Conditions of Service for Academic Staff Working in Higher Education  

Planning Policy

Staffing is a matter for the institutions.  However, an employment control framework has been in place since 2008 to bring about a reduction in overall pay costs in light of the need to reduce public expenditure to alleviate economic difficulties.  While this framework provides the sector with overall target reductions, institutions have been given flexibility in how they achieve these targets.

Entry to the Profession

Entry of people to the academic staff in higher education institutions is based on the relevant required qualifications and in accordance with national employment legislation.

The recruitment procedures for academics and criteria for academic advancement are decided upon by the individual higher education institution.

Professional Status

Academic staff members in higher education institutions are public servants and are appointed in accordance with general national employment legislation. 

Salaries

The salaries of staff employed in higher education institutions are determined by the Minister for Education and Skills with the consent of the Minister for Public Expenditure and Reform. The salary scales for academic staff as on the 1st January 2010 are listed in the following table:

Lecturers in Institutes of Technology are required to deliver a maximum of 560 class contact hours per annum, with a norm of 16 class contact hours per week. In addition to class contact, lecturers are also required to carry out other duties listed in the contract – including curriculum and course design, research, supervising tutorials and assessment of exam work. Their contract of employment states that the performance of these duties will require attendance in addition to class contact hours during the normal working week.

The contribution of academic staff in the Irish Universities can be divided into three broad categories, respectively: teaching, research, and other activities including contribution to the overall operation of the university and its engagement with civic society and the economy. The broad teaching role in universities is multidimensional and encompasses undergraduate and postgraduate teaching and those supporting activities which underpin teaching and disciplinary scholarship and the student experience. Universities are currently collecting data on the proportion of academic time devoted to these activities as part of a project on the development of a full economic costing system. The data collected thus far on a pilot basis indicates that, on average across the seven universities, over fifty percent of time academic time is devoted to teaching related activities.

The National Strategy for Higher Education to 2030, published in early 2011 recommended that workload allocation models be implemented throughout the university sector and that contracts in both sectors be reviewed.  

Universities and institutes of technology are autonomous institutions in accordance with the relevant legislation – the Universities Act, 1997 and the Institutes of Technology Acts, 1992 to 2006. Therefore the promotion and career advancement of academic staff is a matter for the institutions themselves with regard to the required qualifications for the specific promotion.  Institutions must also have regard to the terms of the Employment Control Framework which has been in place since 2008 to bring about a reduction in overall pay costs in light of the need to reduce public expenditure to alleviate economic difficulties. While this framework provides the sector with overall target reductions, institutions have been given flexibility in how they achieve these targets.

Working Time and Holidays

Lecturers in Institutes of Technology are required to deliver a maximum of 560 class contact hours per annum, with a norm of 16 class contact hours per week. In addition to class contact, lecturers are also required to carry out other duties listed in the contract – including curriculum and course design, research, supervising tutorials and assessment of exam work. Their contract of employment states that the performance of these duties will require attendance in addition to class contact hours during the normal working week.

The contribution of academic staff in the Irish Universities can be divided into three broad categories, respectively: teaching, research, and other activities including contribution to the overall operation of the university and its engagement with civic society and the economy. The broad teaching role in universities is multidimensional and encompasses undergraduate and postgraduate teaching and those supporting activities which underpin teaching and disciplinary scholarship and the student experience. Universities are currently collecting data on the proportion of academic time devoted to these activities as part of a project on the development of a full economic costing system. The data collected thus far on a pilot basis indicates that, on average across the seven universities, over fifty percent of time academic time is devoted to teaching related activities.

The National Strategy for Higher Education to 2030, published in early 2011 recommended that workload allocation models be implemented throughout the university sector and that contracts in both sectors be reviewed.  

Promotion, Advancement

Universities and institutes of technology are autonomous institutions in accordance with the relevant legislation – the Universities Act, 1997 and the Institutes of Technology Acts, 1992 to 2006. Therefore the promotion and career advancement of academic staff is a matter for the institutions themselves with regard to the required qualifications for the specific promotion.  Institutions must also have regard to the terms of the Employment Control Framework which has been in place since 2008 to bring about a reduction in overall pay costs in light of the need to reduce public expenditure to alleviate economic difficulties. While this framework provides the sector with overall target reductions, institutions have been given flexibility in how they achieve these targets.

