HERA HERA PRESENTATIONPRESENTATION

INTRODUCTIONINTRODUCTION

Jane Hart - Project OfficerJane Hart - Project Officer Oksana Bolgarova- Cartwright - Role AnalystOksana Bolgarova- Cartwright - Role Analyst Wanda Kirby - Role AnalystWanda Kirby - Role Analyst Tony Aldridge – Role AnalystTony Aldridge – Role Analyst Stephen Storey – Role Analyst Stephen Storey – Role Analyst

HERA Project Office TeamHERA Project Office TeamBased in the Personnel DepartmentBased in the Personnel Department

HERAHERA What is HERA? What is HERA?

HERA:HERA:

What are the likely effects?

Why are we carrying the exercise out?

Your line manager’s roleYour line manager’s role

Your role in this

WHAT IS HERA?WHAT IS HERA?

A job evaluation scheme A means of analysing jobs in order

to decide their size and worth A means of achieving:

HERA = Higher Education Role Analysis

EQUAL PAY EQUAL PAY

FOR WORK OF EQUAL VALUEFOR WORK OF EQUAL VALUE

WHAT IS HERA: history.WHAT IS HERA: history.

Developed by Educational Competences Consortium Ltd

- ECC

Group of 6 Universities - 1994 More than 10 years since started Piloted and tested – throughout Britain Including Swansea as part of the pilot and the

pan Wales (HEFCW funded) Feasibility Study

WHAT IS HERA: a little bit moreWHAT IS HERA: a little bit more

Numerical score; Compare two totally different jobs by their job

size; HERA does this by looking at the competencies

required to do your job (14 areas of competency) – issues such as:

communication – at what level do you have to communicate, frequency.

HERA MEASURES THE SIZE OF A JOB OR ROLEHERA MEASURES THE SIZE OF A JOB OR ROLE

WHY WE ARE CARRYING OUT WHY WE ARE CARRYING OUT THE EXERCISE?THE EXERCISE?

UCEA - Universities and Colleges Employers Association – of which we are a member, is asking all member Institutes to move to a single pay spine scale

UCEA agreed with TU that this must be done in conjunction with an analytical job evaluation scheme – in order to ensure that we achieve:

Equal pay for work of equal value

HERA is an analytical job evaluation scheme

WHY WE ARE CARRYING OUT WHY WE ARE CARRYING OUT THE EXERCISE?THE EXERCISE?

Harbouring no bias or prejudice in our salary structure

Not paying women less than men – for the same work – of an equal value

Not paying people with disabilities less

Not paying people from ethnic minorities less

Fair pay – within the Institution

Little option - legislation

TIMESCALETIMESCALEWe will conduct the HERA exercise in two parts :We will conduct the HERA exercise in two parts :

PART TWOPART TWO IMPLEMENTATION actually assimilating staff

onto the new pay spine

PART ONEPART ONE DATA GATHERING

Wales received funding only recently and we envisage implementation sometime in 2007.

THE GRADING STRUCTURETHE GRADING STRUCTURE

Grade 1

Grade 5

Grade 3

Grade 4

Grade 2

£

HERA score

WHAT ARE THE LIKELY EFFECTS?WHAT ARE THE LIKELY EFFECTS? TO YOU:TO YOU:

When implementation takes place: There will be some movement in salaries – it is likely that some people’s salaries will go up and some down

It is envisaged that the

VAST MAJORITY OF PEOPLE’S SALARIES WILL MOVE LITTLE IF AT ALL

For those who go down there will be some protection and ways of avoiding a salary decrease will be looked at, eg, perhaps the job can be increased to match the salary level.

WHAT ARE THE LIKELY EFFECTS?WHAT ARE THE LIKELY EFFECTS?TO THE UNIVERSITY:TO THE UNIVERSITY:

Expensive exercise – experience has always been that the salary bill goes up

The cost of achieving implementation is considerable, eg, new appointments have been made, involve staff time

Avoid expensive court cases based on discrimination

Conforming to UCEA rulings and assisting in simplifying the pay bargaining round

YOUR AND YOUR LM’s ROLES IN THISYOUR AND YOUR LM’s ROLES IN THIS

We have to gather enough data on the various grades and jobs in UWS to develop benchmark/ generic role profiles

Use a percentage (about 10%) of staff to draw up benchmark profiles

Guidance and assistance in completing the Questionnaire will be available

Your line manager will be asked to validate your questionnaire

Everyone / Job Profile

YOU MAY BE ASKED TO BEYOU MAY BE ASKED TO BE

A PARTICIPANTA PARTICIPANT

EVALUATION REVIEWS EVALUATION REVIEWS AND APPEALS AND APPEALS

At the point of implementation you will be given the benchmark profile that is deemed to fit your role

You will have the opportunity to raise issues regarding this – informal evaluation review

If the issues cannot be resolved – they will be referred to an appeals panel – formal.

YOUR COOPERATION YOUR COOPERATION IS IMPORTANT IS IMPORTANT

Your opportunity to ensure that your job is accurately and fairly represented

Your opportunity to play a role in ensuring that UWS is providing ‘equal pay for work of equal value’

??THANK YOUTHANK YOUTHANK YOUTHANK YOU