During the National Pay Framework exercise in 2006 all jobs underwent full HAY evaluation by a panel of HR, management and trade union representatives, in order to transfer staff onto a single pay spine and develop a grading structure.
Following this extensive process it was agreed that future jobs would be matched to a set of grade profiles by HR. The matching process uses relativity and context to make grading decisions and is underpinned by the principles of HAY.
A review of our job matching process has been undertaken and a revised job profile template, guidance and process for job matching is outlined below.
An overview of the job matching process can be found in this flowchart [PDF 241KB]
A QMUL job profile comprises a job description, which provides an accurate representation of the role, and a person specification, which details the qualifications, knowledge, skills and experience that are required in order for the jobholder to perform the role effectively.
A job profile is used for a number of different purposes:
• To enable HR to correctly evaluate the grade of a post, ensuring employees are rewarded fairly and consistently for the work they are asked to undertake.
• To target and attract appropriate candidates to apply for a vacancy.
• To help recruiters identify the most suitable candidates during the shortlisting and selection processes.
• To facilitate the communication of expectations about performance to candidates at the recruitment stage, and subsequently during employment.
A new streamlined QMUL Job Profile Template [DOC 53KB] has been created and accompanying this are the QMUL Job Profile Guidance Notes [DOC 177KB] which provide guidance and advice on how to write a job profile.
New roles or changes to roles as a result of a restructure
To be processed by HR who meet as a Panel every two weeks to consider these roles. If you have any new roles or roles emerging from a restructure, please contact your HR Partner.
To be processed on a quarterly basis at a Job Matching Panel (the dates of which can be found below). If you have a role to be re-graded, please contact your HR Partner.
For a re-grade to be considered, managers must ensure that they send in a copy of the old job description along with the new job description with tracked changes. This is so it is easy for the panel to identify the changes in the role and whether a re-grade is justified. If it is not clear what changes have been made, the role will not be considered and you will have to wait until the next Panel for it to be looked at again.
Re-grading of roles cannot be looked at outside of these Panel dates unless they have emerged as part of a team restructure.
Panel Dates for 2019
|Job Matching Panel Date||Submission to be with HR by|
|Tuesday 5 February 2019||Tuesday 29 January 2019|
|Monday 20 May 2019||Monday 13 May 2019|
|Friday 23 August 2019||Friday 16 August 2019|
|Monday 2 December 2019||Monday 25 November 2019|
If you have any questions about the process, please contact Joyce Adom (firstname.lastname@example.org), Reward and Benefits Manager.