Distinguished Professor (P3), including achievement expectations, application, committee review and determination.

Section 2 - Application and Scope

(2) This Procedure applies to:

1. current Professors, including Chair and Distinguished Professors at the University; and
2. applicants for professorial positions at the University.

(3) This Procedure does not apply to:

1. Staff employed by other entities control by the University.

Section 3 - Principles

(4) An appointment to a position of Chair Professor (P2) or Distinguished Professor (P3) recognises the most outstanding professors at the University who have achieved world-class eminence as an academic in their field, have a sustained record of achievements and have made a significant contribution to the culture of the University through the leadership and mentorship of other university staff, or have track record of such at another institution.

(5) It is generally expected that applicants for P2 and P3 professorships have had a minimum five (5) year period at each professoriate level. Exemptions to the criterion may be requested as outlined in the Appointment and Reappointment Process section.

(6) P2 and P3 appointments are conferred with a maximum duration of up to five (5) years. Staff wishing to be reappointed must reapply at the end of the fixed period.

Section 4 - Criteria of Appointment

(7) Appointment to Chair Professor (P2) and Distinguished Professor (P3) recognises exceptional achievement, standing, and contribution beyond the normal expectations of Professor Level E.

(8) Assessment is informed by the Academic Performance Framework areas of Research, Education, and Governance and Service, and its principles of fair, evidence-informed assessment across diverse academic roles and profiles.

(9) Appointments as Chair Professor and Distinguished Professor:

1. Recognise achievement that exceeds the normal professorial standard in distinction, influence, and sustained impact. This may be demonstrated through exceptional performance in one area of focus together with strong achievement in other relevant areas, or through very strong performance across multiple areas, depending on the nature of the role.
2. Demonstrate commitment to equity, diversity and inclusion, and demonstrate inclusive, respectful and ethical conduct, and actively contribute to a positive and culturally safe academic environment.

Chair Professor

(10) Appointment as Chair Professor (P2) typically recognises the achievements of the top 25% of the University’s Level E staff whose record demonstrates sustained distinction beyond the normal expectations of Professor Level E, together with strong academic standing and strategic contribution and impact within and beyond the University.

(11) A Chair Professor will normally demonstrate sustained distinction and influence beyond the University, with recognised standing at national and international level appropriate to the discipline, role, and profile, demonstrating:

1. exceptional achievement in one area of focus, or very strong achievement across two areas, relative to role, workload profile, disciplinary context, and opportunity;
2. a sustained record of high-quality academic contribution through research, teaching and learning, governance and service, professional practice, or an appropriate combination of these, resulting in significant and enduring impact;
3. sustained, high-level performance in scholarship and publication, making significant contributions to their discipline within the organisation and in their field of expertise;
4. academic leadership that strengthens capability, performance, collaboration, innovation, or reputation within the discipline, profession, University, or wider sector;
5. influence that is sustained over time and demonstrates clear external reach and significance;
6. significant contribution to the culture, values, and academic life of the University, including leadership, mentoring, collegiality, and expected standards of conduct;
7. appointment as a Professor, (P1) typically for a minimum of five (5) years, with expected capacity to continue to perform in line with the above criteria.

Distinguished Professor

(13) Achievement of the highest order is characterised by evidence that the candidate’s work has shaped the direction of their field, influenced policy, practice or scholarship at scale, or established new areas of inquiry, practice or impact.

(14) A Distinguished Professor will normally demonstrate:

1. exceptional standing and influence beyond the University, with recognition at national and international level of the highest order, appropriate to the discipline, role and profile;
2. achievement of rare distinction in one area of focus, or exceptional and sustained achievement across two areas, relative to role, workload profile, disciplinary context, and opportunity;
3. a sustained record of academic achievement of the highest quality, resulting in major and enduring impact within the discipline, profession, University, or wider sector;
4. exceptional academic leadership that shapes capability, collaboration, innovation, performance or reputation within and beyond the University;
5. influence and impact that are sustained over time and demonstrate major external reach, significance, and field-shaping effect;
6. a substantial contribution to the culture, values, and academic life of the University, including leadership, mentoring, collegiality, and expected standards of conduct;
7. appointment as a Chair Professor (P2), or equivalent at another institution, normally for a minimum of five (5) years, or equivalent standing in an external institution, with the expected capacity to continue to perform at this level.

