HERA

HIGHER EDUCATION ROLE ANALYSIS

HERA
Higher Education Role Analysis
© Towers Perrin
 ECC LTD
•Consortium of 130 HE
institutions

•Purpose: to develop
and support a
competencies-based tool
to measure the size of
ALL roles within HE,
and to support a range
of HR objectives

HERA
Higher Education Role Analysis
 HERA
•Market leader in HE. Developed by the
sector for the sector on basis of extensive
fieldwork
•Recognises the values of academic
institutions, both academic and
commercial
•Covers ALL roles
•Uses competencies framework
•Flexible and controllable - can be varied
to suit changing needs
•Has active co-operation of Trades Unions
in sector

HERA
Higher Education Role Analysis
 The National Picture on Job Evaluation

UCEA Survey Jan 2005 of

J/E

108 out of 166 responses

HERA 75%
Other schemes20%
Undecided 5%

HERA
Higher Education Role Analysis
 TIMETABLE FOR IMPLEMENTATION

By August 2006
HEFCE funding £287m by
2005-6
UCEA survey:
•1.9% August 2004
•7.4% during 2004/5
•24.1% August 2005
•9.3% during 2005/6
•50% August 2006

HERA
Higher Education Role Analysis
 Why Competencies ?
- Focus on required
skills and behaviour
rather than on tasks
to be performed
- Input rather than
output
- Provides a link
between the job and
the person

HERA
Higher Education Role Analysis
 The 14 Elements
Teaching & Learning Support
Initiative & Problem Knowledge & Communication
Solving Experience

Decision Analysis and Planning &

Making Research Organising
Processes & Resources
Outcomes
Teamwork & Team
Service Development
Delivery Motivation

Pastoral Care & Liaison & Work Environment

Welfare Networking

Sensory & Physical

HERA
Demands

Higher Education Role Analysis

 Oral Communication

Does the role holder receive, understand and convey:

1 straightforward information in a clear and accurate manner?
2 information which needs careful explanation or interpretation to help
others understand, taking into account what to communicate and how
best to convey the information to others?
3 complex conceptual ideas or complex information which may be highly
detailed, technical or specialist?

For each question, which response best describes the role

requirements:
A Essential - frequently used
B Essential - occasionally used
C Not relevant

HERA
Higher Education Role Analysis
 Scoring Scheme

Principles:

No zero scores
The scores run from 100 to 1,000
The steps between the questions are progressive
Question weightings and Response weightings
All the weightings came from the Conjoint Analysis exercise
Scoring system available and can be calculated manually

HERA
Higher Education Role Analysis
 Web-based Software

Calculates the score

Produces reports to
help consistency
checking

Paperless Version
enabling on-screen
analysis

HERA
Higher Education Role Analysis
DATA COLLECTION METHODS

-One-to-one interviews

-Group interviews

-Completion Of Written Record

(with or without interview)

-Desk-top Analysis form (paper

and electronic)

-Importance of Verification

HERA
Higher Education Role Analysis
 Selecting a Benchmark Sample
Representative roles – commonly
occurring
Male and female roles
Roles from range of depts,
disciplines
Roles from current grades – at
least one from each current grade
in each job family
Roles that reflect HERA elements
Part-time roles

HERA
Higher Education Role Analysis
 Academic and Related Staff

UCEA Agreement with AUT,

NATFHE & EIS on Academic Role
Profiles:
Teaching & Research
Teaching & Scholarship
Research

Agreement UCEA/AUT to
maintain library of academic-
related role profiles produced by
HEIs

HERA
Higher Education Role Analysis
 Holistic Approach to HRM

HERA
Higher Education Role Analysis
 HERA Role Profile

Role: J25 - Administrator for one academic unit Reports to: ---
Evaluated Structure: HERA Evaluated Grade: G1
Profile: *- Profiler: - Date: 05/09/02

