Hi
Keen to hear from anyone on their experience and approaches taken when establishing pools for redundancy within lecturing/teaching roles?
Specifically keen to hear from anyone who has had to pick apart historical job titles, inconsistently applied with some stating Lecturer of [SUBJECT] and others not, and then informal or temporary arrangements of Lecturers servicing in or out another subject, programme area and/or campus?
Trying to reduce the size of pools where pragmatic to do so, to limit the number that may become at risk, but conscious if we go back to contract base - there are and have been so many historical and layered up applications of employees executing their jobs in practices in line with the fluctuating student enrolment and course/class frequency over the years - it's proving problematic to apply the same principle to all?
Thank you!