Promotion for support staff will be based on the role an individual carries out changing significantly, evidenced by a HERA re-evaluation of the role. This re-evaluation will show that the role you are carrying out has 'grown' since the previous HERA evaluation, i.e. you have taken on additional responsibilities that have give your role a wider breadth, or made it more complex. The additional duties need to be different from your current responsibilities, enhancing your role, not simply 'more of the same'. The additional responsibilities undertaken should be referenced, by your manager, back to the Departmental Development Plans, or the Service Development Plans to show how they support the Institutions strategic objectives.
We would ask you to think seriously if the changes to your role have resulted in a significant change in terms of breadth and complexity of responsibilities, and if in any doubt to discuss this with your manager who will be able to advise you.
If this is the case, there are now different options to enable you to have your role re-assessed through the HERA evaluation system, including written and interview formats. Whichever method you choose your manager will need to verify the information contained and can perhaps make suggestions on examples that may have been missed. The documentation should then be submitted to HR who will evaluate the role. You and your manager will then be informed directly of the result. If successful, your manager's input into establishing the most appropriate effective date will be sought, however, it is expected there will not be significant back- dating.
It is the responsibility of members of staff to review their job description regularly and ensure it is up to date.
A flow chart giving an overview of the process is available here.
Every role in the School has a HERA profile, whether it be through the information gained through the Framework Agreement or a subsequent submission, or, in the case of new roles, through the recruitment process.
Before considering promotion, it is worth looking at the HERA profile, and the HERA submission for the current role, to see where the significant changes have occurred. HERA profiles are available from your HR Adviser. This will help to highlight the areas where the role has changed significantly and help focus on the new examples. It may also be helpful to look at the guidance available on the Points Boundaries and the Scoring System when considering a re-evaluation request.
Before starting the process it is also important to remember the following:
HERA does not and cannot assess your performance in the role you hold. For information on reward for good performance, please see ASRTCC: Academic Support, Research and Teaching Staff Contribution Committee.
Neither can it assess your overall "market value".
HERA does not assess quantity of work. If workload is an issue, rewards can be made in alternative ways.
It is the requirements of your role which will be analysed not activities or responsibilities you have become involved in for personal interest.
Also when filling out the documentation please remember:
The scheme applies to all staff groups including academic and research staff and groups. As a result there will be some areas where you will not be able to provide evidence simply because you do not carry out that kind of work!
Please do not feel obliged to provide copious examples of work for the most basic level of each competency e.g. under communication questions
Please try to think of activities and responsibilities that are typical of your role. However please do not forget those activities which are important even if they are not everyday occurrences as they may impact on your score.
Try to use different examples for each element if you can. But some activities involve different skills so do not worry if you describe what you do under one element and then repeat it again under another. HERA is not a test to see how many examples you can give!
Please contact Sarah Pedder or Raj Lakhani for clarification on any of the above points.