THE PROCEDURE

PHASE I: Developing Generic/Benchmark role profiles

All ‘distinct’ roles are identified by Service Department Directors and Heads of Academic Schools in co-operation with role analysts.  A proportion of role holders, for each role, are asked to participate either in a workshop or group interview.

Workshops
Those attending workshops are asked to take ownership of their questionnaires; completing them in draft during the workshop, but then retaining them for two weeks, during which time they are expected to produce the final draft. Participants are free, during this fortnight to discuss the questionnaire with their colleagues, line managers, the role analyst team and Trade Union Representatives. TU representatives, who are trained role analysts, are available to assist their members and the HERA team is also available to assist. Participants are asked to bring completed questionnaire to a closing workshop. Any minor remaining problems are dealt with at this workshop and participants (role holders) then submit their completed questionnaires for analysis.

Group Interviews
Those attending group interviews, supply data relating to their jobs. The group interview is conducted by trained role analysts. The questionnaire is completed by one of the trained role analysts. The questionnaire is then returned to all of the attendees of the group interview. The attendees hold the questionnaire for two weeks, during which time they can discuss it with their colleagues, line managers, the role analyst team and Trade Union Representatives. Attendees can make any alterations or additions that they wish to the HERA Questionnaire. Once attendees are happy that it is a full and accurate representation of their jobs, they are asked to sign-off the Questionnaire.

Verification
All completed questionnaires will be verified by appropriate line managers. Line managers will attend a workshop to ensure sufficient familiarity and understanding of the questionnaire and of the HERA process to enable them to verify a questionnaire.

Grading
The questionnaires are then graded and scored by trained Role Analysts. A Generic / Benchmark Role Profile is developed for each role.  The scores allocated to these profiles is used to establish the grading structure on the new 51-point pay spine. Identified unique roles (ie roles held by only one person) are analysed individually to avoid a disproportionate influence on the grading structure.

PHASE II: Implementation

Matching

All staff, who have not completed a HERA Questionnaire, will be asked to complete a job profile.  These will be used to match individual jobs to the benchmark profiles.