THE UNIVERSITY OF NEW ENGLAND
PART 1 – APPLICATION AND OPERATION OF AGREEMENT
1. Agreement Title
This Agreement shall be known as
The University of New England Academic Staff Certified Agreement
2000/2003.
2. Arrangement
This Agreement shall be arranged as follows:
PART 1 – APPLICATION AND OPERATION OF AGREEMENT
1. Agreement Title
2. Arrangement
3. Parties Bound
4. Period of Operation
5. Relationship with other Awards and Agreements
6. Definitions
7. Commitments
PART 2 – ORGANISATIONAL CHANGE AND COMMUNICATION
8. Introduction
9. Organisational Change
10. Consultative Frameworks for Organisational Change
11. Policy Development
12. Workplace Reviews
PART 3 – SALARIES, ALLOWANCES AND RELATED MATTERS
13. Payment of Salaries
14. Salaries and Performance Dependent Increases
15. Performance Bonus for Academic Staff
16. Research
17. Consultancy
18. Subject/Course Co-ordination Allowance
19. Teaching Assistant Positions
20. Superannuation
21. University of New England Academic Staff Conditions Award
PART 4 – EMPLOYMENT STATUS AND RELATED MATTERS
22. Academic Workload
23. Probation
24. Promotion
25. Academic Staff Performance Review
26. Flexible Working Arrangements
27.
Flexible Teaching Year
28.
Workforce Planning
29. Primary Place of Employment
PART 5 – LEAVE AND RELATED MATTERS
30. Family and Community Leave
PART 6 – CESSATION OF EMPLOYMENT
31. Transfer
32. Resignation
33. Redundancy
34. Medical Retirement
PART 7 – UNSATISFACTORY PERFORMANCE/DISCIPLINARY PROCEDURES
35. Disciplinary Procedures for Unsatisfactory Performance, Misconduct and Serious Misconduct
PART 8 – GRIEVANCE AND DISPUTE RESOLUTION PROCEDURES FOR THE AVOIDANCE OF INDUSTRIAL DISPUTES
36. Grievance and Dispute Resolution Procedures for the avoidance of industrial disputes
PART 9 – LODGEMENT OF AGREEMENT
37. Lodgement of Agreement with the Australian Industrial Relations Commission
SCHEDULE A:
Salaries
SCHEDULE B:
Identified Targets
3. Parties Bound
This Agreement shall be binding according to its terms upon:
3.1 The University of New England;
3.3 The National Tertiary Education Industry Union (NTEIU); and
3.3 all employees whose employment is subject to this Agreement
4. Period of Operation
This Agreement shall take effect from the first pay period to commence on or after the date of certification and shall remain in force for a period of thirty-six (36) months.
5. Relationship with other Awards and Agreements
5.1 With exception to the Awards listed in clause 5.2, this agreement supersedes all previous industrial agreements including but not limited to:
(a) the University of New England (Academic Staff) Enterprise Agreement 1997; and
(b) any other Registered Industrial Agreements;
between the parties.
5.2 This agreement operates in conjunction with the following Awards as they are varied from time to time:
(a) Universities and Post Compulsory Academic Conditions Award 1995 or its replacement;
(b) Tertiary Education Superannuation Scheme (TESS) Superannuation Award 1988.
5.3 This agreement operates to the exclusion of the Higher Education Contract of Employment Award 1998.
5.4 This agreement will prevail over any of the above listed awards to the extent of any inconsistency.
6. Definitions
In this Agreement, unless the contrary intention appears, the following words and phrases shall mean:
"Academic staff" shall mean and refer to all academic staff members of the University, but does not include:
§ general staff employees;
§ Vice Chancellor, Pro Vice-Chancellors and Deans;
§ Persons employed principally to teach ELICOS, TESOL and other non-Award English language courses in English training centres;
“Act” means the Australian Workplace Relations Act 1996 as amended from time to time.
"Award" means those awards as prescribed in Clause 5.
"Consultation" means that the parties shall confer and the views of all parties will be considered prior to management taking a decision.
