Divisional Directors, Faculty or School and other Managers can identify the need for a new role. They may also identify the need to review an existing vacant role.
If you're a manager, the best place to start the process is by contacting your HR Business Partner (HRBP). It's a good idea to do this as soon as you can, as it can take time to write a job description. Your HRBP will give you guidance on timescales. You can only advertise a role, once it’s been evaluated.
Here are the key questions to consider if you're creating a new role or if you have a vacancy. This will help you to understand if you need a job evaluation.
It's worth considering relevant approvals you might need for a new role. And if you're unsure about any of the above it's a good idea to talk to your HRBP.
Please complete the new role template if the role has never been evaluated, or if it has changed significantly since its last evaluation. For a role with a current role holder you should look at the re-evaluation procedure.
Please use the new role form and job description guidance to help you write the job description. This will make the process more efficient. You can find these above.
You also need to consider the following:
For Professional and Administrative family roles you must complete
The Grade Descriptors help managers identify the level/grade of role required. They provide typical activities under the job description template headings. These relate to grades D to M.
You'll find more information about using the Grade Descriptors within Job Description Guidance.
Please email the completed job description and cover sheet to your HR Business Partner.
HR will check the job description template is correct and they may review it with the School/Division. They will also consider whether the anticipated grade can be met.
Your HR Business Partner will send the final job description to the Reward Team. They will send the job description to the next available UBJES panel.
The Reward team must have the job description seven working days before the panel. Any job descriptions received later than this will go to the following panel. If volumes are high the job description will go to the next available panel.
Sometimes a Role Expert from the School/Division may be invited to the panel. This can help answer any contextual questions. The input of a Role Expert is particularly helpful where the work is of a specialist nature.
The panel will meet and agree an outcome. If the panel have any queries, the job description is sent back to the School/Division, for more information.
On average it takes 12 working days to reach an evaluation outcome. This is from when HR send the role to the Reward team in HR, to when the outcome for the role is notified. This can vary if lots of roles are waiting for evaluation.
A grade outcome notification is sent to the recruiting manager and HR Business Partnering team. The School/Division may then go ahead and recruit, if they have all relevant approvals.
Sometimes the grade outcome is different to the manager's anticipated grade. In this case it is possible to revise the job description and re-submit to a further job evaluation panel. HR can help with deciding whether to revise and re-submitting the job description.
If you have a query, please email us at reward-team@bristol.ac.uk
