1. purpose of the document - university college … for candidates...1. purpose of the document 1.1...

Guidelin

1 Approved by UCAATP December 2012

UCD Human Resources

Acmhainní Daonna UCD

Guidelines for Candidates - Promotion to Professor

2012/13

1. PURPOSE OF THE DOCUMENT

1.1 The purpose of this document is to provide information and guidance to candidates in relation to the application process and the method of assessment for internal promotion to Professor in 2012/13.

1.2 The document sets out the criteria to be used by the College Committees and by the University Committee on Academic Appointments, Tenure and Promotion (UCAATP)1 in assessing applications for promotion. Candidates will be assessed based on their achievements in Research, Scholarship and Innovation, Teaching and Learning and Academic Leadership and Contribution.

2. SCOPE 2.1 The grade of Professor is the highest academic grade in the University. 2.2 Professors will have a sustained record of excellence by international standards. The

distinguishing characteristic of a Professor is the uniqueness and impact of their achievements and leadership institutionally, nationally and internationally.

2.3 Candidates will be assessed based on their achievements in Research, Scholarship

and Innovation, Teaching and Learning and Academic Leadership and Contribution. Candidates will designate one of the first two of these as the primary area, or track, under which they are seeking promotion, and extra weight will be given to this component of their evidence.

2.4 Promotion to Professor is an evidence-based process based on peer review by external assessors and members of the College Committee (including external members) and the UCAATP (including external members).

2.5 The term "evidence" refers to the self-certified & verifiable information contained in

the application form and teaching profile. It does not require the attachment of additional illustrative documents outside the confines of the documents requested as described in Section 10 of this document – Method of Application. Any such additional material will be disregarded by the College Committee and UCAATP.

2.6 UCAATP, including as many external members and University representatives as it

may co-opt, will assess all candidates and will forward to the Governing Authority the list of candidates recommended to fill the available number of promotional vacancies. In its assessment, UCAATP will consider the evidence provided by the candidates and will be informed by, but not bound by, the scores, rankings and comments of the College Committees and the reports of the external assessors.

3. ELIGIBILITY 3.1 Candidates must be tenured, and will not have reached the normal retirement age

prior to the effective date of promotion which is 1 January 2014.

1UCAATP may establish subcommittees to complete aspects of the review and assessment process outlined. The

term “UCAATP” should be construed to include these subcommittees.

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3.2 Simultaneous applications for promotion to different grades are not permitted.

4. CRITERIA FOR PROMOTION TO PROFESSOR

Promotion to Professor requires a quantitatively and qualitatively different set of achievements and attributes when compared to promotion to Associate Professor. The work of Professors has a unique intellectual signature which distinguishes them from their colleagues and characterises their particular and distinctive approach and contribution to the field. Their contribution is recognised internationally as being of the highest standard, and has earned them a reputation as leading figures in Research, Scholarship and Innovation and/or Teaching and Learning within their discipline internationally. Candidates will be assessed based on their achievements in Research, Scholarship and Innovation, Teaching and Learning and Academic Leadership and Contribution. Candidates will designate one of the first two of these as the track under which they are seeking promotion, and extra weight will be given to this component of their evidence. Candidates for promotion to Professor will normally be expected to demonstrate that they meet the criteria for promotion on the basis of their performance during their period of appointment at UCD. While the UCAATP will have regard to a candidate’s full career record, particular emphasis will be placed on the body of work and achievement since their last promotion or appointment. 4.1 Research, Scholarship and Innovation: The assessment under this criterion will

examine the track record of the candidate in establishing an international reputation based on the cumulative influence of high-impact publications involving a number of seminal contributions. It will consider the candidate's contribution to the training and development of the new generation of researchers and scholars, which will normally involve a substantial contribution to graduate education and the supervision of a significant cohort of doctoral students to completion. It will consider the record of the candidate in winning competitive grant funding, in growing and managing a world-leading research activity and in advancing the mission of the University through research-driven innovation, taking into account at all times the norms that apply within the discipline. It will seek objective indicators of the esteem with which the candidate is held within the international community.

4.2 Teaching and Learning: The assessment under this criterion will examine the candidate's performance as a University teacher and his/her leadership achievements in enhancing the quality of teaching and learning, in educational innovation and/or in curricular reform. It will recognise transformative impact of the candidate in Teaching and Learning throughout the University, nationally or internationally. It will consider the ways in which the candidate's activities have been evaluated, documented and disseminated, and the candidate's reputation as an international leader in Teaching and Learning within his/her discipline.

