Human Resources
Pay and Grading

The National Framework Agreement (NFA) necessitated the introduction of a new pay and grading structures into each University in the UK.  The University introduced a new pay and grading structure effective from the NFA implementation date – 1 August 2006 following consultation with recognised Trade Unions and the implementation of the HERA Job Evaluation Scheme, resulting in the introduction of a new single column pay spine to reflect a new 9 grade structure. The pay and grading structure has been developed and operates on a Job Family approach underpinned by the HERA Job Evaluation Scheme. Generic Role Profiles (GRP’s) had been developed and agreed at a national level for Academic and Research staff at the outset of the NFA.  They were solidly based in job evaluation and graded appropriately. At Ulster these were further developed, refined and evaluated following agreement with UCU to reflect local circumstances.  At a local level using the HERA Job Evaluation Scheme the University developed Generic Role Profiles for each of the grades in the other Job Families i.e. Business Support, Clerical, Technical and Operational Support.  The profiles describe, in broad terms, the typical activities, responsibilities and requirements necessary for work carried out at each grade.  The University consulted widely on the GRP’s with all Faculties and Departments and with each of the recognised trade unions (Unison, Unite and UCU) in relation to each of the grades within these categories. Faculties, Departments and the Trade Unions made recommendations for suggested changes in  relation to the GRP’s which were subsequently incorporated. The University carried out a process of consistency checking and re-checking to ensure that common grades across the various categories (Job Families) had role profiles that were equal in terms of demands and levels of responsibilities. Based upon the locally developed GRP’s underpinned by the HERA Job Evaluation Scheme; the University using the HERA Job Evaluation Scheme has developed a Competency Framework for each of the support grades.  The Competency Framework can be used: Within recruitment to ensure that the best people are selected the University’s needs; To determine appropriate training; and With the Development Appraisal Review (DAR) for career and personal development purposes. The University is committed to rewarding  all members of staff fairly and equitably in relation to the roles to which they are appointed and is committed to the principles of equal pay for work of equal value and operates a single Job Evaluation Scheme to measure the relative value of posts within the University.

Related Links:

Single Column Pay Spine (August 2011)

HERA Grade Boundaries

Generic Role Profiles

Competency Framework

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