Workload Allocation Guidelines for Academic Staff by 59hl91hv

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									                                                                         Personnel


     GUIDELINES DETERMINING INVIDUALS WORKLOAD TO ENSURE THE BEST TEACHING
                                    PRACTICE


What would a workload allocation model be seeking to achieve.

     i             To achieve excellence in the provision of Higher Education;
     ii            To take full account of the professional contribution which
                   lecturers make to the work of the University and the sector
                   generally;
     iii                 To enable the process to be effective and efficient;
     iv            To facilitate a fair, equitable and transparent distribution of
                   work among academic staff and avoid unreasonable and
                   potentially harmful workloads and/or patterns of work;
     v             To assist the school management in identifying possible areas
                   of inefficient teaching delivery;
     vi            To provide objective qualitative data to inform staffing
                   decisions by the School Management;
     vii           To provide staff with useful contextual information for
                   discussions during professional development performance review.

Constraints

The lecturers' contract states formal scheduled teaching related
responsibilities should not exceed 18 hours in any week which will normally
be from Monday to Friday, or a total of 550 hours in the teaching year.
This should be adhered to, except in the following areas:

             Teacher Education
             Nurse Education
             Art
             Design
             Performing Arts
             Music


What should the process of planning the academic year look like:

1.           Collective consideration via School consultative and communication
             systems, of the Corporate/School plans and Institutional parameters.

2.           Timetables drawn up for all members of the lecturing staff by
             Directors of School, or their nominees, in consultation with other
             senior staff members and the individual concerned. This should take
             account of annual leave requests if known at that time.

             The timetable for this process should follow this format:
              a    Budget setting takes place during February/March.

              b   This should be followed during the second semester by the
                  timetabling of lecturers for the following academic year.
                  Self-managed time should be planned and taken account of in
                  this process as should known annual leave periods. All



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             functions performed by the lecturer should be considered. This
             should be closely linked to the staff development and review
             scheme and all activities should be considered given reference
             to the guidelines on exclusivity.

3.    Consultative meetings with course groups.

4.    Final ratification and distribution of timetables.
       (Note: Due to the modular system of learning at the University, it
       is essential that timetables are subject to change even following
       final ratification and distribution. This should be in full
       consultation with the lecturer concerned).

5.    Should an individual feel aggrieved by the process, s/he should have
      recourse to the grievance procedure.

6.    Should a group of staff feel aggrieved by the process, they should
      take the matter up through the recognised trade union, UCU, under the
      Recognition and Procedural Agreement, Section 5, procedure for
      dealing with unresolved issues.




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