Higher Education Academic Teaching Requirements

Higher Education Academic Teaching Requirements Procedure

Policy Code: CG1999

Purpose

This procedure details how Federation University will ensure that academic staff who teach award programs:

  • Are appropriately qualified in the relevant discipline by having a qualification at least one Australian Qualification Framework (AQF) level higher than the program of study being taught; or are deemed to have obtained the "equivalent professional experience" in lieu of the formal qualification.
  • Have a sound understanding of current scholarship and/or professional practice in the discipline that they teach;
  • Have an understanding of the pedagogical and/or adult learning principles relevant to the students being taught; and
  • Provide students with an appropriate level of access to academic support throughout their studies.

Scope

This policy applies to all academic staff engaged in the delivery of all undergraduate and postgraduate award programs, whether employed directly by the University or by its teaching partners, both on and offshore.

Legislative Context

  • Federation University Australia Act 2010
  • The Tertiary Education Quality and Standards Agency Act 2011 (TEQSA Act)

Definitions

A complete list of definitions relevant to this procedure is contained within the Higher Education Academic Teaching Requirements Policy.

Actions

1. Ensure academic teaching staff (under direct employment) hold a qualification one level higher than the program to be taught in the workload allocation

  ACTIVITY RESPONSIBILITY STEPS
A. Confirming, verifying and maintaining appropriate records of staff qualifications. Head of School/HR
  1. Refer to the Recruitment, Merit and Selection Procedure.
B. Allocating academic teaching workloads Head of School
  1. Check the academic teaching staff member holds a qualification in a relevant discipline at least one AQF level above the AQF level to be taught (note exemption for work based learning conducted under supervision).
  2. If the academic staff members does not hold an AQF+1 qualification, refer to Action 2 – “Engaging academic teaching staff (under direct employment) who do not hold a qualification one level higher than the program they are teaching”

2. Ensure academic teaching staff (under direct employment) who do not hold a qualification one level higher than the program they are teaching demonstrate equivalency (excluding PhD supervisors).

  ACTIVITY RESPONSIBILITY STEPS
A.          Confirming, verifying and maintaining appropriate records of staff qualifications and equivalency. Head of School/HR
  1. Refer to the Recruitment, Merit and Selection Procedure.
B.          Demonstrate equivalency if the qualification(s) held are not AQF+1 All academic teaching staff
  1. Complete the Higher Education Academic Teaching Requirements Equivalency Form and provide evidence of 100 points of equivalency in addition to relevant AQF qualifications
  2. Ensure the required points of equivalency is achieved.
  3. Submit Higher Education Academic Teaching Requirements Equivalency Form to Head of School for approval.
C.          Assess  equivalency Head of School
  1. Review and assess Higher Education Academic Teaching Requirements Equivalency Form and evidence portfolio submitted by academic teaching staff members. If form and evidence submitted is sufficient to demonstrate equivalency to the proposed program delivery, indicate approval on the form.
  2. If the form and evidence submitted is not deemed satisfactory, provide employee with an opportunity to provide additional evidence and/or a work plan to enable staff to achieve AQF+1
  3. Provide advice to academic staff member and relevant supervisor.
  4. Ensure evidence of equivalency determination is retained - Refer to the Recruitment, Merit and Selection Procedure:
    1. the Higher Education Academic Teaching Requirements - Equivalency Form
    2. certified qualifications documentation
    3. any other supporting documentation proving equivalency
D.          Allocate academic teaching workloads Head of School
  1. Confirm academic teaching staff member meets the equivalency requirements and allocate teaching load accordingly
E.          Review academic teaching staff’s equivalency annually Head of School
  1. Review academic teaching staff’s equivalency each year as teaching workloads are allocated.