Element Subelement Points Responses

COMMUNICATION (a) Oral Communication 51 Q1 A Q2 A Q3 C
(b) Written/Electronic Communication Q4 A Q5 A Q6 C
TEAM WORK & MOTIVATION Team Work & Motivation 37 Q7 C Q8 C Q9 A Q10 D Q11 D
LIAISON & NETWORKING Liaison & Networking 13 Q12 C Q13 D Q14 E Q15 E
SERVICE DELIVERY Service Delivery 47 Q16 B Q17 A Q18 D
DECISION MAKING PROCESSES Decision making 27 Q19 C Q20 D Q21 D

PLANNING AND ORGANISING RESOURCES Planning and Organising Resources 37 Q22 C Q23 C Q24 A Q25 D Q26 D
INITIATIVE AND PROBLEM SOLVING Initiative and Problem Solving 29 Q27 C Q28 A Q29 D Q30 D
ANALYSIS AND RESEARCH Analysis and Research 37 Q31 C Q32 C Q33 A Q34 D Q35 D
SENSORY AND PHYSICAL DEMANDS Sensory and Physical Demands 18 Q36 C
WORK ENVIRONMENT Work Environment 19 Q37 A Q38 C Q39 C
PASTORAL CARE & WELFARE Pastoral Care & Welfare 45 Q40 B Q41 A Q42 B
TEAM DEVELOPMENT Team Development 50 Q43 B Q44 B Q45 A
TEACHING AND LEARNING SUPPORT Teaching and Learning Support 10 Q46 D Q47 D Q48 D Q49 D
KNOWLEDGE & EXPERIENCE Knowledge & Experience 35 Q50 D
Total Score 455

HERA
Higher Education Role Analysis
 Role Description Report
Role Code Role Title Profile No. Profile Date Profiler Total Points
J25 Administrator for one academic unit *1 2002-09-05 Pam 455
COMMUNICATION
(a) Oral Communication The role holder receives, understands and conveys straightforward information in
a clear and accurate manner. In addition, the role holder receives, understands and conveys
information which needs careful explanation or interpretation to help others understand, taking into
account what to communicate and how best to convey information to other. (b) Written
Communication The role holder receives, understands and conveys straightforward information in a
clear and accurate manner. In addition, the role holder receives, understands and conveys information
which needs careful explanation or interpretation to help others understand, taking into account what to
communicate and how best to convey the information to other.
TEAM WORK & MOTIVATION
The role holder is required to clarify the requirements; agree clear task objectives; organise and delegate
work fairly according to individual abilities; help the team focus their efforts on the task in hand and
motivate individual team member.
LIAISON & NETWORKING
The role holder is required to carry out standard day to day liaison using existing procedures in order to
ensure dissemination of information in the right format to the right people at the right time; build
relationships and contacts to facilitate future exchange of information. The role holder is required to
participate in networks within the institution or externally in order to pass on information promptly; keep
people informed to ensure co-ordination of effort and that work is done effectively.
………

HERAHigher Education Role Analysis

 Role Profile

TM

LN
Head of Group of SD
Functions or Library
DM
Total points = 520
PO

IPS

IAR

SPC

WE

PCW

CDI

TT

HERA
Higher Education Role Analysis
KE
 Using HERA Profiles
Comparison of Lecturer and Senior Lecturer (post 92
University)
80
70
60
50
Points 40
30
LLl e c t
LECT
20
SL
10
0

