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Locally UCL UCU is engaging with UCL management to try and get the issue of excessive workloads addressed. We are following the Principles set out below in doing so.
Rising workloads, linked to job and funding cuts and the increasing intensity of work in in UCL, are a growing problem. Workload is unmanageable and unsustainable for many staff.
You can use these principles when having discussions with your manager about your work allocation and workload.
- Academic and academic-related staff are professionals and must have scope to manage their own time.
- Workload is a health and safety issue.
- Transparency is essential – these means we should be able to see colleagues’ allocation.
- Staff should not have to work excess hours for normal progression and promotion.
- All members of academic and academic-related staff should be entitled to protected time for scholarship of at least 0.1 or half a day over week.
- Research is not the same as scholarship. Research active staff should have a minimum of 2 days per week for research.
- Administrative roles must have a realistic allocation of hours.
- Teaching should be allocated on the basis of a multiplier of contact hours. Typically this multiplier would be between 3-5 depending on whether other factors are counted as part of the contact hours formula or are counted on top. Examples of factors that might be counted separately are level of support, marking, class size, probationary status, new teaching module co-ordination.
- A model and any subsequent significant changes would be subject to negotiation with UCU.
- No weight should be given to outputs or esteem.
- It is accepted that there may be fluctuations. Significant excess load in one year should be rectified by a reduction in the following year.
If you are having issues with unmanageable workload and/or any associated issues such as bullying or stress please contact your Departmental UCU Rep for further advice.
Click here for details of the UCU national campaign on workload.
