Guided by a Steering Group with representation across the collegiate University, this project is developing a new Academic Career and Reward Framework for academic teaching and research staff at the University of Oxford.
The overarching objective of the Academic Career and Reward Framework (ACRF) project is to recommend a set of proposals to improve the career paths, workload, and reward and recognition of academics.
Goals
The ACRF project has the following aims:
- To produce a set of clear career paths for academics and research staff;
- Recognition of teaching and research, and opportunities for staff to adjust the balance of the two during their career;
- Clarity on pay benchmarks and pay mechanisms;
- Career pathways which readily align with research career progression;
- Relief of workload stress for Associate Professors (promoting and encouraging departments to engage and use workload models);
- Improved satisfaction with academic pay and benefits.
Four workstreams
This work is divided into four main workstreams, which are led by representatives from Human Resources, Research Services and the Academic Administration Division. These are:
- Academic Pathways Framework
- Academic Workload
- Academic Reward and Recognition
- Academic Contracts and Policy
Work is progressing under each workstream with a view to the workstreams being brought together in Michaelmas term 2024 to create a proposed framework for consultation in 2025.
Updates on each aspect of the project can be found on the workstream webpages (see 'Contents' above).
Recent progress
Following initial sector benchmarking work carried out in the summer of 2023, the project team has also been engaging stakeholders across the collegiate University with development of the proposed framework for consultation
Michaelmas term 2023:
- Workstream leads engaged with colleagues across the University on initial ideas for the framework (e.g. through Divisional Board meetings and committees, the Joint Committee for Equality Diversity & Inclusion, People Committee, and with trade unions).
Hilary term 2024:
- Engagement with the Conference of Colleges Steering Committee;
- Six cross-divisional staff focus groups involving staff with teaching and/or research responsibilities in a range of roles from across the University;
- Data gathering and benchmarking analysis completed for the Academic Pathways Framework and Academic Workload workstreams.
Trinity term 2024:
- Analysis of staff focus group insight from Hilary term;
- Examination of potential approaches to reward and recognition in the emerging framework and policy implications;
- Update to the leadership team in the Department for Continuing Education.
Next steps
Michaelmas term 2024:
- Deep-dive discussions on key areas of the emerging framework, involving Steering Group members;
- Engagement with professional services colleagues whose work intersects with academic roles;
- Modelling of final draft recommendations, drawing on analysis of all the data gathered;
- Divisional and committee engagement in November and December.
Hilary term 2025:
- A proposed framework will be shared for consultation through standard governance channels, to inform the framework taken forward for implementation later in 2025.
Pay & Conditions review
The Academic Career & Reward Framework project was established before the Vice-Chancellor commissioned a broader Pay & Conditions review for all staff, in her admission speech in January 2023. As the data gathering and benchmarking requirements for the two projects overlapped, relevant insight and analysis on academic pay and reward from the Pay & Conditions review was shared with the ACRF Steering Group during the 2023/24 academic year, to inform its work.
Outcomes of the Pay & Conditions review were shared with all University staff in June 2024. Several of the key measures resulting from the review are being taken forward by the Academic Career & Reward Framework project, including recommended action on academic pay and career pathways, academic reward and recognition, and academic workload.
