The Teaching-Focussed Academic Staff Network, whose inaugural conference was hosted by the University of Durham on 16th and 17th July, now has a dedicated website.

When we read the call for papers of the conference, entitled ‘Enhancing Student Learning Through Innovative Scholarship’, we realised that besides providing an opportunity to share innovative scholarly activities across disciplines for the enhancement of student learning, the conference also intended to address the issue of the career progression of staff on teaching-focussed contracts. Quoting a study by the Higher Education Statistics Agency, the call for papers drew attention to the ‘predominance of teaching-only contracts among part-time academics’ and the existing ‘gap between policy and implementation regarding promotion policies’ in UK universities. It also stressed the importance of raising the profile of teaching-focussed academics in order to enhance teaching and the scholarship of L&T across the HE sector.

In recent years, contributing to raising the profile of language L&T at the University of Reading  has been one of our objectives and, together with colleagues of the Department of Modern Languages and European Studies (MLES) and of the International Study and Language Institute (ISLI), we pursued this aim in various ways. For this reason, we decided to participate in the conference and give a presentation on the place that the scholarship of language L&T can have, and should have, in British universities. We addressed some issues specific to the tradition of languages as a university subject which hinder the scholarship of language L&T, and affect the academic identity and career development of language professionals on teaching-focussed contracts. We talked about the organisation of the discipline around  binary divisions such as ‘language’ and ‘content’, ‘language skills’ and ‘cultural knowledge’;  we illustrated the multifaceted nature of language teaching and the theoretical and practical competence it requires. We ended our presentation by pointing out the lower status and casualisation of language teachers in higher education as acknowledged and lamented by several authors (Coleman, 1999; Gieve and Cunico, 2012; Klapper, 2005; Quist, 2000; Worton, 2009), but we also highlighted the beginnings of some positive changes.

In general, from the plenary talks and the sessions we attended (‘Embedding and Enhancing Scholarship’, and ‘Career Pathways for Teaching Focused Academic Staff’), it emerged that there is still a way to go to transform the current hierarchy between teaching and research into a balanced relationship, although some progress has been made. The teaching-only academic role, in fact, seems to be still characterised by a lower status, a high degree of casualisation, and a gender imbalance (with more women in teaching-focussed roles, compared to teaching and research roles and more women on the low grades of the teaching-focussed roles).  It has been stressed that fellowships and awards are not sufficient recognition in themselves, and that a better way to enhance teaching in HE is to create a credible career path based on promotion criteria which actually reward excellence in teaching.  The lack of transparent criteria for progression seemed to be a common issue, and the need for a review of teaching roles undertaken by a national body was highlighted.

In our view, one of the most thought-provoking aspects of the talks we attended was the reflection on the necessity of a reconceptualisation of teaching and research in relation to each other which goes beyond the current perceived hierarchy. The idea of a learning culture in which the student researcher and the learning teacher are both submerged was offered as a possibility, together with the notion of ‘research’ as part of a wider concept of ‘scholarship’. The need for a re-imagined academic role appeared as a running thread in many presentations. In this sense, important innovations mentioned at the conference were the introduction of a ‘Study leave’ and a ‘Personal Scholarship Plan review’ for teaching-focussed academics already embraced by some enlightened institutions.

As was noted, ‘faculty-based cultures’ differ slightly. It seems, for example, that among STEM disciplines, the role of the teaching-focussed academic is more established.  There seems to be a higher awareness of the value of the scholarship of L&T and, in some cases, career progression is more likely to occur. For example, at one Scottish university, Teaching Fellows recruited by the School of Biology are now attaining senior positions not just at School, but also at Faculty and University level. In general, across the sector, the support of PVCs and senior managers and the creation of local networks of teaching-focussed academics have proved to be enabling factors for the recognition of the scholarship of L&T and for the establishment of a successful promotion culture.

Where do we stand at the UoR? Does our research-intensive University promote and support the scholarship of L&T and parity of esteem and opportunities for the staff delivering teaching excellence?  The current University Learning and Teaching Strategy suggests a positive answer, with ‘scholarship’ and ‘staff recognition’ stressed as a key priority.

It is also encouraging to see an active and growing Community of Practice of University Teaching Fellows (UTF), ‘teaching enthusiasts who are not only committed to teaching innovation and excellence, but to continuing professional development of themselves and their colleagues’ (see ‘University Teaching Fellows – A Growing Community‘ blog)

The University clearly recognises and rewards staff for their outstanding contributions to L&T through a number of schemes. However, in our view, even more could be done. For example, the career progression of Teaching Fellows could be better supported. At the moment, in the University Framework of Academic and Research (A&R) Role Profiles, * Teaching Fellows are placed on grade 6 regardless of their academic background and level of expertise. They are included in the A&R job family for illustrative purposes, but this does not make them ‘academics’. The ‘proper’ academic role profiles start at grade 7 and include both T&R activities, while the profile for grade 6 is split into Research Fellow and Teaching Fellow roles. Rather than delving here into the implications of this approach with regard to career progression of Teaching and Research Fellows, we refer to two documents. The first is a recent report of the HEA, ‘Rebalancing promotion in the HE sector: is teaching excellence being rewarded?’, which critically analyses promotion policies in British universities; and the second is the ‘National Library of Academic Role Profiles, set up by the Universities and Colleges Employers Association (UCEA) – of which the UoR is a member – that outlines  five levels for the teaching-only career path**.

We wonder if, at the UoR, alongside a Community of Practice of University Teaching Fellows (UTF), there might also be the need for a similar – informal, loosely structured – yet wider and open network of colleagues with teaching-focussed roles interested in not only enhancing student learning through excellent teaching and sharing of good practice, but also in discussing and developing the concept and the practice of ‘scholarship’, including its operationalisation and recognition, and the role of teaching-focussed academics at the UoR. This local network could link up with the wider national network that has emerged from the Durham conference and would naturally be an interlocutor for those engaged with L&T at strategic and operational level. We trust that our initiative would receive support from our senior colleagues, as this would be a further demonstration of the University’s commitment to L&T.

To learn more about the Teaching-Focussed Academic Staff Network, visit:

If you are interested in joining a Teaching-Focussed Academic Network at Reading, contact: or


* These role profiles were created by the UoR in 2014.

** The ‘National Library of Academic Role Profiles is part of the 2006 Framework  Agreement for the Modernisation of Pay Structures, agreed by the Association of Universities and Colleges Employers, and Associations of Universities and Colleges Unions.