Grade guidance and information

HERA

HERA is a scheme designed to analyse all roles found in Higher Education. Standing for Higher Education Role Analysis, the word also contained the symbolism of the Queen of the Greek Gods. It is a competencies based, computerised role analysis system which can be applied to all roles in Higher Education, and which can assess their relative value in a consistent and equitable manner.

HERA analyses roles using a questionnaire which contains 14 elements and 50 questions. These were identified during field research involving staff from all types of universities and colleges of Higher Education and were extensively tested to ensure they adequately capture all roles and reflect the values of British Higher Education.

HERA produces a total points’ score which is used to assess the relative value of the roles in a consistent and equitable manner. This score can be used to assign roles to appropriate grades or bands in a salary structure.

HERA is owned by the Educational Competences Consortium Ltd. For more information, please, visit HERA website.

HERA

 

 

 

 

HERA Terms:

Role Holder: employee who holds the role

Role Analyst: member of the HERA team or trained TU representative, who analyses, grades and scores HERA Questionnaires completed by role holders.

Grading structure: a series of grades, each of which will span a number of incremental points.  To view the current pay scale please go to:

Salary Scales at Swansea University

Job evaluation: a systematic process for defining the relative worth or size of jobs within an organisation in order to establish internal relativities and provide the basis for designing an equitable pay and grading structure. HERA is an analytical job evaluation scheme that is used in Swansea University.

Equal Pay Policy

Swansea University is committed to the principle of equal pay for all its employees. It aims to eliminate any sex bias in its pay systems and practices.  Equal pay between men and women is a legal right under both domestic and European Law. In the United Kingdom we are bound by the principles outlined in the Equality Act 2010, and the public sector equality duty specifications for Wales.

Women are entitled to equality in pay and terms and conditions with men for:

  1. like work (the same or broadly similar work)
  2. work rated as equivalent (different work, but rated as equivalent under the same job evaluation scheme)
  3. work of equal value (different work, but of equal value in terms of demands such as effort, skill and decision-making)

It is in the interest of the University to ensure that it has a fair and just pay system. It is important that employees have confidence in the process of eliminating bias through; age, disability, gender reassignment, marriage and civil partnerships, pregnancy and maternity, race, religion and belief, sex and sexual orientation and the University is committed to working in partnership with the recognised trade unions to take action to ensure that it provides equal pay.

The University believes that in eliminating bias in its pay system it is sending a positive message to its employees and customers. It is in the business interests of the University to have a fair, transparent reward system that helps to control costs. It recognises that avoiding unfair discrimination will improve morale and enhance efficiency.

It is the responsibility of all those involved in determining pay, as part of recruitment or promotion processes, to make sure that University’s equal pay principles are adhered to at all times. Please see the starting salary guidance for further information Starting Salary guidance

The objectives of this policy are to work towards:
- The elimination of any unfair, unjust or unlawful practices that impact on pay
- Take appropriate remedial action to rectify equal pay gaps

Action

  • Carry out regular pay audits for all staff
  • Provide training, supported by guidelines for those involved in recruitment and promotion processes and determining pay
  • Work in partnership with trade unions to plan and implement
  • Respond swiftly to grievances raised on equal pay
  • Provide information to employees of how pay is determined and the University’s commitment to equality of pay

 Updated August 2012