Workload presentation and workshop 1st November 2021

Workload Allocation Workshop 1 November 2021 Workload Handbook 2021-22 latest (9-6-21) annotated by PW

Workload allocation is part of your contractual terms & conditions

Above is the script and the latest Workload Handbook

These are the rough notes of Penny Welch’s presentation and the discussion that followed.

If contractual limits are breached, members not protected from stress, quality of provision under threat, failing duty of care

Do initial calculation yourself, especially as some line managers not v good 1.2.2 guidance isn’t interpretation but contractual

Uni operates all year round, but staff don’t

30th June is the deadline for WLA to be agreed

2.10 important paragraph

4.8 clear statement


Hours are maximums not targets


Observations are teaching hours? Travel time and feedback? Stuck with this travel time problem – should be in NSD. Inequitable if you are travelling and others not. (European Travel Time Directory) Campaign with UCU Reps

Programme leader  – problem because award word used not applied equitably  – have to be given time for work you do

Are we still working on temporary COVID WLA? – No.  Blended learning 75/25 students 4 hours pr week TRPM not being received – 2.10 para what students get you get with prep and marking time  Only mod leaders have TRPM. This is Rubbish

Placement personal tutors 9 hours per student used to be 18;  this is  AAM

Assessment and teaching 2 hours teaching 2 hours marking but can’t do the marking in that time – mismatch then redistribute or extra hours

If mark essays but do not teach the students  – not good pedagogically – use UG diss tariff 4 hours for 20 credit diss – count as teaching

WLA cover for staff on sickness absence. Handbook falls down here – important  – cover is teaching and if up to hours then can’t be asked to cover. Cover not NSD

How can we challenge without annoying LM? Be super reasonable and do calculations for them. Solve problem without WLR committee. Nicest possible way then mtg with rep, then WLRC

L/SL question L doing SL duties – not implemented fairly across UoW. We need transparency so that we can challenge.

Research: supervisors taken away without discussion when there is more UG teaching. Not fair on staff or students.

Meetings: if belonging to more than one team, invited to many more meetings – keep a record as evidence of needing more hours.

UCU reps can support individuals but from this meeting it is clear there are departments which are pockets of poor practice and it would be good to get members together to challenge

Resolution passed

Resolution passed unanimously at Walsall Branch Meeting Monday 22nd March 2021

We are concerned about the impact of a sudden change to module level evaluations. We recognise the exceptional academic year we find ourselves in, and raise the following queries:

  • We are concerned about the lack of context to the data and its overall quality.
  • We are concerned that the data does not recognise the exceptional difficulties that this year has brought, and the difficulties students and staff have faced.
  • We are concerned about the ‘name and shame’ policy, and the FE approach within a HE institution.
  • We are concerned about workload allocation and the addition of further work into already full workloads.
  • We note problems with the timing. Year-long modules are not recognised, and March resit periods are not reflected within the data.

Covid-19: UCU response and guidance

In light of the coronavirus pandemic, the UCU national executive committee (NEC) resolved on Friday to take steps to ensure the safety of staff and students in all the sectors we represent.

These steps have become all the more urgent in light of the government’s newly announced advice, including to avoid all unnecessary travel and work from home where possible.

I am writing to heads of institutions in the further and higher education sectors and to the secretary of state for education, setting out UCU’s priorities for protecting staff and ensuring that they do not suffer any detriments in their pay or working conditions as a result of the outbreak. I have also written to employers in prison education* on behalf of our members in that sector.

In brief, UCU is asking that employers:

  • take immediate steps to shut down their institutions’ core functions
  • institute a pause before asking staff to move teaching and other face to face activities online, for consultation with UCU and avoidance of any costs to staff or detriments to their working conditions
  • provide clear guidance, agreed with UCU, about working from home
  • pay staff on temporary, fixed-term and other casual contracts in line with their typical duties, irrespective of any interruption
  • acknowledge their statutory health and safety obligations and the rights of staff to take action to protect themselves and their students.

At the same time we have also taken legal advice and produced guidance for members on coronavirus and their rights at work. For more general information on your rights at work, click here.

We are also producing further advice to branches on the demands which they should be making of their employers, which will be circulated to officers in your branch soon. Finally, we will also be making announcements about UCU events that are scheduled to take place over the next few months.

