5.2.1 Academic staff may apply for a flexible work arrangement in accordance with clause 5.1.1 above
5.2.2 Annual Academic Workloads
220.127.116.11 Academic staff will be consulted on workload which will be allocated as equitably, and transparently as possible, aimed at assuring fairness in general and gender equity in particular. The workload of academic staff will be allocated on an individual basis, consistent with the Academic Workload Policy that recognises the requirements to undertake minimum teaching and other academic activities – including research, scholarship, and leadership/service – consistent with and relative to the staff member's Academic Career Pathway. Academic workload will be recorded in the Academic Workload Planning system (or its successor or equivalent) and transparently reported annually by the Provost's Office to the Staff Consultative Committee.
18.104.22.168 The basis for calculation of the annualised academic workload is thirty-five (35) hours per week times the number of weeks in a year. In any calendar year an academic staff member is entitled to the following to achieve work-life flexibility and to support the staff member's health and wellbeing through taking a break from work to recuperate:
This results in a rounded figure of 1,590 hours per full time academic staff member per annum (pro-rata for part-time staff) of academic staff availability to be managed through work allocation in accordance with this clause and the Academic Workload Policy, taking into account a staff member's planned leave.
22.214.171.124 The National Head of School/Institute Director or delegate will, in consultation with the staff member, assign and record workloads (including changes to workload), in accordance with the University's Academic Workload Policy before the work starts or as soon as practicable thereafter. Unless there are exceptional circumstances, a workload allocation will not be adjusted after the work is completed and if this kind of adjustment occurs, it will be documented.
When assigning workloads, supervisors will take reasonable steps to assure gender equity, not only in terms of the amount of work assigned but also the types of work assigned.
Workloads will be assigned in accordance with the University's Academic Workload Policy. It is an expectation that a competent staff member can perform their allocated duties in 1,590 hours per year.
In the University's Academic Workload Policy, time allocated for each type of work activity will apply to all academic staff members and will reasonably reflect the time, on average, that a competent staff member requires to complete that activity.
Academic staff members must work with their nominated supervisor to achieve a full annual workload. All workload allocations for continuing and fixed-term Academic staff will be recorded in the Academic Workload Planning System (or its successor or equivalent).
Academic workload allocations are transparent (having regard to privacy requirements) and include full disclosure of academic workloads by staff to staff within the work unit and broader National School (system permitting), the Executive Dean, the Provost and relevant Deputy Vice‐Chancellors, members of the Workload Advisory Committee, and Human Resources to support reporting requirements and decision making by the University. System permitting, workload allocations for continuing and fixed-term academic staff will be reported annually to the ACUSCC in a manner that allows comparison across staff groupings in terms of amount and type of work (e.g., by gender, ACP, academic level, organisational units, and campus).
5.2.2 Broad Definition of Academic Work
Teaching, Research, Scholarship, Leadership and Service, and related academic activities are considered together under the broad headings below.
126.96.36.199 Teaching may include:
188.8.131.52 Research may include:
184.108.40.206 Scholarship activity contributes to course development and delivery and, accordingly, may include:
220.127.116.11 Leadership and Service may include:
5.2.4 Academic Career Pathways
18.104.22.168 ACU has created flexible academic roles through the introduction of the five Academic Career Pathways:
22.214.171.124 The Academic Career Pathway for the staff member is a University decision which is based on the contribution, participation, outcomes and outputs of an individual staff member as measured by the minimum requirements and quality standards identified by the University.
126.96.36.199 An academic staff member's career pathway may vary from time to time based on individual and/or University requirements.
188.8.131.52 An academic staff member may request a variation of their Academic Career Pathway and any change can only occur through discussion with, and with the written agreement of, the University. This would normally occur during the development and performance process.
184.108.40.206 Nothing in this Agreement prevents a staff member from being required to change their Academic Career Pathway. This would normally be dealt with during the development and performance process and must be based on performance during a period of no less than 12 months.
220.127.116.11 A variation to an Academic Career Pathway can only be approved by a Member of the Executive. The Member of the Executive will be reasonable in considering any request to change to a staff member's Academic Career Pathway.
18.104.22.168 The following summarises the various academic career pathways available to the University and its staff; including the minimum / maximum (as required) teaching, research, scholarship, and leadership and service activities. Each career pathway has a continuum of academic activity to reach full participation, and allocation of an annual workload.
All academic staff will be allocated 10% (i.e., 159 hours for a full-time academic) of their workload for service (see clause 22.214.171.124).
