UNIVERSITY OF SUSSEX
GRADING OF NEW POST: SUPPLEMENTARY INFORMATION FORM
Please complete and return this form to the HR department, along with a copy of the job
description for the role, and a structure chart if available. Please note:
 If any of the HERA elements listed below are not required of the role, please make
this clear on the form.
 You should provide as much information as you can – this will enable us to grade the
post quickly and without the need for further clarification.
Details of post
Job Title:
School & Department/Unit:
Manager of this post/form completed by:
Date form completed:
Other posts considered similar in terms of tasks/responsibility (if applicable):
1. Communication
Please give details of the oral communication that is required of the post-holder, including
frequency and level of complexity. Who do they communicate with, and for what purpose?
Please give examples:
Please give details of the written communication that is required of the post-holder, including
frequency and level of complexity. Who do they communicate with, and for what purpose?
Please give examples:
2. Teamwork and Motivation
How many people are in the team in which the role-holder works? What is their level within
it? Do they have supervisory or full line-management responsibilities? If so, how many
people report to them, directly or indirectly? Please provide a structure chart if possible.
HR/SC/Aug 2007 updated Oct 2009, updated Nov 2012.
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3. Liaison and Networking
Please give details of who the role-holder will be required to liaise with outside of the
immediate work team. What information is exchanged and for what purpose?
Are they required to a) participate in and/or b) initiate or lead formal networks (rather than a
network of personal contacts), either c) internally or externally?
4. Service Delivery
Is the role-holder’s work mainly reactive or proactive in nature? Are they involved in
marketing the department or assessing and acting on feedback? Are they required to
provide input into the setting of standards for the department? Please give examples:
5. Decision Making Processes and Outcomes
Please give examples, including level of impact (on the team, department or Institution) of
the following types of decisions that the role-holder is required to make (or indicate if not
applicable):
Independent (i.e. not required to refer to anyone else).
Collaborative (i.e. made in collaboration with others such as work team or manager)
Advisory (i.e. providing advice and recommendations to others, who make decisions
affecting the team, department, or institution; on the basis of the role-holders input).
HR/SC/Aug 2007 updated Oct 2009, updated Nov 2012.
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6. Planning and Organising Resources
Please give details of any planning or organising that is required in this role. Does the roleholder have responsibility for planning their own tasks, and/or those of others? Do they plan,
manage or participate in specific projects, or engage in longer-term planning? What
resources is the role-holder responsible for (e.g. money, people, equipment) Please give
examples:
7. Initiative and Problem-Solving
Please give details of any problem-solving that the role-holder is required to undertake and
the level of complexity. Please state (i) examples of problems; (ii) the input the role-holder
will have into solving them; and (iii) what other information the role-holder will use to do this
(e.g. asking others, using precedents or policies etc). Please also give details of any initiative
or creativity that the role-holder is required to undertake in their role:
8. Analysis and Research (not necessarily academic analysis/research)
Is the role-holder required to analyse or interpret information or data? Are they required to
investigate or research information? If so what is being investigated, what is the role-holder’s
actual role in the investigation? What is the outcome of the analysis and/or research? Please
give examples:
9. Sensory and Physical Demands
Is the role-holder required to carry out tasks requiring physical effort or a mastery of a range
of sensory or physical techniques? If so, please give details:
HR/SC/Aug 2007 updated Oct 2009, updated Nov 2012.
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10. Work Environment
Please give details of the individual’s work environment. Do they have any responsibility for
the health and safety of others? How do they discharge this responsibility?
11. Pastoral Care and Welfare
Is the role-holder required to deal with the welfare issues of others? Are they responsible for
dealing with performance and disciplinary issues?
12. Team Development (within immediate work team)
Is the role-holder responsible for helping to induct new starters, or provide training or
instruction to other members of the team, or to identify training needs and carry out
appraisals? Please give details.
13. Teaching and Learning Support (outside of immediate work team)
Is the role-holder required to give simple explanations/demonstrations, or short one-off
training sessions or lectures to those outside of the immediate work team ? If so are they
required to design the process and produce supporting documents? Please give examples:
14. Knowledge and Experience
Please give details of any specialist or technical knowledge or academic/professional
qualifications or equivalent experience that are required of this role:
HR/SC/Aug 2007 updated Oct 2009, updated Nov 2012.
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