Job families

Job families

PART 4: WORKING AT MACQUARIE

17. JOB FAMILIES

Introduction of the Academic Job Families Framework

17.1 The University has a framework for classifying continuing academic roles into one of three academic job families:

(a) Teaching and Research Academic is a balanced academic role whichwill combine elements of research, teaching, leadership and service but the relative emphasis on these components and the nature of the contribution may vary;

(b) Teaching and Leadership Academic is a specialist teaching and leadership role for staff who demonstrate excellence in teaching and leadership. This role is focussed on enhancing the organisation and delivery of teaching and improving the student experience. The emphasis of this role is on pedagogic innovation, governance and leadership across the University and strong leadership of academic programmes and activities;

(c) Technical/Industry/Commercial Academic is a specialist academic role designed to be a bridge between industry/commercial enterprise and academia, and/or to accommodate hybrid technical/academic roles that are grounded in research or teaching. The academic component of this role may be teaching or research, coupled with activities that are not traditional academic work.

17.2 The majority of continuing Staff will continue to perform work within the traditional academic model and be classified as Teaching and Research Academics. The University will maintain at least 75% of continuing FTE academic staff at the University in the Teaching and Research job family.

17.3 For the purpose of this clause, a reference to new job families will mean a reference to the Teaching and Leadership and Technical/Industry/Commercial job families.

17.4 The introduction of this framework will take place over the life of this Agreement.

Duties and workload allocations associated with each job family

17.5 Duties and workloads for each job family must be consistent with the Minimum Standards of Academic Levels (MSALs). The default workload allocation for each job family is as set out below:

Job Family

Duties

Default Workload Allocation

Teaching and Research Academic

Teaching, Research and Discovery, Leadership and Service

40% Teaching

40% Research

20% Service

Teaching and Leadership Academic

Teaching, Teaching Leadership, Leadership and Service

70% Teaching

30% Leadership

Technical/Industry/Commercial Academic

Teaching, Research and Discovery, Leadership and Service, Non-traditional academic activity

No default allocation but must have at least 40% dedicated to either teaching or research duties.

17.6 Additional information regarding workload allocations and permitted variations within each job family are set out in the Academic Workloads clause.

New positions

17.7 From the commencement of this Agreement, the University may advertise new academic positions in new job families at any academic level, within the overall limits described in subclause 17.2, as and when the need arises. Recruitment will follow the normal recruitment processes set out in the University’s Recruitment and Selection Procedure.

Existing staff

17.8 All continuing Staff (except Scholarly Teaching Fellows) who currently undertake teaching and research work will remain in their existing role and be classified as a Teaching and Research Academic from 1 January 2019, unless they express an interest and are successful in transferring to a new job family.

17.9 Transferring to a new job family will be managed through a Faculty-based expression of interest (EOI) process and is subject to a panel evaluation process and the operational needs of the Faculty.

17.10 Transferring to a new job family is voluntary on the part of the Staff Member. No Staff Member will be forced to transfer to a new job family.

Expression of Interest and Panel Process

17.11 The University will undertake two rounds for staff to express an interest in transferring to a new job family. Round 1 will occur in 2018, for commencement in 2019 and Round 2 will occur in 2019, for commencement in 2020. Staff who are successful in Round 1 or Round 2 of the EOI process will be provided with the option to revert to the Teaching and Research job family in accordance with the timeframes set out in subclause 17.18 below.

17.12 A Faculty may call for expressions of interest from existing Staff who wish to apply to transfer to a new job family. Existing Staff will be required to demonstrate excellence in the specialist components of the job family to which they are seeking to transfer and applications will be assessed by a Panel.

17.13 Panels for all levels must have at least three members, with the Executive Dean or nominee as Chair, and at least one member who is recognised for their expertise in the relevant specialist job family. A representative from Human Resources will be in attendance at all meetings, but will not have voting rights.

17.14 If a Staff Member is successful in their application, the transfer to a new job family will be at their existing academic level, step and position fraction. Transition from one job family to another will not affect the timing of increments. The transfer will take effect from the following year as set out in subclause 17.18 below.

17.15 Any Staff Member who is not successful in their application to transfer to a new job family will remain in their existing role and be classified from 1 January 2019 as a Teaching and Research Academic. A Staff Member who is not successful in Round 1 may express an interest in Round 2.

Scholarly Teaching Fellows

17.16 Existing staff employed as Scholarly Teaching Fellows will be entitled to opt in to the Teaching and Leadership job family without the requirement to undergo the Panel Assessment Process. Normally a Scholarly Teaching Fellow will transfer at the same fraction, however they may apply to change their fraction through this process, for example, from part-time to full-time.

17.17 However, if a Scholarly Teaching Fellow does not wish to opt in or does not successfully gain promotion to Level B and move to a balanced workload before the end of 2020, they will be automatically converted to the Teaching and Leadership job family, effective 1 January 2021. From 1 January 2021, all Scholarly Teaching Fellow positions will cease to exist.

Timeframes for transferring

17.18 The timeframes for existing staff transferring to new job families are set out in the table below.

All continuing staff (excluding Scholarly Teaching Fellows)

EOI Opportunities

If successful, effective from

Option to revert

Round 1: 2018

1 January 2019

Quarter 4, 2019 (1 year trial)

Quarter 4, 2020 (2 year trial)

Round 2: 2019

1 January 2020

Quarter 4, 2020 (1 year trial)

Quarter 4, 2021 (2 year trial)

Scholarly Teaching Fellows

In circumstances where a Scholarly Teaching Fellow does not opt in before the end of 2020 or where not successful in gaining promotion to Level B and eligible to convert to balanced workload pattern, they will be automatically converted to Teaching and Leadership Academic effective 1 January 2021.

17.19  Following Round 2 of the EOI process, transfer to a new job family for existing staff will be as per the University’s recruitment and selection procedures to an advertised role.

17.20 In exceptional circumstances, the University may agree to a Staff Member’s request to transfer into a new job family outside the processes outlined above, with the joint approval of the Deputy Vice Chancellor (Academic), Deputy Vice Chancellor (Research) and the Director, Human Resources.

Professional and Career Development

17.21 The University is committed to supporting the professional and career development of all staff, including by providing diverse and meaningful career pathways for all academic staff. All continuing staff, irrespective of their job family, will have access to the University’s academic promotion system, PDR processes, Outside Studies Program and other training and development opportunities.

Limitations  

17.22 The University will maintain at least 75% of continuing FTE Academic Staff at the University in the Teaching and Research job family. Up to 25% of the continuing FTE Academic Staff may be employed in the new job families and may include existing staff who convert into the new job families, Scholarly Teaching Fellows who are entitled to opt in and any new academic staff appointed through the normal merit-based selection process.

Opportunities for Casual Academic Staff

17.23 Over the life of this Agreement, the University will establish and advertise a minimum of 25 new Teaching and Leadership Academic positions. The University will establish and advertise at least 5 of these positions in 2018 and a further 5 by 30 June 2019. Appointments to these positions will be subject to a competitive, merit-based selection process. Applications will be invited from current University casual academic staff members and people who have previously been employed by the University as a causal academic staff member for at least 3 of the preceding 5 sessions.

17.24 Where new Teaching and Leadership Academic positions are established and filled through an external recruitment process, 25% of those new positions will be dedicated to applicants who have previous casual academic experience. Applications will be invited from people who have previously been employed for at least 1 session in an academic role on a casual or fixed term basis at an Australian university within the last 5 years.

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