WAM Principles & Aspirations

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Last updated: 18 May, 2020
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Principles

The University requires all departments to have a workload allocation model that meets the following criteria:

  • The model is transparent and visible throughout the Department, and has been developed through consultation with colleagues in the Department.
  • The model should cover all academic staff and might be applied also to research-only staff if felt appropriate (Departmentally we don’t apply our work allocation model to research-only staff).
  • The unit for workload allocation should be hours.
  • That any activities undertaken by staff which are expected by the department should be reflected in the workload allocation within the broad categories of teaching, research, scholarship and citizenship (in our model “Administration” covers citizenship.)

The department workload allocation model was established in 2012. Its principles are described below. Minor modifications in the allocation of hours to tasks have occurred episodically and are approved by DMT annually. The time allocations and administrative jobs listed were substantially discussed and revised in consultation with all staff in 2017-18 in response to the 2017 staff survey; further changes have been made for 2020/21 in line with the leadership team's work on the accountability structure; additional one-off allowances have also been made to reflect the impact of Covid-19.

The workload allocation model is revised annually and assumes a working year of 1665 hours (37 hours x 45 weeks).

The model aims to align work allocation with our priorities for research, learning, student experience etc with reasonably realistic estimates of time inputs. The model is approximate and timings are indicative rather than rigorous and inflexible.

Environment and Geography staff often go beyond the call of duty in the time and effort they devote to the Department and the model should not dampen enthusiasm or commitment to our students, our research, or any other work-related activity. Rather, it is intended to allow the Head of Department to assign roles strategically and as fairly as possible.

Aspirations

The WAM aims to provide a fair representation of colleagues' workloads as they currently stand. However, current constraints mean that we can't allocate work immediately to match our future aspirations. As we move towards becoming the most influential environmental department by our 40th birthday, we are therefore aiming to :

  • Ensure that we can accommodate research buyouts effectively and fairly, by bringing individuals' overall workload allocation to below 100% including buyouts;

  • Increase total time for research (departmentally-funded and bought-out) for staff on ART contracts to at least 40% of the total allocated time;

  • Develop our professional services capacity, to move administrative workload away from academic colleagues, aspiring to spend less than 20% of total academic time on administration;

  • Grow our teaching & scholarship team and increase their capacity for leading on learning and teaching developments;

  • Move towards teaching that is effective yet efficient, and ensure our assessment load is meaningful but manageable;

  • Build capacity to react to opportunities and challenges at short notice without overloading staff;

  • Ensure the WAM is underpinned by considerations of equality, diversity and inclusivity, and our impact on the environment.