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UCL Grading Procedure for Support Staff

UCL Grading Procedure for Support Staff. Julie Wake HR User Group 29 th Oct 2009. HERA. UCL uses HERA (Higher Education Role Analysis) as Job Evaluation tool HERA is an analytical scheme Designed by Higher Education Covers all jobs from Porter to Professor

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UCL Grading Procedure for Support Staff

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  1. UCL Grading Procedure for Support Staff Julie Wake HR User Group 29th Oct 2009

  2. HERA UCL uses HERA (Higher Education Role Analysis) as Job Evaluation tool HERA is an analytical scheme Designed by Higher Education Covers all jobs from Porter to Professor Complies with non discriminatory guidance by Equal Opportunities Commission

  3. UCL Grading Procedures New Jobs Grading Reviews for occupied posts with significantly changed duties Note: Do NOT re-submit jobs: Previously evaluated Minor changes such as: change of job title, name of manager or dept Replacement of one or more tasks by similar tasks

  4. Statistics • Over 5,000 roles evaluated since 2000 • 2008: • 307 new jobs • 132 grade reviews of which • 90 increased (78%) • 42 no change (32%) • 18 appealed (43% of 42) • 10 increased (56%) • 8 no change (44%)

  5. Method Panels of trained Role Analysts Cross section of UCL, nominated by trade unions, faculties & Human Resources Over 40 Faculty & Union nominees trained since 2004 and currently: 25 Active Role Analysts 10 Union of which 4 AMICUS, 4 UCU & 2 UNITE and 5 FEMALE & 5 MALE 15 Faculty of which 13 FEMALE 2 MALE

  6. Role Analysts Carefully evaluate evidence provided - By Job Description Outline (JDO) Reach consensus on scores allocated to the 14 elements in the scheme Give credit to misallocated evidence Responses determine score of job and Ultimately the grade of the post

  7. JDO The JDO is an analytical summary of the requirements of the job – it’s about the post not the person! It’s completed by: Manager for new jobs Role holder or manager for grading review requests Grade reviews are verified by the HoD

  8. Job Description Outline Forms 4 Sections – set context of role: A Working Context B Organisation Chart C Job Purpose D Main Tasks 14 elements – in line with HERA Scheme Guidance notes are included on the form, available from: http://www.ucl.ac.uk/hr/docs/download_forms/JDO_7_06_07.doc

  9. The 14 elements Communications(oral and written) Teamwork & Motivation Liaison & Networking Service Delivery Decision Making Planning & Organising Resources Initiative & Problem Solving Analysis & Research Sensory & Physical Demands Work Environment Pastoral Care & Welfare Team Development Teaching & Learning Support Knowledge & Experience

  10. ProcedureNew Job Panels Minimum panel of 2 Role Analysts Meet weekly on Thursdays for New roles Deadline 12noon Tuesday Electronic copies of JDOs with details, if known, of post id to: jobevaluation@ucl.ac.uk Outcome by following Tuesday

  11. Procedure Grading Review Requests Panel of 3 Role Analysts Usually I each of trade union, faculty & HR Nominee Meet monthly Requests for grading reviews where duties have significantly changed Deadline by 12noon 28th month for evaluation following month Requests evaluated in order of receipt Outcome notified to HoD by 12th month following panel meeting

  12. Appeal – Stage 1 Informal Appeal with member of grading review panel Role holder may invite colleague, manager or trade union representative May submit formal appeal in writing within 2 weeks by Statement indicating reasons for appeal with reference to JDO

  13. Appeal Stage 2 New Panel of 5 Role Analysts not involved in original evaluation Conduct an independent evaluation Outcome notified to HoD by 12th of month following panel meeting Appeal Panel’s decision is final.

  14. Job Evaluation Reference • Commonly known as HERA reference. • For advertising and appointments • Any of following: • JER NNN or PF NNN e.g. JER 246 PF 251 • NJ0Y-NNN e.g. NJ09-122 • App0Y-NN e.g. Ap08-23

  15. The End Any questions?

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