Retirement and Pensions

Historically, five of the Irish Universities had funded pension schemes which had different terms and conditions, including retirement age. These funded pension schemes were taken over by the State in late 2009/early 2010. These pension schemes while now closed, continue to operate for existing members of the schemes in accordance with the rules of each scheme.

The Pension arrangements are the same for male and female academic staff.

Recent pension related legislation has changed the retirement and pension provisions for many public servants including academic staff working in Higher Education. The cumulative effect of the changes is the co-existence of different retirement and pension arrangements in the Higher Education sector. These arrangements may be summarised as follows:

• People employed on or prior to 31 March 2004;
• People employed for the first time in the public service from 01 April 2004 to 31/12/2012 and employees who leave public service employment and who between 1 April 2004 and 31/12/2012 return to public service employment following a break in service of more than 26 weeks;
• People employed for the first time in the public service from 1 January 2013 and employees who leave public service employment and who after 1 January 2013 return to public service employment following a break in service of more than 26 weeks.

People employed on or prior to 31 March, 2004

Academics employed in the Institute of Technology and University sector generally have compulsory retirement once they reach age 65 but there is provision for a voluntary retirement pension for Academics over age 60, without actuarial reduction. In two of the Universities there is compulsory retirement on the 30th September coincident or immediately following reaching age 65 and there is no provision for earlier retirement without actuarial reduction. In some of the Universities the maximum retirement age can be extended up to age 70.

There is also provision for death gratuities in the case of death in service, disability pensions and gratuities, and preserved pension and preserved gratuities, payable at minimum retirement age for those who leave the service with at least 2 years pensionable service. Academics may also avail of a Cost Neutral Early Retirement provision from 10 years prior to minimum retirement age, whereby on retirement benefits are immediately payable. However the benefits are actuarially reduced to reflect the early payment of the gratuity and the longer period over which the pension will fall to be paid.

People employed for the first time in the public service from 01 April, 2004 to 31/12/2012 and employees who leave public service employment and who, between 1 April, 2004 and 31/12/2012, return to public service employment following a break in service of more than 26 weeks.

The provisions of the Public Service Superannuation (Miscellaneous Provisions) Act, 2004 govern the retirement and pension age of those employed for the first time on or after 01 April 2004 and existing public servants who leave employment and who after 1 April 2004 return to public service employment following a break in service of more than 26 weeks.  The 2004 Act raised the minimum pension age to age 65 in the case of most new entrants to the public service, including Academics in the Higher Education Sector and abolished the requirement to retire on grounds of age also in the case of most new entrants.

There is also provision for death gratuities in the case of death in service, disability pensions and preserved benefits payable at minimum retirement age for those who leave the service with at least 2 years pensionable service. Cost Neutral Early Retirement is also available to this category but only from age 55.

People employed for the first time in the public service from 1 January 2013 and employees who leave public service employment and who after 1 January 2013 return to public service employment following a break in service of more than 26 weeks.

The Public Service Pensions (Single Scheme and Other Provisions) Act 2012 provides for a Single Public Service Pension Scheme for new public servants including academics in third level institutions, appointed on or after 1 January 2013. Employees who leave public service employment and who after 1 January 2013 return to public service employment following a break in service of more than 26 weeks also qualify for membership of this scheme. The Act also makes certain other changes affecting existing public service pension arrangements. The provisions related to the introduction of the Single Public Service Pension Scheme commenced on 1 January 2013.

The main provisions which apply in the Single Public Service Pension Scheme are:

• Benefits to be calculated on career average earnings (whereas benefits are currently based on final salary);
• Raise the minimum public service pension age to age 66 and thereafter to age 67 and 68 in line with the changed pension age in the social welfare system;
• Setting a maximum retirement age of 70 for new entrants;
• Pensions scheme contributions will remain generally at 6.5% of pay for most categories of public servants including academic staff in third level institutions but for certain fast accrual occupations in the public service contribution rates will be higher;
• Changes to post-retirement increases. Post retirement increases to be linked  to consumer price not pay as heretofore;
• Provision for retirement on medical grounds, death in service benefit, survivors’ benefit and the payment of preserved benefits at minimum pension age.

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