Code of Good Practice for Heads Of Department for Allocation of Workloads for Academic Staff

  1. Heads of Department are responsible for allocating duties in a fair, reasonable and open manner giving as much advance notice as possible. Staff should raise any concerns regarding allocation of workloads with their Head of Department.

  2. When allocating work, Heads of Departments should ensure that, as far as possible, the total duties of each staff member are taken into account, including University wide responsibilities (committee membership, etc), as well as agreed external activities.

  3. Individuals are not expected to work excessive hours for sustained periods and should take regular breaks from work on a daily, weekly and annual basis.

  4. Subject to 3 above, academic staff are expected to take full responsibility for organising their own time in order to undertake agreed duties and are expected to demonstrate flexibility in order to meet changing and fluctuating demands.

  5. All staff are dependant for their continued effectiveness on renewing and updating their expertise and knowledge. Professional development should therefore be considered a normal part of staff duties and allowances should be made in workload allocation.

  6. Heads of Department are reminded of the University’s Equal Opportunities Policy, the Excellence Through Inclusion strategy and the Staff Wellbeing initiatives. Heads of Departments need to demonstrate reasonable flexibility to accommodate diverse needs (e.g. religious holidays, care of dependants etc).

  7. Heads of Department are reminded of the legal requirement to allow reasonable time off for trade union activities and of the University’s policy on the different types of other leave, for example Study, Special and Additional Leave.

  8. Heads of Department should ensure that Probationary academic staff are given a manageable workload as set out in the University’s Probation Policy and Guidelines for Academic Staff document.

  9. Where staff are part-time, care must be taken to ensure that they do not carry a proportionally higher workload.

    Should you have any queries with regard to any aspect of the above document or the related policies/procedures, please contact your customary S/HR Adviser.

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Last Updated: 10/10