WE
NET

KE
CO M

DM

SPD

TD
SD

IAR
IPS

TLS
PC
TW

PO

Elements

HERA
Higher Education Role Analysis
 Total Points Score Report

Role Evaluated Total

Role Title Divis ion Profile COM TM LN SD DM PO IPS AR SPD WE PCW TD TLS KE
Code Grade Points
PI003 Head of Public Relations Press & Info 10 *3 702 80 66 53 70 47 58 55 37 18 23 42 70 18 65
PI001 Press Officer Press & Info 9 *2 647 80 45 50 59 47 45 55 25 34 19 42 70 26 50
PI006 Publications Co-ordinator Press & Info 8 *1 523 72 37 29 59 30 45 55 20 18 19 21 45 23 50
PI005 Assistant Press Officer Press & Info 8 *2 512 73 37 34 59 37 45 39 25 18 23 21 37 29 35
PI002 Communications Officer Press & Info 8 *1 472 72 25 25 59 29 37 39 25 34 19 13 33 12 50
PI004 Photographer Press & Info 7 *2 463 57 20 26 47 37 20 39 20 34 43 21 37 12 50
PI008 Office Manager Press & Info 7 *1 423 72 25 21 47 37 34 31 20 18 19 21 33 10 35
PI007 Communications Assistant Press & Info 7 *1 417 64 25 19 55 37 25 29 37 18 19 13 23 18 35

HERA
Higher Education Role Analysis
 Pay Framework
HERA has simple Pay Modeller to
help institutions to:
•better understand cost implications
of moving to the new pay system
•develop localised pay structures
which are affordable
•implement new and different pay
requirements provided for in
Framework Agreement.

Pay Modeller takes HERA role

profile data and enables modelling
without having to use other
software.

HERA
Higher Education Role Analysis
HERA Rank Order to Current Salary Rank Order
Appendix 6: Chart 1 - HERA Pilot Results

45000
746
751

40000

707

35000 R2 = 0.822

599

556
Total Pay (£'s)

30000

344
381 560
420 531
25000
406 491 612
400
435
320
325 408
20000 263
411
276 361
287
201 261
15000 269 337 381
190 252
236
229

10000
150 200 250 300 350 400 450 500 550 600 650 700 750 800 850
HERA Points

HERA Higher Education Role Analysis

 Example of Grading Structure
S p ine P o in t H E R A P oi n ts a n d G ra d e
1 G ra d e 1
2 ( 10 0 – 14 9 P t s)
3 G ra d e 2
4 ( 15 0 – 1 9 9 P t s)
5
6
7 G ra d e 3
8 ( 20 0 – 25 9 P t s)
9
10
11
12 G ra d e 4
13 ( 26 0 – 30 9 P t s)
14
15
16
17
18 G ra d e 5
19 ( 31 0 – 39 9 P t s)
20
21
22
23
24 G r ad e 6 +
25 A ca de m ic G ra d e 1
26 ( 40 0 – 49 9 P t s)
27
28
29
30
31 G r ad e 7 +
32 A c a de m ic G ra d e 2
33 ( 50 0 – 59 9 P t s)
34
35
36
37 G r ad e 8 +
38 A ca de m ic G ra d e 3
39 ( 60 0 – 69 9 P t s)
40
41
42
43
44
45 G r ad e 9 +
46 A ca de m ic G ra d e 4

HERA
47 ( 70 0 – 79 9 P t s)
48
49
50 G rd 1 0 + A c G rd 5
51 ( 8 00 + P t s)

Higher Education Role Analysis

 Career Map Framework
Further development of 14 elements
to define in more detail competency
levels required by each role,
generated directly from the HERA
questionnaire.

Able to compare role competencies

with individual competencies.

Can be used for a number of

applications including:
• personal and career development,
•training needs analysis,
•recruitment and selection.

HERA
Higher Education Role Analysis
 Support for members
User groups
Regional groups meet 3 times a year
Special interest groups
Advanced Practitioners Group
Mail base and Web-site
Private, member only

Training and Workshops

Role Analysis, software demos and practical issues
In house training

Good practice guides:

Developing an Implementation Strategy
Data Gathering
Selecting and Using Benchmark Roles
Allocating Roles to Grading and Pay Structures
Feeding Back to Role-holders
Costing Benefits and Project Management
Equality Checks

Consultancy services

HERA
Higher Education Role Analysis