Academic Workloads
V1
16 Academic Employee Workloads
Academic Workload Allocation Principles
16.1 The University, through Heads of Schools and Directors of Institutes and Centres, must ensure that Academic employees Employees are consulted about the implementation of this clause, and that workloads are allocated fairly and distributed equitably among Academic employees Employees in the School, Institute or Centre.
16.2 Having regard to an employee’s classification, experience and other relevant factors, the workload allocated to or required of an Academicemployee Employee in a calendar year should not exceed that which an average Academic employee Employee in that employee’s classification (or where relevant, early career status) would reasonably be expected to be able to perform in 1,725 hours.
16.3 The prescription described in clause 16.2 above shall appliesapply in respect of engagement for a part of a year, on a pro-rata basis, and shall will also be adjusted proportionately for any significant periods of leave above or below the average.
16.4 This clause will be implemented in a manner consistent with the relevant University policies and, procedures and guidelines. Changes to the University’s policies and procedures concerning academic workloadsWorkload Allocation for Academic Staff – Guidelines will be subject to Consultation with affected Academic employees Employees and the NTEU.
Academic Workload Allocation Model
16.5 To achieve the requirements of clauses 16.1, 15.2, 15.3 and to 16.4 (Workload Academic Principles), and to monitor workloads of Academic employees Employees generally within the School, Institute or Centreacademic organisational unit, the University (through a Head or Director) will oversee the workloads of academic staff within an academic organisational unitusing an Academic Workload Allocation model that has been developed in consultation with academic staff of the relevant organisational unit and agreed to by the majority of Academic Employees to be covered by the modelwill, in consultation with Academic employees Employees of the School, Institute or Centre, develop an Academic Workload Allocation Model.
16.5 n organisational unit
16.6 Each School’sFor each organisational unit, the Academic Workload Allocation Model mustwill include a typical workload range (minimum and maximum thresholds) for teaching, research, supervision and researcher development, and citizenship and service and teaching-related duties as appropriate for each type of Academic role (Teaching and Research, Teaching Focused, Research Focused, Clinical Academic or Teaching Associate).
16.616.7 The Academic Workload Allocation Model will include an estimate of the time for each type of work or bundle of work to be accounted for. The estimate must be a fair and accurate estimate of the average time that an employee should take to perform this work to a professional standard and at a satisfactory level of performance.
16.7 Each School’s Academic Workload Allocation Model must include a typical workload range (minimum and maximum thresholds) for teaching and teaching-related duties as appropriate for each type of Academic role (Teaching and Research, Teaching Focused, Research Focused, Clinical Academic or Teaching Associate).
16.8 The Academic Workload Allocation Model must comply with the provisions of this Agreement.
16.9 The Academic Workload Allocation Model must be agreed to by the majority of Academic employees to be covered by the model.
Existing arrangements for the allocation of academic workload shall continue in accordance with the provisions of The University of Queensland Enterprise Agreement 2018 – 2021 until such a time as they are reviewed and updated in accordance with clause 16.11.
Any Academic Workload Allocation Model (however named) which is in place upon when this Agreement is certified must be reviewed by 30 November 2024.
16.1016.9 All Academic Workload Allocation Models should be regularly updated to reflect the changing nature of academic work, and be in place before the beginning of each academic year. Any changes to the estimation of the time for each type of work or bundle of work to be accounted for must be made in consultation with, and agreed to by the majority of, Academic Employees to be covered by the modelIt is the intention of the parties that there must be a current and applicable Academic Workload Model in place before the beginning of each academic year.Should an employee have concerns about the workload that has been assigned to them by their Supervisor, the employee (or their Representative) may raise the matter in the first instance with their Supervisor. Should the matter not be resolved through these discussions, the employee may refer the matter to the Head or Director for review. Where the concerns remain unresolved, an Academic employee Employee or their Representative can utilise the dispute settlement procedure under clause 18 (Dispute Avoidance and Settlement Procedures).
16.1116.10 The Academic Workload Allocation Model and individual workload allocations made under it must be accessible to all Academic employees Employees within the School, Institute or Centre in which the model applies.
Individual Workload Allocation
16.1216.11A Head or Director or delegate will allocate academic workload in consultation with the Academic employee Employee concerned in a manner that is consistent with the applicable Academic Workload Allocation Model.
