ROYAL HOLLOWAY
University of London
HERA Frequently Asked Questions & Answers
1.What is job evaluation?
Job evaluation is the method of assessing the relative size of jobs within an organisation. It is a process that seeks to objectively measure the different elements of a job resulting in a total score for each job. The jobs are then placed in a rank order according to the total score or size. It is worth noting that it is the job that is evaluated, not the person doing the job.
2. What are the benefits of job evaluation?
A job evaluation system is recognised as a fair, equitable and transparent way of comparing the relative size of jobs.
Using a job evaluation scheme will help the College ensure that staff receive the same pay as that of others doing work of equal value. The system is purely a means of gathering information about the elements that make up the role.
3. Why do we need a new job evaluation scheme?
The National Framework Agreement required all Higher Education Institutions to have implemented a new single pay spine and grading structure for all staff by August 2006.
Job evaluation allows different roles being performed across the College to be directly compared with each other. The College used the Higher Education Role Analysis (HERA) scheme for this purpose.
- Why HERA?
HERA has been designed specifically to analyse all roles found in Higher Education and was developed nationally through a consortium of 110 Higher Education institutions (the Educational Competencies Consortium Ltd) and the trades unions.
HERA is a questionnaire based job evaluation system which consists of 50 statements, grouped into 14 elements.These elements are designed to cover every type of role and staff group in the Higher Education sector e.g. academic, administration, facilities management. Evidence of role requirements is gathered against each of the statements and assessed using the appropriate response table.
It produces a total point’s score which is used to assess the relative value of the roles in a consistent and equitable manner. This score can be used to assign roles to appropriate grades or bands in a salary structure.
Full details of the elements are found in the document ‘HERA for role holders’ which is available from the HR website.
- How have the points for each element been determined?
Each of the 14 elements of HERA is weighted as a percentage of the total for the 14 elements and each element has a maximum score in direct proportion to that percentage. The standard scheme weightings were developed in consultation with a sample of staff from the Higher Education sector to identify the relative importance of each of the elements.
- What is the process of evaluation?
For new assessments, a Role Analyst from Human Resources will gather information on the 14 elements of HERA at meetings with staff, either individually or in groups. Before the meeting, Role Holders will receive a guide to the types of questions which will be asked.
Following the meeting, the Role Analyst will prepare a written record, which the Role Holder will be asked to read through and sign, to confirm it represents an accurate description of the job. The Role Holder’s Head of Department (HoD) or line manager will be asked to check the information to make sure that it represents the requirements of the role and they will also be asked to sign the record.
The process will consist of a number of steps:
- HERA briefing arranged for Role Holder and HoD if required
- Preparation for meeting by Role Holder
- Meeting to gather evidence of role requirements using the 14 HERA statements
- Confirmation of evidence by Role Holder
- Confirmation of evidence by Head of Department
- Analysis and scoring of information
- Feedback provided to Role Holder
- Who is involved in the process?
Role Holder / The person whose role is being evaluated
Head of Department/line manager / The Role Holder’s manager to verify the information which has been collected
Role Analyst / Member of Personnel who has been trained to use HERA to explore the different aspects of a role.
Note Taker / Member of Personnel who will be present in information gathering meeting to take notes of evidence discussed.
Scoring Panel / Group of individuals trained in HERA who will act as a consistency check for scores submitted by Role Analyst. The Panel will include representatives from different functions in the College, Union representatives and members of Personnel.
8.What will happen before the meeting?
All staff members will be invited to attend a briefing session in advance of their HERA interview.This will be run by the HERA Role Analyst. After this session Role Holders who be sent the HERA questionnaire so they can consider the elements in advance; this document is also available on the HR website.
9.How long will the meeting take?
An individualmeetingshould last about two hours; this will involve the Role Holder, Role Analyst and if necessary a separate Note Taker.
A group meeting may last a little longer as there is potentially more information to discuss.
10.What will happen after the meeting?
The Role Analyst will send the Role Holder/s a copy of the information they collected during the interview. The Role Holder will at this stage be able to amend, add or delete any of the information and then asked to sign to confirm it indicates a true representation of their job. The information will them be sent to the HoD/line manager for review who will also be asked to sign to confirm it is an accurate record.
11.What happens if the Role Holder and Verifier do not agree on the record of evidence?
In most cases it should be possible to resolve any difference of opinion through a discussion between the Role Holder, the Role Analyst and the HoD/line manager.
12.How do we ensure consistency of approach between the Role Analysts?
In order to ensure consistency of approach, all Role Analysts have received comprehensive training from a HERA representative. Role Analysts will also work closely together to discuss scoring to ensure a consistent approach. All jobs evaluated will be reviewed by a Scoring Panel who will act as an additional consistency check.
13.What is scoring?
The job evaluation process produces a score which reflects how demanding the role is. Once all roles in the College have been analysed and scored they can be sorted into a “rank order” for transferring onto the new pay spine.
14.How are part-time staff treated?
In the same way as full time members of staff.
15.How will I know what my salary is following completion of the HERA assessment?
HR will contact you to confirm the outcome of the HERA assessment and to confirm any salary implications. The points to grade matrix is also available on the RHUL pay spine, which can be downloaded from the HR website.
16.Is there a process for appeals if I disagree with the new grading?
Yes. A copy of the appeal procedure is available on the HR website.
17.Who can I contact for more information?
Please contact the HR department or any further information.