JOB EVALUATION PROCESS
Introduction
The new local pay framework is underpinned by the HERA job evaluation process. All requests for grading or regrading of posts (outside of the otherwise agreed progression arrangements) will be subject to an evaluation under HERA
Key stages in the process
The new arrangements set out four key stages which are:-
The various elements have also been set out in a flow chart.
Stage 1 – Application return to top
Applications for grading or regrading must be supported by the relevant SMT member BEFORE any evaluation can take place.
Once support has been gained the Head of Department will need to submit to The Department of Human Resources and Organisational Development (HR&OD) a full job description. Guidance on how to complete the job description is available and further advice can be sought from HR&OD however they will not be able to advise on potential outcomes.
Completed job descriptions approved by the Head of Department or SMT member (and current post holder if relevant) along with the SMT members support should be forwarded to the Human Resources Department.
Should the individual’s request for an evaluation review be refused by either a Head of Department or SMT member they will have the right to use the grievance procedure if they feel that their application is being unreasonably refused.
Stage 2 – Evaluation return to top
The job description will be independently evaluated by two trained HERA analysts. The two scores will then be reviewed by a third analyst, normally the Director or Assistant Director of HR&OD who will moderate the two scores and determine the final score. This will normally be completed within ten working days of receipt of the application.
Stage 3 – Grading Panel return to top
The outcome of the review process will be submitted to a grading review panel comprising the Vice Chancellor, Senior Pro Vice Chancellor, and Strategic Director (Resources) for final determination. Should any job role being considered fall within their individual areas of responsibility the relevant panel member will stand down from the panel and be replaced by an alternative member of the SMT.
Stage 4 – Outcome return to top
The outcome from the panel will be communicated to the relevant SMT member who, in conjunction with the HR&OD department, will agree the arrangements for communicating with the line manager/individual.
