51.1.  The University will ensure that workload allocation and the supporting policies are governed by the principles of:

• equity, transparency, sustainability, without risks to health and safety of staff;
• enabling a balance between working life and family/social responsibilities;
• enabling workload allocation monitoring via transparent and fair mechanisms through which staff members can address issues and pursue grievances; and
• a staff member’s inability to meet unreasonable workloads does not constitute unsatisfactory performance.

51.2.  The University values the knowledge and scholarship that Aboriginal and Torres Strait Islander staff bring to the University, and recognises that agreed additional contributions made by Aboriginal and Torres Strait Islander staff members to the advancement of Aboriginal knowledge and scholarship will form part of each staff member’s workload, over and above their normal workload.

51.3.  Each staff member’s workload will be allocated in an equitable and transparent manner in consultation with the staff member, and be recorded in the performance and development review having regard to the:

• organisational requirements of the local area;
• staff member’s level of appointment;
• career and work goals established in the staff member’s performance and development review; and
• leave entitlements and the approved leave plans of the staff member.

Academic workloads factors

51.4.  Academic workloads for teaching and research staff will ensure a well-balanced portfolio across education and related duties, research and scholarship and service. All continuing academic staff will be expected to undertake self-directed research and/or scholarship activity. The balance of this portfolio will be discussed and recorded in the performance and development review.

51.5.  The required duties of academic staff will be agreed so they can be reasonably expected to be completed in a professional and competent manner within an average of 37.5 hours per week. Hence academic staff will not be directly instructed to work more than 1725 hours per year.

51.6.  The parties recognise that the ratio of students (EFTSL) to non-casual staff (non-casual FTE) with teaching duties is a measure of the demand on staff time. If allowed to increase unreasonably it can compromise the quality of the University’s teaching and research training programs. It is recognised, however, that many factors can affect student-staff ratio, including the staffing profile of an academic organisational unit, and changes in enrolment patterns. Nevertheless, except in those circumstances where the University has an established target for growth, the University will use its best endeavours to ameliorate increased demands on staff time.

51.7.  In determining the allocation of academic workloads and their qualifications, a range of factors will be taken into account, including but not limited to the following:

• needs of early career academic staff to establish their research, education and service profile;
• linking research activities to teaching;
• modes of delivery, including face –to-face teaching, on-line teaching and blended learning;
• the level and complexity of courses taught;
• preparation for teaching, curriculum development and the development of courses materials;
• class size for lectures, tutorials, seminars and laboratory groups;
• supervision and mentoring of staff and students;
• the number of students taught;
• research, scholarship and creative production undertaken;
• requirements for professional development;
• field work supervision;
• internal and external professional and consulting work;
• service and community outreach, including participation on committees;
• international commitments; and
• any carer’s responsibilities.

Resolving workload allocation concerns

51.8.  Where an academic staff member has concerns regarding the allocation of workload, and these concerns have not been resolved through the ordinary course of the supervisor-staff member relations, the staff member will raise the matter with the appropriate Dean/Director (or delegated nominee), in accordance with the University workloads procedure.

Professional Staff Workloads

51.9.  Professional staff will be allocated a workload that is manageable within their ordinary hours of work as defined by clause 19. Formal arrangements will have been approved, including payment for overtime or time in lieu, when staff work outside or in excess of the ordinary hours.

51.10.  No professional staff will be required to work unreasonable overtime.

51.11.  Where a professional staff member has workload allocation concerns the matter will be dealt with in accordance with the University workloads procedure.