52. Workloads

52.1  The University will ensure that supervisors are aware of their responsibilities in managing workloads and staff are aware of the principles and procedures of the policy including:

  • that workloads are equitable, transparent, sustainable and without risks to health and safety of staff
  • the importance of a balance between working life and family/social responsibilities
  • that there are transparent mechanisms through which workloads can be monitored and through which staff members can address issues and peruse grievances 
  • that a staff members inability to meet unreasonable workloads does not constitute unsatisfactory performance

52.2 Each staff member's workload will be allocated in consultation with the staff member, usually as part of the preparation for a Performance and Development agreement, 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 agreement
  • needs of early career academic staff to establish their research profile;
  • importance of maintaining an appropriate balance between work and family life;
  • annual leave entitlement and the approved leave plans of the staff member.

Academic Workloads

52.3  Academic workloads for teaching and research staff will ensure a well-balanced portfolio across teaching and related duties, research and scholarship and service. All continuing academic staff will be expected to undertake self-directed research and/or scholarship activity. It is expected that the balance of this portfolio will be considered during performance and development agreement discussions.

52.4  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.

52.5  During the life of the Agreement, each College will develop a workload allocation policy in consultation with academic staff. This policy will detail the rights and responsibilities of academic staff; academic supervisors; and College Heads in relation to the allocation of workload.

Academic workload factors

52.6  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 act in accordance with the principles of the Staff Workloads policy and procedures to ameliorate increased demands on staff time.

52.7  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:

  • 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.

Professional Staff Workloads

52.8 Professional staff will be allocated a workload that is manageable within their ordinary hours of work as defined by clause 19 (hours of work). 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.

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

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