As a result of discussion at the ARPS annual meeting in 2022, UCU organised a job evaluation training session in April 2023. This was aimed at members who wanted to better understand the job evaluation process and equip them with the tools to collectively challenge downgrading and grade drift when necessary.

Kevin Ward, ARPS Committee member and Money and Welfare Adviser, part of Students Services at Middlesex University went to the training and reports back on its benefits.

Why did you want to participate in this training?

I wanted to understand more clearly how job roles are assessed to ensure that I can contribute to future job evaluation processes as part of a job evaluation panel. Equipping myself with this knowledge means that I can help colleagues to be treated fairly and paid at the appropriate grade for their actual role, either as part of a re-evaluation or when new roles are assessed. When all professional staff at my institution went through a job evaluation process 10 years ago, many job descriptions were out of date due to technological advances,so it’s really crucial that we know how to approach this.

We’re also all noticing that tasks not included in our existing job descriptions are added to our jobs, with no financial reward. They can be presented as ‘good experience’ or a temporary situation, but before you know it, it’s part of your ‘normal’ workload, and you’re operating regularly at a higher grade than you’re being paid for. If this is happening, colleagues should be asking for a job evaluation.

What did the course cover?

The course allows you to see how job roles are assessed in job matching. At Middlesex, we use Higher Education Role Analysis (HERA). This method is usually used just for academic related, professional service and technical roles. HERA uses a questionnaire format of 50 statements or questions. The answers are used to measure the level of responsibility and demands of a role in relation to each of 14 HERA elements. The course took us through the purpose of evaluation, job evaluation and equality, policy and process, how to get more involved in your workplace and collective action around job evaluation.

What key things will you take back to your workplace? 

• Remembering that it is the value of the job, rather than the qualities or characteristics of the post-holder is crucial
• The process should ensure equal pay for work of equal value
• Most complaints are about how job evaluation is carried out, rather than the concept
• In house evaluation is preferable to outsourcing it, to ensure that the job role is properly understood.
• A Trade Union rep should sit on every job evaluation panel
• HERA can be used to challenge a grade match if the outcome of an initial assessment is unsatisfactory.
• Job evaluation also runs the risk of downgrading. It’s important to be clear on this and to negotiate a ‘no detriment’ clause for if this happens.

 And a final thought…

This course arms you with the tools you need to sit on a job evaluation panel to ensure good practice in partnership working and establishing an objective decision- making process. I highly recommend any members who are keen to support colleagues and make changes at their institution take part in the next one. I gained a better working knowledge of the job evaluation process and now feel much more confident that I can contribute positively to building a better workplace. Highly recommended.

Next course

The next in-person Job Evaluation course is in Birmingham on 25 January. More details and registration at UCU – Job evaluation: A collective approach, 25 January 2024, Birmingham, National course