Job Evaluation

The Job Evaluation guidance sets out the structured approach the University takes to allocating a grade to a role. It also sets out the process to be followed to request a job evaluation.

All roles at the University at Grades 2-8 are evaluated and assigned to a grade using the Higher Education Role Analysis (HERA) job evaluation framework. Designed by the Education Competencies Consortium (ECC) and Higher Education institutions, HERA ensures equal pay for work of equal value, by providing a consistent framework and fair evaluation methodology.

All Grade 9 (Professional and Managerial) roles are evaluated using the Korn Ferry Hay Method, a structured approach to assess job roles and their relative value within an organisation. This methodology enables the University to define and compare jobs rigorously across its Professional Services departments.

Roles are evaluated against key skill areas that are applicable to a wider range of roles. Supporting evidence and role requirements are carefully assessed, and a score is allocated to each of these areas. The grading of a post is then assigned based on the total score.

A job evaluation exercise may be required due to the following reasons:

New role

Where a new role has been created and requires assessment to confirm a grade prior to a recruitment exercise.

Documentation requirements: Completed HERA Role Outline form (for grades 2-8) or UOR Job Profile Form (Grade 9), job description, organisation chart.

Changes to a role 

Where significant, permanent changes have been made to an existing vacant role following changes to responsibilities/changes in the service. 

Documentation requirements: Send a copy of the job description with tracked changes to the HR Adviser or Partner allocated to your Directorate or School for the them to clarify if a job evaluation exercise is required.

Grading review

Where a role is occupied and there have been significant, permanent changes to the duties and responsibilities of the role, and the role holder/manager is requesting a grading review. The role holder must have been in the post for over 12 months. This is separate and distinct from the Development Pathway Framework where it is clear at appointment stage for the manager and employee the skills, knowledge and/or qualifications they need to achieve in order to be developed to work at a higher grade.

Documentation requirements - contact your HR Partner in the first instance: Grading Review Business case, completed HERA Role Outline form (for grades 2-8) or UOR Job Profile Form (Grade 9), job description, organisation chart to be sent to the HR Partner allocated to your Directorate or School to oversee your Grading Review request.

Timescales for Grading Reviews

The following table shows the schedule for consideration of Grading Reviews.

Requests received after the deadline to HR Partner will not normally be accepted and may be held for the next scheduled date.

For a change in grade to be effective from 1 August 2026:

Deadline to HR Partner: 26 May 2026. Line Managers will receive an outcome by mid-July 2026

For a change in grade to be effective from 1 November 2026:

Deadline to HR Partner: 14 September 2026. Line Managers will receive an outcome by mid-October 2026

For a change in grade to be effective from 1 March 2027:

Deadline to HR Partner: 18 January 2027. Line Managers will receive an outcome by mid-February 2027

For a change in grade to be effective from 1 July 2027:

Deadline to HR Partner: 10 May 2027. Line Managers will receive an outcome by mid-June 2027