IV. APPOINTMENT OF CHAIR PROFESSORS (remunerated on the University Professorial Scale) 1. Criteria of Assessment The University shall apply the SAME criteria of assessment for considering internal candidates for promotion to Chair Professorship AND external candidates for appointment at the Chair Professor rank, as follows: a. record of outstanding contribution and academic achievement in research and scholarship (in this regard, supervision of postgraduate research students will be, inter alia, considered valuable experience); b. outstanding reputation and recognized standing as a specialist and/or teacher in the candidate's chosen discipline; c. existing and potential abilities in academic leadership within the University's philosophy, mission, and role in higher education; and d. successful application of the candidates' research and scholarship in the community (such as achievements in consultancy work) and in the introduction of innovative methods of academic/professional practice (such as curriculum development). 2. Composition of the Professorial Appointment Panel (PAP) a. For both internal and external candidates, all applications for consideration of the title of Chair Professor will be forwarded to a Professorial Appointment Panel (PAP) for consideration. This Professorial Assessment Panel (PAP) has a membership as follows: i. The President & Vice-Chancellor as Chairman; ii. Two External Members who are Chair Professors or equivalent of other UGC-funded institutions, one of which can be replaced by a Chair Professor of the University who is not a Dean of any Faculty/ School and different from (vii) below; [to be present at the time of final consideration of the short-listed candidates after receipt of the independent external assessment]; iii. The Academic Vice-President; iv. The Vice-President (Research & Support Services); v. The relevant Dean of the Faculty/School; vi. The Dean of another Faculty/School different from that in (v); and vii. A Chair Professor who is not a Dean of Faculty/ School. b. The external Assessors will provide advice to the Panel from an external perspective and they will be presented at the time of final consideration of the short-listed candidates after receipt of the independent external assessment. (vi) and (vii) above will be appointed by the Chairman, on a standing basis for a fixed term of one year (and re-appointable for further terms). The Chairman may decide, under special circumstances, to invite one more external member who is in the same or related field of specialty as the candidates to join the Panel on an ad hoc basis. A senior staff of the Personnel Office will serve as secretary to the Panel. 3. Procedures of Assessment and Functions of the PAP The procedures of assessment and the functions of the PAP include the following: a. Short-listing i. In the case of direct recruitment, a summary list of all the applicants will be prepared by the PAP Secretary and made available to all members of the PAP, together with a short-list recommended by the relevant Dean who will also give reasons for the rejection of the other applicants. The PAP will be provided with the detailed curriculum vitae of each of these short-listed candidates and may, if it so wishes, also call for the curriculum vitae of any other candidates. In the light of these materials, the PAP will decide on the final short-list. ii. In the case of internal candidates, the PAP will decide for each candidate whether there is prima facie evidence for proceeding to seek for external assessments, basing on the supporting materials submitted by the candidates as well as input from the relevant Dean of Faculty/School. b. External Assessment Candidates for both external recruitment and internal promotion will have to go through external assessment. For external recruitment, candidates will need to be externally assessed in the same way as internal candidates irrespective of whether they already hold professorial titles in their serving institutions. The number of external assessors should be three. They should be well- acquainted with the subject and research areas of the candidate. To ensure impartiality, they should preferably not be direct collaborators in the work of the candidate. Amongst the three assessors, at least one of them is to be selected by a neutral international agency acting on the University's behalf, such as the Secretariat of the Association of Commonwealth Universities (ACU). c. Interviewing i. For external recruitment, all short-listed candidates who are local will be interviewed. All non-local short-listed candidates will also be invited to attend a local interview, and on account of cost, the number of such candidates should normally be limited to three. ii. Internal candidates may be invited to an interview if considered necessary by the PAP. d. Selection Based on the external assessment reports, results of the interview as appropriate and other relevant information, the PAP will reach its decision on each candidate. In the case of external recruitment, a reserve list of the second and third choices will also be made whenever possible. Since the PAP is chaired by the President & Vice-Chancellor, these decisions of selection are final. e. Advising on Salary Point and Other Terms of Appointment The PAP may give advice to the President & Vice-Chancellor about the salary point and other terms of appointment to be offered to the selected candidate(s), though the final decision in these matters rests with the President & Vice-Chancellor. .