- Collaboration and Consultation.
- Equity and Equivalency: Flexibility; Students First and the Teaching Mission; Innovation; and Continuous improvement.
- Transparent, consultative, equitable and reasonable.
- Balance the interests of the staff member and the University.
Workload model components
There are a number of mandatory components of a workload model (19.11), including:
- specific, time-based allocations for core teaching activities
- assumptions about class sizes
- guidance as to how service roles will be recognised
Workload model development and review
Step 1 – Establish a Faculty Workload Committee. Detailed rules are set out in Clauses 19.3-5, including that:
- The Executive Dean will not appoint more than 50% of the Workload Committe; nor Chiar the Workload Committee.
- The elected academic members of the Faculty Board will nominate one of their number to the Committee; that person will, with a Deputy Dean, appoint the remaining members.
Step 2 – Prepare a Draft model. This model must be provided to staff and ASIC for consultation and include illustrative examples of the impact across levels and job families.
Step 3 – Submit Final model to Dean. If the Dean disagrees with the proposed model they must provide reasons and genuinely consult with the Committee to explore possible agreement. The final model must be published on the Faculty Intranet.
Step 4 – Implementation and variation. Staff must have mechanisms to provide feedback regarding implementation of the model. Models will apply for 3 years. Minor changes may be made only following consultation with the Workload Committee and ASIC. Major changes must follow Steps 1-3, above.
Why it pays to be union-
Navigating complex workload models on your own can be daunting. NTEU members can network with experienced union colleagues for tips and strategies on how to get a fair outcome. NTEU reps and staff can also advise and support you in reviewing and advocating for a fair and reasonable workload allocation as well as ensuring compliance with the rules.
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