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Human Resources

41. Work allocation

41.1 The University is committed to providing for all employees a stimulating, supportive and safe work environment. The equitable and transparent distribution of work allocations among employees and ensuring work allocations are fair and reasonable are fundamental to this commitment. Supervisors and managers will:

  • take all reasonable steps to ensure that employees do not work unreasonable or excessive hours;
  • consult with employees in planning and reviewing annual work allocations;
  • recognise the importance of a balance between working life and family/social responsibilities;
  • provide reasonable funds for employee development activities to ensure access by all employees and in recognition of the importance of ongoing employee development for individual and organisational growth;
  • ensure that employees are supported to contribute to, participate in and support University diversity and inclusion initiatives, activities and networks as outlined in the University's strategic objectives;
  • ensure that workloads of employees who have recognised cultural and ceremonial commitments consistent with the University's strategic objectives, are taken into account in the relevant workload allocation; and
  • ensure that employees can take annual leave and long service leave in a timely manner so that employees have adequate breaks from work.

41.2 An employee, or their Nominated Representative, can bring concerns about their work allocation to the Executive Director for consideration.

41.3 The Work Allocation Procedure provides further details and guidance for supervisors and employee in relation to the application of this clause. The Procedure will not be changed without consultation with employees and the Unions through the Staff Consultative Committee.

41.4 Professional employee work allocation

41.4.1 Professional employees will be allocated a work allocation that is manageable within the ordinary hours of work (36 hours per week) and will not be required to work excessive overtime. No employee will be required to work extended or continuous periods of overtime as a pattern of work allocation.

41.4.2 Managers and supervisors, when determining work allocations for professional employees, must consider the operational requirements of the work area in addition to a number of factors, including but not limited to, the ordinary hours of work, the span of hours, rest pauses, meal breaks, overtime, time off in lieu arrangements and leave arrangements.

41.5 Academic employee work allocation

41.5.1 Academic work allocation encompasses activities in any or all of the following three (3) areas: teaching and teaching related activities and scholarship; research; and service to the University, community and profession.

41.5.2 The allocation and management of work and workloads of academic employees will be managed in accordance with this clause and the University’s Work Allocation Procedure and the Work Allocation for Academic Employees Schedule. The Work Allocation Procedure and the Work Allocation for Academic Employees Schedule will not be substantively changed without the agreement of the NTEU.

41.5.3 Principles

41.5.3.1 To ensure that the work allocated to academic employees is fair and reasonable, the annual work allocation for full-time academic employees will not exceed 1702.5 hours. The work allocation is made for a calendar year.

41.5.3.2
The work allocated to academic employees, which includes an allocation for intercampus travel, must also be reasonable and supervisors and managers must take all reasonable steps to ensure that employees are not normally required to work unreasonable or excessive hours for extended periods of time.

41.5.3.3
An academic employee will not normally be required to work on weekends or public holidays without his or her agreement.

41.5.3.4 An academic employee will not normally be required to teach or undertake activities directly related to teaching in more than two (2)  full semesters each calendar year.

41.5.4 Division work allocation models


41.5.4.1 Each Division that employs academic staff will have an Academic Work Allocation Model that is consistent with the requirements of this Clause, the University’s Work Allocation Procedure and the Work Allocation for Academic Employees Schedule.

41.5.4.2 Each Work Allocation Model will be developed or reviewed in consultation with academic staff in the Division and will recognise the nature of the academic work within the Division including the factors listed in the Work Allocation for Academic Employees Schedule. The consultation will include a meeting to which all academic employees are invited, but is not confined to this. An employee may be assisted by a Nominated Representative during this consultation process. Consultation will also occur with the NTEU, through the Staff Consultative Committee, on the development or review of each Work Allocation Model.

41.5.4.3 The Work Allocation model will be reviewed periodically to ensure that the Model meets the needs of the relevant Division and academic employees within the respective Division. Copies of the Work Allocation Model are to be provided to the Staff Consultative Committee on a regular basis for review. The Staff Consultative Committee may seek further information and clarification in relation to the Model and can provide comments and advice to the respective Division about the Model.

41.5.4.4 Each Division’s Work Allocation Model will include a mechanism for work allocation of all expected and allocated work based upon the principles for reasonable work allocation prescribed in this Clause. The mechanism will prescribe allocation for work which reflects a fair average assessment of the time to perform the work to a professional standard.

41.5.5 Individual work allocations

41.5.5.1 Individual work allocations will be determined by the Head of the relevant organisational unit , or nominee, in consultation with the employee and will be transparent, equitable and consistent with the work allocation model of the respective Division. The supervisor and the employee will discuss and agree on an appropriate allocation of teaching and teaching related activities, and scholarship, research and service, as appropriate. The Head will ensure that work allocations are distributed equitably and consistently amongst academic staff and that employees do not have an unreasonable work allocation. Once the allocations are determined they will be available to all employees of the unit.

41.5.5.2 To ensure that the work allocated of academic staff is fair and reasonable, the work allocation across the three (3) areas for individual academic employees will not exceed the standards of reasonable work allocations prescribed in this Clause and will be consistent with a fair average assessment of the time required to perform the work to a professional standard.

41.6 Work allocation disputes

41.6.1 Employees should raise any concerns regarding work allocation/s with their supervisor. Options and strategies to address the work allocation concerns can be discussed and where agreed, implemented and monitored. Where discussions with the supervisor fail to resolve work allocation concerns, the employees, or their Nominated Representative, may seek a review of the work allocation.

41.6.2 The employees, or their Nominated Representative, will raise the concerns regarding work allocation with the Executive Dean/Manager. The Executive Dean/Manager, having regard to the relevant guidelines and standards, will review the concerns in consultation with the employee/s, their Nominated Representative, and their supervisor/s. Where a meeting is held with the Executive Dean/Manager to discuss the concerns, the employee may be assisted by their Nominated Representative.

41.6.3 A Union, covered by this Agreement, may raise concerns about work allocations in a work area with the Executive Director for discussion and resolution. Where the concerns remain unresolved, the Executive Director will forward the concerns to the Work Allocation Review Panel in accordance with Clause 41.6.4 and conducted in accordance with Clause 41.6.5.

41.6.4 Where the work allocation concerns remain unresolved, employees, or their Nominated Representative, can make a case in writing to a Work Allocation Review Panel established in accordance with Clause 41.6.3, comprising the Executive Director, and an employee nominated by the employee representatives on the Staff Consultative Committee for a review of the work allocation conducted in accordance with Clause 41.6.5.

41.6.5 The review will be conducted expeditiously, having access to all relevant information, and records and have regard to the relevant guidelines and standards. The Panel will consult with the employee/s, and their Nominated Representative, and relevant supervisors. Where a meeting is held with the Executive Dean/Manager to discuss the concerns, the employee may be assisted by their Nominated Representative.

41.6.6
The Panel will provide a work allocation review report on whether or not the work allocation/s of the employee/s or the work area are reasonable and equitable and whether or not the relevant principles and standards of this Agreement and the Work Allocation Procedure have been followed. The report will, where necessary, make recommendations to the Executive Dean/Manager to ensure the relevant principles and standards are appropriately applied and that work allocations are reasonable and equitable. The Executive Dean/Manager will liaise with the supervisor to ensure any recommendations are implemented.