HIGHER EDUCATION ROLE ANALYSIS

Sarah Haworth

John Dickson

The “Framework Agreement”

National agreement on pay modernisation

Single pay spine

Institution-wide JE scheme

Equal pay for work of equal value

Pay & grade progression

Harmonisation

Market pay

Staff development & review

Broad Objectives

Single streamlined pay & grading	framework

Competitive and affordable

Transparent and equitable

New approach to job evaluation

Swifter grading arrangements

Project Overview

Steering Group

Information gathering

Salary Modelling

Matching/mapping

Assimilation & harmonisation

Develop new procedures

Implementation August 2006

Job Evaluation

Systematic process

Breaks jobs down into factors or skills

Compares roles within an organization

Underpins decisions about grading

Equal Pay

HERA

Analytical scheme

Developed specially for HE

Covers all roles

Relative value

Evidence of role requirements

Partnership approach

Extensive testing at Oxford

Focus on required skills and behaviour rather than on tasks to be performed

Input rather than output

Not competence i.e. doesn’t assess performance

Cross-section of staff asked to identify the important skills and competencies in HE

Competencies

HERA Elements

Teaching and Learning Support	9.5%

Initiative and Problem Solving	8%

Knowledge and Experience	8%

Communication	8%

Decision Making Processes and Outcomes	7%

Analysis and Research	7%

Teamwork and Motivation	7%

Planning and Organising Resources	7%

Service Delivery	7%

Team Development	7%

Liaison and Networking	6.5%

Pastoral Care and Welfare	6.5%

Work Environment	6.5%

Sensory and Physical Demands	5%

HERA Elements

Communication

Oral, written, visual

Straightforward, complex, specialist

Teamwork

Departmental & team structures

Management/supervisory responsibilities

Liaison & Networking

Key contacts – 1:1 and groups

Purpose

HERA Elements

Service Delivery

Responsive, proactive, bespoke

Standards & procedures

Decision Making

Independent, collaborative, advisory

Impact

Planning & Organising

Time management

People, budgets, facilities, projects

HERA Elements

Problem Solving

Typical, level of complexity

Maintenance, development

Analysis & Research

Gather, manipulate, analyse information/data

Investigate, test, academic research

Sensory & Physical Demands

Tools, equipment, dexterity, audio-visual

Moving & handling

HERA Elements

Work Environment

Office, workshop, laboratory, etc

Health & safety management

Pastoral Care

General sensitivity

Personnel/welfare responsibility

Team Development

Induction, coaching, appraisal

HERA Elements

Teaching & Learning Support

Briefings, demonstrations

Workshops, courses, lectures

Mentoring, academic supervision

Knowledge & Experience

Person specification, level of expertise

Stage 1:	Data gathering

Stage 2:	Analysis

Stage 3:	Evaluation

Evaluation Process

Options:

Data gathering questionnaire

(e.g. role outline form)

Written record of evidence

Job description & organisation chart

Interview

Observation

Combination of methods

Data Gathering

Analysis & Evaluation

Analysis

HERA Questionnaire

Notes for Guidance

Matching work examples

Evaluation

Elements, questions & responses are	weighted

Software generates total points score

IT Roles

Progress

Further data gathering

Consistency within existing grade groups

Generic profiles

IT Specialist – 480 HERA Points

Administrative Officer – 482 HERA Points

Any Questions?

Gathers examples and considers what skills are being used to carry out the role effectively.

Not measuring performance or consequence of error.

Development of the scheme – cross-section of staff were asked to identify the key skills used in HE.

HERA follows a 3 stage process

data gathering – e.g. interview, desktop analysis

take examples that have been given and match against the HERA statements (using Notes for Guidance)

Input the profile of the role into the HERA software to produce a total points score

Number of different methods to gather data for a HERA analysis.

Questionnaire – some institutions have developed their own questionnaire based around the 14 HERA elements. ECC has produced a HERA role outline form. The idea of data gathering questionnaires is that the role holder and/ or line manager completes them.

Written record of evidence – again role holder and/or line manager complete a desk top analysis form. Provides a summary of the 50 questions with a box to record examples.

Short interview – following one of the previous 2 methods role analyst conducts an interview focusing on specific elements where further clarification is required.

Full interview – conducted by a trained role analyst – work through the questionnaire element by element gathering examples from the role holder. Might be 1 to 1, group.

Observation – To supplement any of the above analyses. Role analyst goes and observes the role holder carrying out specific tasks e.g. use of particular equipment or techniques which are easier to demonstrate than explain.

It is up to the individual institution as to which method they wish to use. The method may vary depending on the staff group and the purpose of the data gathering exercise.

PowerPoint Presentation

sjh1

2004-10-19T15:35:51

A. John W Dickson