Academic, Academic-Related and Professional Services Staff

Following a review of our promotions procedures, some key changes have been introduced that apply in cases of promotion to Academic, Academic-Related and Professional Services staff.  These changes take effect immediately and are summarised below. 

Applications to posts at Grade 7 – 9 (Academic, Academic-Related, Technical)

An annual Promotions procedure continues to apply. Employees applying for promotion in this year’s exercise should take time to study the criteria, and particularly the Guidance Notes for Applicants, to assist in completing documentation. Some key changes have been introduced, namely the requirement to include statements from personal referees as part of applications (for promotion to grades 8 and 9) and an indication from heads of school/section about completion of an annual review (all posts). Additionally, the composition of sub-committees have been updated to reflect our new academic structures.  More information can be found at the Grade 7-9 (Academic, Academic-Related, Technical) tab below.

Anonymised applications for promotions remain in place; further information can be found at the Blind Review tab below.

Word limits in the applications also remain in place.

Applications to posts at Grade 5 & 6 (Academic, Academic-Related, Technical)

A new procedure has been introduced whereby applications can be received at any time in the year.  A minimum of 12 months’ service is required and only one application can be made in any rolling 12 month period.  More information can be found at the Grade 5&6 (Academic, Academic-Related, Technical) tab below.

Contributions

The process for applying for a contribution has been removed from the annual promotions exercise.  Contribution applications going forward should be submitted in line with the Contributions procedure which now applies to all University staff. More information can be found at the Contributions tab below.

Support Staff

The procedure for Support Staff has not been changed and can be accessed at the Support Staff tab below. Applications for promotion may be submitted at any time in the year, but a minimum of 12 months of service is required before staff are eligible for consideration for promotion

Promotion Timetable

2018 Promotions Exercise Timetable 

Event Date

Formal Launch

26 January 2018

Information Sessions

(Applications to Academic, Teaching and Research posts Grades 5-9)

  • 12pm, Tuesday 30th January 2018
    IMS Building Level 7 Conference Room, Foresterhill
  • 12pm, Tuesday 30th January 2018
    Sir Duncan Rice Library Level 7 Meeting Room
  • 12pm, Thursday 1st February 2018
    KCF7, Old Aberdeen Campus

Information Sessions

(Applications to Academic Related or Technical Posts Grades 5-9)

  • 12:45pm, Tuesday 30th January 2018
    IMS Building Level 7 Conference Room, Foresterhill
  • 1pm, Tuesday 30th January 2018
    Sir Duncan Rice Library Level 7 Meeting Room
  • 1pm, Thursday 1st February 2018
    KCF7, Old Aberdeen Campus

Information Sessions

(Applications to posts at Grades 1-5 - Support Staff)

Drop-in sessions for staff looking to apply for promotion:

  • 12-2pm, Tuesday 20th February 2018
    University Office, Room 100
  • 1-3pm, Wednesday 21st February 2018
    Polwarth Building Room 0.054, Foresterhill

Closing date for applications to be submitted to Head of School/Section

16 March 2018

Closing date for Head of School/Section to submit paperwork to HR

26 March 2018

First meeting of Sub-Committee

April 2018

Final meeting of Sub-Committee

July 2018

Staff Promotion Committee

Late August 2018

Appeals

Concluded by the end of December 2018

 

Academic Staff Grades 7-9
Guidance

The University runs an annual Promotions Exercise for Academic Staff members seeking promotion (Grades 7-9). The following document has been developed to provide further information about the process: 

If you are interested in applying for a promotion, it may be beneficial to review the following guidance documents before submitting your application:   

Forms

If you wish to apply for a promotion, please complete the relevant Application Form and Standard CV Form from the list below:

Teaching and Scholarship

Teaching and Research

Research

Standard CV Form

Academic-Related Grades 7-9
Guidance

The University runs an annual Promotions Exercise for Academic Related and Professional staff members seeking promotion (Grades 7-9). The following documents has been developed to provide further information about the process:

If you are interested in applying for a promotion, it may be beneficial to review the following guidance documents before submitting your application:  

Forms

If you wish to apply for a promotion, please complete the Application Form and Standard CV Form:

Teaching & Research Grades 5-6
Guidance

Applications for Research or Teaching staff seeking promotion to Grades 5 and 6 may be submitted at any time in the year, but a minimum of 12 months service is required before staff are eligible for consideration for promotion.  The following procedure has been developed to provide further information:

If you are interested in applying for a promotion, it may be beneficial to review the following guidance documents before submitting your application:  

Forms

If you wish to apply for a promotion, please complete the relevant application form from the list below:

Research

Teaching

Academic-Related Grades 5-6
Guidance

Applications for staff seeking promotion to Academic Related Grades 5 and 6 may be submitted at any time in the year, but a minimum of 12 months service is required before staff are eligible for consideration for promotion.  The following procedure has been developed to provide further information:

If you are interested in applying for promotion, it may be beneficial to review the following guidance documents before submitting your application:

Forms

If you wish to apply for a promotion, please complete the relevant application form from the list below (to be uploaded as soon as possible):

Grade 5

Grade 6

Support Staff
Guidance

Applications for support staff seeking promotion may be submitted at any time in the year, but a minimum of 12 months service is required before staff are eligible for consideration for promotion.  The following procedure has been developed to provide further information:

If you are interested in applying for promotion, it may be beneficial to review the following guidance documents before submitting your application:

Forms

If you wish to apply for a promotion, please complete the relevant application form from the list below:

Grade 3

Grade 4

Contribution Awards

The process for applying for a contribution award has been removed from the annual Promotions exercise.  Contribution applications going forward should be submitted in line with the Contributions procedure which now applies to all University staff. 

This form should be submitted by an individual's line manager (following discussion with the individual) to apply for a Contribution Pay Award.  Line managers are expected to regularly consider the contribution of all members of their team and submit applications which meet the criteria as appropriate.  Recommendations that an application be submitted can also be drawn to the line manager’s attention by:

  • Individual members of staff
  • Colleagues wishing to nominate an individual to receive an award

Please note, an application for a contribution award will still be considered should the Head of School/Section not support this.  Please read the Contributions Procedure prior to completing the Contribution Form.

Recommendations for in-year salary increases for members of Professorial/Grade 9 staff are considered through the Professorial and Senior Staff Salary Review process.  Recommendations for Heads of School/Section are submitted for consideration by the Remuneration Committee.

Job Evaluation
Overview

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

Grade Structure

View the University's grade structure and salary scales.

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':

  1. Communication (oral and written)
  2. Teamwork and motivation
  3. Liaison and networking
  4. Service delivery
  5. Decision making processes and outcomes
  6. Planning and organising resources
  7. Initiative and problem solving
  8. Analysis and research
  9. Sensory and physical demands
  10. Work environment
  11. Pastoral care and welfare
  12. Team development
  13. Teaching and learning support
  14. 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.

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.

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.

Completion/Guidance Notes

To help you complete the job description template, guidance notes are available to download by clicking the link below:

Worked Examples

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.

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.

FAQs

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.

Blind Review

The anonymous review of promotion applications will continue within the University’s promotions exercises.  In practice, this means that the first step within the promotions exercise will be a ‘blind review’ of applications by role analysts.  Please read the Guide for Anonymising Applications/Blind Review.