16.1316.12 In undertaking this allocation, a Head or Director or delegate will allocate an appropriate balance across teaching, research, supervision and researcher development, and citizenship and service-related duties (including Higher Degree Research (HDR) supervision), scholarship or research, and engagement for each individual Academic employee Employee (relevant to their designated role of Teaching and Research; Teaching Focused; Clinical Academic; or Research Focused, or Teaching Associate employees).
16.1416.13 Workload allocated to Ppart-time Time Academic employees Employees will be on a pro-rata basis in proportion to their fraction of employment.
16.1516.14 In undertaking this allocation, (including with respect to its distribution and composition) a Head or Director or delegate will, subject to the University’s operational requirements, give reasonable consideration to the Academic employee’s Employee’s preferences and needs in relation to the following matters (to the extent that they have been made known to the University by the employee):
a. family and personal responsibilities;
b. professional development needs of employees; and
c. objectives for confirmation, promotion or career progression more generally.
16.15 Academic employees Employees may only be required to teach in two (2)2 out of the three (3)3of Semesters One, Semester Two and summer semester. Academic employees Employees may, by agreement, teach or convene courses in each of three (3)3 consecutive semesters Semesterswhere that includes a Summer Semester. Where Academic employees Employees agree to work during three consecutive summer semesters in this context, this will be recognised in the employee’s workload allocation by provision of an equivalent teaching-free or convening-free time during the rest of the year, or other agreed offset.
16.16 An Academic Workload Allocation Model for an Aboriginal or Torres Strait Islander employee will take into account the arrangements set out in clause X (Provision for Aboriginal and/or Torres Strait Islander Cultural Duties/Load Into Workload Allocations).
16.17 Where an Academic Employee has been directed by the University to undertake training or accreditation relevant to their position, such time will be incorporated into the employee’s workload allocation.
16.18 Should an employee have concerns about the workload that has been assigned to them by their Supervisor, the employee (or their Representative) may raise the matter in the first instance with their Supervisor. Should the matter not be resolved through these discussions, the employee may refer the matter to the Head or Director for review. Where the concerns remain unresolved, an Academic Employee or their Representative can utilise the dispute settlement procedure under clause 18 (Dispute Avoidance and Settlement Procedures).
V2
16 Academic Employee Workloads
Academic Workload Allocation Principles
16.1 The University, through Heads of Schools and Directors of Institutes and Centres, must ensure that Academic employees Employees are consulted about the implementation of this clause, and that workloads are allocated fairly and distributed equitably among Academic employees Employees in the School, Institute or Centre.
16.2 Having regard to an employee’s classification, experience and other relevant factors, the workload allocated to or required of an Academic employee Employee in a calendar year should not exceed that which an average Academic employee Employee in that employee’s classification (or where relevant, early career status) would reasonably be expected to be able to perform in 1,725 hours.
16.3 The prescription described in clause 16.2 above shall appliesapply in respect of engagement for a part of a year, on a pro-rata basis, and shall will also be adjusted proportionately for any significant periods of leave above or below the average.
16.4 This clause will be implemented in a manner consistent with the relevant University policies and, procedures and guidelines. Changes to the University’s policies and procedures concerning academic workloadsWorkload Allocation for Academic Staff – Guidelines will be subject to Consultation with affected Academic employees Employees and the NTEU.
Academic Workload Allocation Model
16.5 To achieve the requirements of clauses 16.1, 15.2, 15.3 and to 16.4 (Workload Academic Principles), and to monitor workloads of Academic employees Employees generally within the School, Institute or Centreacademic organisational unit, the University (through a Head or Director) will oversee the workloads of academic staff using an Academic Workload Allocation model that has been developed in consultation with academic staff of the relevant organisational unit and agreed to by the majority of Academic Employees to be covered by the modelwill, in consultation with Academic employees Employees of the School, Institute or Centre, develop an Academic Workload Allocation Model.
16.5 n organisational unit
16.6 Each School’sFor each organisational unit, the Academic Workload Allocation Model mustwill include a typical workload range (minimum and maximum thresholds) for teaching and teaching-related duties as appropriate for each type of Academic role (Teaching and Research, Teaching Focused, Research Focused, Clinical Academic or Teaching Associate).
16.616.7 The Academic Workload Allocation Model will include an estimate of the time for each type of work or bundle of work to be accounted for. The estimate must be a fair and accurate estimate of the average time that an employee should take to perform this work to a professional standard and at a satisfactory level of performance.
16.7 Each School’s Academic Workload Allocation Model must include a typical workload range (minimum and maximum thresholds) for teaching and teaching-related duties as appropriate for each type of Academic role (Teaching and Research, Teaching Focused, Research Focused, Clinical Academic or Teaching Associate).