“Degree/Awards” means approved programs of the University of New England;
“DETYA” means the Department of Education, Training and Youth Affairs;
"Fixed Term Contract" means any full time, part time or fractional contract of employment for a fixed period of time including a starting and finishing date and may include job sharing.
“Management” means a group of people within the University who are responsible for decision making associated with the management of its activities and the accomplishment of its goals and objectives by the planning, directing, controlling and co-ordinating of the University’s activities and resources.
“Negotiation” means that the parties will confer on the issue being considered and every attempt will be made to reach a mutually agreeable outcome.
"Ordinary rate of pay" means the gross rate of pay of an employee's substantive position free of all loadings, bonuses and allowances.
“Parties” shall mean and refer to the University of New England, the National Tertiary Education Industry Union, and all academic staff of the University subject to this Agreement.
"Redundant position" means a position that is identified as surplus to the needs of the University.
"Retrenchment" means the termination of employment of an employee whose position has been declared redundant and whom the University is unable to redeploy or transfer.
“Significant impact” means where major changes in the composition, operation or size of the employer’s workforce and the elimination or major reduction of job opportunities as a result of economical, technological or structural change.
"Student" means a student enrolled in a course of study offered by the University of New England.
"Transfer" means the movement or relocation of an employee from one job or workplace to another at their substantive level.
"Union" means the National Tertiary Education Industry Union (NTEIU).
"University" means The University of New England.
“Vice-Chancellor” shall mean and refer to the chief executive officer of the University, or, where applicable, a person acting in the Vice-Chancellor’s position.
7. Commitments
The parties recognise that the long term success of the University of New England depends upon its ability to compete with other Australian Universities and with other Universities worldwide. At the same time there is a need for co-operation, collaboration and the ability to attract Australian and international students, in a climate of reduced certainty, to establish a predictable student base. Achievement of such goals must also guard and be pursuant of the highest academic standards.
Within the current economic environment the parties also recognise the need for necessary resource management of the University in order to achieve a strong financial position and increase revenue from sources other than government operating grants.
The parties agree that through sound planning, strong management and budgetary principles, and the development and implementation of strategies, performance indicators and improved communications the University will be better placed to maintain and enhance its academic excellence in teaching and research and in serving its different communities.
PART 2 – ORGANISATIONAL CHANGE AND COMMUNICATION
8. Introduction
The parties agree that major institutional change is necessary in order to enhance the competitiveness and financial viability of the University in the national and international educational environments, given the substantial changes in federal government funding arrangements over the past five years and the further substantial alterations signaled through announced major policy shifts.
In addition, the parties acknowledge that the enabling legislation and statutes of the University impose responsibilities and obligations upon its management with regard to matters of institutional policy or discretion, inter alia, the mission of the University, organisational structure, staffing profiles and levels, budget and resource allocation and employment and management of staff.
In line with this position, the University will look to initiate and complete changes in relation to, but not limited to, areas such as:
· Greater flexible learning and teaching delivery; and
· Increased international delivery and full-fee paying student enrolments.
The Union agree to co-operate in these matters as part of its responsibility to secure the future of the University and its employees.
9. Organisational Change
9.1
Principles
The parties agree that where the carrying out of the University’s responsibilities and obligations will cause changes which are likely to have significant impact upon academic staff, the University will notify the affected academic staff and union in accordance with the following procedures.
Any organisational change effective on or after the date of certification of this Agreement will be governed by and in accordance with the provisions of this clause.
9.2
Consultation arrangements
After the University has formed a clear intention to change its current arrangements but before a decision has been made, the University shall consult as soon as practicable with the academic staff likely to be affected and with the union concerning the nature of the changes and the effect the changes are likely to have on the academic staff concerned.
The University shall provide the affected academic staff and the union with relevant information, provided that the University shall not be required to disclose confidential information which would be inimical to its interests.
The University shall allow a period of fourteen (14) days for consultation and shall give consideration to matters raised by the affected academic staff and/or union.
9.3
Implementation
After reaching a final decision to make the changes, the University shall inform those affected on the introduction of the changes, the effect the changes will to have on the academic staff concerned and the anticipated time frame for implementation of the change.
10.
Consultative Framework for
Organisational Change
To assist in the effective implementation of organisational change as outlined above, the University will develop appropriate policies and procedures for the operation of a consultative framework.