4.3 Academic Leadership and Contribution: Professors must also demonstrate

leadership in promoting their discipline and the development of the University. Professors contribute to the intellectual community that is the University by fostering a culture of inquiry, collegiality and creativity, and, where possible,

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collaborating across disciplinary boundaries. All candidates are expected to have demonstrated academic leadership through an approach to research, scholarship and teaching that benefits others within the University community and furthers UCD’s reputation as a world-class University. Professors are also expected to have made a contribution and to be prepared to continue to contribute to the administration, management and development of their School, College and University, and to enhance the reputation of the University through leadership in the profession or the wider community.

In addition to demonstrating a significant body of achievement to date as specified above, candidates for promotion to Professor are required to outline their academic goals and strategies into the future.

5 ASSESSMENT PRINCIPLES

5.1 Following the closing date for receipt of applications for promotion to Professor UCD

HR, Promotions & Grading will check each application to ensure that all candidates have adhered to the regulations as set out in Section 10 of the Document – Method of Application. Applications which do not comply with the requirement will be void.

5.2 Promotion to Professor will be judged by international standards, will be evidence

based, and will be entirely founded on merit. Promotion will be based on the candidate’s record of Research, Scholarship and Innovation, Teaching and Learning, and Academic Leadership and Contribution judged by peer review against international standards.

5.3 The promotion criteria for Professorship are set out under three headings:

Research, Scholarship and Innovation

Teaching and Learning

Academic Leadership and Contribution

5.4 Candidates will be assessed on all criteria but additional weight will be given either to Research, Scholarship and Innovation or to Teaching and Learning, based on the choice specified by candidates.

5.5 The College Committees and UCAATP will consider all applications (which includes

the application form, list of publications, publications, internal referee’s report and the teaching profile) and external assessors’ reports in respect of each candidate.

5.6 Appendix A provides an indicative, not an exhaustive, list of the type of evidence

that might be appropriate to support the case for promotion. Candidates are not necessarily expected to be able to produce evidence on every detailed indicator, but a case would normally be expected to include evidence on a significant proportion under the relevant areas (consistent with disciplinary norms).

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6 ASSESSMENT OF CANDIDATES 6.1 The College Committee will consider the evidence provided by the candidate, the

input from the internal referee and the reports of the external assessors, and applying the marking scheme in the table below will score each candidate under the three criteria Research, Scholarship and Innovation, Teaching and Learning and Academic Leadership and Contribution.

Score Description

0 No evidence of achievement under this heading

1 Minimal evidence of achievement under this heading

2 The evidence provided displays a level of achievement/performance/contribution at the lower end of expectations for the candidate’s current grade.

3 The evidence presented demonstrates a level of achievement/performance/contribution consistent with the candidate's current grade.

4 The evidence presented demonstrates a level of achievement/performance/contribution that is at the upper end of expectations for the candidate's current grade but does not yet reflect the standard required for promotion to Professor.

5 The evidence presented demonstrates a level of achievement/performance/contribution meeting the standard expected for promotion to Professor.

6 The evidence presented demonstrates a sustained level of achievement/performance/contribution of notably high quality and impact2.

7 The evidence presented demonstrates a sustained level of

achievement/performance/contribution of excellent quality and impact2 above that has earned the candidate a very strong international profile.

8 The evidence presented demonstrates a sustained and outstanding level of achievement/performance/contribution that is exceptional in its quality and

impact2, including seminal and/or transformative contributions, and singles the candidate out as an international leader in his/her discipline under this heading.

A weighting factor of three will be applied to the score in either Research, Scholarship and Innovation or Teaching and Learning, as specified by the candidate. This will result in a weighting of 60;20;20 between the three criteria, and a maximum score of 40.

6.2 The College Committee will consider all applications and the reports of the external

assessors and will forward to the UCAATP a list of up to 7 ranked candidates and a list of non-ranked candidates, with scores and comments for each under the headings Research, Scholarship and Innovation, Teaching and Learning and Academic Leadership and Contribution (See Guidelines for College Committee).

