HERA PRESENTATION

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HERA PRESENTATION
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INTRODUCTION
HERA Project Office Team Based in the Personnel
Department

• Jane Hart - Project Officer
• Oksana Bolgarova- Cartwright - Role Analyst
• Wanda Kirby - Role Analyst
• Tony Aldridge Role Analyst
• Stephen Storey Role Analyst

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HERA

• What is HERA?

HERA

• Why are we carrying the exercise out?

• What are the likely effects?

• Your role in this

• Your line managers role

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WHAT IS HERA?

• HERA Higher Education Role Analysis

• A job evaluation scheme
• A means of analysing jobs in order to decide
  their size and worth
• A means of achieving

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WHAT IS HERA history.

• Developed by Educational Competences Consortium
  Ltd
• - ECC

• Group of 6 Universities - 1994
• More than 10 years since started
• Piloted and tested throughout Britain
• Including Swansea as part of the pilot and the
  pan Wales (HEFCW funded) Feasibility Study

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WHAT IS HERA a little bit more
HERA MEASURES THE SIZE OF A JOB OR ROLE

• Numerical score
• Compare two totally different jobs by their job
  size
• HERA does this by looking at the competencies
  required to do your job (14 areas of competency)
  issues such as
• communication at what level do you have to
  communicate, frequency.

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WHY WE ARE CARRYING OUT THE EXERCISE?

• UCEA - Universities and Colleges Employers
  Association of which we are a member, is asking
  all member Institutes to move to a single pay
  spine scale
• UCEA agreed with TU that this must be done in
  conjunction with an analytical job evaluation
  scheme in order to ensure that we achieve
• Equal pay for work of equal value
• HERA is an analytical job evaluation scheme

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WHY WE ARE CARRYING OUT THE EXERCISE?

• Harbouring no bias or prejudice in our salary
  structure
• Not paying women less than men for the same
  work of an equal value
• Not paying people with disabilities less
• Not paying people from ethnic minorities less
• Fair pay within the Institution
• Little option - legislation

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TIMESCALE
We will conduct the HERA exercise in two parts
DATA GATHERING
PART ONE

IMPLEMENTATION actually assimilating staff onto
the new pay spine

• PART TWO

Wales received funding only recently and we
envisage implementation sometime in 2007.
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THE GRADING STRUCTURE

Grade 5
Grade 4
Grade 3
Grade 2
Grade 1
HERA score
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WHAT ARE THE LIKELY EFFECTS?
TO YOU

• When implementation takes place There will be
  some movement in salaries it is likely that
  some peoples salaries will go up and some down
• It is envisaged that the
• VAST MAJORITY OF PEOPLES SALARIES WILL MOVE
  LITTLE IF AT ALL
• For those who go down there will be some
  protection and ways of avoiding a salary decrease
  will be looked at, eg, perhaps the job can be
  increased to match the salary level.

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WHAT ARE THE LIKELY EFFECTS?
TO THE UNIVERSITY

• Expensive exercise experience has always been
  that the salary bill goes up
• The cost of achieving implementation is
  considerable, eg, new appointments have been
  made, involve staff time
• Avoid expensive court cases based on
  discrimination
• Conforming to UCEA rulings and assisting in
  simplifying the pay bargaining round

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YOUR AND YOUR LMs ROLES IN THIS

• We have to gather enough data on the various
  grades and jobs in UWS to develop benchmark/
  generic role profiles
• Use a percentage (about 10) of staff to draw up
  benchmark profiles
• Guidance and assistance in completing the
  Questionnaire will be available
• Your line manager will be asked to validate your
  questionnaire
• Everyone / Job Profile

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EVALUATION REVIEWS
AND APPEALS

• At the point of implementation you will be given
  the benchmark profile that is deemed to fit your
  role
• You will have the opportunity to raise issues
  regarding this informal evaluation review
• If the issues cannot be resolved they will be
  referred to an appeals panel formal.

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YOUR COOPERATION
IS IMPORTANT

• Your opportunity to ensure that your job is
  accurately and fairly represented
• Your opportunity to play a role in ensuring that
  UWS is providing equal pay for work of equal
  value

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?
THANK YOU
THANK YOU