Both Chair Professor and Distinguished Professor

(15) For appointment to Chair Professor (P2) and, particularly, Distinguished Professor (P3), high-level recognition beyond the University will be expected and demonstrated by supporting evidence of standing, influence, and impact across the areas of Research and/or Education and/or Governance and Service.

(16) Such recognition may include, but is not limited to:

1. Major awards or prizes of national or international standing;
2. Prestigious fellowships, academy election, or equivalent forms of recognised distinction;
3. Invitations to deliver major keynote addresses, plenary presentations, or other high-profile scholarly or professional contributions;
4. Recognised leadership of major national or international initiatives, centres, collaborations, or professional bodies;
5. Evidence of significant influence on policy, professional practice, public debate, educational practice, or disciplinary direction;
6. Other comparable indicators of recognised distinction, appropriate to the discipline, role and profile.

(19) Applications must be made sequentially. A Professor (P1) may not apply directly for Distinguished Professor (P3).

(20) Applications will be assessed on merit relative to opportunity, with explicit attention to the diversity of academic careers and to the structural and systemic factors that may shape a candidate’s record. Consistent with the University’s equity, diversity and inclusion commitments, including its commitments to gender equity and to Aboriginal and Torres Strait Islander participation, the Committee will consider the context in which achievement has been demonstrated and will not treat differences in opportunity, career interruption, or pattern of contribution as indicators of lesser merit.

(21) Committee members will undertake their responsibilities in a manner that promotes fairness, consistency and transparency, including being aware of and actively mitigating potential bias in assessment. 

Appointment and Reappointment Process

(22) The appointment or reappointment of Chair Professor (P2) and Distinguished Professor (P3) follows a staged process designed to support transparency, consistency and merit-based assessment.

(23) The process includes:

1. applications will be called by the Provost, typically before May each year, including submission date and time;
2. applicants should discuss their intent to apply with their Head of School and Executive Dean;
3. requests for exemptions from eligibility criteria should be made to the Provost at least one (1) month before the submission date;
4. applications must include the approved application form, a structured case addressing the appointment criteria, and supporting evidence demonstrating sustained achievement, leadership and impact;
5. where applicable, the University may seek, in consultation with the applicant, external referee reports or additional evidence to inform assessment;
6. submission of application: Applications will typically be due in July each year and must be submitted by the published deadline. Late applications will not be accepted. Applications may not be amended after submission unless expressly requested by the University and/or approved by the Provost;
7. applications will be considered by the Chair and Distinguished Professorship Committee which will comprise:
   1. Vice-Chancellor and President (Chair);
   2. Provost;
   3. Deputy Vice Chancellor (Research and Innovation);
   4. Deputy Vice-Chancellor (Education);
   5. Deputy Vice-Chancellor (Growth and Global);
   6. A member external to the University of eminent standing (selected by the Chair);
   7. Three (3) current Chair and/or Distinguished Professors at the University, nominated by the Provost (with consideration to Committee diversity);
   8. Chief People and Culture Officer (as equity observer) or delegate(s) as approved by the Chair.
8. the Committee will meet annually, generally by October. In exceptional circumstances, the Vice-Chancellor and President may call additional Committee meetings.
9. the Committee’s consideration will be based on demonstrated achievement and merit relative to opportunity and alignment with the published criteria. Applicants and/or Supervisors may be interviewed where clarification is required.
10. outcome and feedback: Decisions on appointment are made in accordance with the University’s Delegations of Authority. Applicants will be notified of the outcome by the Academic Progression and Workforce Planning team. Successful appointments will take effect from 1 January of the following year.
11. unsuccessful applicants may request feedback from the Chair to support future development.