6.3 The UCAATP will assess the applications the reports of the external assessors, and of

the College Committee. In its assessment, UCAATP will consider the evidence provided by the candidates and will be informed by, but not bound by, the scores,

2 Judged against the standard expected of a Professor

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rankings and comments of the College Committees and the reports of the external assessors. It will take due account of disciplinary differences, while also seeking to maintain broad equivalence of standards across the University. It will apply its academic judgement and expertise to evaluate qualitatively the achievements of each candidate institutionally, nationally and internationally.

6.4 The UCAATP will forward to the Governing Authority for approval a list of candidates

recommended to fill the available number of promotional places. 7. APPOINTMENT OF EXTERNAL ASSESSORS 7.1 The role of the expert advisor is to assist the University in identifying potential

external assessors for a candidate.

The candidate will agree with their College Principal the name(s) of a potential expert advisor who is a leading academic at the level of full Professor in their discipline in a leading university outside Ireland, and has no conflict of interest3.

The College Principal may seek appropriate advice from Professor/s (in UCD) in the candidate's discipline. The College Principal having approved the name of the expert advisor will inform the candidate.

7.2 Having ascertained that the expert advisor is willing to act, the candidate will include

her/his details with the application. The candidate will have no other contact with the expert advisor in relation to the selection of assessors. At no point will the candidate discuss names or any other details of potential assessors with the expert advisor.

The expert advisor will be contacted by UCD HR Promotions & Grading and asked to propose a list of eight potential external assessors for the application with a brief commentary on each, taking account of the track under which the application is made. The expert advisor will not contact the potential assessors.

The external assessors nominated should:

be at the level of Professor in a leading academic institution, or have retired from such a position within the past five years

be a leading academic with an international profile

be cognisant of the norms within the candidate’s academic discipline and be qualified to comment on the candidate’s achievements and her/his suitability for promotion4

have no apparent conflict of interest.

7.3 The College Committee will review the list, adding comments if necessary and can also add further names.

3 An external assessor or advisor is deemed to have a conflict of interest if he/she has a professional or personal

relationship with the candidate that could reasonably call into question an assessor’s ability to give an objective assessment of the application. This would include a supervisor/student relationship, past membership of the same school/research group, and/or close/repeated co-authorship. 4 This does not require that the external assessor be active in precisely the same discipline or sub-discipline as the

candidate. Rather, the requirement is to be familiar with standards of excellence in that discipline and thus qualified to assess the candidate against the criteria

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7.4 Following receipt of the lists of potential external assessors the UCAATP will:

Approve and order the lists of potential external assessors received from expert advisors and the College Committee

If the UCAATP is not satisfied with the list(s) provided, the College Principal will be requested, in consultation with the College Committee to identify alternate(s).

7.5 Following approval and selection by the UCAATP, UCD HR Promotions & Grading will

contact potential external assessors in the order stipulated by the UCAATP until three agree to act. When three reports have been received, UCD HR Promotions and Grading will circulate them to the College Committees and the UCAATP for consideration.

7.6 If the list of names received from an external advisor and College Committee in

respect of a candidate is insufficient to arrive at three reports, the UCAATP can add additional names.

7.7 External assessors will be required to assess the application under the Criteria for

Promotion to Professor in Section 4 of this document.

8. ROLE OF THE COLLEGE COMMITTEE

8.1 Each College will establish a Committee to be chaired by the College Principal or her/his nominee, and will consist of full Professors of the College, plus two external members (external to the University) (See Section 8 of the Guidelines for College Committees for details.)

8.2 The College Committee will be required to:

Review the list of potential external assessors provided by the expert advisor for each candidate. The College Committee may add comments and further names if deemed necessary.

Forward the list of potential external assessors to the UCAATP for approval.

Consider all applications for promotion to Professor from staff in the College.

Taking into account the evidence provided in the application and the reports of the internal referee and the external assessors, assign each candidate a score (0-8) under each of the headings Research, Scholarship and Innovation, Teaching and Learning and Academic Leadership and Contribution (see Section 6 - Assessment of Candidates for details on the scoring system).

Arrive at an aggregate score for each candidate by combining the three component scores, with a multiplier of three applied to the component score for Research, Scholarship and Innovation or Teaching and Learning. The candidate stipulates at the time of application which of these scores is to receive the additional weighting. Candidates from the College will be ranked on the basis of this aggregate score, with the College Committee applying its judgment, via an appropriate mechanism, to rank candidates on the same aggregate score.

Forward to UCAATP: (a) A ranked list of up to seven candidates, giving scores and explanatory comments for each candidate under the three headings. The College Committee

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will apply its judgement to arrive at a rank order for candidates who achieve the same aggregate score. (b) A list of the remaining candidates giving scores and explanatory comments for each candidate under the three headings.

9. ROLE OF UCAATP

9.1 The UCAATP will be required to:

Approve the lists of potential external assessors submitted by the candidate’s expert advisor and reviewed by the relevant College Committees and select three from whom a report will be sought in respect of each candidate.

Assess all applications for promotion to Professor. In its assessment, UCAATP will consider all evidence provided by the candidates and will be informed by, but not bound by, the scores, rankings and comments of the College Committees and the reports of the internal and external assessors

Forward to the Governing Authority for approval a list of candidates recommended to fill the available number of promotional places.

10. METHOD OF APPLICATION Candidates must submit a completed online application to UCD HR, Promotions & Grading by the specified closing date. Applications must be effectively presented; thorough yet concise, and comply with the word or length limits where indicated. To ensure equity of treatment during the process no documents/materials outside the confines of the application form, list of publications, publications, internal referee’s report and the teaching profile should be included with the application. UCAATP reserves the right to ensure that applications comply with the procedures as set out. Candidates who wish to apply for promotion to Professor will be required to submit their application through the UCD HR online application platform, the UCD Employee Self Service (ESS). The system will open for applications on Monday 10 December 2012. For details see “How it Works” in the Candidate Information for Professor on the HR Web page. Applications must be submitted no later than 12 noon on Wednesday 6 February 2013. No material will be accepted after this time, and applications that are missing any of the component parts listed below will be void.

You must upload the following documents to the ESS system:

Application Form for promotion to Professor 2012/13 (additional documents or appendices must not be included)

Teaching Profile (additional documents or appendices must not be included)

List of Publications

Internal Referee’s Report (must be signed by the referee)

One copy each of what you consider to be your three most significant publications

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10.1 Application Form Please ensure that your name and the name of your school is on the top of each page of your Application Form prior to submission. Please comply with the word limits where indicated on the application form. The application form must be signed by the candidate prior to submission through the Employee Self Service (ESS) The Application Form is available for downloading from UCD HR Web Page at www.ucd.ie/hr/forms

10.2 Publications A list of publications should be submitted with your application. Please put your name and the name of your school on the top of each page of your list of publications. Please use the following layout:

A completed template which appears in Appendix B (at the back of this document) should be attached to the front of your list of publications.

List of all publications in each category (as per Appendix B at the back of this document) quoting title, authors, date of publication, publisher and number of pages for each publication.

The major author is the individual who undertook the most significant share (normally at least 50%) of the work required to deliver the publication. If you are claiming major authorship but are not the first-listed author on the publication or have a contribution less than 50%, you should support this claim.

The senior author is the individual under whose direction the work was conceived, conducted and published. If you are claiming senior authorship but are not the primary supervisor of the first-listed author, you should support this claim.

Your percentage contribution to a publication should reflect your contribution to the total effort required to create the publication, including conception, design, execution, interpretation and writing. If this appears inconsistent with the number of authors and/or your position on the author list, please add a brief explanation.

Publications on work done since promotion or appointment to your current grade should be clearly indicated.

Indicate what you consider to be your three most significant publications to date.

Clearly distinguish between what has been published, what has been unconditionally accepted for publication, conditionally accepted and submitted for review.

A copy/copies of each of what you consider to be your three most significant publications must be submitted with your application. Please note that publications must be published by the closing date for receipt of applications – 6 February 2013. Publications should be uploaded with your application. Where the file size exceeds the maximum permitted for upload, four paper copies of each should be submitted to UCD

http://www.ucd.ie/hr/forms

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HR, Roebuck Offices, Belfield prior to 12 noon on 6 February 2013 clearly stating the candidate’s name and College.

Should members of the appropriate Committee/s wish to consult other publication(s) of candidate/s these publications may be sought from the candidate(s) concerned through UCD HR Promotions & Grading. Where possible, UCD HR Promotions & Grading will return paper copies of your publications at the end of the process.

