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Introduction
The University is committed to the development of international activities including the provision of off-shore teaching programs. It acknowledges the financial and educational significance of these programs, and the challenges facing its academic staff in delivering courses of high quality in overseas locations. This policy seeks to recognise the value of the work undertaken by establishing appropriate mechanisms to manage and reward participating staff.
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Principles
The following principles apply to academic staff operating overseas as part of University-approved courses:
2.1 Off-shore activities will usually be considered to be within normal academic workloads.
2.2 Wherever practicable there will be consistent treatment of staff across the University which also allows flexibility to suit individual circumstances and operational needs.
2.3 Activities undertaken off-shore will take account of the University’s existing policy framework, including Equal Opportunity, Occupational Health & Safety, Academic Performance Review Scheme (APRS), Workload Equalisation Scheme, and Promotion, and must be in accordance with the laws of the country in which the activity is carried out.
2.4 Reward and recognition for participation in off-shore programs may take both monetary and non-monetary forms.
2.5 Inability to participate in off-shore programs should not affect a staff member’s position at the University, unless participation in such programs is part of the agreed job specification.
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Staffing
3.1 Staffing needs for off-shore programs will be reviewed and identified before the start of each academic year by the program coordinator and the Head of AOU (and Executive Dean, if appropriate).
3.2 When determining staff participation in off-shore programs, the Head of AOU will ensure that arrangements have been made to fulfil the on-campus responsibilities of staff involved.
3.3 Staff will be given adequate notice when invited to participate in off-shore programs.
3.4 Job specifications and contracts of employment for new academic staff will specify that participation in off-shore activities may be a requirement of employment.
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Workload
4.1 Off-shore activities will normally be undertaken as part of a ‘normal’ academic workload, and workload weightings as determined by each AOU will apply.
4.2 The Head of AOU will determine whether the off-shore teaching activity will be undertaken as part of a normal workload or in addition to it.
4.3 Where determined to be part of normal workload, participation by staff in off-shore programs will be recognised in AOU workload schemes.
4.4 Where off-shore activities are being undertaken in addition to maintaining a full campus-based academic workload, faculties will monitor the number and duration of such commitments to ensure that workloads are reasonable.
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Remuneration
5.1 All staff undertaking approved off-shore teaching activities will receive an allowance for each day worked in addition to normal salary. This daily allowance will be paid at a rate per day equivalent to the one hour L2 rate applicable to casual academic staff as prescribed in the University’s Enterprise Agreement.
5.2 In exceptional cases where a full campus-based workload is maintained in addition to undertaking off-shore activities, the staff member will also receive a payment additional to that specified under 5.1, the actual amount payable to be at the discretion of the Executive Dean.
5.3 Travel days will not attract any additional remuneration under 5.1 and 5.2.
5.4 Any additional remuneration under 5.1 and 5.2 will be paid at the staff member’s discretion either as salary, or to his/herAOU, and is not superannuable.
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Non-Monetary Compensation
Reward for and recognition of participation in off-shore programs may also be provided by means including:
6.1 incorporation in Academic Profiles which form the basis for academic assessment under the APRS, including promotion;
6.2 weighting for off-shore activities in AOU workload schemes; and
6.3 assistance with preparation prior to departure, and recovery following return, by lessening or suspending other duties at these times.
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Expenses
7.1 The provisions of the University’s Travel policy www.flinders.edu.au/ppmanual/policySecretariat/travel.html) which covers airline travel, accommodation, meals and incidentals, apply to staff working off-shore.
7.2 A per diem allowance equivalent to the ‘reasonable’ overseas travel expenses rates published by the Australian Taxation Office will be paid to cover meals and incidental expenses, without the need for acquittal.
7.3 Additional expenses related to a staff member’s travel overseas for the purpose of course delivery will be reimbursed where established and agreed to by the Executive Dean prior to departure. Such expenses may include fees for necessary travel documents, vaccinations, formal entertainment expenses, and those relating to the care of dependants.
7.4 Staff electing to do so can be covered under the University’s Travel Insurance policy (refer www.flinders.edu.au/finance/html/insurance).
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Pre-Departure and Return Requirements
8.1 The Head of AOU and the staff member concerned will agree on a written plan for the delivery of each off-shore program prior to departure, including:
8.1.1 the activities to be carried out;
8.1.2 itinerary/travel plan; and
8.1.3 the outcomes expected by all parties.
8.2 The staff member’s supervisor should ensure that staff undertaking off-shore teaching activities are adequately prepared and are given access to appropriate orientation and/or training, including training on language and cultural considerations if necessary.
8.3 Staff members returning from overseas will undergo a debriefing session with the program coordinator and/or Head of AOU (or nominee).
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Grievances
Any grievances arising from this policy will be dealt with under the
University's Individual Staff Grievance Policy and Procedures. |