11. Policy Development
The University will consult with
the Union and academic staff to ensure that all aspects associated
with change to employment policies have been considered before a
final draft is implemented by the University.
12.
Workplace Reviews
The parties agree that the
University has the right to review any area of academic activity
within its operation.
PART 3 – SALARIES, ALLOWANCES AND RELATED MATTERS
13. Payment of Salaries
The University will make monthly salary payments, (in arrears) through electronic funds transfer into a bank, credit union or other financial institution account nominated by the employee and acceptable to the University.
In exceptional circumstances, cheques may be drawn at the discretion of the University.
14. Salaries and Performance Dependent Increases
As a result of productivity and efficiency initiatives incorporated within this Agreement, academic staff members to whom this agreement applies will receive a flat salary increase payable as follows:
(a) 1% effective from the first pay period on or after six months from certification of this Agreement;
(b) 1% effective from the first pay period on or after 1 July 2001;
(c) 2% effective from the first pay period on or after 1 July 2002; and
(d) 2% effective from the first pay period on or after 31 March 2003.
The parties agree that the flat salary increase outlined above are contingent on the implementation of the initiatives incorporated within this Agreement and as outlined in Part A of Schedule B.
Furthermore, additional performance dependent increases will be payable to staff where productivity goals and targets as identified in Part B of Schedule B are achieved. Productivity goals and targets are drawn from the University's Strategic and Operational plans.
Salaries inclusive of the flat salary increases above are set out in Schedule A of this Agreement.
15. Performance Bonus for Academic Staff
In addition to the annualised rates of pay included in Schedule A, full-time academic staff may receive up to three (3) annual bonus payments during the life of this agreement. A lump sum bonus of 1% of annual salary will be awarded to all academic staff for each additional block of 300 EFTSU of full fee paying students (excluding international students) enrolled at the University above the University target enrolment as set in profile deliberations each year.
16. Research
In order to further enhance the University’s research status it is necessary to provide incentive to those staff that pioneer and further enrich local and international communities through their commitment to academic pursuits. To achieve these goals, the University will implement the following strategies:
§ At the discretion of the Head of School/Dean academic staff may be allowed to undertake reduced teaching loads on the basis of increased research with agreed output targets;
§ The University will provide seed funding to establish 6 new funded research centres over the period of the agreement;
§ The University will develop and implement policies and procedures which will compensate academic staff with a conference support grant of $1000 for each individual research, scholarship or contract grant/fund they attract to the University in excess of $35,000.
17. Consultancy
The University will implement the following strategies:
§ Allow academic staff to undertake as much consultancy as desired (i.e. no limit on number of days) subject to agreement with the Head of School in reference to other required duties and responsibilities;
§ All such consultancy shall be processed through an agreed costing template which is registered with Finance and has a specified account number;
§ Review the current overhead distribution models;
§ Undertake to provide GST support to all consultancies registered through the University with a specified account number.
§ Recognise all such consultancies within promotion applications so long as those consultancies are approved by and registered with the University.
18. Subject/Course Co-ordinator Allowance
Where a full-time academic staff member at Level A is required to undertake the co-ordination of a teaching unit for a minimum of a semester, the staff member will be paid an allowance for the duration of such duties which equates to the difference between the staff member’s substantive salary and Base Level B.
Where an academic staff member below Level C is required to coordinate awards for the minimum of a semester, the staff member will be paid an allowance for the duration of such duties which equates to the difference between the staff member’s substantive salary and Base Level C.
19. Teaching Assistant Positions
The University may employ suitable people, predominately but not limited to postgraduate students of the University, as Teaching Assistants. A Teaching Assistant shall be appointed for a period of up to five (5) years at a designated fractional appointment commencing at a Base Level A salary. A person occupying this position will be responsible to the relevant Head of School or his/her nominee, and shall, for example, conduct tutorials and demonstrations, mark essays and assignments, conduct field trips and be available for student consultation as required. The respective duties will be negotiated with the relevant Head of School.
20. Superannuation
The University shall make superannuation contributions in accordance with its legal obligations.
