Workload Arrangements
Division of Human Resources Fact Sheet
Summary of Academic Workload Provisions
(for further detail refer to Clause 30 of the CSU Enterprise Agreement 2013-2016
Academic workloads will be designed to be equitable, transparent and manageable and will take into account level and fraction
of appointment and work/life balance.
Unless varied by mutual agreement, the workload allocation for teaching/research or teaching/professional staff will be:

Maximum 60% teaching and teaching related activities;

Minimum 30% research and/or creative activity or professional activity

Minimum 10% academic administration/management/ leadership, professionally related engagement within the
professions/disciplines and the community.
Teaching/research or teaching/professional staff will not be required to:

Teach more than 1035 hours per year;

Teach more than 2 sessions per year (except by mutual agreement).
Early career academics (Levels A and B currently on probation) will not be required to teach more than 621 hours per year.
Work associated with the completion of a research higher degree that is a requirement of their professional development shall
be counted as an employee’s 30% research and /or creative activity, provided that:

There is approval from the Head of School or nominated supervisor of the employee

The research higher degree aligns with the Faculties/School’s strategic objectives; and

The employee complies with the University’s Academic Staff Higher Degree by Research Workload Support Scheme
Guidelines

The employee provides an annual statement from their research higher degree supervisor which certifies that
demonstrable and satisfactory progress is being made on the research higher degree.
The workload allocation for teaching focussed staff will be:

Maximum 80% teaching and teaching related activities (max 1380 hours per year which may be spread over 3
sessions.

Minimum 20% academic administration/management/ leadership, professionally related engagement within the
professions/disciplines and the community.
Teaching focussed staff are not required to undertake research activities and produce research outcomes.
School Workload Policies
Each School will review and develop a written Workload Allocation Policy at the end of each year for application in the following
calendar year. The HOS or equivalent is responsible for the collegial development of the Workload Allocation Policy.
Where there is mutual agreement an employee and the Head of School may allocate Honours and Research Higher Degree
supervision as a research work activity or an agreed division of teaching and research work activity Workload Committee
determines that a policy does not meet these requirements, it will be referred back to the Head of School for further
development.
Allocation of Workload to Individuals
Workloads will be allocated in writing and on an annual basis, following consultation between the employee and their supervis or.
Consultation will include the development of a leave plan.
Workload Concerns
If an employee believes their workload is not consistent with the Workload Allocation Policy and/or the Enterprise Agreement,
they should discuss this with their Head of School in the first instance.
If this does not resolve the issue, the employee may request a review of their workload by the Executive Dean. If, following this
review the issue remains unresolved, the matter may be referred to the Disputes Settling Procedures of the Enterprise
Agreement.
In the event of any discrepancy between this fact sheet and the Enterprise Agreement, the terms of the Agreement will prevail.
Last reviewed: March 2015
Asset ID # 149683
Workload Arrangements
Division of Human Resources Fact Sheet
Summary of Professional/General Staff Workload provisions
The University will as far as possible ensure that an employee is assigned a workload which can reasonably be undertaken
within the employee’s ordinary hours of work.
A supervisor may require an employee to work a reasonable amount of overtime.
Employee workloads will be managed in the context of the responsibilities within the relevant position description and the
employee’s level of appointment.
Workload Concerns
If an employee believes their workload is unreasonable, they should discuss this with their supervisor in the first instance.
If this does not resolve the issue, the employee may request a review of their workload by the Executive Director/Executive
Dean (or equivalent).
If the employee remains concerned about their workload, they may refer the matter to the Division of Human Resources for
review and mediation.
In reviewing workload, the supervisor and/or Division of Human Resources will consider a range of relevant and available
information impacting on the function/s required to be performed.
Strategies for addressing workload concerns may include:
re-ordering priorities and developing time lags;

re-defining structures, delegations and processes to maximise an equitable distribution of workload and efficiency in
service;

investigating new and more efficient ways of achieving desired outcomes;

redesigning a position(s) to reflect a reassessment of objectives; and

where possible, reviewing the work area's objectives to ensure they can be achieved within the resources available.
If the matter remains unresolved following review by the Division of Human Resources, it may be referred to the Complaints
Policy or the Disputes Settling Procedures of the Enterprise Agreement.
In the event of any discrepancy between this fact sheet and the Enterprise Agreement, the terms of the Agreement will prevail.
Last reviewed: March 2015
Asset ID # 149683