Common use of Workload Allocation Clause in Contracts

Workload Allocation. Process a) Workloads will be discussed as part of the annual performance development and management process. b) Allocation will be based on planned outcomes rather than inputs – on numbers of students and courses taught, research programs led, grant applications approved by the Head of School (or equivalent) and formally submitted, grants received, papers published, exhibitions etc. c) The time specified for casual staff members in Schedule 4 of this Agreement will be used as a basis to determine allocation of time for various teaching and related activities. To ensure the individual environment is appropriately reflected, the Head of School (or equivalent) will consider whether any variations to these times are required, to take into account any academic discipline matters and/or the experience of the staff member concerned. d) The quantity and quality of outcomes will be assessed by the Head of School (or equivalent), with due consideration to discipline context and timing, which may influence future work allocation. e) The Head of School (or equivalent) will assess the staff member’s research outcomes based on their contribution to their discipline or professional field, external research funding, refereed publications or scholarly exhibitions. Staff members demonstrating a high level of performance in research may have additional time allocated commensurate with their performance and to the extent that the University is able to support such additional allocations. f) Academic staff members required to maintain their scholarship will be provided with an allocation of workload for keeping abreast of one’s discipline. g) Each staff member’s allocated workload will be detailed in an agreed annual work plan that will also detail the training and support the staff member needs to undertake the activities allocated. h) A Teaching and Research Academic may transition to a Teaching Academic role (with no more than 80% of their annual workload allocated to teaching and/or administrative activities). This can be done via: i) A staff member and their Head of School (or equivalent), through discussion and agreement, increasing the staff member’s allocated teaching load above 40%; or ii) Following evaluation of a staff member’s research activities and outcomes as per 64.5 e), the Head of School (or equivalent) realigns the workload with an increased focus on teaching activities and a corresponding decrease in research activities. i) In relation to clause 64.5 h ii), a Head of School (or equivalent) will use the performance development and management process to seek ways of supporting staff members to become research productive where a staff member wishes to commit to this goal.