21. University of New England Academic Staff Conditions Award
The parties shall confer, develop and ratify an Award within twelve (12) months of certification of this agreement that identifies core employment conditions for Academic staff at the University.
PART 4 – EMPLOYMENT STATUS AND RELATED MATTERS
22. Academic Workload
The workload of each academic staff member shall derive from the formal statement of duties for the position concerned and be determined by the Head of School or her or his nominee after consultation with the academic staff member.
As a general principle, workloads shall be flexible to allow academic staff members to engage in a balance of teaching, research, and associated professional work to accommodate individual strengths and to enable the University to organise teaching and research in a manner which can accommodate changing demands and priorities. Other principles such as equity, responsiveness, transparency and relevance shall be considered deriving workload.
It is recognised that some staff at the discretion of their Head of School may undertake increased research loads with reduced teaching loads, or vice-versa, for agreed periods.
23. Probation
Academic staff appointed to fixed-term or continuing positions may be subject to a period of probation of up to five (5) years. On offer of appointment, academic staff will be provided with details on the length and terms of the probationary period.
24. Promotion
Within six (6) months of certification of this Agreement, the University will review the promotions procedures to simplify the administrative processes and to reflect increasing diversity of academic work. Eligibility for promotion shall be once every two (2) years.
25. Academic Staff Performance Review
An academic staff performance review scheme will be developed and implemented by the University to assist:
(a)
staff to develop academically and professionally through self
review, goal setting, collaborative action planning and evaluation
and to provide them with reliable information on the
University’s expectation of performance especially in relation
to confirmation of continuing employment, probationary appointment to
a continuing position, promotion and incremental progression;
(b) achieve desired goals as they relate to the University’s Strategic Plan.
The University will establish a performance review scheme that will involve all academic staff and which will be implemented within six (6) months of the certification of this agreement. The scheme will be reviewed within twelve (12) months of its implementation.
This scheme will also apply to teaching assistants.
26. Flexible Working Arrangements
Flexible working arrangements may be entered into between a Dean/Head of School and academic staff in order to accommodate the work and family commitments of employees and where such arrangements can be accomodated without additional costs to the University or impact on University operations or the workload of other staff. Such arrangements will adhere to the University’s policies on EEO. The relevant Personnel Officer must be advised before any proposal for such arrangements is implemented. Flexible working arrangements may include job sharing.
27. Flexible Teaching Year
The parties agree that the University may implement changes to working arrangements to establish a flexible teaching year. Implementation of such a change will involve staff in the process of establishing appropriate strategies for implementation. A flexible teaching year will provide opportunities to achieve such gains as:
§ Increased flexibility in staff patterns of work;
§ Enhanced research opportunities for staff;
§ Increased flexibility in patterns of study for students;
§ A greater share of the student market;
§ Improved University revenue.
Policies and strategies related to the implementation of a flexible teaching year will be developed and implemented by the University within six (6) months of the certification of this agreement and will be reviewed after twelve (12) months.
28. Workforce Planning
The parties recognise the unique circumstances associated with the geographic location of the University of New England. It is also recognised that attracting, developing and retaining high quality staff is a core objective of the University.
In order to achieve this objective, the University will implement a workforce planning policy and procedure within twelve (12) months from certification of this Agreement.
29. Primary Place of Employment
Normally,
the primary place of employment of employees whose employment is
subject to this agreement shall be the Armidale campus of the
University of New England, Madgwick Drive Armidale New South Wales,
unless otherwise determined by the University in order to meet the
operational requirements of the University
The
University retains the right to require staff to undertake duties at
other locations as directed.
Employees shall attend their primary place of employment as reasonably required by their supervisor to carry out duties.
PART 5 – LEAVE AND RELATED MATTERS
30. Family and Community Leave
An academic employee (other than a casual academic employee) shall be credited with eight (8) days Family and Community leave with pay on 1 January each year (or pro rata in the academic employee’s first year of employment calculated from the date of the academic staff appointment) for the mixed purposes of family/carer leave, compassionate/bereavement leave, religious and cultural leave.
Family and Community leave is non-cumulative.
