The Manager's Role in the Process

1. Encourage staff to choose the appropriate route

There are three options| for making a revised HERA submission. Please encourage your staff to carefully consider the most appropriate route for them to take. Many staff have found the full questionnaire time consuming and cumbersome, therefore it is expected many will go down the route of completing the HERA evidence based job description. This information will enable HR to undertake full HERA evaluations and we hope most people will be confident this is the most straightforward, accessible and inclusive route. More information on the process is available on the Promotion of Academic Support Staff| web page. for making a revised HERA submission. Please encourage your staff to carefully consider the most appropriate route for them to take. Many staff have found the full questionnaire time consuming and cumbersome, therefore it is expected many will go down the route of completing the HERA evidence based job description. This information will enable HR to undertake full HERA evaluations and we hope most people will be confident this is the most straightforward, accessible and inclusive route. More information on the process is available on the web page.

2. Speak to HR before starting the process

Whatever route, please encourage your staff to speak to Sarah Pedder or Raj Lakhani before they start. Some members of staff have launched straight into the completion of the written record, without knowing about the alternatives and without having any guidance or help. Managers can also help staff during the process by responding to their questions or by pointing them in the direction of HR.

3. Make suggestions and confirming written record

The formal role of the manager is to confirm the written record or interview notes as a correct assessment of the information given. You may find that members of staff have not done themselves justice or omitted to provide certain evidence. It is quite legitimate for you to assist them by suggesting they include evidence that they have not provided.

If the member of staff chooses to complete the full questionnaire or be interviewed, it is his/her responsibility to complete a written record of evidence or to carry out preparation for an interview. Managers should not complete written records for their staff; it is clearly unfair to other staff who undertake the exercise themselves.

4. Submit the written record

When submitting the verified HERA record, you should also indicate how the additional responsibilities came about. This should include reference back to the Departmental/ Service Development Plan and how the additional responsibilities will therefore support the School’s strategic aims. You will be asked to provide a business case to describe why duties have changed and how this is linked to the overall department strategy.

On the other hand, occasionally it may be necessary for you as a manager to indicate to a member of staff that an activity they describe is not their responsibility or that they have a more limited role than their evidence suggests.

5. Performance Issues

Issues of performance should be dealt with outside the HERA process. A member of staff should not be asked to go through the HERA process and subsequently be told by their manager that there are deficiencies in their performance or approach. If you have any concerns regarding performance, please consult your HR partner.

5. After Successful Re-evaluation

If the re-evaluation is successful, HR will approach you to discuss an appropriate effective date. This will normally be from the date when the request was submitted. It is not expected that the re-bandings will be backdated as additional duties should be recognised in a timely fashion.

 

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