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Workload Allocation Responsibilities

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    * Workload Allocation Responsibilities
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Workforce Planning

Introduction

The Performance Planning and Review process provides an opportunity for a staff member and their supervisor to discuss workload within the context of the staff member's duties, the requirements of the work unit and the objectives and time frames agreed between the staff member and the supervisor.

However it also important to develop strategies and implement practices that help circumvent workload pressure. These may include:

The University and staff members have a vested interest and a joint responsibility in managing workload whether it be related to competing projects, organisational change, institutional goals, career development or family responsibilities.

Both supervisors and staff members have a role to play in setting reasonable and equitable workloads.

Responsibilities of the Supervisor

Supervisors are responsible for workload allocation. Supervisors are required to understand the necessary tasks to achieve outcomes and consequently be responsible for setting realistic and achievable tasks for staff.

Supervisors are encouraged to:

Responsibilities of the Staff Member

Staff members share in the responsibility of ensuring workload is realistic and achievable and should communicate any concerns about workload with their supervisor as soon as possible.

Some staff may have difficultly in monitoring their own workload or raising concerns regarding workload. Regular and open communication with their supervisor about their duties and timeframes may make it less difficult for staff members to raise issues down the track.

(Dealing with workload concerns for advice in resolving problems associated with unreasonable workload.]

The Performance Planning and Review (PPR) process provides an opportunity for a staff member and their supervisor to discuss workload. Some of the following approaches may assist staff members in their PPR discussion or other discussions about workload: