4.3 Academic Workloads

4.3 Academic Workloads

Workload Principles

4.3.1  Any workload model revised as a result of the following provisions will take effect no earlier than the academic year commencing 2015.

4.3.2  Academic work may include, but is not limited to, teaching, educational and academic development, research, teaching administration, leadership, community engagement, university service and administration and professional development to support and enable these activities.

4.3.3  Teaching and related duties are those carried out in relation to award, non-award, OUA and educational initiatives. Teaching and related duties may include, but are not limited to:

(a) preparation and delivery of classroom, online, laboratory, clinical and field teaching activities and resources. This includes creating or updating existing teaching activities and resources; 
(b) marking of assessment tasks and examinations and providing feedback on assessment tasks to students; 
(c) evaluation of teaching and/or curriculum; 
(d) student consultation, either face-to-face or via email or other online communication tool; 
(e) higher degree research supervision; 
(f) fulfilling requirements of the unit convenor/coordinator/lecturer-in-charge role; 
(g) teaching development, including applying for teaching grants; 
(h) curriculum development and quality assurance and enhancement (including review processes) for new and existing offerings; 
(i) program coordination (usually Level C or above); 
(j) proposing new units and programs for internal approval and external accreditation and ensuring maintenance of internal and external accreditation of existing units and programs; 
(k) placement coordination and student preparation and support for Participation and Community Engagement (PACE) units.

4.3.4  Research and related duties may include, but are not limited to:

(a) scholarship to inform research and maintain currency in the discipline;
(b) research supervision;
(c) conduct of research studies, projects and programs;
(d) undertaking a higher research degree;
(e) undertaking professional development for research;
(f) research in teaching and education, both general and discipline-specific;
(g) research-related leadership, service and administration. 

4.3.5  Service and administration duties may include, but are not limited to:

University service and administration

(a) attending University functions and events (i.e. graduation ceremonies, open days);
(b) membership of and participation in committees and working parties;
(c) facilitating and participating in staff development activities;
(d) engagement in University meetings, committees and administrative processes;
(e) academic advising;
(f) leadership and management of a University department or centre;

Community engagement:

(g) engagement and advocacy with industry and community partners on behalf of the University;
(h) engagement with discipline- or profession-based organisations that contributes to the University's community engagement and does not constitute outside employment;
(i)  membership or leadership of editorial boards for scholarly journals, professional associations and organising committees for conferences and forums relevant to the Staff Member's research or professional role;
(j) reviewing scholarly articles, books and papers for publication and/or conference presentation as appropriate

4.3.6  Level D and E Academic Staff must be available for University administrative work outside of their Department and Faculty. Their work in a leadership role will be recognised in Faculty and Department workload models.

4.3.7  Duties and workloads must be consistent with the Minimum Standards for Academic Levels (MSALs).

4.3.8  Variations in individual Staff Members' proportions of teaching, research and service/community engagement will not affect eligibility for appointment, probation, promotion and professional and career developmental opportunities.  For the purpose of appointment, probation and in the conduct of Performance Development and Review processes, performance in each area of academic work will be judged relative to opportunity. In particular, expectation of a Staff Member's research activity and output will be proportionate to the research component of their workload.

4.3.9  No fixed-term or continuing Staff Member or academic position will be classified as 'teaching only'.

4.3.10  The following clauses apply to all fixed-term and continuing Staff who have teaching and teaching-related duties, including Scholarly Teaching Fellows and Teaching Scholars, except where otherwise specified.

4.3.11  Outside work is not part of the workload and is subject to approval under clause 4.6.

Workload Models

4.3.12  Workload models will be developed through consistent and normal Faculty processes, which may include Departmental and/or Faculty meetings to discuss changes to a Department or Faculty model. Each Faculty will have an academic workload model that sets out the specific weightings to be used to allocate teaching workloads for each of the applicable items listed in sub clause 4.3.3 under 'teaching and related duties'.

4.3.13  Faculties may also include in this model elements and expectations relating to research, service and outreach activities.

4.3.14  Faculty workload models will be reviewed annually by a Faculty workload review group composed of at least one Staff Member from each Department with less than 50% of the group being of Heads of Departments. The review will include the reasonableness of workload weightings. Reports from the Faculty workload review groups will be provided to the MUCC on an annual basis.

