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
Visit the workstream pages using the links in the Contents section above, for updates on each aspect of the project.
Progress
Following initial sector benchmarking work carried out in the summer of 2023, the project team has been engaging stakeholders across the collegiate University with its initial thinking around the framework.
These discussions began in Michaelmas term 2023, through Divisional Board meetings and committees, at the Joint Committee for Equality Diversity & Inclusion, at People Committee, and with trade unions.
In Hilary term 2024:
- Workstream leads engaged with members of the Conference of Colleges Steering Committee;
- Data gathering and benchmarking activity was completed for the Academic Pathways Framework and Academic Workload workstreams;
- Six focus groups were held in March, involving staff with teaching and/or research responsibilities in a range of roles from across the University. Each session was led by an independent facilitator.
Next steps
- 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, and analysis of reward and recognition in relation to the emerging academic pathways framework;
- Michaelmas term 2024: Analysis of the data gathered will be used to formulate and model recommendations by the end of Michaelmas term, with further divisional and committee engagement planned in November/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 is separate to the Pay & Conditions review commissioned by the Vice-Chancellor in 2023. The data gathering and benchmarking requirements for the two projects overlap, however. Relevant insight and analysis on academic pay and reward will be shared between the steering committees for both projects, and recommendations coming out of the Pay & Conditions Report will be reviewed by the Academic Career & Reward Framework Steering Group to inform the development of proposals.
