The University of Aberdeen uses a job evaluation system (HERA) which measures the different elements of each non-clinical role within the institution. This information is used to grade roles in a fair and consistent manner.
The job evaluation process aims to:
- Establish the relative value or size of jobs or roles
- Produce the information required to design and maintain equitable grade and pay structures
- Provide as objective as possible a basis for placing jobs within a grade structure
- Enable consistent decisions to be made about grading jobs or roles
- Ensure that the organisation meets legal and ethical equal pay for work or equal value requirements and that the legal and ethical requirements do not discriminate
For further information please contact your HR Partner.
- Higher Education Role Analysis (HERA)
The University uses HERA as its job evaluation tool. HERA is a tool used to evaluate roles found in higher education - this process is also sometimes referred to as job analysis. Job evaluation is the process of measuring different elements of a job in order to grade it in a fair and consistent manner.
HERA involves fourteen 'elements':
- Communication (oral and written)
- Teamwork and motivation
- Liaison and networking
- Service delivery
- Decision making processes and outcomes
- Planning and organising resources
- Initiative and problem solving
- Analysis and research
- Sensory and physical demands
- Work environment
- Pastoral care and welfare
- Team development
- Teaching and learning support
- Knowledge and experience.
These elements have been designed so that roles can be analysed in such a way as to reflect the values of higher education and the aspects of those roles seen as most important.
To help you complete the application, guidance notes are available to download by clicking the link below:
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 is used to support recruitment, selection, training and career development. The total points score is then used to assign roles to grades or bands in the University salary structure.
Why do roles need to be analysed?
The National Framework Agreement (2006) required all higher education institutions to implement a new single spine and grading structure for all staff. To do this, a series of representative roles within each institution had to be identified and analysed to allow each institution to develop (in consultation with its recognised trade unions) an appropriate pay and grading structure.
HERA provides an analytical approach that reflects the values of the sector and provides transparency to the process. Also, using an analysis tool such as HERA ensures that roles within the University are receiving equal pay for work of equal value.
- National Academic Role Profiles
The Joint Negotiating Committee for Higher Education Staff (JNCHES) have produced a paper providing guidance on the National Academic Role Profiles.
For more information regarding NARPs, please contact your HR Partner.
- Job Descriptions
The University has developed a job description template to gather accurate and up-to-date information about all non-clinical jobs in the University. Guidance on how to complete the form is available, including a number of worked examples (please see links below). If you experience any difficulties completing the template, please contact your HR Partner.
The template was developed and agreed in partnership with the local representatives of all the recognised campus trade unions as part of the Framework Agreement (2006). The template is laid out in such a way to allow Role Analysts to score each role and place this in the University's grade structure.
- Job description template (electronic): this document is designed to be completed on your PC.
- Job description template (hard copy): this document is designed to for completion by hand.
To help you complete the job description template, guidance notes are available to download by clicking the link below:
A number of worked examples have been produced as guidance for completing job descriptions:
If you require further information or guidance regarding job descriptions, please contact your HR Partner.
Has the Framework Agreement Affected All Staff?
The Framework Agreement included 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. All new non-clinical posts under the University's terms and conditions following the Framework Agreement in 2006 have undergone a job evaluation process using HERA to grade it accordingly.
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. HERA has been used by the University since 2006 to assist with 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 is then used to support recruitment, selection, training, performance and career development. The total points score can be used to assign roles to grades in the salary structure.
Why do Roles Need to be Analysed Using HERA?
The National Framework Agreement required 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 had to be identified and analysed before the remaining roles could be allocated into the grading structure as developed by the University (in consultation with the campus trade unions). All new non-clinical posts on the University's terms and conditions have been analysed to identify what grade this equates to. Roles are also analysed as part of the University's annual Promotions Exercise.