The HERA Evaluation Process Flowchart (Managers) sets out how changes to roles should normally be managed, and whether a new job description and full grading of the job description is required using the HERA job evaluation scheme.

A manager who is considering creating a new role, or making permanent and significant changes to an existing role should speak to their HR Advisor at the earliest opportunity to determine what level of HERA grading assessment will be required.

An individual may request a grading review of their role where there are significant, permanent changes to the duties and responsibilities of the role.  A minimum of twelve months should normally have passed since the individual was appointed or the last HERA grading assessment took place.

In the first instance individuals should discuss this with their line manager. It is expected that in the majority of cases, a Line Manager will support the request and will make the submission on the individual’s behalf.

If following a grading review, an increase in grade is confirmed, this will take effect on the first day of the month following receipt of the full documentation/evidence required in Human Resources. If an individual is not satisfied with the outcome of the grading review, they may appeal in accordance with procedures agreed by the University (following consultation with trade union representatives).  Colleges or Services who are not satisfied with the outcome of a grading review will be invited to discuss the outcome of the review with a trained HERA Analyst to ensure the evidence submitted has been correctly applied.

A Faculty Pro Vice Chancellor may apply for the grading of an appointment in one of the academic job families to be reviewed against the academic role profiles and career paths agreed by the University and in accordance with procedures agreed by the University (available from Human Resources or from the Human Resources web pages under Exeter academic). A postholder may submit a personal application for regrading, without the support of their Faculty.

Concordat on careers for Research Staff

The University is committed to the principles of the Concordat, available in the research staff pages.

A Faculty Pro Vice Chancellor may apply for the grading of an appointment in one of the academic job families to be reviewed against the academic role profiles and career paths agreed by the University and in accordance with procedures agreed by the University (available from Human Resources or from the Human Resources web pages under Exeter academic). A postholder may submit a personal application for regrading, without the support of their Faculty.

A Faculty Pro Vice Chancellor may apply for the grading of an appointment in one of the academic job families to be reviewed against the academic role profiles and career paths agreed by the University and in accordance with procedures agreed by the University (available from Human Resources or from the Human Resources web pages under Exeter academic). A postholder may submit a personal application for regrading, without the support of their Faculty.