After a call for nominations/applications was distributed in May 2019 and November 2020, a paper selection was done to rank applicants using the criteria of the draft promotion criteria. Deans were approached for their input and feedback on candidates. Candidates who applied for either the Future Generation Professoriate Mentoring Programme (FGPMP) or the Emerging Scholar Accelerator Programme (ESAP) were considered. Assessed candidates who were closer to promotion to the Associate  Professor rank were selected for the Future Professoriate Programme, while  promising candidates were included in the ESAP programme. A total of 120 applications were received, of which 75 was selected.

The duration of the FGPMP is a maximum of three years, and the ESAP a maximum of two years. When candidates are promoted to associate professor level, they will leave the programme and will become mentors in the programme (irrespective of how long they have participated in the programme). ESAP candidates who perform well will move to the FGPMP. Candidates who do not show sufficient progress within the two-/three-year time frame will not be allowed to participate in the programme for longer than the maximum duration (three and two years respectively).

Once the first cohort has made significant progress towards the objectives of the two respective programmes, a call will be sent out for the selection of a second cohort. A second cohort of ESAP applicants were selected in February 2021.
A call for applications for a new cohort will open in July 2022.

Close cooperation between the manager of the programme, the line manager, and the academic mentor is necessary to optimise the impact of the programme.


The manager will facilitate a developmental process in collaboration with the mentee, line manager, and mentor to determine the developmental needs and objectives of the candidate and to plan the interventions required. Feedback on the progress of mentees will be shared with HODs on a regular basis. Mentees are encouraged by the mentor to share and discuss their individual development plans with line managers.

This is not included in the current agreement with mentees. However, it is a concern that we develop colleagues and provide opportunities, and when they have benefited from the capacity development and mentoring programme, they join other institutions. Certain activities that require additional funding from the mentoring programme, asks that candidates sign a work-back agreement.

The focus of the programme is to build capacity in emerging scholars to achieve their goals, including grant applications. The budget does not guarantee financial contributions to each participant. Seed funding will be considered on a competitive basis (not more than R25 000 –R 50 000 per candidate during the course of the programme). Candidates will submit formal applications for the funding and will agree to produce specific outputs after they have received funding. The funding support that mentees receive is meant to supplement funding and support they receive in faculties and departments, and not to exclude them from faculty/departmental funding support. Candidates who receive funding from the programme will commit to a work-back agreement.