The Family and Community leave is available where an academic employee (other than a casual employee) is unable to attend work because of:
(a) unexpected family/carers responsibilities including caring for an ill or incapacitated child, spouse, partner, parent, grandparent, grandchild or other family or household member, and providing care during the unexpected temporary absence of the usual carer, including during the unexpected closure of a child's school; or
(b) bereavement/compassionate reasons on account of the death of an employees spouse, partner, parent, grandparent, grandchild, child, sibling, or other reasons of a compassionate nature given in writing and accepted by the University; or
(c) religious and/or cultural reasons such as for an employee to attend or participate in particular religious or cultural activities given in writing and accepted by the University.
Family and Community leave may be taken for periods of half the ordinary daily hours or greater. For the purpose of this clause, ordinary daily hours shall mean seven (7) hours per day.
An academic employee who is unable to attend work due to the need to take Family and Community leave shall inform their Head of School as soon as practicable stating the nature of the leave requested and the estimated duration of the absence.
If leaving work due to the need to take Family and Community leave, an academic employee shall inform their Head of School before doing so, unless there are extenuating circumstances rendering this impossible.
PART 6 – CESSATION OF EMPLOYMENT
31. Transfer
Notwithstanding any other provision of this Agreement the University reserves the right to transfer any member of academic staff into any reasonable position at their current substantive classification.
32. Resignation
Unless
otherwise approved by the relevant Dean, Academic staff shall provide
at least six (6) months notice of their intention to resign from the
University.
33. Redundancy
This clause replaces and overrides clause 11 of the Universities and Post Compulsory Academic Conditions Award 1995.
Any redundancy of academic staff effective on or after the date of certification of this Agreement will be governed by and in accordance with the provisions of this clause.
33.1
Procedure and Severance Payment
Where it appears likely that there will be redundancies, the University will initially notify the Union of the situation, and provide details of:
§ the circumstances giving rise to potential redundancies;
§ which employees may be affected;
§ the action the University intends to take to resolve the matter,
and invite the Union to discuss the matter.
Academic staff who are potentially affected will be kept informed of developments in any situation likely to lead to redundancies.
A period of twenty eight (28) calendar days shall apply for discussion with the Union and academic staff whom the potential redundancies may affect.
Once the University has determined that jobs are not required and there will be excess academic staff, the excess academic staff will be identified and declared redundant.
The University will provide twelve (12) weeks notice to excess academic staff of when their employment will be terminated as a result of the redundancy and provide them with the following options:
(a) they may elect to leave immediately at which time they will receive an amount equal to the balance of the twelve (12) weeks pay in lieu of the period of notice; or
(b) they may elect to work out the notice period.
Academic staff who elect option (a) will receive an additional four (4) weeks pay.
In addition to the notice period, academic staff will be paid a redundancy payment of:
(i) a sum calculated at the rate of two weeks’ salary for each year of completed service with the University, to a maximum of 52 weeks; and
(ii) payment of any long service leave and annual leave entitlement;
Academic staff over 45 years of age will receive an additional two (2) weeks pay.
All benefits under this clause shall be calculated on the academic staff members salary at the date of cessation of employment.
34. Medical Retirement
The University may require, in writing, an academic staff member whose capacity to perform their duties is in doubt to undergo a medical examination by a medical practitioner chosen by the University. The University shall meet any such medical expenses.
Procedures for medical retirement shall be in accordance with University policy.
PART 7 – UNSATISFACTORY PERFORMANCE/DISCIPLINARY PROCEDURES
35. Disciplinary Procedures for Unsatisfactory Performance, Misconduct and Serious Misconduct
Prior
to the University taking action against an academic staff member for
unsatisfactory performance, misconduct or serious misconduct, an
investigation will be conducted in accordance with the University's
policy on "Disciplinary Procedures for Unsatisfactory Performance,
Misconduct and Serious Misconduct".
PART 8 – GRIEVANCE AND DISPUTE RESOLUTION PROCEDURES FOR THE AVOIDANCE OF INDUSTRIAL DISPUTES
36. Grievance and Dispute Resolution Procedures for the Avoidance of Industrial Disputes
36.1 Procedures
for Settling Grievances of Individuals
In the event of dispute involving an individual the following procedures shall apply:
(a) An aggrieved member of academic staff shall raise the issue formally with their Supervisor/Head of School and may include a Union delegate or another staff representative in discussions.
