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Faculty Administration Review (FAR)
The Faculty Administration Review (FAR) is undertaking a review of administrative staff roles at the University of Auckland in 2014. Stage one of the review is complete and stage two is scheduled to be introduced in April 2014. Stage two looks at all other administration staff.
FAR update – February
As you are probably aware, consultation around the second phase of FAR has been delayed and is now due in mid-April. So that members are as prepared as possible, the TEU Reference Group has developed a plan to support and represent our members through this significant review.
TEU plan of activities
1. Wednesday 19 February – meet with employer. Agenda includes endeavouring to reach agreement on the management of change process for FAR. It is TEU’s objective that the process for managing the change for individuals is outlined in the Consultation document. To remind you here is a summary of TEU’s tabled position;
i. Before any positions are ‘proposed disestablished’ all avenues for redeployment in the collective agreement should be exhausted. From our perspective this would mean the Consultation Document would not propose that individual positions are disestablished.
ii. Instead, the proposed new structure should be compared with the old, positions matched, and people redeployed either within the proposed new structure or into vacancies across the university first. Any job they are capable of doing, even with a measure of training required, must be offered to existing staff in the first instance. Affected staff could identify, for example, five options and rank them in order of preference.
iii. Applications for voluntary redundancy should also be sought, with the understanding that acceptance will be subject to the University’s requirements but not unreasonably withheld, thus creating openings for staff who wish to stay and minimising mandatory loss of employment.
iv. A staff member from below the red line with coalface experience in the area being reviewed should serve (role to be discussed) on each relevant review panel.
2. Early-mid March – training for TEU delegates and contacts to support members when the Consultation document is released.
3. February – FAR Q&A for members, please send us your questions.
4. During the first 2 weeks of the FAR consultation period TEU will run ‘clinics ‘in public places in all faculties; Business Level 4 bridge, ARTS HSB Café, Law Law Café, Science Stats LR or similar, FMHS Atrium, NICAI A&P lunchroom, Engineering staffroom, Tamaki atrium. This will be an opportunity for members to seek advice and ask questions. Resources on responding to reviews and restructurings will be available.
FAR update – December
The TEU Reference Group met with the employer earlier in December to feedback from the recent TEU workshops and seek agreement of the process to manage change.
Summary of the feedback from the TEU workshops:
- Feeling that faculty is losing control of administration to the ‘Centre’
- Staff wanting the opportunity to input into the design faze happening now
- Specialisation around functions not necessarily achieving Employers stated goals of strengthened support of HoDs and meaningful career path for PS
- Academics concern about type, quality and quantity of service under new direction
- Benchmarking information needs to be made available to staff
- Greater communication from employer to affected staff
- Clarification of how process of change will be managed
- Clarification of the what the “ budget constraints within faculties” means
Except for Business and Economics (apologies given) senior managers attended all the TEU workshops, managers were not able to tell us what the budget constraints are other than in very general terms. The employer confirmed that savings are needed and that Faculties are looking at FTES by function and that there will be different savings in each function, understanding that some functions are more expensive than others.
The employer team acknowledged there needs to be greater communication and as a result most faculties have had updates since the TEU workshops. Each faculty has a team developing job descriptions, that usually includes the Dean, DOFO, HRM, DFF, Deputy Dean and other senior academic staff – all of whom are either not directly impacted by the proposed changes or who have been confirmed into their management positions. Some faculties chose to announce which staff members are on these teams. Each faculty team has had the opportunity to provide feedback on the draft job descriptions. This feedback has been collated and will help to form the versions of the job descriptions that will appear in the consultation document.
The employer responded to the issue of ‘Shared Services’ to say that this was primarily around finance transactions “ not adding value to any particular faculty” A shared transactional centre for the whole University is still being scoped and will deal with “basic transactions” Andrew Creahan is leading this project. We were told there is a potential for new jobs in the shared services and the consultation process is likely to occur at the same time as FAR.
There is agreement between the parties to establish the principles (see TEU tabled key points) for managing change and to get the process sorted before the Consultation Document is released in March. This means members will go into the review period understanding how the process will be managed and what the options are.
The TEU reference group will be back in touch with members with our plan for supporting and representing members through the next stage of the FAR project.
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The proposed signed Terms of Settlement can be found here
Next Branch Committee Meeting: tba
Meeting Agenda 7 August 2013
Meeting Agenda 24 July 2013
Meeting Agenda 3 July 2013
Meeting Agenda 4 September 2013
Meeting Agenda 18 September 2013
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Meeting Agenda 6 November 2013
Meeting Agenda 13 November 2013
Meeting Agenda 27 November 2013
Branch Committee Members: Auckland University Branch Committee 2013–2014
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