10.3 Teaching Profile

When preparing your Teaching Profile you are required to use the online profile which is available at https://rms.ucd.ie/ufrs/!w_valocal_ucd_teaching_phil.show

Use the “download Teaching Profile PDF” function under “Publish & Export” to save it for your application. Upload the PDF Teaching Profile to the UCD Employee Self Service (ESS) system.

10.4 Internal Referee’s Report

Each candidate is required to submit a recommendation from an Internal Referee (who is currently on the staff of the University). Candidates must nominate their Head of School, Professor (in their or associate discipline) or Head of Subject as appropriate. If a Head of School is a candidate for promotion to Professor, she/he should not act as an Internal Referee for another candidate. The referee should comment on the candidate’s academic performance and international standing. The report should be on headed notepaper and be signed by the referee.

APPLICATIONS MUST BE COMPLETE WHEN SUBMITTED. NO ADDITIONAL INFORMATION WILL BE ACCEPTED ONCE THE APPLICATION HAS BEEN SUBMITTED. To ensure equity of treatment during the process no documents/materials outside the confines of the application form, list of publications, publications, internal referee’s report and the teaching profile should be included with the application. Queries should be directed to the UCD HR Promotions & Grading Office to [email protected] or by telephone to 716 – 4918/4961

Closing date for receipt of applications is 12 noon on 6 February 2013 Late applications or additional material will not be accepted after the closing date.

11. CONCLUSION OF THE PROCESS 11.1 Following the Governing Authority meeting:

https://rms.ucd.ie/ufrs/!w_valocal_ucd_teaching_phil.show

mailto:[email protected]

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Candidates will be informed in writing of the decision in respect of their application.

A list of recommended candidates will be forwarded to the College Principals for noting. The College Principals will inform the Heads of School of the outcome of the promotion process.

A list of recommended candidates will be forwarded to the Academic Council for noting

Promotion to Professor will be effective from 1 January 2014.

External assessors will be advised of the outcome for the candidate for whom he/she provided a reference.

11.2 At the conclusion of the assessment process the following documents may be obtained on request from the HR, Promotions & Grading.

The report from the UCAATP

At the conclusion of the assessment process the following documents may be obtained on request from the relevant College Office.

A written report from the College Committee

If candidates require copies of any other documents they should contact the Freedom of Information Office.

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Appendix A:

Professorial Appointment - Indicative Examples of Accomplishment

Set out below is an indicative but not exhaustive list of the type of activities that may be appropriate to support the case for promotion under the respective headings. Candidates are not necessarily expected to illustrate achievements on every detailed indicator, but a case would normally be expected to include references on a significant proportion of the relevant areas, consistent with disciplinary norms. 1. Research, Scholarship & Innovation – the demonstration of a widely-acknowledged international reputation as one of the leading researchers and scholars in the chosen field, by an appropriate selection of the following:

A substantial volume (according to discipline norms) of high quality, high-impact refereed research publications, and/or books and monographs. Evidence should be provided of why this body of work is appropriate to professorial level, with reference to the criteria. Evidence of impact should be provided where possible (e.g. journal impact factors; journal ratings; external assessment/review; prizes).

Publication of the results of original research and other scholarly endeavours in refereed journals of high international repute and impact.

A substantial volume of original research output published in peer-reviewed conference proceedings.

Publication of reports commissioned by government agencies and international organisations, and reports on high-level consultancies carried out for industrial and commercial firms.

Creative works of intellectual repute in relevant disciplines.

Research-driven innovation with significant economic, social, cultural or other impact. This may include, but is not limited to, the development of substantial intellectual property of international significance based on research carried out, as evidenced by the following activities: filing of patents, licensing of intellectual property and granting of patents.

Elevation to fellowship or equivalent of leading international institutions where such elevations are based on outstanding performance in research and scholarship. Evidence should be provided of the nature of the institution and the basis for the elevation.

Award of prizes or honours for internationally regarded research.

Sustained ability to attract funds from external peer adjudicated grant agencies, including those funds that are recognised within the discipline to be particularly prestigious and/or competitive.

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In the case of multi-authored publications, there must be a clear and substantial personal contribution. Research reports may also be admissible if the work is in areas where it is not possible to publish openly, provided that an appropriate external quality measure is identifiable.

2. Teaching and Learning

The demonstration of national and international eminence in this area, evidenced by national and international recognition by academic and professional bodies. Examples of teaching and learning evidence may include:

Sustained, successful innovations in curriculum design, delivery, media and/or content, recognised as making a major contribution to the subject or discipline (for example, the introduction of an entirely new area of teaching to the subject area, or the implementation of a substantial computer-aided element of learning).