3. Ensure academic teaching staff employed by Partner Providers hold a qualification one level higher than the program they are teaching

  ACTIVITY RESPONSIBILITY STEPS
A. Verify and confirm the currency and relevance of the qualifications held by the staff member Head of School
  1. Verify that before an academic is authorized to teach Federation University courses or programs a copy of their resume is provided confirming that they hold an AQF level qualification in a relevant discipline that is at least one AQF level above the AQF level being taught. If not, refer to Action 4  - “Ensure academic teaching staff employed by Partner Providers who do not hold a qualification one level higher than the program they are teaching demonstrate equivalency”
  2. Refer to the Recruitment, Merit and Selection Procedure for retention and storage of documentation.
  3. Ensure the relevance of the qualification to the discipline being taught.

4. Ensure academic teaching staff employed by Partner Providers who do not hold a qualification one level higher than the program they are teaching demonstrate equivalency

  ACTIVITY RESPONSIBILITY STEPS
A.          Demonstrate equivalency if the qualification(s) held are not AQF+1 Partner Provider
  1. Ask the Partner Provider to complete the Higher Education Academic Teaching Requirements Equivalency Form in consultation with the individual proposed to be employed  and provide to the Head of School:
    •  evidence of 75 points of equivalency (from more than one option across more than one category) in addition to relevant AQF qualifications for partners’ academic teaching staff on the basis that such staff are engaged to deliver curricular which is overseen by the University and are deemed to be appropriately supervised by a program coordinator in accordance with the Standards.
  2. Ensure the required points of equivalency is achieved.
  3. Submit Higher Education Academic Teaching Requirements Equivalency Form to Chair of Selection Committee for sign off.
B.          Assess  equivalency Head of School
  1. Review and assess Higher Education Academic Teaching Requirements Equivalency Form and evidence portfolio submitted by academic teaching staff members. If form and evidence submitted is sufficient to demonstrate equivalency to the proposed program delivery, indicate approval on the form.
  2. If the form and evidence submitted is not deemed satisfactory, provide employee opportunity to provide additional evidence and/or a work plan to enable staff to achieve AQF+1
  3. Provide advice to academic staff member and relevant supervisor.
  4. Ensure evidence of equivalency determination is retained - Refer to the Recruitment, Merit and Selection Procedure:
    1. the Higher Education Academic Teaching Requirements - Equivalency Form
    2. certified qualifications documentation
    3. any other supporting documentation proving equivalency
C.          Allocate academic teaching workloads Head of School
  1. Confirm academic teaching staff member meets the equivalency requirements and allocate teaching load or proceed with recruitment accordingly
D.          Review academic teaching staff’s equivalency annually Head of School
  1. Review academic teaching staff’s equivalency each year as teaching workloads are allocated.

5. Monitoring the progress and completion of Graduate Certificate in Education (Tertiary Education) (GCETE)

  ACTIVITY RESPONSIBILITY STEPS
A. Monitor the progress and completion of Graduate Certificate in Education (Tertiary Education) (GCETE) of all new academic teaching staff. Note: GCETE does not cover higher degree supervision skills - refer below. Head of School
  1. Ensure all new academic teaching staff appointed at Levels A-C are enrolled into the Graduate Certificate in Education (Tertiary Education) (GCETE) and have completed at least 50% by the end of their academic probation period, with exceptions for those who hold current and relevant teaching qualifications or awards.
  2. Review progress in PRDP meetings.
  3. If academic teaching staff have not completed at least 50% of the GCETE in the timeframes outlined above, refer onto the relevant Dean.

6. Ensuring academic teaching staff engaged in research supervision are registered as supervisors as per the HDR Supervision Policy

  ACTIVITY RESPONSIBILITY STEPS
A. Ensure staff engaged in research supervision are registered as supervisors as per the Higher Degree Supervision Policy Head of School

