Transcript HERA PRESENTATION - Swansea University

HERA
PRESENTATION
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

HERA

What is HERA?
HERA:




Why are we carrying the
exercise out?
What are the likely effects?
Your role in this
Your line manager’s role
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:
EQUAL PAY
FOR WORK OF EQUAL VALUE
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

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.
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
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
TIMESCALE
We will conduct the HERA exercise in two parts :
PART ONE
DATA
GATHERING
PART TWO
IMPLEMENTATION
actually assimilating staff
onto the new pay spine
Wales received funding only recently and we
envisage implementation sometime in 2007.
THE GRADING STRUCTURE
£
Grade 5
Grade 4
Grade 3
Grade 2
Grade 1
HERA score
WHAT ARE THE LIKELY EFFECTS?
TO YOU:

When implementation takes place: There will be
some movement in salaries – it is likely that some
people’s salaries will go up and some down

It is envisaged that the
VAST MAJORITY OF PEOPLE’S 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.
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
YOUR AND YOUR LM’s ROLES IN THIS
YOU MAY BE ASKED TO BE
A PARTICIPANT

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

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.
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’
?
THANK YOU
THANK YOU