The objective of clauses 211 to 239 is to provide a framework for ensuring that academic workloads are equitable, transparent, manageable and without risks to health and safety.

Academic workloads will be determined on a fair, transparent and consultative basis, having regard to the following principles:

1. the allocation and recognition of academic workloads should support the strategic directions of the University and, subject to the terms of clauses 224 to 234, encompass the elements of teaching, research and service while taking into account the career aspirations of Academic staff;
2. the allocation of academic work should reflect a multiplicity of career trajectories for Academic staff, and that the emphasis between different areas of academic work for an individual member of staff may shift throughout a person’s career;
3. an Academic staff member’s workload should be suitable to their stage of development, e.g. Level A and B staff in the first year of their appointment should have a lower teaching load than experienced staff as they need time for research. Level A staff will not normally have sole responsibility for the design and delivery of courses; and
4. for teaching and research staff (i.e. staff other than “research only” and “teaching focused” staff), academic work will be assigned to ensure a well-balanced portfolio encompassing, in accordance with clause 230, on average:
   1. teaching and teaching-related activities – 40%;
   2. research and scholarship – 40%;
   3. professional & community engagement and administration – 20%.

Teaching focused roles will be an option within a Faculty’s workload model to allow staff to concentrate on learning and teaching.

Provision for teaching focused roles will have regard to the personal and/or professional circumstances and preferences of individual staff and will enable staff to be employed in teaching focused work for agreed and specific time periods. Staff employed in teaching focused roles will have access to promotion (taking into account teaching excellence, leadership and record of scholarship), performance management and development as well as a career path in teaching. Teaching focused roles may be full-time or part-time.

A staff member employed in a teaching and research role may assume a teaching focused role only if, in the preceding 12 months (or for an earlier period of 12 months in the case of staff returning from extended leave), they have been given an opportunity to engage in research work consistently with clause 211(d).

A staff member (other than a staff member who has entered into a pre-retirement contract) who undertakes a teaching focused role in accordance with clause 214 may elect to return to a teaching and research role after a specified term if they develop an annual research plan of work (using the University’s performance plan template, and including provision for development and mentoring), have their research plan approved by their Supervisor and agree to undertake the work specified in the research plan.

A staff member who enters into pre-retirement contract may be employed in a teaching focused role on a fixed term basis.

A staff member who has been employed on a casual basis to perform at least 60% of a full-time teaching workload, or would, but for this clause, be employed on a casual basis to perform at least 60% of a full-time teaching workload, will be offered a fixed term position in a teaching focused role under clause 21, and regulated by clause 213, subject to the following:

1. fixed term positions will offered only if there is sufficient teaching work available to require the position to be filled for a period of at least six months;
2. the staff member must have demonstrated the capacity to meet the future expectations of the position (including any new duties or skills that may be required) and the Faculty’s strategic directions; and
3. the staff member’s casual employment was not for any of the following purposes:
   1. to replace another staff member who is absent on leave or temporary transfer, or is undertaking restricted duties, or reduced working hours; or
   2. to undertake work where a curriculum in professional or vocational education requires that work be undertaken by a person who has practical or commercial experience.

The duration of any fixed term contract entered into in accordance with clause 217 must be no less than six months and no more than two years.

The University will not advertise teaching focused positions.

Each academic work unit must have in place a workload allocation policy that complies with the provisions of this Agreement. For the purposes of this clause, academic work units will be determined at the Faculty level in consultation with Academic staff, and may comprise the Faculty, individual Schools or other organisational units.

Workload allocation policies will be developed in a way which identifies a transparent correlation between the measure applied and hours of work generated.

Workload allocation policies will be developed and reviewed in consultation with staff, and for the purposes of this consultation, Deans will provide staff briefings on the Faculty’s financial and strategic directions, overall staff and student profile and staffing and development needs.

Copies of each workload allocation policy will be provided to the Workload Monitoring Committee and posted on the University’s intranet.