(b) If not resolved, the matter shall be referred to a conference of the individual; the Head of School/Dean; the relevant Personnel Officer and a nominated Union/staff representative.
(c) Should the matter remain unresolved, a further meeting shall be convened between the individual; the Manager, Industrial Relations & Workplace Change (or representative); a Union or staff representative and may include the relevant Head of School/Dean.
(d) If the grievance still remains unresolved, the complaint will become an industrial dispute. Such matters are to be dealt with as provided in clause 36.2.
36.2 Procedures
for Settling Grievances of Parties other than an Individual
Where any dispute arises as to the application of this Agreement the following process shall apply:
(a) In the first instance, an accredited representative(s) of the union and the appropriate representative(s) of the University shall discuss the dispute and attempt to reach agreement within fourteen (14) calendar weeks of the dispute first being raised.
(b) Where a dispute is not resolved under clause (a) above, at the request of either party, a Disputes Panel shall be convened within fourteen (14) calendar days unless agreed otherwise. The Dispute Panel shall consist of two (2) University nominees and two (2) union nominees.
(c) The Disputes Panel shall convene within fourteen (14) calendar days of the matter being referred to it and shall attempt to resolve the matter with one working week of its first meeting. Any resolution shall be in the form of a written Agreement subject, if necessary, to ratification by either party.
Should the dispute not be resolved by the processes referred to above, the matter may be referred to the Australian Industrial Relations Commission for conciliation or arbitration by either party in which case the parties shall be bound by any recommendation or decision of the Commission.
No industrial action of any kind shall be pursued by either party whilst these procedures are being followed, up to and including the initial hearing of the issue before the Australian Industrial Relations Commission.
PART 9 – LODGEMENT OF AGREEMENT
37. Lodgement of Agreement with the Australian Industrial Relations Commission
The parties to
the above arrangements, agreed that a copy of this Certified
Agreement shall be lodged with the Australian Industrial Relations
Commission as part of the file relating to Case Number
of 2000.
SCHEDULE A
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ACADEMIC STAFF SALARIES [6% FLAT
INCREASE] |
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E |
91,833.00 |
92,751.33
|
93,678.84 |
95,552.42 |
97,463.47
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D b+3 |
78,540.00 |
79,325.40
|
80,118.65 |
81,721.03 |
83,355.45
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D b+2 |
76,123.00 |
76,884.23
|
77,653.07 |
79,206.13 |
80,790.26
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|
D b+1 |
73,707.00 |
74,444.07
|
75,188.51 |
76,692.28 |
78,226.13
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D base |
71,291.00 |
72,003.91
|
72,723.95 |
74,178.43 |
75,662.00
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C b+5 |
68,271.00 |
68,953.71
|
69,643.25 |
71,036.11 |
72,456.83
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C b+4 |
66,456.00 |
67,120.56
|
67,791.77 |
69,147.60 |
70,530.55
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C
b+3 |
64,646.00 |
65,292.46
|
65,945.38 |
67,264.29 |
68,609.58
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C
b+2 |
62,832.00 |
63,460.32
|
64,094.92 |
65,376.82 |
66,684.36
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C
b+1 |
61,021.00 |
61,631.21
|
62,247.52 |
63,492.47 |
64,762.32
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C base |
59,207.00 |
59,799.07
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60,397.06 |
61,605.00 |
62,837.10
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B b+5 |
57,396.00 |
57,969.96
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58,549.66 |
59,720.65 |
60,915.07
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B
b+4 |
55,583.00 |
56,138.83
|
56,700.22 |
57,834.22 |
58,990.91
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B
b+3 |
53,771.00 |
54,308.71
|
54,851.80 |
55,948.83 |
57,067.81
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B
b+2 |
51,957.00 |
52,476.57
|
53,001.34 |
54,061.36 |
55,142.59
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B
b+1 |
50,147.00 |
50,648.47
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51,154.95 |
52,178.05 |
53,221.61
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B base |
48,333.00 |
48,816.33
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49,304.49 |
50,290.58 |
51,296.39
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A b+7 |
45,915.00 |
46,374.15
|
46,837.89 |
47,774.65 |
48,730.14
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A b+6 |
44,346.00 |
44,789.46
|
45,237.35 |
46,142.10 |
47,064.94
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A b+5 |
42,775.00 |
43,202.75
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43,634.78 |
44,507.47 |
45,397.62
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A b+4 |
41,204.00 |
41,616.04
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42,032.20 |
42,872.84 |
43,730.30 |
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A b+3 |
39,633.00 |
40,029.33
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40,429.62 |
41,238.22 |
42,062.98
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A b+2 |
37,699.00 |
38,075.99
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38,456.75 |
39,225.88 |
40,010.40
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A b+1 |
35,766.00 |
36,123.66
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36,484.90 |
37,214.59 |
37,958.89
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A base |
33,834.00 |
34,172.34
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34,514.06 |
35,204.34 |
35,908.43
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PART A – FLAT INCREASES
Subject to clause 14 of this Agreement, the parties agree that the flat salary increase outlined in clause 14 and detailed below are contingent on the implementation of the initiatives incorporated within this Agreement and as outlined below.
