ࡱ>  2bjbj {{&D224hf 2,"CaT,=2?2?2?2?2?2?2$47Fc2^Cc222x2QQQ|2l=2Q=2QQ-,}/ 3K]".)2202.77$}/}/7/Qc2c2Q27 :  Full Equality Impact Assessment Proforma Name of policy/proposal: Academic Workload Planning (AWP) Responsible department: Student Academic and Corporate Services Lead officer: Professor John Gardner, Senior Deputy Principal (Education & Students) STEP 1: ABOUT THE POLICY What is the aim of this policy? The aim of the policy is to ensure equitable, reasonable, fair and transparent allocation of working duties and responsibilities for all academic staff. The Workload Allocation Model (WAM) will enable deans of faculties, faculty managers and members of academic staff to record and review workloads to ensure that they are appropriate. 2. Who will be affected by this policy? All academic staff 3. Is the policy being developed or reviewed? The policy is currently under development 4. What is the timescale for approval of the policy? Approval by Joint Policy, Planning & Resource Committee (JPPRC) on 24 May 2016 5. Who/what committee is responsible for approving any necessary changes to this policy? Joint Policy, Planning and Resources Committee (JPPRC). STEP 2: HOW DOES (OR WILL) THIS POLICY OR DECISION AFFECT DIFFERENT GROUPS OF PEOPLE? The purpose of this step is to identify whether the policy/proposal could affect some groups of people differently. Will the policy discriminate against or disadvantage people on the grounds of any of the protected characteristics, or are there any opportunities to better promote equality or good relations between different groups of people through modifying the policy? Note: Under the Equality Act 2010, the nine protected characteristics are age, disability, gender reassignment, marital or civil partnership status, pregnancy or maternity, race, religion or belief, sex and sexual orientation. When answering the questions below, you should think about how they relate to each of the 9 protected characteristics. 1. Does the evidence suggest that people with any of the protected characteristics have (or are likely to have) different needs or experiences in relation to this policy? [Include data where appropriate e.g. uptake of services or provision] As the policy/guidance relates to all academic staff, it is highly likely that staff will have different experiences or needs, regardless of their protected characteristic. Traditionally, in the HE sector, there may be gender differences in the way that aspects of workload are allocated and it will be important for faculty deans and faculty managers to bear this in mind to ensure that distribution of activities and responsibilities is fair and equitable. This should also apply when considering the full range of protected characteristics, in particular caring responsibilities or part-time staff. The consultation process involved all deans of faculties and senior staff from HR & OD.  2. Does the evidence suggest that any aspect of the policy could lead to unfair treatment (including unlawful discrimination) against people with a particular protected characteristic? (For example, are people from any particular group excluded from accessing provision, either directly or indirectly as a result of the criteria applied?) There is no evidence to suggest that any aspect of the policy could lead to unfair treatment against people with a particular protected characteristic. The aim of the policy is to enable deans of faculties and faculty managers to record and review workloads to ensure they are appropriate for each individual member of academic staff. In turn, staff will be able to participate in informed discussions about their own allocation of work, thus preventing any potential unfair allocations. The policy states from the outset that the University is committed to the equitable, reasonable, fair and transparent allocation of working duties and responsibilities for all academic staff. It recognises that a single-institution-wide Workload Allocation Model (WAM) would not be able fairly to assess and allocate work due to the wide range of duties and responsibilities involved. Therefore, faculties will operate agreed models in line with the overarching guidelines. The key principles of the policy take account of the need to embody reasonable expectations in relation to hours and pay due regard to ensuring that there are no adverse impacts arising from its application in relation to the protected characteristic of any member of staff. The development of this policy can therefore be regarded as a positive measure, seeking to improve the experience of staff, regardless of their protected characteristic.  3. Will this policy help the University to meet the three parts of the general equality duty? Please expand on your reasoning in relation to each part: (i) Eliminate discrimination, harassment, victimisation or any other prohibited conduct The introduction of improved consistency and transparency in faculty Workload Allocation Models (WAMs) will enable deans of faculties and faculty managers to ensure that staff workload is allocated fairly and reasonably.  (ii) Advance equality of opportunity between those who share a protected characteristic and those who do not share it The introduction of this policy and associated guidelines for reviewing and recording the allocation of workload will help to advance equality of opportunity between different groups of staff, e.g. men and women, staff with caring responsibilities, part time staff or staff on contractual hours. The key principles of the policy pay due regard to equality and diversity issues to ensure that there are no adverse impacts arising from its application in relation to the protected characteristic of any member of staff. There is also the recognition that a balanced workload is a health and well-being issue. The flexibility required of the Workload Allocation Models (WAMs) may also benefit staff who are unable to work outwith the parameters of standard working hours, for example those staff with caring responsibilities. (iii) Foster good relations between those who share a protected characteristic and those who do not share it It is not envisaged that this policy would specifically help the University to meet the requirements of the general equality duty with regard to fostering good relations between those who share a protected characteristic and those who do not share it.  4. Summarise what evidence you have considered when answering these questions. (e.g. anecdotal evidence, management information, research reports, consultations with staff, students and/or campus Unions) The consultation process involved all Deputy Principals, Deans of Faculties and HR & OD. Formal consultation will be held with stakeholders (including the UCU) prior to submission to JPPRC for approval. The policy adopts the research & funding councils standard 1650 hours guidelines to ensure an equitable, reasonable and fair allocation of annual workload. It also recognises that faculty Workload Allocation Models (WAMs) should be sufficiently flexible to allow staff to participate in any requested or self-generated good citizenship contributions to University activities. The equity and reasonableness and fair allocation of the Workload Allocation Model (WAM) will benefit staff with protected characteristics, e.g. those with caring responsibilities, part time staff or staff on contractual hours. The key principles that the Workload Planning Model (WAM) should adhere to and associated guidelines are clearly outlined within the policy.  STEP 3: ACTION PLAN You should now be able to identify whether any action is required to eliminate discrimination or disadvantage, or to make changes to more effectively promote equality, diversity or good relations. Alternatively, you might have identified that you cannot fully assess the impact of the policy on different groups until you have more information. Actions that you might identify at this stage could include: Changes to the policy itself to better promote equality or to tackle unfair treatment/discrimination Collecting and analysing data not currently available e.g. management information, surveys Consulting further with staff, students or Unions in order to find out more about how the policy or decision will affect people Action/change requiredResponsibilityTimescaleResources requiredWhat issue/problem will this action address?Deans of Faculties / School Managers to communicate strategy to academic staff once approved by Academic Council Deans of Faculties / School ManagersSTEP 4: Recommend whether the University should adopt, modify, pilot or reject the policy/function A: Adopt the policy in its originally proposed format (no changes required) B: Modify the policy to address any negative impact or to more effectively promote equality, diversity and good relations C: Continue the policy without modifications, despite identifying equality issues (note: justification must be provided) D: Reject the policy entirely, due to the findings of the EIA E: Pilot the policy and re-evaluate the equality impact after the pilot period F: Modify the policy to meet separate statutory changes, not linked to equality/diversity  STEP 5: MONITORING AND REVIEW What equality data will be collected to monitor the implementation of this policy? Initially the Staff Survey will provide relevant data Who will be responsible for collecting, analysing and reporting on this data? Human Resources & Organisational Development (Staff Survey) To whom and how often will this data be reported? Joint Policy, Planning & Research Committee (JPPRC) When will this policy next be reviewed? Normal recommendation is within three years of initial full EQIA  Signed (lead officer): Edna Docherty Date Signed (accountable officer): Professor John Gardner Date  Version: July 2012, updated January 2015     USPG (15/16) 100 (Appendix 1) PAGE  PAGE 1 Based on the work undertaken in this EIA, briefly set out your reasons for this recommendation: The Academic Workload Planning (AWP) model sets out a range of good practice to ensure equitable, reasonable, fair and transparent allocation of working duties and responsibilities for all academic staff. The key principals and associated guidelines are clearly outlined and pay due regard to equality and diversity issues to ensure that there are no adverse impacts from its application in relation to the protected characteristics of any member of staff. Is this EIA now complete? YES/NO If you have answered NO, when will this EIA be resumed? [ENTER DATE} Once you have completed this EIA and it has been signed off by the accountable officer, please send a copy to  HYPERLINK "mailto:equality@stir.ac.uk" equality@stir.ac.uk. 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