HERA PRESENTATION - Swansea University
Download
Report
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