• Section 1 - Purpose
• Section 2 - Application and Scope
• Section 3 - Principles 
• Section 4 - Faculty Workload Models
• Purpose and Principles
• Design and Content
• Development
• Ratification
• Application
• Review
• Section 5 - Individual Work Allocations
• Section 6 - Disputes
• Section 7 - Roles and Responsibilities
• Section 8 - Definitions

Section 1 - Purpose

(1) The purpose of this Policy is to:

1. operationalise the workload provisions set out in the University of Wollongong (Academic Staff) Enterprise Agreement, 2023; and
2. ensure a consistent, equitable and transparent approach to the development and application of academic workload models across the University.

Section 2 - Application and Scope

(2) This Policy applies to all fixed term and continuing academic staff.

(3) This Policy does not apply to:

1. casual academic staff;
2. professional services staff;
3. staff employed by other entities controlled by the University; or
4. staff employed at campuses of the University outside of Australia.

(4) This Policy should be read and applied in conjunction with:

1. the University of Wollongong (Academic Staff) Enterprise Agreement, 2023;
2. the Research Active Policy;
3. the Academic Performance Framework and Guidelines; and
4. the Career Development Interview and Record Guideline.

Section 3 - Principles 

(5) Clause 30 of the University of Wollongong (Academic Staff) Enterprise Agreement, 2023 sets out a range of factors that are to be considered when developing and finalising workload allocations, specifies responsibility for workload allocation and sets out the role of and responsibility for Faculty Workload Models, the Faculty Workload Reference Group and the University Workload Committee.

(6) In addition to the requirements specified in the University of Wollongong Academic Staff Enterprise Agreement, 2023 all workload models must be consistent with the following principles:

1. any activities undertaken by staff acting outside their role as UOW employees (such as, but not limited to, secondary employment including private consultancies, paid or unpaid professional services for external bodies, consultancy activities and/or external services where payment is made to the individual directly):
   1. may be undertaken at the discretion of the academic and their Supervisor;
   2. must not be included in individual workload calculations, and
   3. must be conducted in accordance with the University of Wollongong (Academic Staff) Enterprise Agreement, 2023 and relevant policies.

(7) If there is any disagreement between this Policy and/or a Faculty Workload Model, the University of Wollongong (Academic Staff) Enterprise Agreement, 2023 will prevail.

Section 4 - Faculty Workload Models

Purpose and Principles

(8) Faculty Workload Models provide for the equitable and transparent distribution of workloads among academic staff in the context of the strategic priorities and resource constraints that apply to the University from time to time.

(9) Each faculty must develop and maintain a workload model.

(10) Faculty Workload Models must be developed, approved, and managed in accordance with the relevant clauses in the University of Wollongong (Academic Staff) Enterprise Agreement, 2023.

Design and Content

(11) The design of Faculty Workload Models must be consistent with clause 30.2 of the University of Wollongong (Academic Staff) Enterprise Agreement, 2023.

Development

(12) Faculty Workload Models must be developed by the relevant Faculty Workload Reference Group.

Ratification

(13) Faculty Workload Models must be ratified by academic staff in a faculty meeting or by other faculty survey.

Application

(14) Each school must develop and allocate workloads using their Faculty Workload model.

(15) School specific workload documents must be consistent with this Policy and the University of Wollongong (Academic Staff) Enterprise Agreement, 2023.

Review

(16) Faculty Workload Models should be reviewed at least every three (3) years, or more frequently if necessary.

(17) Reviews should be completed by the end of August, to allow for the development of individual work allocations for the following year.

Section 5 - Individual Work Allocations

(18) Individual workloads must be allocated using the relevant Faculty Workload Model.

(19) Individual workload allocations should be reviewed on an annual basis.

(20) Individual workload allocations for the next year should typically be shared in writing with each staff member around October of the preceding year, noting that changes to individual workload allocations may be required due to factors such as, but not limited to:

1. changes in enrolments or course and subject offerings;
2. changes in the business environment, such as staffing, structures, and business needs;
3. changes in a staff member’s research active status;
4. other external factors/opportunities.

(21) The staff member must be consulted as part of their annual workload allocation, and prior to any substantial change to their workload allocation.

(22) The workload allocation clauses above do not refer to significant workplace changes. Significant workplace changes must be managed in accordance with clause 40 of the University of Wollongong (Academic Staff) Enterprise Agreement, 2023.

Section 6 - Disputes

(23) In the first instance, individual workload disputes should be considered by the relevant Supervisor.

(24) If the Supervisor is not the Head of School (or equivalent), the Supervisor may refer the dispute to the Head of School for resolution.

(25) The relevant Faculty Workload Reference Group will consider disputes, regarding workload models and individual application of a workload model, that cannot be resolved by the Supervisor or Head of School.

(26) The University Workload Committee will:

1.  consider disputes which:
   1. cannot be resolved at a faculty level; and
   2. are referred by the Faculty Workload Reference Group, Executive Dean, or by an individual; and
2. refer back with advice/direction to the relevant Executive Dean for resolution.

Section 7 - Roles and Responsibilities

(27) Executive Deans are responsible for:

1. overseeing the development and implementation of faculty workload models for their faculty; and
2. ensuring that their faculty workload models are published in line with the University of Wollongong (Academic Staff) Enterprise Agreement, 2023.

(28) Heads of Schools are responsible for:

1. the management of equitable distribution of workloads for their school;
2. supporting Supervisors in individual workload allocations, if staff supervision has been delegated to other staff;
3. assisting to resolve individual workload allocation disputes; and
4. the provision of de-identified individual workloads for publication in line with the University of Wollongong (Academic Staff) Enterprise Agreement, 2023.

(29) Supervisors are responsible for:

1. ensuring that allocations are consistent with Faculty workload models;
2. ensuring that individual academic staff members are consulted prior to finalising workload allocations, including meeting with academic staff annually to plan for the following academic year;
3. monitoring of individual workload allocation, delivery and performance within local school procedures; and
4. being the first point of contact for individual workload allocation disputes.

(30) Faculty Workload Reference Groups are responsible for:

1. the development and endorsement of their respective Faculty Workload Models, including school-specific procedures;
2. monitoring the equitable distribution of workloads across their faculty;
3. the resolution, where possible, of workload disputes within their faculty; and
4. escalation of unresolved disputes to University Workload Committee.

(31) The University Workload Committee is responsible for:

1. ensuring that faculty workload models comply with this Policy and with clause 30 of the University of Wollongong (Academic Staff) Enterprise Agreement, 2023;
2. consideration of workload disputes that cannot be resolved by a Faculty Workload Reference Group.

(32) Academic Staff are responsible for:

1. meeting with Supervisors to review current workload and plan for future academic work; and
2. endorsing the individual workload allocation record of academic work with their Supervisor.

(33) The People and Culture Division is responsible for:

1. overseeing the management and implementation of this Policy;
2. providing expert advice on the interpretation of workplace law, workload allocation in the context of the University of Wollongong (Academic Staff) Enterprise Agreement, 2023 requirements. 

Section 8 - Definitions