Pay & Job Evaluation at University of Bradford
The following is an overview of pay and job evaluation at the University.
If you are a current member of staff you will find more information, including all our policies, on HR ServiceNow.
The University operates a single pay spine for Grades 1-10.
You will receive an incremental increase on your salary on 1 April each year until you reach the spine point ceiling of your grade.
If you commence employment between 1 October and 31 March you will be entitled to an increment six months after your date of commencement.
The Temporary Allowances policy provides guidance on rewarding employees on Grades 1-10 who temporarily take on extra work duties and responsibilities representing a significant change to their existing role.
HERA Job Evaluation
The University uses the HERA (Higher Education Role Analysis) job evaluation scheme which is used to systematically analyse all roles in a fair, equitable and consistent way to ensure equal pay for work of equal value. It is important to the University, as a good employer, that we grade all jobs in a consistent way, and reward people fairly for the differing levels of skills and responsibility that their roles require.
An effective job evaluation scheme also helps the University to meet its obligations under current pay legislation, which requires 'equal pay for work of equal value'. HERA is now generally recognised in the HR sector as an effective tool for differentiating and comparing roles and for grading new and changing jobs.
HERA was developed especially for the HR sector by Educational Competence Consortium (ECC) Ltd, of which the University of Bradford is a founder member. HERA is now the scheme most commonly used by Universities and Colleges of Higher Education to analyse and evaluate roles.
HERA Role Profiles
There are seven groups of role profiles:
- Estates Services
- Administration and Customer Services
- Technical Services
- Academic and Research
- Professional and Technical Specialist
- Senior Staff
The role descriptors contain; the grade characteristics which give an overview of the size, scope and level of the role and 14 HERA elements which provide examples of the type of activities that we know, from staff feedback, are undertaken by staff at the grade.
The role descriptors are used to aid the development of job descriptions based on the duties and responsibilities of a job role.
All roles at the University of Bradford are evaluated following the process below:
- Managers submit new and revised job descriptions to their HR Business Partner team;
- The HR Business Partner team review the job description and complete a job evaluation proforma with the manager to gather further information about the role;
- The job description and job evaluation proforma are assessed by 2 HR representatives;
- The Reward Partner will then quality check the job evaluation and carry out an assessment to ensure the role is comparable with like post across the university.