7. Ensuring students have an appropriate level of access to academic teaching staff

  ACTIVITY RESPONSIBILITY STEPS
A. Communicate the requirement for academic teaching staff to be accessible to students Academic staff member’s supervisor
  1. Prior to commencement of teaching, clearly explain the expectation of timely accessibility requirements.
  2. Provide information on the expected student cohort and the proposed level of support for their learning needs.
  3. Confirm academic staff member’s understanding and commitment to accessibility requirements.
  4. Ensure School has clear expectations for accessibility.
B. Negotiate workload as per School requirements meeting Union Collective Agreement requirements Academic staff member’s supervisor
  1. Confer with academic teaching staff to determine framework of workload requirements, inclusive of teaching, scholarship, research, service and accessibility requirements.
  2. Ensure workload/s are within the Union Collective Agreement provisions.
C. Monitor students’ accessibility to their teachers is appropriate Head of School (HoS)
  1. HoS will assess student feedback regarding teacher accessibility through survey data, student complaints etc.
  2. HoS to relay any concerns regarding accessibility to supervisor
  3. HoS to discuss any concerns regarding accessibility with academic staff member and clarify requirements.

8. Encouraging ongoing scholarship among academic teaching staff to ensure currency in teaching and learning

  ACTIVITY RESPONSIBILITY STEPS
A. Determine teachers’ understanding of  current scholarship/professional practice in nominated discipline Staff member’s supervisor

1.     Emphasise University’s requirements in maintaining current scholarship/professional practice in nominated discipline

2.     Authenticate academic staff’s understanding of scholarship requirements to ensure they are familiar with current research and trends in their discipline

C. Encourage academic  staff  to identify and incorporate specific scholarship activities in the development of objectives of their Performance Review and Development Program (PRDP) Staff member’s supervisor
  1. As part of the PRDP process, identify, discuss and agree annual scholarship objectives that could include, but is not limited to:
    • Scholarly writing/editing such as academic book reviews, book chapters, peer review of journal articles or research journal articles
    • Conference presentation/attendance
    • Undertaking original research
    • Joining professional and/or discipline-specific bodies
    • Establishing an intra-university network of academic peers for reflective practice
    • Undertaking scholarly secondments
    • Professional development opportunities
  2. As part of the PRDP process, review academic staff scholarship activities on an annual basis.
D. o    Encourage academic staff to document their ongoing scholarship in a Portfolio format currently used for Academic Promotion that covers: Learning and Teaching; Research and Creativity; and Leadership and Engagement Staff member’s supervisor
  1. Provide academic staff with the Portfolio templates available in the Academic Promotions procedure
  2. Explain the categories and what sort of information could be provided in each one.
  3. Explain the benefits of keeping an up-to-date portfolio that will assist with future promotional opportunities.
E. o    Utilise the peer review process for academic teaching staff on probation, permanent and sessional staff Staff member’s supervisor
  1. Inform academic teaching staff of the peer review process.
  2. Implement and document the peer review process according to the Peer Enhancement of Learning and Teaching Procedure.
F. Provide relevant professional development opportunities Staff member’s supervisor
  1. Where applicable – offer existing academic  staff the opportunity to complete the Graduate Certificate in in Education (Tertiary Education) (GCETE)

Responsibility

  • The Deputy Vice Chancellor (Academic) as the Approval Authority is responsible for monitoring the implementation, outcomes and scheduled review of this procedure.
  • The University Registrar as the Policy Sponsor is responsible for maintaining the content of this procedure as delegated by the Approval Authority.

Promulgation

The Higher Education Academic Teaching Requirements Procedure will be communicated throughout the University via:

  1. An Announcement Notice under "FedNews"
  2. Inclusion on the University's online Policy Library

Implementation

The Higher Education Academic Teaching Requirements Procedure will be implemented throughout the University via:

  1. Information Sessions within each Faulty

Records Management

Document Title Location Responsible Officer Minimum Retention Period
Staff qualification ESS/HR staff file Director HR Destroy 50 years after date of separation from the agency if the employee was not exposed to hazardous materials. (If the employee has been exposed to hazardous substances the destroy date is 100 years after date of separation from the agency.
Higher Education Academic Teaching Requirements - Equivalency Form ESS/HR staff file Director HR Destroy 50 years after date of separation from the agency if the employee was not exposed to hazardous materials. (If the employee has been exposed to hazardous substances the destroy date is 100 years after date of separation from the agency.