1. HERA briefing n Vicky Ward – Job Evaluation Project Manager 1

2. Aims of today’s session n To present an overview of HERA - Higher Education Role Analysis n Opportunity for questions throughout n Hard copy of full presentation 2 HERA briefing

3. Job evaluation defined n Method of assessing the value of roles n Examines factors e.g. skills, experience, responsibilities, working condition etc. 3 HERA briefing

4. Why is Salford implementing HERA? n Required by HEFCE to provide equal pay for work of equal value within HEI n Present grading systems inadequate n HERA applicable to all categories & grades of staff 3 HERA briefing

5. HERA explained n Analytical, competency based job evaluation scheme n 14 elements 5 HERA briefing

6. HERA IS… n A means of identifying the activities and responsibilities of roles n Just the job is evaluated, not the person 6 HERA briefing

7. HERA is NOT… n A performance appraisal n A means of measuring workload 6 HERA briefing

8. Why HERA? n Designed by the HE sector for the sector – TU’s involved throughout n Most commonly used scheme in sector n Easy to compare roles across occupational groups n Thoroughly researched n All 14 elements + the scoring methodology agreed by consensus n Positively reviewed by Equal Opportunities Commission 11

9. Trade union stance n All signed up to framework agreement which includes job evaluation n All local unions supportive of HERA 6 HERA briefing

10. The procedure for roles being analysed via the paper based method n Role description produced from interview with randomly selected individual(s) in benchmark role n Heads, Deans & Directors allocate verifiers to role holders n Role holders & verifiers sent documents & invited to briefings n Role holder selects and amends one role description received OR completes pro forma n Role holder discusses document with verifier & sends agreed copy + any additional info to JE team 5 HERA briefing

11. The procedure for roles being analysed via the paper based method n Role Analyst ‘rates’ evidence & enters ratings into software n Software produces total points score (100- 1000) – meaningless until mapped onto grading system at conclusion n Role holder and verifier contact JE team if role changes significantly 5 HERA briefing

12. How will results from the JE exercise be used? n Aug 2006 roles placed in rank order, according to HERA score, & mapped onto new grading structure. Staff notified. n No predicted real change for majority. n Consulting with TU reps re. salary protection & appeals n Role holder and verifier contact JE team if role changes significantly 5 HERA briefing

13. The role holder’s contribution n The expert with regard to their job n Complete documentation by 21 st Dec 2005 – remember some elements may not be relevant n Give specific e.g.’s for each element not complete list of tasks n Give e.g.’s of typical role requirements not extreme ones n Use different e.g.’s where possible & not focus entirely on recent activity n Qualify & quantify e.g.’s & explain jargon 5 HERA briefing

14. The verifier’s contribution n Ensure role holder has not overlooked, added, under or over emphasised aspects of role 6 HERA briefing

15. Is participation compulsory? n Acceptance of Framework Agreement commits all staff to participate in job evaluation n All roles evaluated & all role holders engaged but different data collection methods at different times 6 HERA briefing

16. Consistency n Identical training for entire team n Cross-checking of analysis for all roles n Quality checks n Consistency reports in HERA software 7 HERA briefing

17. Is this a cost cutting exercise? n Certainly not. 3-5% estimated increase in overall wage bill 6 HERA briefing

18. Summary n Purposeful n Just the job, not the person n Specially designed scheme n Many benefits n Readily available support & assistance 14

19. HERA briefing Further Information n Vicky Ward – Job Evaluation Project Manager n Personnel G35/G38a Crescent House n Tel. Ext: 52532 n Email:v.ward@salford.ac.uk 14