Project overview and timeline
Guided by a Steering Group with representation across the collegiate University, this project is developing a new career and reward framework for academic teaching and research staff at the University of Oxford.
ACRF Workstream Leads have coordinated an extensive programme of engagement including over 50 meetings, during which more than 200 staff across the collegiate university have provided direct input to the framework's development.
Next steps
Trinity term 2025:
- ACRF Steering Group representatives deliver additional working groups on aspects of the framework
- framework development continues in response to feedback
- plans for consultation on the framework will be shared with divisional boards in May
- starting with the ACRF Steering Group on 4 June, the framework will proceed through its governance pathway towards Council on 14 July, where approval for a formal consultation during Michaelmas term will be sought.
| January - April 2025 |
Framework development continues with divisional and college representatives, on details relating to criteria and implementation. The ACRF Steering Group meets in February, March and April to provide guidance.
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| May 2025 |
Plans for consultation on the framework will be shared with divisional boards. |
| June - July 2025 |
Approval for formal consultation on the framework will be sought at Steering Group on 4 June. Governance then continues with the framework being presented to Research and Innovation Committee on 12 June, Education Committee on 19 June, Planning and Resource Allocation Committee on 1 July and People Committee on 3 July.
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| 14 July 2025 |
The framework is presented to Council and approval for a formal consultation commencing September 2025 is requested.
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| September - December 2025 |
Consultation on the framework with the wider academic community and Professional Services staff takes place from September to December.
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| January 2026 |
The Steering Group will review findings from the Consultation. |
Goals
The ACRF project has the following aims:
- improved satisfaction with academic pay and benefits
- clear career paths for academics and research staff
- career pathways that align with research career progression
- recognition of teaching and research, and opportunities for staff to adjust the balance during their career
- clarity on pay benchmarks and pay mechanisms
- relief of workload stress for Associate Professors through use of workload models.
Developments in 2024
Following initial sector benchmarking work carried out in the summer of 2023, the project team engaged with stakeholders across the collegiate University on development of the proposed framework.
Michaelmas term 2024:
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deep-dive discussions on key areas of the emerging framework
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engagement with professional services colleagues whose work intersects with academic roles
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modelling of final draft recommendations, drawing on analysis of all the data gathered
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committee and divisional engagement in November and December
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project timeline for 2025 approved by ACRF Steering Group.
Trinity term 2024:
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analysis of staff focus group insight from Hilary term
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examination of potential approaches to reward and recognition and their policy implications
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update to the leadership team in the Department for Continuing Education.
Hilary term 2024:
Following initial sector benchmarking work carried out in the summer of 2023, the project team engaged with stakeholders across the collegiate University on development of the proposed framework.
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engagement with the Conference of Colleges Steering Committee
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six cross-divisional staff focus groups involving staff with teaching and/or research responsibilities in a range of roles from across the University
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data gathering and benchmarking analysis completed for the Academic Pathways Framework and Academic Workload workstreams.
Four workstreams
Project work was initially divided into four main workstreams which have been brought together to create a proposed framework for consultation in 2025 and are: the academic pathways framework, academic workload, reward and recognition, and academic contracts and policy. Information on each can be found on the workstream webpages (see 'Contents' above).
Pay & Conditions review
The ACRF project was established prior to Vice-Chancellor Irene Tracey commissioning a Pay & Conditions review for all staff in January 2023. However, relevant insight and analysis on academic pay that emerged from it informed the work of the ACRF Steering Group during the 2023/24 academic year and several key measures resulting from the review are being taken forward by the ACRF project; these include recommended action on academic pay and career pathways, academic reward and recognition, and academic workload.
