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AHEIA Higher Education HR Conference, Compacts, Culture, Change Adelaide, 5 May 2011

AHEIA Higher Education HR Conference, Compacts, Culture, Change Adelaide, 5 May 2011. Casual Academic Employment : Present and Future Grahame McCulloch NTEU General Secretary. Historical Industrial Background.

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AHEIA Higher Education HR Conference, Compacts, Culture, Change Adelaide, 5 May 2011

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  1. AHEIAHigher Education HR Conference, Compacts, Culture, ChangeAdelaide, 5 May 2011 Casual Academic Employment : Present and Future Grahame McCulloch NTEU General Secretary

  2. Historical Industrial Background • Embryonic mass system: Academic Salaries Tribunal (1980-81) – casual rates of pay, 60% rule and academic apprenticeship • Early mass system: Academic Award Restructuring (1991-93) – national industrial awards, Unified National System, academic apprenticeship and industry engagement, PhD payment and introduction of Level A.

  3. Historical Industrial Background • Adolescent mass system: Hybrid of enterprise bargaining and national industrial awards (1995-2000) – HECE Award regulation of fixed term employment, detailed casual rates including marking preparation and specialised categories, entrenchment of standards in enterprise agreements. • Mature mass system: Primacy of collective bargaining with core awards (2000-present) – quantitative limits on casual labour (until 2005), elimination of 60% rule, suppression and restoration of HECE limitations, separate pay for casual marking, small scale casual conversion/career development opportunities.

  4. Current Trends and Issues • Distribution of academic labour: 60% tenured, 20% fixed term, 20% casual on FTE basis, 50-60% of undergraduate teaching performed by casual labour, wide variation by institutional type. • Diversity of casual academic labour: reflected by Coates/Goedegebuure taxonomy with big majority as apprentice, treadmill or freelancer.

  5. Current Trends and Issues • Pressure to unbundle academic labour: balance of teaching, research, scholarship and community engagement, demand driven investment decisions, research assessment and allocation systems (ERA), inadequacies of funding base particularly in newer and/or regional universities. • Supply and demand: future and value of PhDs, salaries and working conditions, competition from other sectors.

  6. Current Trends and Issues • Teaching intensity rhetoric and reality: high incidence of teaching intensive workload models and/or teaching intensive positions for tenured academic staff (around half of the sector). • Limits and problems of casual academic labour: quality of student experience, lack of career development, low incomes and benefits, gender segmentation and erosion of competitiveness of academic profession.

  7. Future Possibilities • New peak union/management relationship: national career development strategies (NTEU Budget Submission), workforce planning, defining academic work, parity of esteem for teaching and research, data collection. • Bargaining Round 6: the future of Level A, academic salary and classification structures, a new value for PhDs, converting casuals to fixed term or continuing, resources and collegial life.

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