(24) The University will take reasonable steps to ensure that the application and assessment process is accessible and inclusive, including providing reasonable adjustments where required to support equitable participation by applicants.

Current Professors at the University

(25) To be considered for appointment as a P2 or P3 Professor, a professor must:

1. demonstrate achievement, standing, and contribution equal to or above the expectations of Chair or Distinguished Professor (Section 4); and
2. have consulted with their Head of School and Executive Dean prior to submission. Acknowledgement confirms that consultation has occurred and does not constitute endorsement or otherwise of the application.

(26) The Executive Dean will be requested to confirm whether they endorse the application or otherwise.

(27) Head of School and/or Executive Dean support and/or endorsement is not required for the application to proceed.

(28) The Committee may request a statement from the Head of School and/or Executive Dean outlining the reasons for their endorsement or otherwise.

(29) All applications are assessed on merit by the Committee in accordance with the published criteria, with no requirement for prior endorsement.

(30) Applications for P2 and P3 Professor may be made via an invitation from the Vice-Chancellor and President, Provost and/or Executive Dean or by self-nomination.

External Candidates

(31) Successful external candidates for Professor roles at the University who meet the criteria may be offered a P2 or P3 position, following consideration by the Committee which may convene by circulation in such cases.

Section 5 -  Reappointment Process

(32) P2 and P3 Professors will be eligible to apply for reappointment to the same level at the end of their appointment period.

(33) In consultation with People and Culture Division, eligible applicants will be notified in January of reappointment requirements.

(34) Applicants will re-apply as per Section 4 criteria.

(35) Where a P2 or P3 Professor does not reapply or their application for reappointment is unsuccessful, they will revert to the following:

1. Distinguished Professor will revert to Chair Professor; or
2. Chair Professor will revert to Professor.

Section 6 - Terms and Conditions of Appointment

(36) Appointments will be for a period of up to five (5) years. New staff recruited to the University at P2 or P3 level may have the end of their appointment extended to coincide with the reappointment process.

(37) The following allowances will typically be paid for the duration of the term:

1. For University of Wollongong Staff:
   1. for P2 appointments, 10% of Level E annual salary;
   2. for P3 appointments, 25% of Level E annual salary.

(38) Pre-existing allowances will be reviewed on appointment or reappointment and may be adjusted accordingly at the discretion of the Vice-Chancellor and President, and Provost.

(39) If a staff member’s performance, behaviour, or conduct is not consistent with the University’s values and expectations of the appointment, the title and any associated allowances may be reviewed and/or discontinued at the discretion of the Provost.

(40) Appointments cease on conclusion of employment at the University.

Section 7 - Right of Appeal

(41) It is the responsibility of the staff member to seek verbal feedback from the Chair of the Promotion Committee regarding the outcome of their application, prior to the submission of an appeal application.

(42) An applicant will have the right of appeal to the Chair and Distinguished Professorship Appeal Committee which will comprise:

1. A member of the University Leadership Group nominated by the Provost (Chair);
2. A member of Academic Senate nominated by the Provost (who was not on the Committee that considered the Appellant’s application);
3. Two (2) professors nominated by the Provost (who were not on the Committee that considered the Appellant’s application);
4. A Committee Secretary from the People and Culture Division (non-voting member).

(43) An appeal will only be upheld if, in the Appeal Committee’s view, the decision of the Chair and Distinguished Professorship Committee was flawed in respect of:

1. A procedural irregularity where the Committee has not followed University Procedures. The irregularity must have impacted the Committee’s decision on the application; or
2. Lack of procedural fairness, including bias.

(44) Where an appeal is upheld, the Vice-Chancellor and President will refer the matter back to a reconstituted Chair and Distinguished Professorship Committee for reconsideration.

Section 8 - Roles And Responsibilities

(45) Roles and Responsibilities are consistent with the Employment Life Cycle Policy.

Section 9 - Definitions

(46) Definitions are consistent with the Employment Life Cycle Policy.