I will be in touch with regular updates as the outbreak develops.

Jo Grady
UCU general secretary

Resolution calling on the OVC to demonstrate its commitment to genuine consultation: 3rd of May 2017

  1. UCU Negotiating Committee calls on OVC to demonstrate its commitment to genuine consultation on the MARS document by:


  1. a) agreeing a schedule of meetings in May and June 2017 with UCU and UNISON representatives
  2. b) completing this schedule of meetings and considering all the points made by both unions before moving to implement any aspect of the document
  3. c) advising Deans, Directors and line managers of all staff of a) and b) above



  1. UCU Negotiating Committee calls on OVC to demonstrate its commitment to genuine consultation on ‘The Wolverhampton Academic’ proposals by:


  1. a) agreeing a schedule of meetings in May and June 2017 with UCU representatives
  2. b) completing this schedule of meetings and considering all the points made by UCU before moving to implement any aspect of the document
  3. c) withdrawing the VC’s videos from circulation
  4. d) advising Deans and line managers of academics of a) to c) above

Resolutions passed unanimously: Mutually Agreed Resignation Scheme (MARS) & ‘The Wolverhampton Academic’

As you can see below, we are expecting a formal response by May 22nd to the following two resolutions; this is in addition to the expected response to the resolutions that we informed you about yesterday, regarding the consultation process relating to the two documents.

UCU Regional Officials have indicated to us that until the OVC has engaged in meaningful and productive consultation with UCU, members should be advised not to comply with any of the initiatives contained within either of the OVC documents. Please get in contact with your UCU faculty rep if you come under pressure to do so. We will keep members updated on developments.


Yesterday, UCU Negotiating Committee notified the Offices of the Vice Chancellor of the following resolutions

which were unanimously passed at the emergency meeting of May 3rd:


UCU Negotiating Committee Emergency Meeting Wednesday 3 May 2017

Resolutions passed unanimously

  1. Mutually Agreed Resignation scheme (MARS)

UCU Negotiating Committee notes the contents of the Mutually Agreed Resignation scheme proposals and finds the document as it stands unacceptable. We believe that the intention of the employers is to bypass their legal responsibilities with respect to redundancy and avoid the requirement to consult with trades unions. We seek answers from OVC to the following questions as a matter of urgency so that we can report back to branches no later than 22 May 2017.

  1. What is the exact definition of ‘restructures’ on p. 1?
  2. What is the exact definition of ‘organisational change activities’ on p. 1?
  3. What will be the exact contents of the ‘Settlement Agreement’ on p. 2? Does it include a gagging clause?
  4. How will the avoidance of less favourable treatment (p. 1) be monitored?
  5. What are the financial and other benefits to the University of using this scheme rather than paying statutory redundancy?
  6. Would employees leaving the University under this scheme be better-off financially than if they were made compulsorily redundant?
  7.       Has the scheme been trialled already in any part of the University? If so, has it been evaluated and what are the conclusions of that evaluation?


  1. ‘The Wolverhampton Academic’

UCU Negotiating Committee rejects the Wolverhampton Academic paper and regrets that the intentions behind it were not discussed with UCU before the document was finalised and published to Deans, Associate Deans and Heads of Department.

Notwithstanding verbal assurances from Ian Oakes, the DVC who presented it to UCU at a meeting on 28 March 2017, that there is no intention to change lecturers’ contractual terms and conditions, the document needs substantial amendment before that claim can be justified.

We seek the following changes as a matter of urgency.  We are due to report back to branches no later than 22 May.

  1. All obligatory training to be accounted for under Non-specific Duties and not under SMRSA
  2. Confirmation that the definition of SMRSA is as contained in our contract
  3. The term ‘Enterprise’ to be removed from the role profiles section
  4. A peer system rather than a hierarchical system of classroom observation to be reinstated.
  5. The appraisal system to remain developmental and not judgmental
  6. The requirement to inform line managers when working off campus to be removed.
  7. The divisive and quasi-performance-related pay scheme on pp. 10-11 to be removed from the document
  8. The entitlement to 20 working days continuous leave between June and September to be explicitly protected


Sent on behalf of the UCU Negotiating Committee, University of Wolverhampton