16.8 Academic Workload Allocation Model must comply with the provisions of this Agreement.
16.9 The Academic Workload Allocation Model must be agreed to by the majority of Academic employees to be covered by the model.
Existing arrangements for the allocation of academic workload shall continue in accordance with the provisions of The University of Queensland Enterprise Agreement 2018 – 2021 until such a time as they are reviewed and updated in accordance with clause 16.11.
Any Academic Workload Allocation Model (however named) which is in place upon when this Agreement is certified must be reviewed by 30 November 2024.
16.9 It is the intention of the parties that there must be a current and applicable Academic Workload Model in place before the beginning of each academic year.
16.10 All Academic Workload Allocation Models should be regularly updated to reflect the changing nature of academic work, and in place before the beginning of each academic year. Any changes to the estimation of the time for each type of work or bundle of work to be accounted for must be agreed to by the majority of Academic Employees to be covered by the modelIt is the intention of the parties that there must be a current and applicable Academic Workload Model in place before the beginning of each academic year. Should an employee have concerns about the workload that has been assigned to them by their Supervisor, the employee (or their Representative) may raise the matter in the first instance with their Supervisor. Should the matter not be resolved through these discussions, the employee may refer the matter to the Head or Director for review. Where the concerns remain unresolved, an Academic employee Employee or their Representative can utilise the dispute settlement procedure under clause 18 (Dispute Avoidance and Settlement Procedures).
16.11 The Academic Workload Allocation Model and individual workload allocations made under it must be accessible to all Academic employees Employees within the School, Institute or Centre in which the model applies.
In circumstances where agreement with the majority of Academic Employees covered by or to be covered by an Academic Workload Allocation Model cannot be attained, the Head or Director will refer the matter to the Deputy Provost for review and final determination.
16.12
Individual Workload Allocation
16.1116.13 A Head or Director or delegate will allocate academic workload in consultation with the Academic employee Employee concerned in a manner that is consistent with the applicable Academic Workload Allocation Model.
16.1216.14 In undertaking this allocation, a Head or Director or delegate will allocate an appropriate balance across teaching-related duties (including Higher Degree Research (HDR) supervision), scholarship or research, and engagement for each individual Academic employee Employee (relevant to their designated role of Teaching and Research; Teaching Focused; Clinical Academic; or Research Focused, or Teaching Associate employees).
16.1316.15 Workload allocated to Ppart-time Time Academic employees Employees will be on a pro-rata basis in proportion to their fraction of employment.
16.1416.16 In undertaking this allocation, (including with respect to its distribution and composition) a Head or Director or delegate will, subject to the University’s operational requirements, give reasonable consideration to the Academic employee’s Employee’s preferences and needs in relation to the following matters (to the extent that they have been made known to the University by the employee):
a. family and personal responsibilities;
b. professional development needs of employees; and
c. objectives for confirmation, promotion or career progression more generally.
16.17 Academic employees Employees may only be required to teach in two (2)2 out of the three (3)3 of Semesters One, Semester Two and summer semester. Academic employees Employees may, by agreement, teach or convene courses in each of three (3)3 consecutive semesters Semesterswhere that includes a Summer Semester. Where Academic employees Employees agree to work during summer semester in this context, this will be recognised in the employee’s workload allocation by provision of an equivalent teaching-free or convening-free time during the rest of the year, or other agreed offset.
16.18 An Academic Workload Allocation Model for an Aboriginal or Torres Strait Islander employee will take into account the arrangements set out in clause X (Provision for Aboriginal and/or Torres Strait Islander Cultural Duties/Load Into Workload Allocations).
16.19 Where an Academic Employee has been directed by the University to undertake training or accreditation relevant to their position, such time will be incorporated into the employee’s allocated workload allocation.
16.20 Should an employee have concerns about the workload that has been assigned to them by their Supervisor, the employee (or their Representative) may raise the matter in the first instance with their Supervisor. Should the matter not be resolved through these discussions, the employee may refer the matter to the Head or Director for review.
16.21 Nothing in this clause prevents an Academic Employee or their representative from notifying a dispute under clause X (Dispute Avoidance and Settlement Procedures).
16.15 Where the concerns remain unresolved, an Academic Employee or their Representative can utilise the dispute settlement procedure under clause 18 (Dispute Avoidance and Settlement Procedures).
16.1616.22