Each academic staff member’s workload will be allocated in consultation with the staff member concerned, having regard to:

1. the staff member’s level of appointment and time fraction;
2. the needs of early career Academic staff to establish their research profile;
3. the importance of maintaining an appropriate balance between work and family life;
4. the working hours specified in this Agreement; and
5. the annual and other leave plans of the staff member. No staff member will be required to make up time, take on additional duties or alter the duties that would normally be undertaken as a result of taking leave. For example, no staff member will be required to perform additional teaching duties as a result of taking leave during a teaching period.

A staff member who is enrolled for a research higher degree will be allocated a proportion of time to undertake such studies, provided that their research higher degree Supervisor certifies that adequate progress has been made.

In determining the allocation of academic workloads and their quantification, the following factors will be taken into account:

• modes of delivery, including, for example, face-to-face teaching, on-line learning and blended learning;
• the level of courses taught;
• preparation for teaching, curriculum development and the development of course materials;
• supervision and mentoring of staff and students, including required attendance at classes or meetings;
• research, scholarship, creative production;
• the number of students taught;
• staff development requirements;
• field work supervision;
• internal and external professional work;
• administration, including participation on committees;
• overseas teaching and international commitments;
• intercampus travel;
• University service and community engagement; and
• carers’ responsibilities and/or disabilities.

In determining reasonable hours the University will have regard to the following:

• the total number of hours required be worked each day on a particular day;
• the number of teaching and/or required hours worked without a break;
• the time off between finishing and starting times of teaching sessions;
• the number of days of the week during which teaching and/or required duties are scheduled;
• the provisions of the Occupational Health & Safety Act 2000 and health and safety issues generally;
• the incidence of evening work;
• the incidence of overseas work;
• the staff member’s general workload; and
• the staff member’s caring needs/responsibilities.

The required duties will be such that they can reasonably be expected to be completed in a professional and competent manner within an average of 37.5 hours per week, and staff will not be required to work more than 1725 hours per year.

The workload allocation will factor in the hours required as a consequence of the class size for tutorials, seminars and laboratory groups; and shall take into account such factors as the nature of the activity, safety requirements, and availability of teaching facilities.

The total amount of teaching and related activities for teaching and research staff will not exceed 40% of the total workload over a 12 month period, unless otherwise agreed by the staff member and their Supervisor.

A staff member will not be required to commence teaching within ten hours of the conclusion of a teaching session, or other directed duties, conducted on the previous day.

No staff member will be required to teach on weekends or public holidays without their agreement. Where teaching is agreed to on weekends or public holidays, the staff member shall take time off in lieu at a time agreed by the staff member and their Supervisor.

No staff member will be required to:

1. teach more than two semesters per year without their agreement (including agreed arrangements in relation to compensation for additional teaching beyond a two semester load); and/or
2. teach overseas without their agreement.

Any change in the teaching year or academic calendar will be subject to consultation with affected staff and their Unions.

Clauses 224 to 234 will apply to part-time staff on the basis of the work being in proportion to their fraction of employment, including the following:

1. during the normal weekly hours of employment, in addition to face-to-face teaching or other equivalent delivery of teaching, part-time Academic staff are required to provide associated duties in the nature of preparation, marking and student consultation; and
2. in addition to teaching and associated duties, part-time Academic staff may be required to participate in the academic and administrative activities of the school and be available on campus for some or all of the nominal hours of employment.

Within one month of the approval of this Agreement by Fair Work Australia, a Workload Monitoring Committee will be established for the purposes of overseeing and supporting the implementation and monitoring of clauses 220 to 235. The membership of the Workload Monitoring Committee will be four nominees of the University, including the Provost, a Dean, a Head of School and a Senior Faculty Administrative Manager, and four nominees of the NTEU.

The role of the Workload Monitoring Committee is to:

1. monitor the operation of each workload allocation policy and review each policy on an annual basis to ensure that the provisions of this clause are observed; and
2. ensure that each workload allocation policy provides a reasonable basis for determining comparison of workload quantum across the University.

The Workload Monitoring Committee will meet at least six times each year or as otherwise agreed by the Workload Monitoring Committee.

Where agreement cannot be reached between the staff member and the Supervisor, or in circumstances where a dispute arises regarding the operation of clauses 211 to 238 clause, the issue will be resolved through the disputes settling procedures of this Agreement.