The Career path of Permanent Teaching and Research Staff is predetermined by Regulations. Due to the lack of Regulations for Evaluation of academic staff of the Cyprus University of Technology, the relevant Regulations of the University of Cyprus and specifically the Regulations 36/96 with regards to  Election, Evaluation and Upgrading of Academic Staff Regulations_Eng with all relevant amendments are in full force.  According to the Regulation, Lecturers are evaluated with the prospect of upgrading to the next rank of Assistant Professor with the completion of three (3) years as a Lecturer at CUT. Respectively, Assistant professors are evaluated for upgrading to the rank of Associate Professors with the completion of four (4) years as an Assistant Professor at CUT. The evaluation procedure for upgrading to the rank of Professor begins when the Associate Professor, after the completion of 4 years of service at the relevant rank at the Cyprus University of Technology, submits a relevant request to the Department’s Council.

Researchers on Fixed-Term Contract involved in research, are divided into three main categories, based on academic qualifications and experience – Postgraduate Associates, Postdoctoral Researchers and Special Scientists for Research, with the corresponding R1-R4 Profiles (European Framework for Research Careers (R1-R4 Profiles), as indicated in the relevant CUT Regulations.

At CUT all researchers have the opportunity for professional development and for improving their employability through access to measures for continuous development of skills and competencies through their research and teaching. Indicatively, these include:

• Sabbatical leave offered for Permanent Teaching and Research Staff  
   
• Participation in national, international, European or International conferences (via the Start up Fund Policy, Research Activity Policy or Internally and Externally Funded Projects) with the prerequisite of disseminating research results. Research activity also promotes researchers to participate in networking meetings as well as in educational seminars/workshops.
   
• The  University has taken the initiative in 2020 to introduce the internally funded POSTDOCTORAL Program: METADIDACTOR Scholarship with the title 'Attract and Support Postdoctoral Students'. Since 2020, two announcements of a call for the submission of research proposals have been published and this an ongoing initiative practice at CUT. The major objective of this call, is to attract and support new distinct scientists at postdoctoral level, to promote their creativity and innovation as well as advance their scientific and professional development. The most recent announcement can be found here.
   
• Researchers on Fixed Term Contract receive feedback on a regular basis with regards to the deliverables of their research tasks as well as on competencies required for their position/profile. An official meeting is held between the Project Coordinator and the Researcher, where the above is discussed and the appraisal form is submitted to the HR department, at the same time identifying needs for personal development/training and relevant actions to be taken. The appraisal of researchers on fixed term contract is essential for the provision of continuous feedback and guidance during their employment for a research project, in pursuit of their personal and career development. The Performance appraisal/feedback policy can be found here

• The University has set up the Learning and Development Network which aims at the design and implementation of seminars and workshops based on innovative teaching practices, the promotion of exchange of good teaching practices, the contribution to the design of a long-term educational policy of the University, the continuous support of academic practice, as well as the coordination and operation of new, creative learning spaces at the University.