HERA explained

HERA (Higher Education Role Analysis) is a tool used to analyse roles found in Higher Education institutions.  It was developed by a consortium of higher education institutions to cover the vast range of jobs which can be found within the higher education sector.  The scheme has been rigorously tested at a national level to ensure that it is fit for purpose. Go to HERA for further information.

How does HERA work?

HERA analyses roles against 14 key elements which reflect the values of higher education, and the aspects of the roles identified as being the most important.  All roles are analysed against the same elements, these being:

  • Communication
  • Teamwork and motivation
  • Liaison and networking
  • Service delivery
  • Decision making processes and outcomes
  • Planning and organising resources
  • Initiative and problem solving
  • Analysis and research
  • Sensory and physical demands
  • Work environment
  • Pastoral care and welfare
  • Team development
  • Teaching and learning support
  • Knowledge and experience

The HERA scheme uses a questionnaire format (made up of 50 statements/questions) to measure the level of responsibility and demands of a role in relation to each element.  Once the appropriate role information has been gathered, each element is scored using the HERA scoring system.  These scores are then combined to give an overall point score for the role.  It is this score that determines the relative value/worth of roles, and ultimately the grade a role is assigned.  

Who else is using HERA?

Over 100 higher education institutions were part of the consortium which developed HERA, many of whom are now implementing HERA. 

Initial role analysis exercise

How was role information gathered as part of the initial exercise?

Role information for non-academic roles was gathered using a variety of methods such as one-to-one interviews, group interviews/discussions and questionnaires.  The method chosen depended on the stage in the process, the number of similar roles to be analysed and the circumstances (i.e. if the post was vacant or the role holder was unavailable etc).

For academic roles, a representative sample of role holders from each of the main job groups, and spanning all grades, were selected to provide the HERA Team with role information using a Role Outline Document designed to capture information about the demands and responsibilities of the role in relation to the 14 HERA elements.  The HERA Team then analysed and evaluated the information and carried out an 'audit' of the information against the National Library of Academic Role Profiles to confirm their suitability for use within the University of St Andrews.

  • Who analysed the roles?
    The HERA team were and continue to be responsible for gathering, analysing and evaluating role information.  During the implementation phase of the role analysis project up to 8 Analysts (from within and outside the University) were employed.  The current composition of the team is a project manager, a senior role analyst and a project administrator.
  • How were the role analysts trained?
    The role analysts undertook a training programme which included intensive training on job evaluation and the HERA scheme, an interview skills session and practical, hands-on experience of analysing roles. 
  • When did the University start analysing roles?
    The initial exercise commenced in June 2005.
  • Were all roles subject to the same role analysis process?
    The information gathering process may have varied slightly depending on the category of roles being analysed, however all roles covered by the Framework Agreement were, and continue to be, evaluated using the same role analysis scheme - HERA.  
  • How many members of staff participated in the initial role analysis exercise?
    Of the 864 members of staff that were asked either to attend a role analysis meeting or complete a role outline document, 840 members of staff (approximately 97%) participated in this part of the process.  
  • What happened with the role information provided?
    Each role outline document or record of evidence was systematically analysed and evaluated by the HERA team resulting in a HERA role profile and total point score for each role.  HERA role profiles were issued to staff in early March 2007.  

General role analysis information

  • What is the purpose of the HERA role profile and what does it look like?
    The HERA software package produces a role profile which represents the demands and level of responsibilities of the role and is reflective of the grade at which the role has been evaluated.  As has been explained throughout the process, the profile is fairly generic and does not detail the specific tasks/activities undertaken in your role, i.e. it is not a substitute for a job description.
  • How is role analysis linked to pay?
    The role analysis process is used to determine the grade a role is assigned, it does not, however, determine the actual salary point within that grade.
  • Now that the initial role analysis phase is complete, how do I request a review of my current grading?
    If you are in a non-academic role you can request a review of your grading via the grading review process.  There are approximately 3 grading review rounds each year.  For more information on this process and details of submission deadlines please refer to the Grading review process.  There will still be a promotions process for academic members of staff looking for promotion to grades 8/9 (see below for more information).   
  • What happens if my role is 'green circled'?
    Role holders who are green-circled will move to the first point of their new grade on the day following the applicable submission deadline (i.e. if the submission deadline was 30 September, the grade would be lifted with effect from 1 October).
  • What happens if my role is 'red circled'?
    A pay protection period will be applied where relevant and the Red Circle Policy implemented.  Please see page 5 of the grading review policy for more information on red circling.  
  • Will there continue to be an annual promotions exercise?
    The HERA process measures the relative size of a job in terms of demands and responsibilities, it cannot, however, measure the individual contribution made in terms of quality of research, impact and teaching innovation, which is an important requirement when assessing senior academic posts.  As such, there will continue to be an annual promotions exercise for those academic staff seeking promotion to Grades 8 and 9. 
  • Can I see role profiles for other grades?
    A library of role profiles for all roles can be accessed from the Job Families page.
  • Are new roles role analysed?
    Yes.  All new roles are treated in the same way as existing roles by role analysing the further particulars and putting them through the HERA process.  This determines the grade of the role and ensures that new roles are correctly assimilated on to the pay and grading structure.