Common use of ACADEMIC WORKLOADS Clause in Contracts

ACADEMIC WORKLOADS. 59.1 The University is committed wherever reasonably possible to: • managing the workload of academic staff members to ensure teaching and administrative responsibilities are contained and adequate time is allowed for research and scholarship; • a fair level and equitable distribution of workload for academic staff; • a transparent process of workload allocation which has the broad support of academic staff members; • providing an opportunity beyond the performance management process for academic members to be consulted about workload allocation; and • ensuring the workload of an academic staff member is reasonably manageable and consistent with the continued health and safety of the staff member taking into account the operational and teaching requirements and research performance standards of the University and the relevant academic unit. 59.2 The management and regulation of academic workloads (other than for sessional Teaching Associate staff) will be based on the processes set out below. 59.3 Academic work at the University embraces research, teaching, leadership, and professional and community service. All academic staff members at the University should have adequate and appropriate opportunities to perform in all these areas having regard to whether they are employed on a teaching and research or research-only basis. 59.4 Academic workload is a combination of self-directed and assigned tasks. The assigned proportion of an academic staff member’s work will include, for example, teaching and preparation for teaching, assessment, supervision and the necessary administrative work associated with teaching and research in a collegial environment. 59.5 The remainder of an academic staff member’s working time is self-directed, consistent with the University’s strategic plans and announced priorities. It is time in which staff members conduct research or other scholarly activity as appropriate to their appointment to the University. 59.6 To provide clarity to academic staff performing their research role, the University has and will determine faculty or discipline-specific quantitative research performance standards (research metrics). It is recognised that these may be adjusted from time to time. 59.7 The University will consult with affected staff and the NTEU prior to making any significant or substantial changes to the faculty or discipline-specific quantitative research performance standards that affect staff. 59.8 Where significant or substantial changes that affect staff are made to the faculty or discipline-specific quantitative research performance standards, they will not be applied retrospectively to staff and staff will be given an appropriate opportunity to meet the changed performance standards. 59.9 Allocation of workloads will continue to be dealt with through the workload models of the Faculties and/or their academic units, including the collegial consultative processes by which these Models have been developed and under which they operate and consistent with clause 59.10, 59.11 and 59.12. 59.10 The University recognises 1645 hours per annum as the maximum annual allocated hours. A staff member’s annual allocation of workload and any allocated duties under clause 59.12 will be subject to discussion between the staff member and his/her supervisor prior to finalisation. The starting point for discussions about the allocation of work for teaching and research academic staff is: • Teaching 40% • Research and scholarship 40% • Other activities 20% These percentages may be varied in an individual staff member’s engagement profile. Research-only staff may also undertake limited teaching. The workload and any allocation of duties for research-only staff delivering teaching will take into account any associated work, including setting assessment, marking, and student consultation.

ACADEMIC WORKLOADS. 59.1 The University is committed wherever reasonably possible to: •  managing the workload of academic staff members to ensure teaching and administrative responsibilities are contained and adequate time is allowed for research and scholarship; •  a fair level and equitable distribution of workload for academic staff; •  a transparent process of workload allocation which has the broad support of academic staff members; •  providing an opportunity beyond the performance management process for academic members to be consulted about workload allocation; and •  ensuring the workload of an academic staff member is reasonably manageable and consistent with the continued health and safety of the staff member taking into account the operational and teaching requirements and research performance standards of the University and the relevant academic unit. 59.2 The management and regulation of academic workloads (other than for sessional Teaching Associate staff) will be based on the processes set out below. 59.3 Academic work at the University embraces research, teaching, leadership, and professional and community service. All academic staff members at the University should have adequate and appropriate opportunities to perform in all these areas having regard to whether they are employed on a teaching and research or research-only basis. 59.4 Academic workload is a combination of self-directed and assigned tasks. The assigned proportion of an academic staff member’s work will include, for example, teaching and preparation for teaching, assessment, supervision and the necessary administrative work associated with teaching and research in a collegial environment. 59.5 The remainder of an academic staff member’s working time is self-directed, consistent with the University’s strategic plans and announced priorities. It is time in which staff members conduct research or other scholarly activity as appropriate to their appointment to the University. 59.6 To provide clarity to academic staff performing their research role, the University has and will determine faculty or discipline-specific quantitative research performance standards (research metrics). It is recognised that these may be adjusted from time to time. 59.7 The University will consult with affected staff and the NTEU prior to making any significant or substantial changes to the faculty or discipline-specific quantitative research performance standards that affect staff. 59.8 Where significant or substantial changes that affect staff are made to the faculty or discipline-specific quantitative research performance standards, they will not be applied retrospectively to staff and staff will be given an appropriate opportunity to meet the changed performance standards. 59.9 Allocation of workloads will continue to be dealt with through the workload models of the Faculties and/or their academic units, including the collegial consultative processes by which these Models have been developed and under which they operate and consistent with clause 59.10, 59.11 and 59.12. 59.10 The University recognises 1645 hours per annum as the maximum annual allocated hours. A staff member’s annual allocation of workload and any allocated duties under clause 59.12 will be subject to discussion between the staff member and his/her supervisor prior to finalisation. The starting point for discussions about the allocation of work for teaching and research academic staff is: •  Teaching 40% •  Research and scholarship 40% •  Other activities 20% These percentages may be varied in an individual staff member’s engagement profile. Research-only staff may also undertake limited teaching. The workload and any allocation of duties for research-only staff delivering teaching will take into account any associated work, including setting assessment, marking, and student consultation.