# REG competency framework and HERA

* Current REG internal [Competency framework doc](https://hackmd.io/D9088kaSTRm39MkLLx1pTQ)
* Current REG internal [Competency Framework issue](https://github.com/alan-turing-institute/Hut23/issues/728)
* [HERA](www.ecc.ac.uk/ecc-ac-uk/_img/Members_Area/Publications_and_Guides/reviewofhera.pdf)
* [HERA documentation on Turing Complete](https://turingcomplete.topdesk.net/tas/public/ssp/content/detail/service?unid=e663cb60e8814ed784891ced7e5904e2&from=99e66bd9-4893-4a88-a12a-dee0fb42dd13)

Turing has adopted HERA as an institute-wide competency framework - we adapted our job descriptions and adverts to take account of this for the latest round of recruitment.

We need to adapt REG competency framework to fit with this.

* Will all job descriptions be re-evaluated to fit with HERA? HERA competencies are inextricably linked to salary.
* Yes, this is happening, and yes, it does affect salary bands. Main thing that affected salary banding was "responsibilities".
* Upper limit for Senior band has been reduced as a result of this.
* Transparency is needed when adjusting pay and conditions for people who were already in post.
* What about salary scale rather than wide range within bands that depend on initial negotiations?
* HR would prefer to have a narrower range of starting salaries - can be unfair, favours people who are able to negotiate.
* Risk that we lose people with this.
* Can we use our internal competency framework to help HR set initial salary offer, and also to help people progress in their roles?
* We are in a role where part of the role is to learn new skills - this should translate into preparing people for promotion to the next level.
* How much input has REG leadership had in the implementation of HERA (and re-grading process)?
* Contact with wider Turing has mainly been via the Recruitment service area
* Would like to be in a position that these things aren't just handed down from above.
* We need competency framework to describe our roles
* REG internal framework had 4 main categories: Communication, Project Working, Technical, Domain Expertise, with sub-categories within this and levels for Junior, Standard, Senior
* Competencies vs Responsibilities - not the same thing - should our framework cover both?
* Should we have 2 types of Junior - a fast-track that can move to Standard after 1 year, and a regular Junior that wouldn't have the set timetable.
* Want to avoid long list of skills (like on old version of job ad) - instead things like the ability to proactively take ownership of a unit of work - demonstrable skills.

* Things we don't want to happen: whole team being asked to reapply based on job descriptions.

### What should we try and get out of today?

* Look to have three levels within the Standard (and probably Senior) bands - Senior more complicated - and what are the competencies that we can use to position people within them.
* Takes into account responsibility - we have applicants with wildly different levels of experience - we don't want to exclude any of them.
* But we also need to give people we currently have the opportunity to grow into these higher levels of Standard.
* Should we try to get this done before making offers in this round of recruitment? Deadline would be ~1 month.
* Should also apply to people currently in position (people shouldn't be downgraded, but we can still try to minimize any initial discrepancies).

### Actions
* Invite HR to brief us about HERA and what is going on?
* Invite them to give a tech talk? [FN and NB]
* Would also be interesting to hear how the pay review is handled.
* For the existing team, what does it mean? New job descriptions? Salary scales? Is there a risk of some being held back? Might the team had to reapply for roles or otherwise lose what they currently have? It used to be the Turing positioned itself between academia and commercial datascience. HERA is very much academia and not beyond.
* If Turing is going more academia, are the academic trade unions represented in the new framework?
* Resume Wednesday afternoon hack sessions to try to implement this before making offers in this round of recruitment. [NB]