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 is to recommend a set of proposals to improve the career paths, workload, and reward and recognition of academics. The project has the following aims:
- A set of clear career paths for academics and research staff;
- Recognition of teaching and research, and the ability to adjust the balance through career;
- Clarity on pay benchmarks and pay mechanisms;
- Pathways which readily align with the research career progression;
- Relief of workload stress for Associate Professors. Promote and encourage departments to engage and use workload models; and
- Improved satisfaction with pay and benefits.
Project workstreams
Work has been divided into four main workstreams, 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
These are all well underway and their work is due to be brought together in Michaelmas term 2024, to create a proposed framework for formal consultation.
Visit the workstream pages using the links in the Contents section above, for updates on each aspect of the project.
Progress made
Data gathering and benchmarking activity was also completed for the Academic Pathways Framework and Academic Workload workstreams in Hilary term 2024.
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 their initial ideas, through Divisional Board meetings and committees, at the Joint Committee for Equality Diversity & Inclusion, at People Committee, and with trade unions.
- Hilary term 2024: Discussions continued through the Conference of Colleges Steering Committee and six cross-divisional staff focus groups held in March. These groups involved staff with teaching and/or research responsibilities, in a range of roles from across the University. Each session was led by an independent facilitator.
- Trinity term 2024: Ongoing analysis and engagement including:
- Analysis of staff focus group insight from Hilary term;
- Engagement with professional services colleagues whose work intersects with academic roles;
- Examination of potential approaches to reward and recognition in the emerging academic pathways framework;
- Update to the leadership team in the Department for Continuing Education;
- Steering Group meeting on 3 June.
Next steps
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Michaelmas term 2024: Steering Group members meet on 29 October, following a series of deep-dive discussion sessions on key areas of the project. Data analysis will be used to formulate and model final draft recommendations by the end of Michaelmas term, with further divisional and committee engagement planned in November and December.
- Hilary term 2025: A proposed framework will be shared for consultation in the New Year, before an agreed framework is taken forward for implementation.
Pay & Conditions review
The Academic Career & Reward Framework project got underway before the Pay & Conditions review was commissioned by the Vice-Chancellor in January 2023. The data gathering and benchmarking requirements for the two projects overlap and relevant insight and analysis on academic pay and reward from the Pay & Conditions review has been shared with the ACRF Steering Group to inform its work.
Outcomes of the Pay & Conditions review were shared with all University staff in June 2024 and some of the key measures to be taken forward for academic staff (including all staff with teaching and/or research responsibilities) will be taken forward by the Academic Career & Reward Framework project, including action on academic pay and career pathways, academic reward and recognition, and academic workload.