4.3.15  Where necessary, to accommodate disciplinary differences across Departments, Faculty workload models may include variations in the components of the model. In order to maintain parity across Departments, such variations will be subject to review by the Faculty workload review group and approval by the Executive Dean.

4.3.16  The Faculty Executive Dean is responsible for:

(a) the review and final approval of the Faculty workload model. In doing so, the Executive Dean will review, consider and respond to feedback on workload models, including feedback provided by the Faculty workload review group and the MUCC;
(b) ensuring publication on the Faculty website of the Faculty workload model and any Departmental variations. The model to be applied each year will be published by the end of the preceding calendar year.

4.3.17  Workload models may include 'block', offshore or vacation teaching.

4.3.18  Workload models will include specific limits (not norms) for each of the following:

(a) face-to-face contact hours;
(b) hours of lectures or online equivalent per week, where the Staff Member:

(i) is teaching a unit or module for the first time;
(ii) has delivered equivalent lectures in a previous offering of the same unit or module;
(iii) has delivered the same lecture in the current offering of a unit or module (repeat lecture);

(c) total number of lecture hours, in any week, averaged over the teaching weeks;
(d) expected hours of interaction with students in online units or components of units;
(e) expected marking loads, taking into account exam timetables;
(f) the number of research degree students and/or coursework research projects that a Staff Member supervises in any one teaching period; and
(g) the number of units coordinated per session, averaged over a year (this may include specification of the level and/or size of units). 

Workload Allocation

4.3.19  Workload allocation processes will be transparent, consultative, equitable and reasonable.

4.3.20  An annual written workload allocation will be developed by the Head of Department for each Staff Member following Consultation between the Head of Department and the Staff Member. The written allocation will specify the workload that the Staff Member will undertake in the coming academic year, including the proportions of each workload component.

4.3.21  The allocation of workload will take into account Staff preferences, individual ability and the teaching and administrative needs of the Department and Faculty, equity considerations and the Staff Member's promotion and research plans and provide reasonable accommodation of a Staff Member's carer responsibilities and any relevant disability

4.3.22  The normal pattern of academic workload is 40% teaching, 40% research and 20% community engagement and/or University service. The majority of continuing and fixed-term Staff will be engaged on the normal workload pattern.

4.3.23  Variations on the normal pattern specified in sub clause 4.3.22 are to be set by the Head in consultation with the Staff Member. In setting the workload pattern, the Head will consider a Staff Member's:

(a) preference with due regard to the Department's requirements for teaching, research and service;
(b) specific teaching and teaching-related responsibilities due to appointment in the category of Scholarly Teaching Fellow or Teaching Scholar;
(c) specific service responsibilities due to appointment to an academic administrative position or taking up specific additional administrative responsibilities;
(d) specific research and research-related responsibilities due to their leadership role in a specific research project or Centre;
(e) appointment to a Research-only position;
(f) level of research activity.

4.3.24  A Staff Member and their Supervisor may agree to proportions of teaching, research and community engagement and/or University service other than those specified in sub clause 4.3.31 in circumstances where the Staff Member is:

(a)   a medical or other industry practitioner engaged primarily for teaching purposes; and,
(b)   employed on a part-time fraction of 25% or less.

4.3.25   An existing Staff Member may, by mutual agreement with the Head of Department, be classified for workload allocation purposes as a Teaching Scholar for a specified period of time.

4.3.26  The University may also appoint new Staff Members, designated as Academic Developers, whose workload allocation and primary role includes the duties listed in sub clause 4.3.27 and who may be classified as Teaching Scholars on an ongoing basis.

4.3.27  In this capacity, a Teaching Scholar may agree to a teaching and related duties load of up to 80% of total workload, provided the agreement set out the expectation that this workload allocation will include the Staff Member undertaking some of the following:

(a)  taking a leadership role in curriculum development;
(b)  providing professional development in teaching for colleagues within the Department, Faculty or across the University;
(c)  providing induction sessions in teaching, mentoring early career academics and/or leading or coordinating peer observation/review of teaching and/or curriculum development;
(d)  engaging in scholarship in teaching through conference presentations, peer-reviewed journal articles, and/or invited presentations/guest lectures at other institutions or for appropriate peak bodies; and/or,
(e)  contributing to other activities listed in the Macquarie University Teaching Index.

