Key considerations when implementing HERA or FEDRA

Written by Suzanne Daley / 14th March 2025

Implementing a job evaluation tool like HERA or FEDRA is a big step toward creating a fair, transparent, and consistent approach to reward. If you’re considering introducing one of these frameworks, there are some key things to think about to ensure a smooth and successful rollout.

HERA and FEDRA are designed specifically for the higher education sector, offering a structured way to evaluate jobs and align pay and grading with each role’s demands and responsibilities. Let’s dive into what you should keep in mind:

1. Understand your objectives

Before you begin, take some time to get clear on your goals. What are you hoping to achieve?

Fairness: Are you aiming to ensure equity in pay and grading?
Legal compliance: Do you need to meet requirements like the Equality Act?
Consistency: Are there inconsistencies in how roles are currently evaluated?

Defining your objectives upfront will guide your approach and help you measure success.

2. Secure leadership buy-in

Having senior leadership on board is a must. Their support signals that fairness and transparency matter, helping to build trust with employees.

Leaders can:

Communicate the purpose and benefits of the tool.
Address concerns and questions.
Ensure the implementation aligns with your strategic goals.

Without their backing, you could face resistance, lack of resources, or low engagement, all of which can undermine the success of your job evaluation initiative.

3. Engage employees early

Job evaluation affects everyone, so it’s important to bring employees along for the journey.

Communicate clearly: Explain the “why” behind HERA or FEDRA and address common questions. For example, how will this impact current roles and pay?
Invite input: Give employees opportunities to share their thoughts. This not only builds trust but also helps foster engagement.

4. Review and update job descriptions

Accurate job descriptions are the backbone of effective job evaluation. Make sure they’re up to date before you begin.

Conduct a review: Audit current job descriptions to ensure they clearly outline responsibilities, skills, and working conditions.
Provide guidance: Train managers on how to create or update job descriptions that meet HERA/FEDRA's requirements. ECC offers templates, best practices, and tailored advice to support this process.
Collaborate: Work with employees and supervisors to ensure job descriptions reflect real-world tasks and expectations. This transparency builds trust and ensures evaluations are fair.

5. Consider time and resources

Implementing HERA or FEDRA takes time, especially in the early stages. Proper planning and resource allocation will make all the difference.

Allocate resources: Make sure your project team has the time, tools, and support they need. If resources are tight, ECC consultants can provide hands-on support and expert guidance throughout the implementation project.
Pilot the process: Start small by evaluating a few roles. This allows you to iron out any wrinkles and build confidence in the system before rolling it out organisation-wide.

6. Plan for ongoing support

Remember, job evaluation isn’t a one-and-done deal. It’s an ongoing process that requires regular attention.

Build a team: Develop a skilled evaluation team to manage assessments, guide managers, and ensure consistency. ECC provides training to help build in-house expertise.
Review regularly: Periodically revisit evaluations to make sure they’re still aligned with the evolving responsibilities of each role.
Stay connected: Tap into ECC’s expertise for updates, best practices, and advice to keep things running smoothly.

Ready to Get Started?

Implementing HERA or FEDRA can revolutionise how your organization approaches job evaluation, fostering fairness and transparency while supporting institutional goals. By keeping these considerations in mind, you can set the stage for a successful rollout that benefits everyone involved.