University of Adelaide Enterprise Agreement 2010-2013

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5.4 Workloads

5.4.1 These principles apply to all staff.

a) The University is committed to:

i. a fair level and distribution of workload for staff recognising the diversity of the University;
ii. providing an opportunity for staff to be involved in the process of workload allocation; and
iii. a transparent process of work allocation that is generally supported by all staff in the work unit.

b) Your workload will be determined on a fair, transparent and consultative basis taking into consideration:

i. level of appointment and time fraction;
ii. need to establish a research profile if you are an early career academic member of staff;
iii. the importance of maintaining an appropriate balance between work and family life.

5.4.2 Professional Staff Workloads

a) Workloads should be discussed as part of Planning, Development and Review.

i. If you consider that you are being unreasonably expected to carry out additional duties, or that the load associated with existing duties has unreasonably increased, the matter should be raised with your supervisor.
ii. Your supervisor will examine the workload concerns in light of the workloads of comparable positions elsewhere in the work unit and such other factors as are reasonable.
iii. If after the examination, as set out in clause 5.4.2 (a) (ii) you still believe that your concerns about workload have not been adequately dealt with, you may lodge a staff grievance and advance your concerns through clause 8.4 - Staff Grievances, of this Agreement.

b) Professional staff who have a full workload will not experience an overall increase in workload as a result of increased flexibility in teaching periods or organisational change.

5.4.3 Academic Staff Workloads

a) These provisions apply to all academic staff employed on continuing or fixed-term contracts. The duties that can be required of academic staff will be consistent with their level.
b) Academic workload consists of four major components:

i. Teaching and teaching related activities;
ii. Scholarship and research;
iii. Professional and community engagement;
iv. Administration and professional activity.

c) As a guide; the distribution of workload for fixed-term and continuing academic staff will be:

i. Teaching and teaching related activities - 40%
ii. Scholarship and research - 40%
iii. Administration, professional activity and/or community engagement - 20%

d) The University recognises 1725 hours per annum as the maximum annual allocated hours.
e) Teaching at weekends and public holidays will be scheduled only by the agreement of the staff member and such agreed teaching will be given additional weighting in workload allocations.
f) No academic staff member will be required to teach for more than two main teaching sessions without their agreement and no staff member should experience an overall increase in workload as a result of participation in winter/summer Schools.
g) Some academic staff may hold research intensive or, by agreement, teaching intensive workload allocations, or agree to arrangements whereby the distribution of their workload may be different to that set out in clause 5.4.3 (b) (i) to (iv) and/or clause 5.4.3 (c) (i) to (iii), of this Agreement.

5.4.4 Academic Workload Allocation Model

a) The Head of School will have overall responsibility for developing a workload model in consultation with Heads of Discipline (or functional equivalent) and with the academic staff of the School, including inviting submissions and comments. The Head of School will give consideration to issues raised. Where there are recognised and significant differences in the teaching practices across a School there may be more than one workload model within the School.
b) Workload allocations models will have the following objectives:

i. An equitable distribution of workload that takes account of the total human and physical resources available within the School/Faculty and the overall work requirements;
ii. Allocation of reasonable academic workloads;
iii. Organisation and allocation of work that minimises as far as practical the risk of work related injury or illness, including work related stress;
iv. Alignment of the individual contribution of the staff member with the academic mission and strategic priorities of the School, Faculty and the University;
v. The opportunity for a staff member engaged to undertake both teaching and research activities to contribute over time to all of the four areas of academic work, with reference to their career development needs and the School's needs.

5.4.5 Review

a) If you consider that you are being unreasonably expected to carry out additional duties you should raise this with your supervisor in the first instance. Your supervisor will attend to these concerns in light of the workloads of comparable positions elsewhere in the School.
b) If after this process, you still believe that your concerns about workload have not been adequately dealt with, you may lodge a staff grievance and advance your concerns through clause 8.3.6 (h) - Staff Grievances, of this Agreement.

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