5.2.5 Management of Academic Workload
126.96.36.199 Academic workload will be managed in accordance with the Academic Workload Policy.
188.8.131.52 To ensure a staff member achieves the full allocation of an annual workload of 1590 hours, the operation of the continuum allows for flexibility with regard to the proportions of academic activities undertaken within all Career Pathways. To the extent that a staff member, through the normal allocation of workload in their relevant Career Pathway cannot achieve the required 1590 hours, the continuum is read flexibly to enable the staff member to achieve a full workload allocation.
184.108.40.206 Research workload allocation for all Academic Career Pathways will be determined in accordance with the ACU Academic Workload Policy supported by the Faculty Research Workload Review Panel (or its successor or equivalent).
220.127.116.11 Any evaluation process used to determine an aspect of a staff member's workload allocation will:
18.104.22.168 The normal expectation is that the workload of a staff member undertaking teaching and related activities will not exceed fifteen (15) contact hours in any week. A Teaching and Research academic staff member will not be required to teach in more than thirty (30) weeks in any calendar year and a Teaching-focussed staff member will not be required to teach for more than thirty-six (36) weeks in any calendar year. An academic staff member will not be required to teach in overlapping teaching periods without their written agreement. These normal expectations are subject to the staff member achieving a full annual workload allocation.
22.214.171.124 Where the requirements of the Academic Role with respect to performance of teaching quality standards and/or research expectations, are not maintained, staff will be managed and consulted with in accordance with the provisions of Section 4 of this Agreement.
126.96.36.199 To the extent that a staff member is deemed not to have met the requirements for contribution, participation outcomes and/or outputs as measured by the minimum requirements and quality standards identified by the University, the staff member will be managed in accordance with Section 4 of this agreement insofar that their performance may be considered unsatisfactory.
188.8.131.52 Where a staff member is required to undertake a Graduate Certificate in Higher Education (or an equivalent course of study), as an incident of their employment or term of their probation, they will be provided with a workload allocation equal to the expected required hours expressed in the course guide or unit outline (howsoever named).
5.2.6 Workload Advisory Committee (WAC)
184.108.40.206 The WAC is established for the purpose of supporting the implementation of Working Arrangements – Academic Staff clause of this Agreement.
220.127.116.11 The membership of the WAC will be three (3) nominees of the University, including two (2) academic staff members nominated by the Provost, one of whom is an Executive Dean, and a Human Resources representative, and three (3) academic staff union nominees. The Workload Advisory Committee will have an Executive Officer/ Project Officer(s) to provide executive and other support.
18.104.22.168 The role of the WAC is to:
5.2.7 Individual Workload Issues / Review
22.214.171.124 Matters that specifically relate to the operation of the ACU Academic Workload Policy must be discussed directly between the academic staff member and their National Head of School/Institute Director or delegate.
126.96.36.199 Only the following (188.8.131.52-184.108.40.206) are matters that are subject to review under this clause:
220.127.116.11 Matters arising from the implementation of this Working Arrangements - Academic Staff clause as it applies to an individual staff member's workload allocation; and
18.104.22.168 Matters pertaining to a dispute around reasonable hours of work. In determining what are reasonable hours of work, the University will have regard to the following factors:
22.214.171.124 An academic staff member should normally raise an issue arising from the implementation of the Working Arrangements – Academic Staff clause with their supervisor in the first instance. Where the issue relates to the allocation of research hours, this will be raised with the decision-maker.
126.96.36.199 Where the issue is not resolved or it is not possible to reach agreement by this means, the academic staff member may make a written application to the Executive Dean for a peer review.
188.8.131.52 Prior to any referral to the Peer Review, the Executive Dean must be satisfied that the staff member has provided the following evidence in writing of the issues being raised and how they have been addressed and/or not resolved as to justify a Peer Review. The Staff member's application to the Executive Dean must be comprehensive and indicate:
184.108.40.206 The Executive Dean will assemble a panel of three (3) academic peers, at least one of whom will be familiar with the staff member's academic discipline or specific work area, and an academic staff member within that Faculty nominated by the academic union. The peer review panel will provide a written recommendation to the Executive Dean regarding the issue. The Executive Dean will consider the matter, document a decision, and may take action as they consider appropriate in the circumstances.
220.127.116.11 If the Executive Dean's decision differs from the recommendation made by the panel, the staff member may request that the Provost review their written application and the panel's written recommendation. The decision of the Provost is final and is not open to challenge via the Disputes Settling Procedure of this Agreement. However, any failure to comply with an obligation in this clause may be resolved by the application of the Dispute Settling Procedure.
5.2.8 Implementation and transitional arrangements of the Working Arrangements – Academic Staff clause
18.104.22.168 The Academic Workload Policy will be amended (by agreement between the University and the NTEU) as soon as practicable after this Agreement takes effect to be consistent with this clause 5.2 and will remain in place for the life of the Agreement. Thereafter, the Academic Workload Policy can only be altered in circumstances where:
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