4.3.28  Following the agreed term as a Teaching Scholar, a Staff Member has the right to return to the workload pattern held immediately prior to the term as a Teaching Scholar or another pattern compliant with sub clause 4.3.22. Alternatively, a Staff Member may, by mutual agreement with the Head of Department, undertake a further term as a Teaching Scholar.

4.3.29  Maximum workload allocations are to be set within a nominal limit of 1575 working hours per year (45 weeks at 35 nominal hours per week) for full-time staff (based on the Staff Member accessing four weeks annual leave). Accordingly, a full-time Staff Member's allocated workload must be able to be completed within a 35-hour week, averaged over a year. By mutual agreement, a Staff Member's workload allocation may be averaged over a two-year period. Workload allocations, including research expectations, for part-time staff should reflect the appropriate employment fraction.

4.3.30  Teaching allocations will be calculated by applying the percentage teaching load to 1575 working hours. For example:

Teaching load as a percentage of total workload

Allocation for teaching and teaching-related duties

20%315 hours
30%472.5 hours
40%630 hours
50%787.5 hours
60%945 hours
70%1102.5 hours
80%1260 hours

4.3.31  No Staff Member will be required to undertake teaching and related duties for more than 60% of their workload except for those Staff employed as:

(a)  Teaching-focused Appointments under sub clause 3.6.20 (k); 
(b)  Scholarly Teaching Fellows under sub clauses 3.6.8 - 3.6.16; or,
(c)  Teaching Scholars under sub clauses 4.3.25 - 4.3.28.

4.3.32  No Staff Member will be required to have a combined University service and administration/ community engagement component of more than 20% of their workload unless they have an appointment to an academic administrative role.

4.3.33  In addition a Staff Member will not be required to:

(a)  teach in more than two sessions in a three-session system, or more than three sessions in a four-session system; 
(b)  teach across a span of more than 9 hours on any day;
(c)  teach morning classes within 12 hours of the conclusion of their previous day's teaching.

4.3.34  Staff may be asked but will not be required to contribute to Session 3 teaching in accordance with normal workload arrangements. Staff who are otherwise fully committed may agree to undertake teaching for additional remuneration.

4.3.35  Professional outreach is only to be included in the workload allocation when it is integral to University work, for example, clinical practice required to maintain professional registration.

4.3.36  A Staff Member will not be required to perform off-shore teaching unless the Staff Member was specifically recruited for this purpose.

4.3.37  Early career academics will be given special consideration in workload allocations, taking into account the additional time they need to prepare and teach material new to them, to familiarise themselves with teaching technologies, policies and procedures, to undertake professional development and to establish a research profile.

4.3.38  For Staff who have been on extended leave (for example, sick leave, leave relating to work-related illness or injury or parental leave), workload allocations must be consistent with any return to work plans.

4.3.39  A Staff Member's annual leave and other leave plans will be taken into consideration in the negotiation and finalisation of their workload allocation. No Staff Member will be required to make up time or take on additional duties but may alter the duties that would normally be undertaken as a result of taking leave of any kind.

4.3.40  Each Staff Member will be given a schedule showing their workload allocation and that of all Staff Members in the Department for the academic year (or session).

4.3.41  The full schedule of workload allocations for each Department is to be published within the Department.

4.3.42  If circumstances change during the year, the workload allocation may be varied after consultation between the Head of Department and Staff Member. Any changes will be recorded and published and must be consistent with the Faculty workload model and any teaching allocation above the agreed load will be offset in the workload of the subsequent session in which the Staff Member is scheduled to teach; alternatively, the Staff Member may agree to additional remuneration for the above-load teaching.  By agreement between the Head and the Staff Member, the offset may be applied in up to three subsequent sessions in which the Staff Member is scheduled to teach.

Disputes about Individual Workload Allocations

4.3.43  Disputes about individual workload allocations will be resolved using the Dispute Settlement Procedures at Clause 4.9 of this Agreement.

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