Frequently Asked Questions
1) The Framework Agreement
Will the Framework Agreement affect all staff?
The Framework Agreement includes all staff with the exception of staff paid from Clinical Academic salary scales and a small number of staff whose terms and conditions are excluded from the JNCHES national negotiations.
2) Job Evaluation
What is Job Evaluation?
Job evaluation is the process of measuring different elements of a role in order to grade it in a fair and consistent manner. It has been agreed that HERA will be used at Aberdeen to assist in this process.
What is HERA used for?
HERA is used to create a role description or profile and a total points score for a role. The profile can be used to support recruitment, selection, training and career development. The total points score can be used to assign roles to grades or bands in a salary structure.
Why do roles need to be analysed using HERA?
The National Framework Agreement requires all Higher Education Institutions to implement a new single pay spine and grading structure for all staff by August 2006. To do this a series of representative roles within each institution has to be identified and analysed before the remaining roles can be allocated into a new pay and grading structure as developed by the University in consultation with the campus trade unions.
4) Job DescriptionsMy job is identical to someone I work alongside; do we need to provide two job descriptions?
No, provided that you are doing the same job and if you and your line manager are happy that the roles are the same you can create an original and submit separately signed ones with your own and your line manager's signature.
What is a benchmark role?
In a large organisation like the University it is not possible to evaluate every role by means of a job evaluation/role analysis meeting. Typically in large organisations a sample of roles, spanning the whole organisation, is drawn up to allow the remaining roles to be matched and slotted in to without the need for each role to be analysed in depth.
How will the information I provide be used during the job evaluation process?
The information you provide will be used in one of two ways. If you are selected for a job evaluation meeting, as an individual who holds one of the benchmark roles that will be identified, the information you have provided will be used, by trained role analysts during the meeting, to undertake a more detailed analysis of the requirements of your role. However, if you are not selected for a meeting the information will also be extremely important, as it will be used by trained staff to match your role to the benchmark roles once they have been fully analysed. These processes will eventually lead to your role being allocated to the new pay and grading structure that will be developed in partnership with the locally recognised trade unions during 2006.
What happens if my line manager fails to approve my job description?
If your line manager does not agree with the content of your job description, and is therefore not prepared to approve it, a meeting should be arranged between you and your line manager to seek to agree the content of the job description. By this means it is likely that the majority of cases will be resolved. It should, however, be remembered that the job description must reflect the requirements of the role not any personal preferences. There may be a few cases where the job description still remains unapproved following a meeting between an individual and their line manager. In these rare occasions it would be appropriate to consult the HR Officer who has responsibility for the particular area. The HR Officer will then try to facilitate agreement between the individual and their line manager.
5) Pay and Grading
When will the University implement the new pay structures?
The University is aiming to implement the new structures by 1 st August 2006.
How and when will I be notified about the new grade for my role?
You will receive a letter from Human Resources informing you of any changes to your grade or pay details. Letters to staff can not be issued until the job evaluation process is complete and the new pay and grading structures have been developed in consultation with the campus trade unions.