Award of prizes for internationally recognised teaching/pedagogic innovation and achievement.

Creation and/or leadership of substantial, multi-institutional or collaborative teaching/training facilities/programmers.

Sustained, high-quality contribution to the scholarship of teaching and learning and/or pedagogic innovation in their discipline.

Publication of innovative, widely respected textbooks and/or other teaching materials.

Outstanding performance as a teacher, as evidenced by student ratings and/or peer review of teaching, and by internal or external recognition such as professional awards or prizes.

Evidence of distinguished subsequent achievement by graduates resulting from learning outcomes achieved while students, including those undertaking both taught and research programmes, showing how these link to the specific work of the candidate.

Creation of internationally recognised programmes that transcend disciplinary boundaries and have significant impact.

3. Academic Leadership and Contribution:

(a) Within UCD

The demonstration of successfully discharging a major leadership position within the discipline and the University. Examples may include:

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Creation and/or leadership of substantial, multi-institutional or collaborative research facilities or programmers.

Development of cross-University initiatives directed at enhancing UCD’s position as a leading research intensive student-centred University.

Demonstration of high quality management, leadership and administration within the University as evidenced through successful performance in positions such as Principal, Head of School, Head of Major Research Institute, Degree Programme Director, Chair of University/College Committee, etc.

Active involvement in University/College/School Committees and Governance.

Development of new, market leading programmes of study, including Continuing Professional Development (CPD), Lifelong Learning and Distance Learning.

Developing and maintaining innovative and/or creative relationships, including secondments or other forms of service, with external bodies at a local, national or international level, bringing a substantial benefit to the University as well as a reciprocal benefit to society.

Establishing a successful company within the University, of benefit to the local or national economy.

Making a substantial contribution to University income, from consultancy activities based on academic activities and contributing to the local or national economy, or to the development of professional document or practice.

Any other selfless and disinterested action that benefits others within the University’s community and which furthers UCD’s reputation as a world-class research-intensive University

(b) Academic Leadership and Contribution External to UCD Examples of external leadership and contribution may include:

Evidence of an international reputation as a leader in the candidate’s discipline through election to key positions on national or international bodies and societies; invitations to deliver keynote lectures at international conferences; membership of government or international advisory bodies and committees of enquiry; contribution at a senior level to one or more professional/cultural bodies related to the candidate’s discipline.

Senior editorial positions in high-impact, internationally refereed academic and professional journals.

Experience of organising, hosting and chairing world-respected academic and professional conferences.

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Membership of international delegations in the candidate’s area of expertise.

A significant body of invitations to serve as referee or adjudicator by major national and competitive grant awarding or award-granting schemes or organisations.

Invitations to serve as external examiner and/or Visiting Professor in other reputable higher education institutions, or as a visiting academic in government departments and agencies.

Making a substantial contribution to intellectual, cultural, social, or economic life at institutional, local, national or international level.

Having a substantial beneficial influence on the development or application of public or professional document or practice at institutional, local, national or international level.

Significant engagement with and positive impact on areas of community activity at local and international level arising from scholarly activity.

Significant engagement with and positive impact on areas of practice related to the discipline.

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Appendix B:

LIST OF PUBLICATIONS

Please complete this template and place as page one of your list of publications..

Cat

ego

ry

This

yea

r

Ye

ar 1

Ye

ar 2

Ye

ar 3

Ye

ar 4

Ye

ar 5

Ye

ar 6

Ye

ar 7

Ye

ar 8

Ye

ar 9

Total no. of publications in previous years

TOTAL no. of ALL publications

A

B

C

D

E

F

G

H

I

J

K

L

M

TOTAL

Please list your publications under the following categories:

A: publications in refereed journals of international standing in which you are the sole

author B: publications in refereed journals of international standing as major/senior author C: publications in refereed journals of international standing as co-author D: invited review papers in refereed journals of international standing E: other refereed journal publications F: books written as sole author G: books written as major/senior author H: books written as co-author I: books edited J: chapters contributed to books K: refereed papers in international conference proceedings L: refereed papers in national conference proceedings M: other (please specify).

1. purpose of the document - university college … for candidates...1. purpose of the document 1.1...

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