1. Purpose
1.1 The University of Western Australia is committed to the development of international activities including the provision of transnational education programmes as described in the Operational Priorities Plan (Operational Priorities Plan). It acknowledges the educational and financial significance of these programmes, and the challenges faced in delivering courses of high quality in overseas locations. This policy statement provides guidance to faculties and work area delivering transnational programmes to ensure fairness and equity for any staff engaged to teach in such programmes and support to those managing them.
The procedures for establishing a Transnational education Programme at UWA can be found at Administrative Procedures for Approval of Transnational Programs
1.2 Further information to assist staff teaching in transnational programmes is available through a special university website at Planning, Teaching and Travel Information for Schools & Staff.
2. General Principles
2.1 Activities undertaken offshore will take account of the University’s existing policy framework including Equity and Diversity, Occupational Safety and Health, and performance management requirements.
2.2 Given the likely future expansion of the University’s transnational activities, contracts of employment for new academic staff should, where appropriate, specify that participation in transnational activities will or may be a requirement of employment. This expectation should be conveyed in job descriptions and advertisements.1 When teaching in transnational programmes will be in addition to the normal workload or where it has not been specified as a requirement of the position, participation must be genuinely voluntary, and there can be no obligation on staff to undertake this work.
2.3 Reward and recognition for participation in transnational programmes may take both monetary and non-monetary forms. It may be undertaken as part of a staff member’s normal workload, or outside the normal workload, depending on work area policy and individual negotiation. Any transnational teaching conducted offload shall adhere to the University’s policy on consulting (contract teaching) (Other Schools)
2.4 The University reserves the right to make final determination on appropriate workloads, remuneration, and methods of payment, subject to the provisions of this policy.
2.5 Staff participating in transnational education programmes are fully covered by the University’s insurance policies (see Corporate Travel Insurance)
3. Choice and Flexibility
3.1 Teaching in a transnational programme shall be the personal choice of the individual staff member unless it forms part of their terms of employment.
3.2 While the University has general principles to govern transnational education arrangements, work area will negotiate details at a local level to suit their needs and circumstances.
3.2 A staff member, while overseas or prior to departure, will be entitled to withdraw from an transnational education programme in circumstances where the staff member has reasonable concerns about aspects of the political environment or dangerous or unfair working conditions.
4. Management of Transnational Programmes
Management Accountabilities and Responsibilities
4.1 Deans are the accountable University officers for the management of transnational education programmes. They may, however, delegate operational responsibility to the Head of School, programme coordinator or other nominated individual.
4.2 Those staff responsible for the management of transnational education shall be supported in this task by the broader University, including the International Centre and OSDS, (eg briefings, information, etc).
4.3 The Dean or delegated nominee will ensure that staff undertaking transnational education activities are adequately prepared and given access to appropriate orientation and/or training, including training on language and cultural considerations where necessary. Such orientation may include:
- Information on political, religious and cultural orientations and expectations at the locality (including dress codes;)
- Expectations of the host institution;
- Legal issues, eg intellectual property and copyright provisions;
- Relevant university policies (eg Charter of Student Rights, travel)
- Health and safety matters (including inoculation); and
- Language skills
4.4 Staffing needs (teaching and administrative) for transnational programmes will be reviewed and identified before the start of each academic year. Where staff participation is voluntary, issues of staff continuity and commitment should be considered.
4.5 Staff will be given adequate notice when invited or required to participate in transnational programmes.
4.6 Heads of School make the final decision about who is appropriate to undertake transnational education and approve all travel.
4.7 When determining staff participation in transnational programmes, the Head of School must ensure that arrangements have been made to fulfil the on-campus responsibilities of staff involved. It is important to ensure that offshore commitments do not create additional workload for those staff remaining on-campus.
Risk Management and Quality Assurance
4.8 Each transnational programme will have contingency/risk management plans to meet the requirements of their contractual obligations should staff become ill or otherwise indisposed or travel restricted for health or other reasons. This may include the establishment of a contingency fund. Risk management also requires performance management of contract staff.
4.9 Each transnational programme will comply with quality assurance policies and procedures for their offshore teaching to ensure comparability with programmes on the main campus.
4.10 The Dean or delegated nominee will ensure that the campus-based programme coordinator and staff member agree, prior to departure, the activities to be carried out (this could include research and/or university promotion), itinerary/travel plan, and the outcomes expected by all parties. Staff members returning from overseas will debrief with the person responsible for operational management of the transnational programme.
4.11 Under circumstances of very high risk the University may require that staff do not travel to or immediately return from a particular destination. Such a decision will be made by the Vice Chancellor or nominee.
5. Workload
5.1 Definition of transnational education as part of normal workload or as additional to normal workload is a decision taken at the School level. Each School will determine the maximum additional workload allowed in the context of workload allocation guidelines in the School.
5.2 Where transnational education is considered part of a ‘normal’ academic workload, Schools will allocate it according to local workload formulae.
6. Compensation/Remuneration
Remuneration
6.1 The amount and nature of compensation (and other conditions such as choice of travel, hotels) for transnational education activities is to be negotiated at a programme level in response to market conditions including location and discipline. Compensation arrangements should be transparent within the School.
6.2 Additional remuneration where the transnational education is additional to normal academic workload will be paid in accordance with arrangements negotiated by the staff member while meeting Australian taxation and superannuation requirements. The payment arrangements for these activities might vary from payment to staff members or to a company. Alternatively, payment for the work may be allocated as research funding.
6.3 Agreement on remuneration and method of payment should be reached before the transnational work is undertaken.
Allowances and Expenses
6.4 Reasonable expenses incurred by staff conducting transnational programmes will be covered. These may include
- Local transportation costs, ie transport on official business, travel to and from airports
- Communication costs (official and reasonable family-related)
- Necessary health examination/inoculation fees
- Visa fees, airport taxes
- Handling expenses for official material/documents
- Entertainment expenses, ie official gifts, reciprocation of social contact
- Clothing/laundry allowance
6.5 On production of receipts, and with the prior approval of the Head, the University will reimburse the employee for any reasonable additional costs of child care or care for other dependent relatives incurred during periods of travel overseas, where such travel is required by the University to meet transnational teaching commitments.
6.6 The provisions of the University’s Travel policy (Overview of Travel Expenditure) covering travel, accommodation, meals and incidentals apply to staff working offshore.
7. Equity
7.1 Every effort will be made within a School to share transnational education equitably amongst interested and appropriate staff.
7.2 Participation in transnational education will be considered in the Performance Development Review process. On the other hand, inability to participate in transnational programmes will not affect the review of a staff member’s performance, unless participation in such programmes is specifically stated in the contract of employment.
8. Obligations of Staff
8.1 Staff who teach offshore on behalf of the University of Western Australia are official representatives of the University and are expected to behave in an appropriate manner, and to act in accordance with the laws of the country in which they are working.
9. Grievances
9.1 Any grievances arising from the application of this policy will be dealt with under agreed University grievance procedures (see Academic Staff Agreement 2004 – (Clause No 55) Dispute Settling Procedures which provides a mechanism for academic staff to seek resolution of disputes or grievances regarding conditions of employment. Collective Workplace Agreements
10. Effective Date
10.1 The effective date of this policy is 14th March 2005. It will be reviewed within twelve months of implementation and thereafter every three years.
1—Where an individual’s contract of employment specifies an ability to travel and where that individual is no longer able to fulfil that requirement the University will seek to redeploy the staff member into another position in the case of general staff. Where the employment of a member of staff is predicated on revenue derived from offshore teaching and this source of funds is not sustained, the employee’s contract can be terminated subject to existing redundancy provisions.
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