Higher Education Role Analysis Scheme (HERA)
What is HERA?
HERA is a job evaluation scheme designed by the Education Competencies Consortium (ECC) together with institutions within the Higher Education Sector that uses a competencies based questionnaire to systematically measure the size of a role compared to other roles in a fair and consistent manner. The scheme applies to the vast majority of roles within The University of Manchester.
It is used to:
- assign roles to a grade on the pay spine;
- regrade Professional Support staff;
- support wider HR activities such as career development.
The Fourteen Elements
Roles are evaluated against fourteen HERA elements.
HERA uses a questionnaire that is made up of 50 statements which are divided into 14 elements. Information regarding a role is collected by a trained role analyst under each element specifying what demands, responsibilities, knowledge and experience are formally required to carry out the role.
The questionnaire is designed to be used across all PS roles within the University and it is therefore unlikely that all statements will be pertinent to every role, as each role needs a different combination of competencies. It is also important to note that it is the formal requirements of the role that is evaluated and not the individual’s performance in carrying out the role.
Using the HERA scoring system, each element is ‘scored’ alphabetically based on the information obtained about the role, these scores are then combined and provide a total numerical point score for the role. This numerical score decides the relative size and worth of the role and the grade of the role is assigned. Additionally, role data obtained is compared to similar roles that have been evaluated to ensure that it has been scored correctly and provide consistency across the University.
As part of the job evaluation process a HERA Role Profile is produced for all roles undertaken by Professional Support staff through the use of job evaluation software. The profile itself is made up of a series of headings in which alphabetical letters are generated that equate to an overall numerical point score . However, the profile does not specify actual tasks / duties undertaken in the role and does not act as a replacement for a Job Description.
Individuals may request to see the HERA Role Profile assigned to their own role but not that of other individuals / roles. To request to do so, you will need to contact your HR Partner.
Academic (including Research) roles are assigned to an Academic Role Profile that has been agreed with reference to the National Library of Academic Role Profiles (NLARP) and within the academic job families set out in the NLARP.
The University of Manchester has a single payspine that applies to all staff within grades 1 – 8.
Separate pay and grading arrangements are in place for professorial staff and academic-related grade 9 staff.
As a consequence of a role undergoing the job evaluation process an overall numerical score is generated that is assigned to a particular grade on the University’s single payspine, however it does not determine the actual salary / incremental point within that grade.
The numerical scores of each grade boundary are:
Grade 1: 143 - 198
Grade 2: 199 - 219
Grade 3: 220 - 268
Grade 4: 269 - 323
Grade 5: 324 - 389
Grade 6: 390 - 477
Grade 7: 478 - 575
Grade 8: 576 - 640
Increments are paid on the 1st August annually up to the maximum incremental progression point for the grade assigned to each role, subject to satisfactory performance and to having achieved six months service in post. This does not include contribution points as these are reserved for rewarding exceptional performance
For Academic and Research staff the progression between grades is in accordance with the
For Support and Academic-related staff progression between grades is in accordance with the
Re-grading of a role is based upon the role the individual carries out having grown or changed significantly since the previous job evaluation of the role was carried out in terms of additional/increase in responsibility(ies) making the role more wider in breadth and/or more complex. This is evidenced by a completed Role Information Form, previous and current Job Descriptions (and any further supporting information if applicable) which clearly states such differences in duties and is submitted for re-evaluation accordingly.
An increase in the volume of work does not equate to a justification for undergoing the re-grading process. If considering submitting a re-grading application you should discuss this with your line manager and/or HR Partner in the first instance.
In some instances group re-grading submissions will be considered.