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60. Academic Workloads
60.1 The University is committed wherever possible to:
60.2 The management and regulation of academic workloads will be based on the processes set out below.
60.3 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.
60.4 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.
60.5 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.
60.6 The University recognises 1645 hours per annum as the maximum annual allocated hours. The starting point for discussions about the allocation of work for teaching and research academic staff is:
These percentages may be varied in an individual staff member's engagement profile.
60.7 Allocation of workloads will continue to be dealt with through Faculty Workload Models, including the consultative processes by which these Models have been developed and under which they operate, and consistent with clause 60.6 above.
60.8 Teaching may include
Other activities may include:
Academic Workload Models
60.9 Each academic unit will develop and maintain (or review, as appropriate) a Workload Model, through a collegial process, and will provide for the equitable and transparent allocation of workload with respect to teaching and other activities with the academic unit.
60.10 The Workload Model will take into account those activities specified in clause 60.8 as well as including, where relevant, the following factors:
60.11 When further amendments and variations to teaching allocations through the workload model are necessary, the University will consult staff affected by any amendments or variations. From the beginning of 2006, wherever possible, allocations of responsibility for course units will be determined and the affected staff advised at least three weeks in advance of the commencement of the teaching period.
Fractional Academic Staff
60.12 A fractional (part-time) academic staff member will normally undertake as full a range of duties as a full-time academic on a pro-rata basis, unless there is an agreement to the contrary reflected in the staff member's engagement profile from year to year.
60.13 In determining what are unreasonable hours of work the University will have regard to the following factors:
60.14 Concerns arising from the allocation of workloads or unreasonable hours of work will be dealt with, in the first instance, by consultation and discussion with the academic staff member's supervisor. Where it is not possible to reach agreement by this means the academic staff member may appeal to a Faculty Board of Review. The Board of Review will consist of no more than three persons and will normally be chaired by the Dean of the Faculty (or his/her nominee) and will include two other staff members appointed by the Faculty Board, provided that one will be at the standing of Senior Lecturer or below. Where the appeal is against the decision of the Dean, the Board of Review will be chaired by the Deputy Vice-Chancellor (Education) or his/her nominee. The staff member may, at his/her request, be accompanied by a Representative. Guidelines governing the operation of the Faculty Boards of Review will be developed with regard to the following matters:
60.15 Where a staff member is dissatisfied with the recommendation(s) of a Board of Review, he or she may have recourse to the Dispute Resolution Procedure at clause 12.