HERA is a competency-based approach to role evaluation. It is used as a job evaluation tool in Higher Education Institutes (HEIs) in order to harmonise different pay spines. 75% of HEIs are using HERA. The scheme came about when it became apparent post 1992, that higher education institutes all had a problem with a variety of pay rates and bargaining units. It is designed to analyse all roles found in Higher Education.
The HERA system is based on filing in a questionnaire that is based around 14 elements.
1. Communication
2. Teamwork and Motivation
3. Liaison and Networking
4. Service Delivery
5. Decision Making processes and outcomes
6. Planning and organising resources
7. Initiative and problem solving
8. Analysis and research
9. Sensory and Physical demands
10. Work Environment
11. Pastoral Care and Welfare
12. Team Development
13. Teaching and Learning Support
14. Knowledge and Experience
People in each organisation such as human resources and union representatives will be given training in filling in the questionnaire. Responses are based on numerical responses. The HR department will produce guidance notes, which are likely to be available on the organisation’s intranet. Small organisations are likely to analyse each individual role, while large organisations take a benchmark sample and have a group interview. In individual examples there will usually be a 1:1 interview followed by the questionnaire being signed off by the line manager. Individuals will be asked for examples of activities and responsibilities of work they do on a day-to-day basis. The analysis should be of the current role. Once all the questions have been answered, the response is translated into a numeric score; a computer programme usually calculates this. The scoring process will produce a grade.
If the role holder appeals the grade given, they will be given an interview in order to put additional evidence forward.
The knowledge and skills section of the questionnaire is particularly important. This section includes where to include your qualifications, although you also need to list out your knowledge and skills you use in the role, rather than the tasks you perform.
Steer clear from using words like ‘professional librarian’ instead concentrate on the skills that help you create, develop and manage a library.
Useful suggestions are given in
If you are a member of a trade union they will be able to negotiate for you.
Updated: 19 June 2007