The University has its own job evaluation scheme known as the University of Bristol Job Evaluation Scheme (UBJES), based on an established job evaluation method developed by Korn Ferry Hay Group (formerly known as the Hay Group). UBJES is used to determine the correct grade for all roles in order that the University can pay fairly in relation to job size. As the academic role profiles have already been evaluated using the UBJES scheme, the scheme is now used primarily for all Professional Services staff, including those undertaking roles in the faculties.
At the core of job evaluation is the job description. Each role will either have a unique job description or a generic job description where a number of people do essentially the same job, for example a Precinct Cleaner. It is essential that the job description is an accurate reflection of the role being undertaken and the job description should therefore be regularly reviewed by the member of staff and their manager in conjunction with the guidance on writing job descriptions.
The scheme's oversight is undertaken by the UBJES Steering Group, which is comprised of representatives from Human Resources, the University's management, and the trade unions. The UBJES Steering Group's role is to provide advice and guidance to the Chief People Officer on the operation and development of the UBJES scheme. The Steering Group meets twice a year, with sub-groups meeting more frequently where necessary to undertake specific pieces of work.
All jobs are evaluated using the same approach, which involves a panel who apply the UBJES methodology directly to a job description, and panels are usually held weekly. It is not possible to publish details of the UBJES methodology, as it is subject to copyright restrictions.
The University's approach to determining the outcome for a role is via a panel of trained UBJES panelists. Panel composition consists of a Chair/Technical Advisor from Human Resources, a Management representative and a Trade Union representative, whereby the Trade Union panellist must be from the relevant union which represents the staff group from which the role is based.
The panel's Chair will present a proposal for the evaluation which will be reviewed by the panel, and a decision will then be reached by consensus. Optionally a Role Expert may attend the panel from the School/Division where the role is based, to provide clarification and contextual information to the panel. Where a panel are unable to reach a decision by consensus, which may be due to ambiguity in the job description, the role will be sent back to the School/Division with queries.
Further information is available about our current group of trained panellists.
