BU UCU members continue to raise serious concerns regarding several ongoing university processes, particularly around the staff survey, PRIEP allocations, and implementation of the new workload planning framework.

At our recent branch meeting, members discussed these issues alongside wider negotiations with the university, branch business, and upcoming union events.

Quick Notes:

We need your input on issues of concern. Let us know what’s happening via the General Reporting Form or Casework Pro Forma (for individual support) on any of these topics.

• Branch AGM 22 June 2026, 1300, Teams
• Share your concerns about the Staff Survey and how your data is being shared and used
• Let us know your issues around workload planning and research allocation
• Having issues with Reasonable Adjustments? Reach out.

Staff survey concerns and data-sharing

The branch is currently seeking urgent clarification from the University Executive Team (UET) regarding the handling of staff data within the current staff survey process.

Members have raised concerns regarding confidentiality, cybersecurity practices, and the sharing of demographic data with the external survey provider. We are also pressing the university to provide a mechanism allowing staff to withdraw their survey data prior to analysis and institutional reporting.

We have published a fuller update on these concerns here: BU UCU seeks urgent clarification over staff survey data-sharing and withdrawal rights

PRIEP allocations and appeals

The branch continues to receive concerns regarding the implementation of the PRIEP process under the new workload planning framework.

Issues raised include lack of transparency around allocation decisions, affordability moderation, inconsistent implementation across schools, and the limited scope of the appeals process. Members have also expressed concern regarding the potential long-term impact on research careers and promotion pathways.

We have published a fuller update on PRIEP concerns here: PRIEP (Research Workload) Allocations, Transparency, and Appeals

Reasonable adjustments concerns

BU UCU is currently supporting a number of members regarding concerns about reasonable adjustments and disability-related support.

Issues raised include delays in implementing adjustments, withdrawal of previously agreed adjustments, inconsistent information regarding entitlement and process, and concerns about how disability-related requests are being handled.

Members experiencing difficulties relating to reasonable adjustments or workplace accessibility are encouraged to contact the branch via General Reporting Form or Casework Pro Forma (for individual support).

Branch AGM

Our Branch AGM will take place on 22 June 2026 from 1.00pm–2.30pm.

The AGM will include officer reports, elections, discussion of branch priorities for the coming year, and opportunities for members to raise issues affecting their work and conditions.

Further details are available here: 2026-27 BU UCU AGM

Workload planning framework and member feedback

As colleagues will know, the university introduced a new workload planning framework earlier this year following a consultation process which BU UCU did not regard as constituting meaningful negotiation.

Following implementation of the framework, the branch surveyed members regarding their experiences. Most respondents reported negative experiences of both the process and the model itself. At the same time, we recognise that a small minority of members are supportive of aspects of the framework, and that the overall response rate may reflect the difficulty many colleagues have had in fully reviewing and analysing the system while also working within it.

Since implementation, concerns raised with the branch have included inconsistent peer group discussions, lack of clarity for managers implementing the process, and concerns regarding transparency in PRIEP decision-making and appeals.

These matters are being raised through the Joint Interest Group process and we will continue updating members as discussions progress.

New BU Learning Model

Some discussion in the branch meeting revolved around the development of a new Learning Model, which has implications for Programme Teams (presumably to be renamed “Course Teams”?), programme/course design and validation, unit/module design, assessments, and workload planning. We heard concerns about changing over to a base-30-credit model, student awareness of the changes, and how to implement a new model with limited staff and workload, particularly during a time when so many other changes are ongoing.

We note that BU UCU has strong representation in the Learning Model Design Team, and continues to raise these concerns. The new Learning Model will NOT be implemented in the 2026-27 academic year, so we will keep you updated on its progress for now.

Academic Career Framework negotiations

BU UCU has reviewed the university’s draft Academic Career Pathways documents against both the collaboratively developed 2022/23 Academic Career Framework materials and the JNCHES role profile framework.

We remain concerned about:

• lack of sufficiently clear and assessable criteria
• increased reliance on subjective managerial interpretation
• inconsistent differentiation between grades
• insufficient recognition of the full range of academic and collegial contribution
• continued alignment of promotion criteria with unresolved workload planning structures

We have therefore asked the university to return to the stronger evidential and analytical foundations developed during the earlier ACF work. Further negotiation meetings are scheduled for June.

Policy review

The university has begun a major review of staff-related policies intended for implementation from September 2026. This exercise involves more than 250 policies and includes consultation with recognised trade unions.

BU UCU has repeatedly raised concerns that the proposed timetable is extremely ambitious given the scale of the review. While the university has indicated that some higher-priority policies — including absence and sickness procedures — will be prioritised, draft policies have not yet been shared with the unions.

We continue to emphasise that policies affecting staff terms, conditions, and wellbeing require sufficient time for meaningful consultation.

Recognition agreement review

Following the trade dispute resolution agreement reached earlier this year, BU UCU and UNISON are currently engaged in discussions with university management regarding revision of the university’s Recognition Agreement.

The current agreement dates from 1991. The branch is seeking a revised agreement that strengthens collective bargaining, consultation arrangements, facilities time, and dispute resolution processes.

Branch motions and solidarity

At the branch meeting, members also passed motions supporting:

• a £250 donation to Northumbria UCU’s fighting fund in support of staff resisting attacks on pay, pensions, and national collective bargaining
• a £100 donation to BCP Trades Union Council in support of local May Day organising

Tolpuddle Martyrs’ Festival

We also encourage members to attend this year’s Tolpuddle Martyrs’ Festival, which takes place from 17–19 July 2026.

The festival remains one of the most important events in the trade union calendar, bringing together trade unionists and campaigners from across the movement.

Anyone interested in attending as part of a BU UCU contingent should contact Patrick Neveling.

In solidarity,

BU UCU