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) & its implementation at Salford 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 Requirement under the Framework Agreement for the Modernisation of Pay Structures n To provide equal pay for work of equal value n Enables mandatory transfer of staff to a single grading structure 3 HERA briefing

5. Trade union stance n All local & national TUs signed up to Framework Agreement, which includes job evaluation 6 HERA briefing

6. Why HERA? n 70% of sector adopted n Applicable to all categories & grades of HE staff n Designed by the HE sector for the sector – TU’s involved throughout n Positively reviewed by Equal Opportunities Commission 11

7. HERA IS… n Analytical, competency based job evaluation scheme n 14 elements provide means of assessing responsibility level n Just the job is evaluated 5 HERA briefing

8. HERA is NOT… n A performance appraisal n A means of measuring workload n A means of evaluating the role holder 6 HERA briefing

9. Job evaluation at Salford n End of this “mop up” phase = all roles evaluated across University n Necessity for different data collection methods but with role holder document completion a pre-requisite

10. The procedure for roles being analysed via the paper based method  Role Analysts produce role descriptions from interviews with randomly selected individual(s) in benchmark role  Heads, Deans & Directors allocate verifiers to role holders  Role holders & verifiers sent documents & invited to briefings  Role holder selects and amends (if necessary) one role description received OR completes pro forma  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 cont.  Role Analysts ‘rate’ information & enter ratings into software n Software produces total points score (100-1000), allowing role to be mapped onto grading structure n HERA point score assigns grade. Spinal point determined by current salary  Role holders notified of new grade & point score 5 HERA briefing

12. Impact of new structure & JE pre appeals n 15% of staff on grades with entirety of pay range above old grade (Green circled) n 25% of staff on grades with higher salary maximum (Yellow circled) n 46% of staff on grades with identical salary maximum (Grey circled) n Thus, 86% of staff benefit or are unaffected in terms of pay

13. Impact of new structure & JE pre appeals cont n 11% of staff on grades with lower salary maximum (Pink circled) n 3% of staff on grades with entirety of pay range below old grade

14. Safeguards for staff n Salary protection process agreed with TUs (up to four years as required) n Appeals procedure agreed with TUs (2 stages – informal review & formal panel). Priority scheduling & backdating. n Reanalysis if role changes significantly 5 HERA briefing

15. The role holder’s contribution n The expert with regard to their job n Complete documentation by Monday 12 th May 2008 – 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 & do not focus entirely on recent activity n Qualify & quantify e.g.’s & explain jargon 5 HERA briefing

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

17. Is participation compulsory? n Acceptance of Framework Agreement commits all staff to participate in job evaluation 6 HERA briefing

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

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

20. HERA briefing Further Information n Vicky Ward – Job Evaluation Project Manager n Personnel G01 Crescent House n Tel. Ext: 52532 n Email:v.ward@salford.ac.uk n Email: Hera.personnel@salford.ac.uk 14