(a) 1% effective on the first pay period on or after six months from certification subject to the achievement of the following initiatives within the first six (6) months after certification of this Agreement:
§ Monthly pay cycle in accordance with clause 13.
§ Promotion procedures amended and new process implemented in accordance with clause 23.
§ Academic Staff Performance Review implemented in accordance with clause 24.
§ Flexible Teaching Year implemented in accordance with clause 26.
(b) 1% effective on the first pay period on or after 1 July 2001 subject to the achievement of the following initiative by 30 June 2001:
§ Workforce planning procedure developed and implemented in accordance with clause 30.
(c) 2% effective on the first pay period on or after 1 July 2002 subject to the achievement of the following initiative by 30 June 2002:
§ UNE Academic Staff Conditions Award developed and ratified in accordance with clause 23.
(d) 2% effective on
the first pay period on or after 31 March 2003 subject to the
achievement of the following initiative by 31 March 2003:
§ All matters included within this agreement have been implemented and are fully operational.
PART B – PRODUCTIVITY DEPENDENT INCREASES
In addition to the flat
increase prescribed in clause 14 and above in Part A, the University
will pay additional performance dependent increases where
productivity goals and targets as identified are achieved.
Productivity goals and targets
are drawn from the University's Strategic and Operational plans.
July 2001
A performance dependent increase of 1% will be payable to academic staff on the first pay period on or after 1 July 2001 where the following productivity goals and targets are achieved:
§ An increase in domestic internal EFTSU numbers by 20% based on the UNE statistical figure of 31 October 1999.
§ Increase in national competitive grants and all other research related income by 10% based on identified figures contained within the 1998 Annual Report.
§ Increase in international student enrolments by 30% on UNE statistical figures of 31 October 1999.
§ Increase in domestic full fee paying students by 20% on UNE statistical figures of 31 October 1999.
July 2002
A performance dependent increase of 1% will be payable to academic staff on the first pay period on or after 1 July 2002 where the following productivity goals and targets are achieved.
§ An increase in domestic internal EFTSU numbers by 30% based on the UNE statistical figure of 31 October 1999.
§ Increase in national competitive grants and all other research related income by 15% based on identified figures contained within the 1998 Annual Report.
§ Increase in international student enrolments by 55% on UNE statistical figures of 31 October 1999.
§ Increase in domestic full fee paying students by 45% on UNE statistical figures of 31 October 1999.
March 2003
A performance dependent increase of 1% will be payable to academic staff on the first pay period on or after 31 March 2003 where the following productivity goals and targets are achieved.
§ An increase in domestic internal EFTSU numbers by 40% based on the UNE statistical figure of 31 October 1999.
§ Increase in national competitive grants and all other research related income by 20% based on identified figures contained within the 1998 Annual Report.
§ Increase in international student enrolments by 80% on UNE statistical figures of 31 October 1999.
§ Increase in domestic full fee paying students by 70% on UNE statistical figures of 31 October 1999.
§ PHD enrolments exceed 700 by March 2003.