Strategic Review 2009 - University of Western Australia

Strategic Review 2009 - University of Western Australia

ECM Academic Profile Organisational Change Proposal Meeting 1 30 September 2010 Welcome Agenda Reasons for changing the Academic Staff Profile Desired Objectives

Extent of the changes and likely effects on staff The proposed new direction and staff profile Process and timeline Questions and feedback Reasons for Change The Facultys financial situation. Facultys financial situation

Facultys financial situation continued Facultys financial situation continued Facultys financial situation continued

Facultys financial situation continued Facultys financial situation continued Facultys financial situation continued

Facultys financial situation continued Facultys financial situation continued Facultys financial situation continued

Salaries are over 100% of the Facultys annual FFM income 2009: 104% when all currently discretionary funded salaries are removed; 112% when discretionary funded salaries are included Academic salaries in 2009 (excluding those funded from discretionary funds) accounted for 72% of the annual FFM income

The University (and best practice in a high-cost research intensive environment) requires that the salary component of the FFM be no more than 80% Desired Objectives Financial viability and sustainability Strategic Academic Staff Profile Minimise impact on strategic direction

Ensure process is done in a way that reflects the strategic priorities of the Faculty Proposed changes and likely significant effects on employees Reduction of teaching and research academic staff numbers Ranking process Redundancy

Target, over time, of salaries at 80% of FFM income Academic salaries are proposed to be reduced by $4.5 million as an outcome of the organisational change proposal To achieve 80% salary target, requires an overall reduction of $6.5 million Academic salaries are currently budgeted at $19 million (2010), and the proposal is to reduce academic salaries by $4.5 million

Proposed changes and likely significant effects on employees continued Proposed changes and likely significant effects on employees continued

Proposed changes and likely significant effects on employees continued Workload Re-allocation of teaching, research and administration duties Possible consequential need for changes in School Structure Affected staff: Academic staff members on teaching and

research appointments within the six Schools in the Faculty Staff not directly affected by the proposed changes at this time Academic staff on research-only appointments; Academic staff on teaching-only appointments; Academic staff who are on fixed term contracts that expire

before 30 June 2011; Academic staff that already have a formal agreement with the University regarding the end of their employment (e.g. pre-retirement contract or voluntary redundancy), at the time of any decision on the proposed organisational change; Academic staff employed directly by one of the three Faculty centres: Centre for Offshore Foundation Systems, Australian Centre for Geomechanics and the Western

Australian Supercomputer Programme; and Professional staff. Proposed ranking methodology Proposed principles Supplied by the Dean Account for core activities of academic staff (research, teaching, service and collegiality)

Applicable across the Faculty, not applied School by School Uses data that is easily obtained Proposed methodology Developed by the Heads of School based on the above principles Ensures that the Faculty maintains a strong research focus Assessment over the period 1 January 2006 Census

Date (30 September 2010) Ranking: proposed categories and performance indicators Research Publications - A*/A (and B for Laboratory and experimental researchers) Research Grant Income HDR Student Supervision

Teaching Unit Teaching Student Project Supervision Teaching Awards Internal Service (Administration) Specific roles

Collegiality and External Service Collegiality External Service Ranking: proposed weighting Category Weight

Research Teaching Internal Service 4

2 1 Collegiality and External Service

1 Future Direction Financially sustainable number of teaching and research staff Research focused Increased efficiency and effectiveness Academic staffing profile comparable with similar strong performing faculties

Potential need for changes to the School structure Indicative Timeline Monday 1 November - Meeting 2 Tuesday 16 November - Meeting 3 If a decision is made to go ahead with organisational change: Nov 2010 January 2011 Ranking of affected staff across the Faculty

Jan Feb 2011 - Meetings with identified staff Jan Dec 2011 Identified staff leave the Faculty What happens next? Opportunity for staff to provide feedback: Feedback on the proposal Feedback on the proposed ranking methodology Providing feedback

Via email: [email protected] Directly: W/Prof John Dell, Dean, x3704 Stuart Broadfoot, Manager, Strategic and Operational Planning, x2463 2nd Formal Meeting: Monday, 1 November 2010 Internal mail: Marked Direct and sent to the Manager, Strategic and Operational Planning, M017

Through the relevant union or employee representative Providing feedback continued All feedback will be considered before a final decision is made on whether to implement the proposal Feedback must be submitted by close of business on the 8 November 2010 Approximately 1 week after the second meeting

This will enable the Dean sufficient time to consider the feedback before making a decision Available support If members of academic staff need personal support or counselling during this organisational change process, this is offered free of charge through the Universitys Employee Assistance Programme Service is confidential, and staff can choose either an

internal UWA provider or an external provider Full details, including contact numbers, are available at: http://www.safety.uwa.edu.au/policies/eap Available support continued EAP service providers: UWA Counselling and Psychological Services (08) 6488 2423 (During office hours) www.counselling.uwa.edu.au

1st Floor, South Wing, Social Sciences Building PPC Worldwide 1300 361 008 (24 hours) www.au.ppcworldwide.com Level 16, 251 Adelaide Terrace, Perth Post-implementation support If a decision is made to implement organisational change,

the following additional support will be provided by the Faculty and University free of charge to affected staff: Career Transition Services External provider offering counselling, career assessment and job search support Seminars/Support Pre-retirement contracts Redundancy packages Financial planning

Retirement planning Questions The documentation from todays meeting and any other documentation released during the organisational change process is available at: www.ecm.uwa.edu.au/staff/organisationalchange

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